Kennedys - True Picture

Kennedys training contract review 2026 

The Firm 

If you’ve ever had to buy insurance – or have watched enough ads on TV to get the gist of it – you’ll know that picking the right insurance plan is all about feeling safe and secure. Ultimately, while worth the investment, it’s a decision you have to make sure you won’t regret. Finding a training contract isn’t too different; picking the right firm, location and practices are key to protecting yourself and your career in the long run. And, when making a high risk, high reward leap into the unknown, a firm that’s built around insurance law would surely be a safe bet.

Enter Kennedys, a firm with a long-standing reputation in all things insurance, which is backed up by our colleagues over at Chambers UK. Here, the firm is recognised as top-tier for its professional negligence work in the North West and Northern Ireland, and receives top defendant-side clinical negligence and personal injury, health & safety, contentious insurance, product liability, transport and travel rankings nationwide. 

“…even if you think it’s just an insurance firm, it’s worth highlighting that Kennedys has a lot of commercial clients as well.” 

Despite the firm’s insurance know-how, trainees were keen to tell us that “even if you think it’s just an insurance firm, it’s worth highlighting that Kennedys has a lot of commercial clients as well. What’s great about the firm is that it is growing into other avenues.” It’s a sentiment that is echoed by training principal and chief risk officer, Andrew Coates, who explains how “the insurance industry is at our core, but we are also looking to build market share in related sectors.” 

This growth is happening on a geographical level as well: “It’s a global firm with 47 offices worldwide, but it’s strategic about when to open an office and where. There were no insurance-focused law firms in Oman when the firm opened an office there, but the country was going through a lot of issues related to insurance liability at the time. The decision to place itself in the market was a strategic one and generated a lot of work.” On home turf, Kennedys has set up 13 offices.

The current trainee cohort was split between six of them, with the majority in London, and a handful in Manchester, Cambridge, Leeds, Birmingham, Bristol, Sheffield, Taunton, Edinburgh and Glasgow.  

The Seats 

One of the unique features of a training contract at Kennedys is that there are two distinct trainee streams: a standard 4x6 months rotational setup, and a graduate solicitor apprenticeship. For rotational trainees, the seat allocation process kicks off around a month before they move to their next seat, when they receive a list of all the options that will be available in the next round. As is often the case, priority goes to second-year trainees, but first-year interviewees didn’t feel hard done by: “They’re very fair in the sense that they remember when they didn’t give a trainee what they wanted and will make sure they’re a priority in the next seat.”

Graduate solicitor apprentices, on the other hand, don’t have to worry about seat allocation, as they spend their entire training contract with one department while studying for their SQE exams. It’s certainly a big commitment so early into your career, but for those who have a clear idea of what they want to do, it’s a way to settle into their preferred practice area as soon as possible: “Depending on which team you’re with, there’s a chance you’ll be treated almost as an associate after just a year,” one graduate solicitor apprentice explained, “but a trainee’s experience depends on the department and how they choose to utilise trainees on the alternative SQE path.” 

There are also a number of client secondment opportunities, which are open to both rotational trainees and graduate solicitor apprentices. “They are mostly to insurance companies,” a trainee explained, “though the application process varies, it can be pretty straightforward. Sometimes, it’s just a conversation with the early careers team and a partner about your interests.” 

As a seat with a clear link to the insurance sector, many trainees end up doing a seat with the serious & catastrophic injuryteam, which represents insurer clients in claims following accidents. “They’re typically workplace, public liability and road traffic claims,” one trainee explained. The firm’s client list includes the likes of Aviva, and in one recent example, the team represented Haven Insurance in connection to a £5 million claim from a former decathlete who suffered a brain injury following a cycling accident.

Given that injuries are at the centre of these claims, many of these matters involve contributions from medical experts, which one trainee particularly enjoyed as “you have to see whether their experience aligns with a particular injury, then contact them for availability and draft instructions to them.” Aside from this, trainees are typically kept busy taking attendance notes at meetings, drafting letters, instructions and witness statements, and attending conferences with experts and counsel. 

“You really get into all the different aspects of a claim, seeing how it progresses from when it’s first brought to us.” 

