Slaughter and May

About the firm

We’d venture that Slaughter and May is a name you’ve already heard around campus, somewhere between the library and the careers fair, and if not, don’t worry. This British-born outfit tends to come up sooner rather than later. Part of the Magic Circle cohort, it’s a well-established name with an “academic reputation.” As one trainee put it, “People are passionate about being technically good at the work; I enjoyed the more bookish perception that I had of Slaughters.” In turn, early careers recruitment partner Dominic Robertson tells us that, “What we do and what we are known for is to help the world’s leading companies and institutions navigate their biggest and most complex legal challenges, from significant transactions to disputes and investigations and regulatory challenges, and beyond.”

“People are passionate about being technically good at the work; I enjoyed the more bookish perception that I had of Slaughters.”

Robertson points to the firm’s role in major transactions as an example: “I worked on the takeover of Schroders by Nuveen, which at the time was one of the biggest public takeovers in the UK for 80 years.” Our sister guide, Chambers UK, can speak to its expertise, bestowing best-in-class accolades for its competition law, corporate/M&A, big-ticket corporate finance, corporate crime & investigations, and tax practices in the capital. Indicative of the firm’s global presence, Slaughter and May also secures over 30 department rankings in Chambers Global.

Around 85 trainees join this City outfit each year. Something that stood out was the emphasis on junior development: “We aim to create a culture that is supportive and gives people the best possible start to their legal careers.” Robertson says: “We set high standards and expect a lot from our trainees, but we are equally committed to giving them the training, support and opportunities they need to thrive.”

Why trainees joined the firm

Clear-cut corporate and disputes teams

With market-leading, headline-generating work across both transactions and disputes, trainees were attracted to the breadth of experience on offer and the chance to avoid being boxed into a specialism too early. As one insider divulged, “I wasn’t sure what practice area I wanted to do. I was terrified of going to a firm with eight different corporate groups and having to figure that out.” Instead, “here there’s one corporate team and one disputes team, so there’s the opportunity to do everything and figure out what you enjoy,” they told us. The same applies to the likes of competition and financing too.

No-billable hours target for trainees and associates

The lack of billable hours proved to be a big hit amongst trainees. “It makes the difference! You don’t have this constant pressure to meet hours, there is a general understanding that you will be busy throughout your time here,” a trainee shared. Another added that “it is a much bigger deal than I anticipated,” as colleagues are more willing to invest time in sharing knowledge and supporting development. While it’s common for trainees to not be subject to a billable target, many firms have them for associates and NQs.

Academic approach and culture

The firm's intellectual reputation and emphasis on the law proved a key draw for many trainees. “People said it was more academic; there seemed to be an emphasis on the law, which I liked,” one shared. Another recalled that at interview, there were a lot of questions about “my thesis. They were looking at how you think and your ideas.”

Trainee satisfaction rankings

Training contract structure

Seat allocation

At Slaughter and May, trainees have three compulsory seats: financing, corporate and at least one contentious seat.

Incoming trainees are invited to attend a seat selection event and submit their preferences before starting. The seat allocation process has recently been revamped, with trainees now able to express preferences ahead of each rotation, rather than having their remaining three seats allocated during the first seat. This allows greater flexibility to accommodate evolving trainee interests and the firm’s business needs. Sources felt the firm generally did its best to accommodate preferences, though some specialist seats, such as sustainability and technology, are particularly competitive.

Client Secondments

Trainees are eligible to go on a client secondment in their second year. After a presentation, they can register their interest, but opportunities depend on client demand and existing relationships with partners or teams. According to one insider, it can feel more like “a tap on the shoulder,” compared to a formal application process.

International Secondments

Similarly, second-year trainees can apply for international secondments, though we heard opportunities are competitive. Recent destinations have included Hong Kong and Brussels, alongside six-month stints at 'best friend' firms in New York, Sweden, Germany and Japan. Interested trainees are required to submit a written application.

Seat Experiences

Trainee life

Culture and environment

Data from our annual trainee survey

Perceptions can often be deceiving, as one trainee learnt all too well: “Slaughter and May has this reputation for being super traditional and cut-throat, and it’s been the complete opposite!” While there is undoubtedly a strong emphasis on producing high-quality work, phrases such as collaborative and supportive repeatedly cropped up during interviews. As one trainee explained: “We don’t have hourly billing targets (we do record time) so people aren’t focused on hitting a certain number of hours; they are willing to hit pause to help or go and get a coffee.”

That supportive culture also extends to learning and development: “People take the time to give detailed answers, talk through problems and brainstorm solutions together.” More broadly, sources described colleagues as passionate about their interests both inside and outside the office. For example, we heard that about a finance partner who edits the firm's internal art review blog.

