A new route, a familiar challenge

The introduction of the Solicitors Qualifying Examination (SQE) has reshaped the route to qualification. Its objectives—consistency, accessibility and standardisation—are widely supported across the profession.

However, a consistent theme is now emerging across law firms.

Newly qualified solicitors are passing the SQE, but many are not yet fully prepared for practice.

This is not a reflection of individual ability. It reflects a structural shift in how professional capability is developed.

What has changed in the SQE pathway

Under the previous LPC route, capability development was supported by:

• structured training contracts
• defined seat rotations
• the Professional Skills Course (PSC), which reinforced applied skills

The SQE has changed this model.

While it provides a robust and consistent assessment framework, it does not replicate the same level of structured, embedded development in applied practice skills.

As a result, responsibility for developing practice readiness has shifted more directly to law firms.

The emerging skills gap

Early feedback from L&D teams, training principals and supervisors points to consistent capability gaps.

These are most visible in:

• advocacy and litigation skills
• drafting under real-world conditions
• client communication and interaction
• commercial awareness and financial understanding
• professional judgement and decision-making

These gaps are not about legal knowledge. They relate to the application of that knowledge in practice.

Why this matters in practice

The impact of this gap is already being felt across firms.

Common themes include:

• Increased supervision
  Supervisors are spending more time reviewing work and providing unplanned support.
• Slower progression to independence
  Newly qualified solicitors may take longer to handle matters autonomously.
• Pressure on team capacity
  Additional supervision and support requirements affect utilisation and workflow.
• Early-career confidence
  Individuals can feel qualified but not fully prepared, which can affect confidence and performance.

These are operational challenges, not theoretical concerns.

Understanding the root cause

The SQE is designed to assess competence against a defined standard.

It does not, and is not intended to, develop:

• firm-specific judgement
• confidence in ambiguous situations
• the ability to manage responsibility independently

These capabilities are developed through:

• structured experience
• supervision and feedback
• applied practice over time

Without a clear framework, this development becomes inconsistent.

What this means for firms

For firms, the implication is clear.

The SQE has not reduced the need for development—it has changed where and how that development needs to occur.

Firms now need to:

• define what practice-ready looks like internally
• identify capability gaps early
• introduce structured development to address them

This is not about replacing the SQE, but about complementing it.

Conclusion

The SQE represents a significant step forward in standardising qualification. However, qualification alone does not guarantee readiness for practice.

For firms, the challenge is to ensure that early-career lawyers develop the applied skills and judgement required to operate effectively.

Understanding the nature of the gap is the first step. The next is to consider how it can be addressed through structured development.

Further Information

If your firm is reviewing how early-career capability is developing under the SQE pathway, it may be useful to assess where practical gaps are emerging and how they can be addressed through structured training and support.