Kennedys’ property, energy & construction seat offers an alternative insurance perspective, where most of the work is “recovery work, or pre-litigation. It’s typically cases where the insurer has already paid out on a claim and you’re trying to find out who is responsible, such as a negligent contractor. We might then sue them to cover the insurer’s proceeds.” In one recent example, the team represented Prater on a £55 million cladding and fire safety claim regarding remedial works on the construction of Woolwich Central, the largest ever Tesco development.

Trainees here were grateful to have “about 40 cases to my name, but they don’t throw you in the deep end! It’s built up, but that means you get insight into what it would be like to qualify in the team.” Newbies also get some experience advising clients, specifically when it comes to policies and coverage. Other typical tasks include drafting and disclosure but, across the board, insiders were pleased that “you really get into all the different aspects of a claim, seeing how it progresses from when it’s first brought to us.”

It’s worth noting that there is also a separate real estate & constructionseat, which covers the full spectrum of classic property work. As one trainee summarised: “It’s one big team with four mini teams within it, those being planning, real estate litigation, transactional real estate, and construction, which is both contentious and non-contentious. Those are typically separate seats at other firms, but not here!” 

Financial & political risk is another one of the firm’s insurance seats and is, perhaps unsurprisingly, divided into two: financial lines and political risk. Trainees can try out as much of each side of the work as they want, as “all you have to do is approach different people in the team and say you’d like to get involved in their work.”

Overall, interviewees who sat with the team explained that there’s a mix of litigious and non-contentious work, but “you’re usually part of a bigger team, working on very complex matters that need multiple people working on them.” As such, tasks for newbies include research, attending calls and drafting various documents, such as instructions to counsel. 

Trainee Life 

Kennedys has truly ramped up its pro bono offering in the past year, meaning there are now more opportunities than ever for both trainees and solicitors to contribute to a good cause. These include clinics with BPP law school, alongside work with small not-for-profits through the firm’s partnership with LawWorks.

According to Coates, “lawyers at all levels can use pro bono to develop skills less used in their fee earning practice. We support our junior lawyer development through tailored pro bono opportunities that build confidence, offer new experiences and address skill gaps.” There’s plenty of opportunities to do good more broadly too, including mentoring secondary and university students through the Future Frontiers and upReach programmes, reading with primary school children, and hosting talks through the School Consent Project.  

While there’s plenty going on to keep trainees busy, hours at Kennedys for most weren’t too intense. “The firm is good at recognising that your work life is separate from your home life and doesn’t want you blurring the two,” a trainee gratefully relayed, while another added, “if I’m in the office late or still online later into the evening, people will tell me to log off now and pick it back up tomorrow.” That said, there’s still some variation depending on how busy seats are.

For one, “one of my disputes seats was just insane, I would work until 11 and had a couple of working Sundays. My first seat, on the other hand, was a pretty consistent 9am to 5.30pm.” Of course, “there are some who are a bit stricter about getting at least seven chargeable hours in every day, but that’s not the case with everyone.” Still, we heard that the firm’s more general focus on work-life balance is “reflected in the salary. It could always be higher, but it’s not bad at all when compared to other places and their expectations.” 

Many felt that their supervisors offered an extra layer of stability, and we heard plenty of stories along the lines of “my supervisor doesn’t like me staying past 5.30” and “mine will give me a call to check in and make sure I’m doing OK.” While rotational trainees are paired with a new supervisor in each seat, graduate solicitor apprentices generally stay with one supervisor throughout. 

All incoming trainees, whether rotational or on the SQE path, kickstart their training contract with the Junior Lawyer Academy, an online induction training programme. “It has various modules which you need to complete by Christmas of your first year,” a trainee explained, “it teaches you general skills like research and drafting.” After this, much of the training takes place on the job, largely through trying things and getting feedback, which is reportedly less daunting than it may sound: “Yes everyone’s busy, but no fee earner has turned me down for feedback when I’ve asked for it.”

However, there is still a fair amount of more formal training as time goes on: “A lot of webinars and seminars pop up and you’re welcome to just join,” an interviewee recalled, “sometimes it’ll be a lunchtime thing, but you can easily join from your desk and listen in. It means you don’t have to compromise on getting your own work done.” 

