A Shift from Assumption to Active Review

The introduction of the SQE has prompted firms to reconsider a long-standing assumption: that qualification broadly equates to readiness for practice.

In reality, many firms are now reviewing their early-career development models more closely, driven by a need to understand how capability is developing under the new pathway.

This shift has led to a more active, evidence-led approach to training and development.

What Firms Are Trying to Understand

Across the sector, L&D and talent teams are focusing on a consistent set of questions:

• Where are the most significant capability gaps emerging?
• How does the SQE pathway compare to the LPC route in practice?
• What is happening to supervision loads and time to independence?
• Which development interventions are having the greatest impact?

These questions reflect a move away from theoretical debate towards practical evaluation.

Early Themes from Across the Market

While firm contexts differ, several common themes are emerging.

• Applied skills require reinforcement – There is a clear focus on strengthening practical skills such as drafting, advocacy and client interaction.
• Development is becoming more structured – Firms are introducing more formal development frameworks, rather than relying on informal supervision alone.
• Expectations are being clarified – There is a growing emphasis on defining what is expected at trainee and NQ level.
• Investment is increasing- Many firms are allocating additional resources to early-career development, particularly post-qualification.

The Role of Data and Insight

One of the most notable changes is the increased use of data to inform development decisions.

Firms are seeking to:

• gather feedback from supervisors and trainees
• identify recurring performance patterns
• benchmark their experience against the wider market

This reflects a broader shift towards evidence-based L&D.

Moving Beyond Qualification as a Proxy for Capability

The SQE has reinforced an important distinction:

Passing an assessment does not guarantee readiness to perform in a specific organisational context.

As a result, firms are placing greater emphasis on:

• capability development after qualification
• ongoing skills reinforcement during QWE
• structured progression into NQ roles

This represents a change in mindset as much as a change in process.

What This Means for Training Design

For L&D teams, the focus is shifting towards more integrated development models.

These typically include:

• structured skills programmes during QWE
• targeted post-qualification development
• closer alignment between supervision and training
• clearer frameworks for capability progression

The objective is to create a more consistent pathway from qualification to effective practice.

Conclusion

The SQE has prompted a fundamental rethink of how capability is developed in early-career lawyers.

Firms are moving towards more structured, data-informed approaches that better reflect the realities of practice.

This shift is likely to continue as more SQE cohorts progress through qualification and into NQ roles.

If your firm is reviewing its approach to early-career development, it may be useful to consider how capability is currently assessed, supported and measured across the SQE pathway.