Morgan, Lewis & Bockius LLP - True Picture

Morgan Lewis training contract review 2025

The Firm

It can be hard to discern the factors that make one firm stand out from the next. At first glance, firms can have quite similar characteristics, particularly those that fall into similar categories. If you take a closer look, however, as did this particular trainee, you’ll find that the truth of the story lies in the details: “Morgan Lewis stood out in that they had more varied practices. It’s not dominated by private equity or corporate – it’s also strong in intellectual property and competition.” Indeed, the firm is recognised by Chambers UKfor a number of transactional strengths, including investment funds and capital markets securitization, though it’s over in Chambers Global and Chambers USA in particular where you’ll get the full picture of the firm’s might, including its world-class labour and employment practice.

“Every deal I’ve done so far has been international…”

Of course, a dominant characteristic of US firms is the smaller cohort sizes. “I wanted to be at a firm where there was more independence,” said one interviewee, adding: “You get a high level of responsibility early on, and you’re getting actual experience.” And perhaps most importantly, “you’re not at the bottom rung of a very, very long ladder!”

The firm currently welcomes six trainees to its London base each year. London is but one of over 30 offices globally, giving the firm a well-established “global mindset.” As one trainee awed: “Every deal I’ve done so far has been international to at least some extent!”

The Seats

Trainees emphasised that “it’s key to communicate what you want” to HR during the seat allocation process. “They try their best to give you one of your top three choices, but it doesn’t always work out that way,” one trainee reflected. As is typical at many firms, seat preference is often given to second-year trainees. Not every seat is available every year and some departments only take on a trainee if they express a particular interest in the work. This is down to the fact that “in some teams, the work isn’t hugely trainee-friendly,” a source explained, whereas “in other teams, trainees have a very specific role.” The firm also requires all trainees to spend time in a transactional seat.

Communication is also key when it comes to international secondments. There’s one secondment open at a time, which has moved between Abu Dhabi and Dubai in recent years. The spot is typically taken up by second years, but isn't restricted to them. If multiple candidates apply, there might be a more typical application process, but we heard that generally, it’s more of a conversation between HR and trainees.

The corporate and business transactions team is one of the largest teams in Morgan Lewis’ London office. As such, there’s plenty of ground trainees can cover in the seat, including public and private M&A across the group’s four core industry sectors:  life sciences, technology/telecoms, sport, and asset management M&A. Many of the cases also tend to be cross-border, particularly with the firm’s US offices. For example, in a recent deal spanning UK and US jurisdictions, the firm advised StoneCalibre, an international private investment firm, in its acquisition of Agar Scientific, a UK-based lab equipment supplier. Unsurprisingly, the volume of work, intensity and hours varied between interviewees due to the nature of the seat, however we consistently heard that there was a high level of contact with clients, as trainees are able to have a go at drafting client advice memos and emails. Other tasks include drafting resolutions and “a lot of due diligence and general legal research.”

“We’re currently working on two of the UK’s biggest cases!”

As another of the firm’s larger departments, litigation takes on two to three trainees per rotation. Each trainee is allocated to different matters based on the department’s three sub-groups: arbitration, general commercial litigation and aviation litigation. “We cover amazingly interesting matters,” one trainee boasted. “We’re currently working on two of the UK’s biggest cases!” In the aviation space in particular, the firm recently represented GTLK Europe in connection with insurance recovery for 39 of their aircraft stranded in Russia following the conflict in Ukraine. The department can have “very intense days,” but trainees were sure to add: “We don’t work long hours all the time!” This lot are kept busy with plenty of research and correspondence drafting.

The firm’s antitrust department covers both contentious and advisory (non-contentious) matters, and trainees in the seat are able to get exposure to both. This mixture of work means there’s sometimes “the challenge of managing more work, but the plus side is you get a much broader experience,” one trainee explained. The firm’s work in the area spans multiple sectors – most notably life sciences, retail, technology and private equity. On the non-contentious side, the team covers the “entirety of the competition spectrum,” including “quite a bit of work” in merger arbitrage, which is “research heavy,” as well as work in antitrust regulation and foreign direct investment, carrying out competitive analysis reports and drafting documents. Over on the contentious side, trainees reported carrying out “traditional litigation tasks,” like bundling and proofing letters. Matters here were described by trainees as “really intellectually interesting” – and we’d be hard pushed to disagree! The firm acts for a number of pharmaceutical companies, including AstraZeneca, and successfully represented McDonald’s in anticompetitive claims against Visa and Mastercard.

Over in employment, it’s a similar story; the team works on both contentious and advisory matters, as well as some data protection work. It’s no surprise then that one trainee reported it being “one of my most varied seats.” The department deals with whistleblowing and discrimination claims and investigations, team moves and restrictive covenant (such as non-competes) cases and represents a number of clients in the Employment Appeal Tribunal. On one such case, the firm acted for telecoms company Millicom in what could become a landmark case concerning the application of Rule 50 of the Tribunal Rules 2013, which concerns the right for individuals to be anonymous in otherwise public cases. Trainees are tasked with communicating with clients, drafting business development articles, bundling, monitoring clients’ global businesses and corresponding with local counsel. “You’re not left twiddling your thumbs,” said one trainee, “and it’s never felt like I’ve been too out on my own or watched too closely.”