The general consensus was that the trainee cohort got on well: “There’s no competition and we’re all willing to help each other out. We take it upon ourselves to arrange trainee socials.” The firm’s DEI activities are another way for people across Kennedys to spend time with colleagues. “There are lots of events going on to get people involved,” an interviewee explained, “we’ve had Eid and Hannukah celebrations, and you don’t need to be religious yourself to join. It’s so nice to see the decorations, food and people that make the time for it.”

Members of the firm can also take part in Kennedys’ EMBRACE Network, which celebrates individuals from diverse backgrounds. Alongside various external speaker sessions and DEI team get-togethers, trainees were pleased to “spot so many people around the firm from different backgrounds, religions, everything. As someone from an ethnic minority background, it’s great that you’re really seen and heard.” 

For rotational trainees, the qualification process kicks off with an official jobs list. After that, qualifiers submit an internal CV to the early careers team, which “essentially details your entire training contract, summarising everything you’ve worked on and any business development you’ve done.” Everyone is guaranteed an interview, and the whole process is typically complete within two months.

For graduate solicitor apprentices, meanwhile, we heard that “you should be able to just qualify into the team if there aren’t any glaring issues, but it seems that not all teams are clear about what to expect. I’ve heard that some people at the firm finished SQE2 and are still waiting for a contract.”

In general, insiders explained that qualification odds are highest in insurance teams which are “pretty much guaranteed to take on multiple NQs.” Despite this, most weren’t too worried about retention, and in 2025 Kennedys kept on 31 out of 33 qualifiers.

How to get a Kennedys training contract 

Training contract deadline: 28 November 2025 

Training contract and graduate solicitor apprenticeship (SQE) training programme 

“Kennedys offers training contracts and graduate solicitor apprenticeships for graduates who wish to qualify as a lawyer. Trainees gain hands-on experience in a supportive and inclusive environment and are able to participate in ongoing professional development to set them up for success. You will be given a good level of responsibility early on, dealing with varied areas of work, and will be a valued member of the team from the start, working alongside experienced lawyers and partners in a relaxed and open plan environment.” 

Kennedys generally offers around 25 training contracts in its UK offices each year. Applicants need at least 120 UCAS points and a 2:1 degree to pass the initial screening. 

Applications and assessments 

Both types of application kick off with an online form. The firm typically receives around 2000 training contract applications. “We want to understand why you are applying to Kennedys specifically, what interests you about the firm and the work we do, as well as why you should be selected for a training programme above other applicants,” senior early careers manager Hannah Worsfold says. She advises applicants to “showcase the knowledge and enthusiasm they have about the firm throughout all stages of the application process.” Shortlisted candidates are then invited to undertake a timed situational strengths assessment online. 

The firm then selects applicants to take an automated video interview, focusing on their application form and reasons for applying to Kennedys. Around 100 candidates are then invited to attend an assessment centre. The day includes some micro exercises that involve a video response, plus a written task and an interview with a senior associate. 

Worsfold tells us, “We value transferable skills like initiative, time management, and communication, which can come from any experience. Our strengths-based approach and blind CVs ensure we focus on your skills and potential. We're looking for trainees who will thrive in a collaborative and forward-thinking environment.” 

From here, trainees are chosen. For those aiming to crack offices outside of London, a further follow-up interview in their chosen office is held before the final decision is made. 

Interview with Andrew Coates, Chief Risk Officer

Chambers Student: How would you describe the firm and its position in the market?

Andrew Coates: Our clients are our reason for being. They tell us that we are their go-to firm for client service in the insurance industry, which is also reflected in a growing sense of self-confidence throughout the firm. The insurance industry is at our core, but we are also looking to build market share in related sectors. One of the biggest challenges ahead is the pace of change for us, for the insurance industry and for our clients as a whole. There are constant challenges on the horizon, whether it is from regulatory changes, cyber threats, AI, technology and the global geopolitical situation. That means that our clients will continue to need partners to help them navigate these challenges and we feel confident that we are well-placed to provide insight, guidance and support to help them face these challenges and changes. 

