Osborne Clarke

O, say can you C: With a brand-new Miami office, this full-service firm is bringing its “welcoming” culture and innovative practices from Bristol to the global stage.

Osborne Clarke training contract review 2026

About the firm

“Its emphasis on innovation and looking forward is so refreshing,” was one trainee’s way of defining Osborne Clarke, and it was a sentiment shared by many. Words such as ‘ambition’ and ‘drive’ were repeated by trainees as they detailed Osborne Clarke’s trajectory from a single base in the South West to a powerhouse with 26 global offices, including New York and Shanghai. The firm’s latest Miami office opening is another sign that things are “going in an exciting direction.” As training principal Marc Shrimpling tells us, “the internationalisation of our work has been a focus; we act for the likes of Meta, Microsoft and Warner Brothers on a pan-international basis. We’re continuing to develop clients who use Osborne Clarke not only in the UK, but across our European network. It’s amazing to be able to work with colleagues across different jurisdictions from Rome, Madrid and Paris.”

This wouldn’t be possible without the expertise and offering to match, and OC does indeed prove its depth and breadth through its selection of core sectors, which includes energy, financial services, life sciences, infrastructure, retail and tech. It’s a reputation backed up by our colleagues at Chambers UK, who recognise OC as one of the best in class across several practices, such as banking and finance, corporate/M&A, litigation, real estate, employment and IT in the South West. The firm has also earned top-tier rankings for its UK-wide capital markets, media & entertainment and public procurement work.

“It strikes the perfect balance between being a big firm with an impressive list of clients and being human.”

Sources were also struck by the firm’s commitment to sustainability and innovation. However, beyond the work, we heard trainees were searching for “the perfect cultural fit, and somewhere that doesn’t eat into your work/life balance.” For those who had done a vacation scheme at OC, “the culture stood out from the first five minutes. People made such an effort to get to know me, and it was a great first impression.” Even as trainees, interviewees found that “it strikes the perfect balance between being a big firm with an impressive list of clients and being human.”

Around 35 trainees join the firm’s three UK offices each year. “We really have a breadth of talent and diversity in our trainee pool,” Shrimpling notes; “we don’t look for a single characteristic, and certainly nothing to do with people’s backgrounds, school or university. There is consistency among our trainees, and that is having a genuine curiosity and interest in the areas that Osborne Clarke specialises in.”

Training Contract Structure

Seat allocation always starts with an open conversation with the future lawyer team three months ahead of the next rotation: “We catch up with them about how our seat is going, how we’re feeling, what we would like to do next and why, and get their insights and guidance.” After this, trainees submit four preferences, and this year marked the first time that an algorithm called RUTH was used in the process to “optimise opportunities.” During their two-year contract, trainees are required to complete at least one disputes seat as “the firm wants to make you a well-rounded lawyer. It ensures you’re not missing out on half of what OC does!”

There are also a number of client secondments on offer. Here you’ll find big names ranging from social media, entertainment and food and beverage companies to life sciences and technology firms. There’s also the chance to do an internal secondment to ‘OC Solutions’, AKA the firm’s in-house technology department. “This is a relatively new development, but one we’re really keen to promote. We’re increasingly aware that being able to understand legal technology and innovation, and how it impacts the delivery of legal services, is no longer a ‘nice to have’ for lawyers of the future – it is essential,” Shrimpling emphasises.

Seat Experiences

Trainee Life

“Most of the time you’re sat near very senior people but there’s no intimidating vibe at all.”

“I’d say the culture is the number one selling point!” trainees proclaimed; “the partners are a really nice bunch, and it’s a top-down influence. There is no hierarchy – everyone is approachable and willing to talk.” It certainly helps that all the offices are open plan with hot-desking so “most of the time you’re sat near very senior people but there’s no intimidating vibe at all. It’s super welcoming.” As such, we heard that “people are very protective of the culture.” Also, given that the Bristol HQ recently moved to a brand new, sustainable office building kitted out with a rooftop terrace, indoor gardens, and a spin and yoga studio, it’s safe to say that “the place has a fun energy.”