The finance department is made up of several subgroups, including aviation finance, funds finance, private placements, and standard finance work for borrowers and lenders. “There are all these niches within the department,” one trainee explained. “It’s not just private credit work.” Trainees support all these areas, and consequently, “every day is different! It’s the kind of department where you always have something to do.” Tasks here can be “as simple as drafting a letter to Companies House for filings, to analysing the mechanics of a contract,” trainees explained. Regardless of the task at hand, senior colleagues “are always open to helping me understand what the task is and the wider context of the transaction.”

Trainee Life

“It’s not something that gives me red flags…”

“In general, the work/life balance is very, very good. It’s not something that gives me red flags or anything like that,” one trainee made clear. Trainees reported kicking off their day anywhere between 9 and 9.30am, and most departments finish at roughly 6 or 7pm, though busy periods mean trainees can find themselves logged on until 9pm. Interviewees made clear: “There’s no expectation to stay until midnight to look busy!” And it’s by no means a thankless job: “If you’re working late, they sometimes even apologise!” The firm’s compensation structure also sweetens the deal.

As a US firm, Morgan Lewis is big on its commitment to pro bono. All lawyers, including trainees, are required to complete at least 20 hours of pro bono annually. Recent major projects include working with Amicus, a London-based non-profit advocating for those on death row in the US, and Queen Mary legal advice centre, which provides free legal advice to QMUL staff and students. When it comes to DEI, trainees are encouraged to get involved in the firm’s affinity groups, which organise initiatives such as talks for Black History Month and clothes donations drives to provide work-appropriate clothing for charities to distribute. They can look forward to credit for 50 approved hours of DEI which count towards their billable hours target as associates. As one trainee noted: “The firm is keen on getting people involved in events outside the legal work.”

The firm tries to organise at least one social event per month for the cohort to get together, though trainees did note that the smaller cohort size meant events weren’t as frequent. As for hybrid working, trainees are asked to be in the office at least three days per week, which our sources happily described as “the perfect balance.” Being in the office also works in favour of on-the-job training, as trainees sit with their supervisors. “It’s really good because you’re able to build a relationship,” a source explained. “We have a lot of responsibility,” another noted, “which could be overwhelming without that support there.”

Appraisals also take place with supervisors, and sometimes HR join in too. They’re “pretty informal” and take place mid- and end-of-seat. As for qualification, interviewees noted that it would’ve been handy if the process started a little earlier. “UK firms start earlier, so it would’ve been helpful to know before recruiters started reaching out,” said one interviewee. Nonetheless, trainees were keen to note: “A lot of people are thinking of staying here for a long time.” Indeed, in 2024, the firm retained five of seven qualifiers.

How to get a Morgan Lewis training contract 

APPLY HERE

Vacation scheme deadline: 24 January 2025

Training contract deadline: 25 June 2025

Direct application 

Morgan Lewis has six available training contracts, and applications start off as most do – with an online application form. The firm receives around 400 applications, and selects around 40 to 45 for a short phone interview with HR. The third stage is an assessment centre, which includes a partner interview, group activity, written exercise and discussion panel with partners.  

Recent trainees told us these interviews focus on “getting to know you, why you've chosen law and what your interests are. There aren't any off-the-wall questions.”

In terms of what the firm looks for, a former training principal says, "as for the type of person that fits here… definitely someone who’s confident and prepared to roll up their sleeves and work hard.  We also choose people we’d like to work with!” 

Vacation scheme 

Some training contracts are offered off the back of Morgan Lewis's vacation scheme, which takes place in the summer. Obtaining a spot requires an online application followed by a telephone interview with HR and then a partner interview. The firm tends to receive over 350 vac scheme applications each year. 

Attendees are assigned to two practice groups, but also take part in seminars and workshops to explore other areas. They're given a supervisor but are encouraged to seek work from other members of their team and to reach out to people within the firm to ask questions. Morgan Lewis also organises social events where attendees are able to get to know people at the firm better. 

Ideal candidates 

Entry into Morgan Lewis requires a high 2:1 plus AAB at A level. The firm looks for a range of prior work experience (a mixture of law and non-law), volunteering and extra-curricular activities to demonstrate the development of your skills and experience. In particular, the firm is looking for candidates to show their commercial awareness, team spirit, resilience and passion for a career in law. A former training principal says: “People at Morgan Lewis have to be prepared to come across new things, tackle them from scratch and not be spoon-fed. Because it’s a small office and you’re working directly with partners you need to have the confidence to take something on and give it your best shot, distilling it down to basic principles.”