Farrer & Co

With royal roots and private client pedigree, a training contract at Lincoln's Inn Fields’ finest will take you Farrer than you might think…

Farrer & Co training contract review 2026

About the firm

There’s a lot of new in the world of law. Regulation in almost any industry is constantly evolving, as are the industries themselves, and how and where people want to invest their money is changing too. In the context of all this change, a degree of longevity can be reassuring. Enter Farrer & Co. Farrer is over 300 years old, and, somewhat fittingly, has set up shop in a Grade II-listed building in London, with high ceilings and chandeliers. It’s also retained some of the same clients, but, as anybody at Farrer will tell you, you don’t achieve that kind of longevity without being open to change. As one trainee put it: “Great, longstanding reputation, but forward looking.”

“Great, longstanding reputation, but forward looking.”

The firm’s practice was built from work with the aristocracy and ultra-high-net worth individuals (the firm was the late Queen’s solicitors), but it has significantly evolved over the years, and the firm has even provided legal advice to the British Olympic Association as part of the Association’s successful bid for the 2012 Olympic Games. The firm’s Chambers UK rankings extend further than you might expect too, with top-tier nods in areas like art and cultural property law, charities, education institutions and media and entertainment nationwide. There’s also top agriculture, rural affairs and employment practices in London too.

Training Contract Structure

Farrer does things a little differently than most of its city counterparts, with trainees completing six four-month-long seats. The idea is that trainees will get a broader training and exposure to a variety of sectors. Overall, this approach meant that our interviewees were somewhat less stressed about seat allocation as they knew there were plenty of chances to get a seat they wanted.

Every trainee must complete a seat in each of Farrer’s ‘four pillars’, which consist of its property, private client, contentious and commercial departments. Ahead of qualification, you return to the seat you have selected to qualify into for your final seat. Trainees are also asked to submit a top choice preference, which you are guaranteed to sit in. The system was praised for the breadth it offered and graduate recruitment “tries their best to accommodate any preferences you may have.” One caveat that trainees did flag was that beyond seat induction, taking any time off will significantly reduce the time you’ll spend in a given seat. However, since trainees return to the seat they hope to qualify into regardless, this wasn’t too much of an issue.

Seat Experiences

Trainee Life

Farrer’s HQ is nestled in the heart of London’s historic Lincoln’s Inn Fields, a mere five minutes along from Covent Garden. The firm also recently opened a new office space nearby, which is apparently much more modern than the original historic building. However, according to one trainee, the main building “feels like part of my identity. It feels like home, and I am really proud of it. It’s so beautiful that whenever we host events, my jaw drops.” Currently, the in-office policy is set at two days per week, with most coming in nearer to three or four. The firm benefits from an open-plan layout, which trainees explained means “you can listen into conversations and ask questions, so it’s really good from a social point of view.” Our interviewees were also pleased with the hours reportedly wrapping up at around 6pm.

“It feels like home, and I am really proud of it.”

The office also has its own restaurant and café, with the catering team receiving compliments for their work at the Christmas parties and other events. In fact, the Christmas party was highlighted as “one of the best bits of the firm. The entire table of food was phenomenal.” Last year, the firm hosted it at a five-star hotel in a “massive ballroom.” There is also a “healthy trainee social budget” for events such as a summer party, a BBQ at the start of the TC, a five-a-side tournament, a cricket match, music groups and a pub quiz.

Overall, the social calendar is most definitely stacked, and “there is something on every week.” Although it would be impossible to attend every event, interviewees were pleased that there is ample opportunity to socialise with their colleagues: “I’m a big fan of knowing the people I work with and being friends with them. It’s one of the main reasons I want to stay at the firm.”

Culturally, the firm was described as “people-centred,” with a “real focus on the fact that all individuals are different. They encourage people to bring their authentic selves to work.” For example, we were told that if anyone has to work long or late hours, “everyone really values it and says thank you and well done. Usually, you then get the day off in return.” The supervision and training were also commented on as a great way to build relationships across the firm. You are also assigned a buddy NQ who “helps you throughout the TC process.”

Most departments have their own training programme. For example, corporate has sessions in the first few weeks of a seat on different topics such as what a merger or an acquisition is. There is also firm-wide training, which is a great way to “sit with partners and learn alongside them.” Interviewees told us the programme is “very clear,” and it “is nice to know there is always regular training and updates across the board.”

Farrer has a “clear focus on DEI at the moment, with different committees organising loads of events,” and trainees are actively encouraged to get involved with brainstorming new ideas. We were told the firm is making an effort to move away from a reputation for being comprised of older white males at the top level and is involved with the 10,000 Black Intern programme and actively recruiting through the scheme. It also has partnerships with local schools to help promote a career in law.

The consensus was that the firm has made a lot of positive progress through its neurodiversity and LGBT committees, with the latter network hosting a lot of different events. The firm was also highly rated by female, neurodiverse and LGBT interviewees, and one told us: “There are loads of female role models to look up to.” Trainees can get involved with pro bono work via the Mary Ward Legal Clinic, which hosts several sessions a month. Here, there is a chance to provide advice and follow up with drafted documents.

Interviewees were happy with their salary, telling us that “we have a great work-life balance. If we are in the office past 7pm, associates will be like, 'why are you here?'”

Qualification

In terms of the qualification process, insiders thought the firm was as transparent as it could be. However, those we spoke to would have appreciated a clearer idea of what jobs would be available. We were told that where trainees did have grievances about the process, it was well received: “You can sit them down and tell them, and they are really receptive.” If one person is going for one space, it is a conversation with the department, but if there are multiple people, there is a personal statement to submit. In 2025, the firm retained 8 out of 10 qualifiers.