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Help your people qualify. Help your firm grow.

The person you need may already work for you

We help law firms identify who could progress, which qualification route fits the role, how much time it would take in study and supervision, and the financial commitment required.

Start with a free 30–45 minute Employer Development Review appointment to receive a short written plan to help you decide your next steps. Begin the process by completing the short enquiry form. When completing the form individual employee details will not be required at this stage.

 

Employer Development Review form
Explore qualification routes →

Supporting learners across 800+ law firms

Online study, flexible start

Ongoing learner support

Employer progress updates

Supports professional development across routes including CLC, CILEX, SQE and short courses

Over 4,500 learners from the UK and across the globe have trained with Law Training Centre

Developing existing employees can create progression pathways and reduce reliance on external recruitment.

Our academic team includes legal professionals and academic specialists who understand the requirements of the legal sector.

Four situations we see most often

Firms often approach us with questions about staff development and progression rather than a specific training need. If any of these situations sound familiar, our review can help.

  1. A staffing or succession gap: a department is growing, or an experienced fee earner is retiring. Could someone in your team qualify and take on greater responsibility?
  2. Someone ready to progress: a colleague already contributes to casework and is ready for more responsibility. Consider which qualifications and, where appropriate, practice rights could help them take the next step in their career?
  3. Retention and recruitment pressure: recruiting qualified specialists can be costly and time-consuming. Could developing an existing employee be a better solution?
  4. Sponsored learners already studying: are your employees progressing as expected, and are they following the most appropriate qualification route?

From trainee to partner

The person you need may already work for you. Kevin Rogers, Partner and Chair of the Board of Management at Wilson Browne Solicitors, shares how developing people from within has helped the firm build its future leadership, including a former trainee who now sits alongside him on the board.

How the review works

The review starts with a conversation rather than a lengthy assessment form. We send you questions in advance and use the discussion to create a short written plan.

  • Tell us what is prompting the conversation: complete a short enquiry form to outline your situation. No employee details are needed at this stage.
  • We send you the questions in advance: to help you prepare for the review, we will ask you to consider three things.
    1. Your firm’s needs – are you addressing a skills gap, supporting career progression, planning for succession or improving staff retention?
    2. Employee development – who could benefit from further training, and what would you like them to achieve in the next two to three years?
    3. Practice rights and supervision –which areas of work require specific practice rights, and who currently supervises them?

    You do not need to have all the answers. These questions are simply a starting point for the conversation.

  • A 30 to 45 minute review call: led by Dino Dullabh, Co-Founder of Law Training Centre.

  • A written plan sent within five working days: Your Employer Development Plan will provide a specific proposal where the appropriate route is clear. Where further consideration is required, our plan will outline the available options, qualification routes and next steps.

Every recommendation is reviewed by our academic team before it is shared with you.

Start your Employer Development review
Tasha Peeters

Dino helps law firm leaders develop the people they want to retain. He helps firms compare CLC, CILEX and SQE routes by starting with the individual, the role and the practice rights the firm needs.

Dino Dullabh,

Co-founder and Director of Strategy

Connect with Dino on Linkedin

Three things to think about before we talk

You do not need to have all the answers or have chosen a course at this stage. These questions are simply a starting point for the conversation.

  1. What has prompted this conversation? Is there a skills gap, an employee looking to progress, succession planning, staff retention or someone already studying with us?

  2. Who in your firm could be a potential candidate for development, and what would you like them to be able to achieve in the next two to three years that is currently beyond their role or capabilities?

  3. Which work needs particular practice rights, and who in your team carries the responsibility for supervising it currently?
Start your Employer Development review

What your development plan covers

 

Recommendations on how to develop your firms team

Recommended qualification routes and alternatives for each candidate

Assessment of existing qualifications, experience and potential exemptions

Regulator requirements for licensing, work experience and professional authorisation following course completion

A realistic timetable for study and qualifying experience

A clear breakdown of costs: We will provide details of our course fees, any applicable VAT, payment options and additional assessment or regulator fees. If any costs are estimated or have not yet been confirmed, we will make this clear.

Employer responsibilities, including supervision and study time

Clear next steps, whether you are ready to proceed or need more time

Your development plan provides a clear, one-page summary of our recommendations and any alternative options, helping you decide on the best way forward.

The review and plan are free, with no obligation to enrol. If you choose to proceed, we will provide pre-populated enrolment forms to simplify the next steps.

How your employees can progress

Explore how employees in different roles can develop their skills, gain Legal Practice Qualification’s and progress within your firm through a range of training pathways.