We view our people as our competitive advantage, and we know that we will only deliver on our plans for growth with the exceptional talent of our people. We are committed to developing our people and rewarding their contribution to our success. 

In FY25 we achieved another year of growth and revenue globally increased by over 8%.

CS: Have there been any highlights in the last year that you would like our readers to know about? 

Coates: Over the past year, Kennedys has achieved remarkable growth and recognition across several areas. There have been changes to leadership with Meg Catalano appointed as Global Managing Partner and John Bruce succeeding Nick Thomas as Senior Partner. 

CS: Could you tell us a bit more about the SQE training contract route and how it’s been going so far? 

Coates: At Kennedys, we introduced our SQE training programme in 2021 to align with the SRA’s new qualification route and to continue building a diverse pipeline of legal talent. Our programme is designed to offer a practical and accessible path to qualification, with a strong focus on hands-on experience and career development. We partner with BPP to deliver the academic and exam preparation elements of the SQE, combining structured study with real-world legal work. Our SQE trainees are recruited into one team for the duration of their training, allowing them to develop expertise in their practice area and build strong working relationships with the team from day one.   

Trainees work at the firm four days a week and have one dedicated study day each week to focus on their SQE preparation. The blended model ensures that they gain meaningful qualifying work experience while having the time and support to succeed in their exams. Since the launch of the programme, we have recruited 40 trainees through the SQE route, with 16 having now successfully qualified as solicitors. The success of the programme reflects our broader commitment to inclusive development opportunities and investing in the next generation of legal professionals.  

Our rotational trainees joining the firm in September 2025 will have completed studying the LLM SQE 1 and SQE 2 upfront before joining us, and we are very much looking forward to welcoming them as they start their careers at the firm. 

CS: Have there been any highlights for the firm on the pro bono front? 

Coates: Kennedys' commitment to UN Sustainable Development Goal 16 means that we actively support and encourage our people to participate in pro bono work. As a global firm, we recognise the impact we can make as an active corporate citizen. We believe in the power of pro bono to promote access to justice, to support better communities and to enhance the skills and development of our people. 

At Kennedys, lawyers at all levels can use pro bono to develop skills less used in their fee earning practice. We support our junior lawyer development through tailored pro bono opportunities that build confidence, offer new experiences and address skills gaps. Our pro bono work brings people together, across teams and across the globe. We are developing a coordinated, targeted and impactful pro bono programme with ambitious goals: to support at least 600 individuals, charities or social enterprises globally by 2030 and to increase employee participation by 30%. 

Examples of our pro bono work: 

• In 2025, we became a law firm partner of the Schools Consent Project, enabling lawyer volunteers from across our UK offices to deliver public legal education workshops in schools which explore the legal definition of consent, the age of consent, key sexual offences, online offences & how to check for and communicate consent.
• For regional and global reach that supports high impact NGOs and social enterprises, we are members of international pro bono clearing houses Trustlaw and PILnet.  Pro bono requests we deal through our membership can range from: establishing new legal entities, drafting employment contracts, compliance and governance advice, real estate, structuring and corporate and commercial agreements.  
• We are a member of LawWorks and support the LawWorks’ Not for Profit Programme, which brokers free legal advice to small not-for-profit organisations on a wide range of legal issues.  Recently through the Programme, we have provided support to AdviceNow on the organisation’s personal injury online resources. 
• We provide our charity partners with pro bono legal support. 
• We are members of the UK Collaborative Plan. 

CS: How would you describe the training environment that you have aimed to create at the firm? 

Coates: We have a strong emphasis on our inclusive culture and on wellbeing at Kennedys and it is part of the reason lateral hires join us. Our new wellbeing strategy aims to embed wellbeing into our culture and provide a holistic wellbeing approach that enables our people to be themselves and perform at their best at work. Placing wellbeing at the heart of our business, we aim to create a health-promoting workplace and redefine wellbeing as a driver of sustainable high performance. 