While the disclaimer was that people are often busy, there are still social events on the calendar. The Trainee Solicitor’s Committee have a quarterly social budget and, because many arrive having studied together at law school, there is often a ready-made social network. Every so often there will be a drinks trolley on a department’s floor, and teams will celebrate once a deal is complete or a claim has been filed. There are also an office-wide summer party and an annual winter gala dinner.

Working patterns

Data from our annual trainee survey

Hours vary considerably, and it’s worth acknowledging straight out the gate that long hours are not uncommon. “It really depends. I know that is the classic answer, but it tends to come in waves,” a source told us of the frequency of those particularly long days.

For the most part, trainees indicated on average starting around 9.30am and finishing between 8 to 9pm – perhaps 7pm on a good day. With deadlines, particularly in transactional practices, “the real limit on what busy can look like is: until whenever,” an insider warned, resulting in multiple late nights over short periods. That said, insiders were keen to emphasise that there is no face-time culture: “it’s not unheard of to leave around 6pm particularly for associates and trainees.” If something isn’t urgent it’s made clear that it can wait, as sources emphasised, “People are protective of our time and considerate of holidays.”

Trainees are expected in the office four days a week. The firm occupies an office near Moorgate which has undergone a recent renovation, upgrading its facilities to include more call booths, a canteen and a café. The subsidised restaurant was a big plus, where many welcomed the affordable food and free dinners available after 6pm.

Pay

Data provided by firm and our annual trainee survey

Taking into account the hours and trainee responsibilities, insiders were satisfied with the salary. As one pointed out, “there is always the carrot of the NQ pay,” which jumps to a whopping £150,000 upon qualification.

Supervision and training

Data from our annual trainee survey

With plenty of formal sessions on offer, training was highly rated by trainees: “The training is excellent at Slaughters. You’re well supervised and looked after; you’re not lost in the system.” The trainee-specific programme was described as extensive, with a more classroom-style environment. The sessions cover introductions to corporate law, financing and disputes, and tackle professional development topics to help newbies become well-rounded trainees.

Each seat also has dedicated training sessions at the start. That said, an interviewee emphasised that “the most helpful thing is learning on the job; making mistakes and learning from them. It’s good balance; you’re not locked in a room for hours and hours.” Moreover, with recent efforts to adopt AI, trainees receive dedicated training around its use (“we got to meet the founder of Harvey!”).

Newbies are paired with a trainee buddy and have the option to sign up for an associate mentor. What’s more, trainees share an office with their supervisor, allowing plenty of opportunity for organic feedback. “I’ve learnt a lot from them being in the same office, and listening to their calls,” a trainee shared. Formal feedback is received at mid-and-end of seat review.

Inclusion

Insiders were pleased to report that the firm is active with its inclusion efforts. The employee networks in particular were seen as having a big role to play, including Prism, the LGBTQ+ network; Thrive, the wellbeing network; GEN, the gender equality network; and SoMo the social mobility network, to name a few. These networks are open to all to join and provide a sense of community through socials and informative events. “It’s a good way to get to know people,” one source pointed out. In one recent event, a high-profile rugby referee came in to speak: “it was amazing to see!”

We heard that there is also a focus on social mobility: “The firm is welcoming and diverse in terms of backgrounds; there is a real push.” The firm supports social mobility initiatives through organisations including upReach and the 93% Club. Interviewees also highlighted the firm's use of RARE Recruitment's contextual recruitment system and noted that trainees are recruited from a broad range of universities, although Oxbridge remains well represented.

In addition, its solicitor apprenticeship programme was praised for “encouraging those from different backgrounds to join the firm.”

Pro bono & CSR

“Pro bono is pretty big here,” sources told us. That said, interviewees felt it was generally easier to get involved at the associate level, with trainees needing to be proactive to seek out opportunities. One popular option is volunteering at the Islington Law Centre, where trainees can assist individuals with housing and benefits applications and queries.

Other opportunities include:

• Assisting the Domestic Abuse Response Alliance (DARA) in conjunction with other firms.

• Volunteer programme undertaking document reviews for Amicus

Qualification

Qualification was described as an organic process, whereby trainees have conversations with the teams they are interested in joining to gauge available opportunities. As one insider explained: “There is never a jobs board; it’s not the way things work here. It’s a lot more flexible. If a team likes you, they’ll have you back.” We heard some grumbles with this method, with some trainees feeling the approach makes the process less transparent, describing it as “a bit of a guessing game” at times. During their fourth and final seat, trainees submit their preferences to HR. There are no interviews or formal assessments.

A seat at the table…

Earlier this year, the firm acted on the first tax case heard by the Supreme Court in over a decade. Robertson highlights, “The trainees involved absolutely loved the experience of being in that courtroom on Parliament Square, and appearing before the UK's most senior judges, as it’s so rare for cases to make it to the Supreme Court, and can be a once-in a lifetime experience for many.”