Legal support staff and aspiring legal professionals

This pathway is ideal for legal support staff with the potential to progress into paralegal roles and, eventually, more specialised fee-earning positions.

Qualification pathway: Start with a NALP paralegal qualification, or begin a CLC or Law Training Centre Professional Legal Qualification pathway where the intended role is clear.

Timeframe: 36 to 60 months as a staged development plan.

Study time and time to authorisation are different. Previous qualifications, relevant experience, assessment dates and regulator requirements all affect the plan.

Someone with relevant qualifications and experience may have only a few months of study left. A colleague at the start of their career may need a plan spanning several years. We work out the route and pace with the firm.

Explore course options

What you can expect from us and how you support your employee during their studies

Supporting an employee’s professional development works best when we work together. Here is what you can expect from us and what your role entails as a sponsor.

What you can expect from us

  • A named employer contactOne person who knows your firm and your learners, for anything between reviews.
  • Help with enrolmentPre-populated enrolment forms, and the exemption check done before anyone starts. 97% of completed assessments confirm at least one exemption, and there is no charge for the check.
  • Study that fits around the roleOur courses are delivered online, so your employee can usually study around their work rather than taking a regular day out. Start dates, assessment windows and live session times differ by route; your Employer Development Plan sets out what applies.
  • Direct tutor supportQuestions go to the tutors, with a response in no more than 48 hours.
  • Progress reporting on requestOur academic team works with your firm to agree what to report, how to report it and how often, so the updates fit your needs.
  • Invoiced to the firmWe invoice firms directly. Where a firm is sponsoring several learners, we can discuss staged payments for the overall arrangement.

How you can support your employee

  • SupervisionWhere a route requires qualifying experience, the firm provides a supervisor and signs off the experience. Guidance will be provided for each individual qualifying route.
  • Realistic study time planCreate a study time plan that works around your firms work commitments and the learners work life balance.
  • A decision on the training termsCreate a training agreement to cover all eventualities, including if a learner leaves your firm before qualifying.
  • Time off for assessmentsSome routes have fixed assessment dates. Guidance will be given for these assessment dates, and they are published and updated on our website.

Supporting an employee with the cost of their qualification shows that you value them and want to help them develop their career. It can also encourage them to stay with your firm and grow professionally.

Hear from our Employer partners

 

Anthony Roy

“It is so refreshing to have direct, tailor-made course conent, where two-way dialogue ensures the best outcomes for learners and staff.”

Kevin Rogers,

Partner, Wilson Browne Solicitors

Anthony Roy

“With Law Training Centre, they’ve got someone on hand to help them. When I did mine 20 years ago, it was a bit different – there was nobody on hand to sit and talk to.”

Richard Durrant,

Former Head of Residential Conveyancing, Boys & Maughan

Anthony Roy

“It makes your life easier. It’s tough to navigate the regulatory requirements of these different regulators, plus what’s suitable for the individual, budget constraints and what the future looks like. It helps juggle all of that decision making.”

Jill Graham,

Operations Director, Wilson Browne Solicitors


Our Employer Development Review gives your firm that same starting point: help to work out which qualification routes suit your people, your budget and the roles you need them to fulfil.

Hear more from our employer partners
Start your Employer Development review
Contact us

Help your people qualify. Give them a reason to stay.

Wilson Browne’s investment in training has delivered an impressive retention record: of 13 people who qualified over three years, 11 were offered roles and all 11 accepted. Kevin Rogers explains how supporting trainees through qualification helps build their commitment to the firm.


Frequently asked questions

Does the review cost anything?

Do we need to have chosen a course first?

Who should join the call?

Can we develop more than one person at once?

Do employees need a degree to gain a legal qualification?

What does sponsoring someone cost?

What happens if an employee leaves during their training?

Is the Employer Development Review only available to law firms?

How Wilson Browne develops its people with Law Training Centre

Which qualification route suits the person, the role and the firm? Wilson Browne works with Law Training Centre across SQE, CLC and CILEX routes to help answer that question. Hear how we help the firm navigate the choices, support its trainees and develop the people it wants to retain.


Developing the trainees into the lawyers your firm needs

For Wilson Browne, investing in qualifications is part of building the firm’s future. Kevin Rogers, Partner and Chair of the Board of Management, explains how working with Law Training Centre gives the firm choice, flexibility and practical support to help its people qualify and progress.

 
Making qualification choices easier

Different routes, different regulator requirements and different circumstances for every employee. Jill Graham, Operations Director at Wilson Browne, explains how Law Training Centre helps the firm work through those decisions, identify suitable routes and keep track of progress. Her verdict on the operational benefit: “It makes your life easier.”