We support and develop our employees through a number of programmes and initiatives. We have five different staff networks people can join, which offer a range of events and speakers throughout the year. These networks provide a community for those with shared characteristics. We run a number of popular mentoring programmes, including our reciprocal mentoring scheme, whereby more junior members of the firm who identify as being from an ethnically diverse background can mentor more senior members of the firm, enhancing our commitment to an equitable workplace. We have wellbeing champions in every office, as well as trained mental health first aiders. We offer a number of initiatives to support staff wellbeing, including a wellbeing day and a wellbeing allowance that can be spent on activities to enhance wellbeing. Staff are also able to raise or report any concerns anonymously through our “Speak Up” platform, available in multiple languages. 

Following the creation of our hybrid working offer in 2021, we continue to be agile and understand individuals' needs, as well as different working arrangements and career paths. Agility, flexibility and a hybrid approach encourage the retention of diverse talent and enable the balance of home and work.  

We recognise the impact our activities have on the environment and the importance of addressing climate change, so have committed to reducing our emissions by 90% by 2040. To achieve this, we actively collaborate with our suppliers to lower their emissions, review our business travel policies and procurement processes, and engage our people through a dedicated climate champion network and annual awareness campaigns. 

CS: What sort of person thrives at the firm, and how can a candidate really impress at interview? 

Coates: At Kennedys, we use a strengths-based recruitment process that focuses on identifying what individuals do well, rather than relying solely on past experiences or rehearsed responses. While it can be tempting to focus heavily on achievements, we’re far more interested in a candidate’s potential and their ability to grow, adapt, and thrive in a legal environment.  

Our interview process is built around meaningful conversations and scenario-based questions. We’re not looking for the finished product, but for individuals who have a curiosity about the work we do, and are genuinely interested in the clients and sectors we serve. We encourage applicants to speak about what excites them, the kind of work they’re naturally drawn to, and to demonstrate a clear understanding of our firm’s culture and values. Showing how your strengths align with how we operate as a firm, whether through collaboration, building strong working relationships, or proactively navigating a fast-paced environment, can make all the difference.  

Ultimately, the people who thrive at Kennedys are those who can embrace challenges, and bring a positive, team-oriented attitude. We’re looking for individuals with the makings of a great lawyer, not just those with a polished application.  

CS: Does the firm have any set recruitment targets around DEI? 

Coates: As a firm, we have a global goal of 40% female partnership by 2030. In the UK we are aiming for 10% of those promoted to partnership to come from an ethnically and racially diverse background each year. We have taken part in the Mansfield Certification since 2021 and achieved Mansfield Certification Plus status. The Mansfield Rule is a 12-month certification process that measures whether law firms have considered at least 30% women, racial and ethnic minorities, LGBTQ+ lawyers, and lawyers with disabilities for leadership positions. We conduct regular data analysis and closely track and monitor hiring, promotion and attrition data to identify trends and areas for improvement. Our global DE&I strategy focuses on four pillars: employee lifecycle, data collection, analysis and monitoring, inclusive culture and inclusive leadership.  

CS: Do you have any advice for those considering pursuing a career in law, whether that’s at the firm or more generally? 

Coates: Whether you are considering a career at Kennedys or in law more broadly, the most important thing is to understand what you want out of the job. Law is an incredibly rewarding and stimulating career, particularly for those who enjoy analysis, problem-solving, and getting to the heart of complex issues. It’s a profession that constantly evolving, which makes it a fascinating space to work in. Personally, I feel I landed on my feet in law because I was drawn to that ever-changing landscape and the forensic nature of legal thinking.  

For those considering law, don’t worry if you haven’t studied it at university. Some of our most successful lawyers came from non-legal backgrounds. What matters most is your mindset, your curiosity, and the unique strengths and perspectives that you bring. Focus on what makes you you, not just your academic achievements, but how you approach challenges, work with others, and learn. Take the time to explore different areas of law and reflect on your interests and values. Speak to legal professionals, attend events, and if possible, gain insight through volunteering, or virtual programmes. This will help you understand where your strengths align and what kind of environment suits you best.  

Strong communication, analytical skills, and resilience are all key, as is an awareness of current legal and commercial developments, and above all be yourself. That authenticity and drive to learn are exactly what we look for.