There have also been efforts to keep regular events on the social calendar. The summer party is undoubtedly one of the highlights; all three offices get together to celebrate and, rumour has it, “the big selling point was the Radio One DJ!” There are lunches, dinners and away days throughout the year and, in the run-up to Christmas, there are plenty of trainee-specific and departmental get-togethers as well as a firm-wide summer party. Trainees also have their own social budget and, on occasion, pop down to the pub together after work. If that wasn’t enough, there are also a bunch of sports clubs to get involved in too.

Trainees were quick to highlight how “inclusion is a big deal here.” There are numerous affinity groups across race and ethnicity, social diversity, gender, LGBTQ+ and wellbeing. Events are just as varied and include anything from themed book clubs to drag bingo to celebrate Pride! There’s also a mentorship programme, and interviewees were reassured by the fact that “the firm is trying to do as much as it can, and naturally that leads to an inclusive environment where you can just be yourself.”

Gender representation at the partner level received special praise, though sources noted that there’s still room for improvement when it comes to some other aspects of diverse representation. That said, the committee meets monthly and is “transparent about its strategies and how it’s going to make a difference.” It certainly helps that the firm counts 100 hours of DEI and pro bono time towards qualified associates’ 1,350-hour billable target.

In fact, pro bono is very much encouraged: “You get loads of emails coming through with opportunities and how to get involved.” Sources introduced us to the OC Bridge programme, where trainees can volunteer at local schools and speak to students about employability. The firm also partners with various charities; trainees can help refugees find employment though Breaking Barriers, and opportunities with Z2K include helping individuals reapply for disability benefits after an initial rejection. Those in the London office can also visit the Westminster Legal Advice Centre on Tuesday evenings to answer client questions related to housing, family law and simple contract disputes.

“The head of the London office was mentored by a trainee!”

Everyone is expected to be in more often than not, which translates to three or more days a week in the office. Sources valued the flexibility that the hybrid policy provides but also noted, “you learn so much more by being in the office as you get to speak with people and pick up more opportunities.”Supervision was highlighted as another strength, with trainees receiving regular feedback alongside mid- and end-of-seat reviews. We heard that supervisors are “really supportive, open-minded, and make sure that you’re developing professionally.” Newbies also appreciated the pastoral care, noting how “there’s dedicated time for strictly non-work-related catchups.” If that wasn’t enough, all trainees are assigned an NQ buddy as well. OC has also started a firm-wide reverse mentoring scheme and, as one insider revealed, “the head of the London office was mentored by a trainee!”

For more work-specific support, there’s plenty of training for trainees to access. The way it generally works is that trainee-focused sessions all take place at the start of the seat, while team-wide sessions led by partners and seniors happen on a regular basis. The knowledge team provides skills sessions and legal updates, and there’s a bank of online resources available, too. What’s more, trainees from across the Bristol, Reading and London offices all meet up at the Bristol HQ for yearly training. The firm has also introduced a new programme of cohort days where they focus on certain topics which will support trainees in around four to five sessions over the course of the two years.

As is often the case across the legal profession, hours at OC vary depending on the team and the week. Departments such as real estate, corporate and banking come with the ups and downs you’d expect from a transactional seat, meaning that later hours can be necessary in the lead-up to a deal closing. “This is always communicated so you can plan around it, and it’s not just sprung on you,” an interviewee reassured; “on the flip-side, if you don’t have anything urgent to do, you’re not expected to stick around late. They know you’ll be there for the hard times when things come up.” Sources explained how an average day typically starts at 9am and finishes around 6pm, so trainees generally felt well-compensated relative to these hours. Salaries start at £49,000 in Bristol, £49,950 in Reading and £55,000 in London.

Qualification

Trainees were also clear about the qualification process, which officially kicks off with a jobs list after final seat trainees have had the chance speak to HR about their interests. It’s worth noting that, according to qualifiers, one difficult aspect of the process was that “they didn’t tell us exactly how many jobs would be available in each department.” The rest of the process was reportedly straightforward, as qualifiers apply to roles they are interested in before interviewing with them. Beyond this, insiders highlighted, “it’s definitely a firm people go out of their way to pick. I can see myself staying here a long time, not just because of the work but because of the culture.” The firm did not disclose the number of qualifiers in 2025.