Stevens & Bolton LLP - True Picture

Stevens and Bolton training contract review 2026

The Firm

Sacrifice and compromise are generally considered deeply noble feats. But if we’re truly honest with ourselves, we’d all prefer to have our cake and eat it if we could… Well, if the ingredients of your ideal cake happen to be City-firm work and clients without the City-firm hours, you might want to grab a fork. “We’re like a City firm operating outside of the City,” an insider headlined in reference to their reasons for joining Stevens & Bolton, “We’re not in the hustle and bustle but still have the range of clients and the work.”

“We’re like a City firm operating outside of the City.”

If the high-quality nature of the work isn’t yet apparent enough, take it from our colleagues over on Chambers UK  who award the firm top marks across a range of practices, including banking & finance; construction; corporate/M&A; employment; environment; information technology; intellectual property; litigation; real estate; and restructuring/insolvency. The firm also scores big in Chambers High Net Worth which highlights S&B as a national leader in private wealth law.

The Seats

A training contract at S&B sees trainees sit in four six-month seats. Before starting, trainees rank their top three seat preferences, which the training principal tries to accommodate, though we heard mixed results from sources. “I am really happy with the array of practice areas,” one noted, “I just wish the process was more transparent. I had a meeting with HR to discuss the fact I didn’t get what I wanted but nothing came of it.”

However, they acknowledged, “It is a difficult task to balance business need and trainee preference. There’s bound to be growing pains during expansion and each team has had a concerted effort to get trainees involved and give them opportunities.” There are also a few client secondments on offer, a few sources did however note that they were unsure of the processes involved to secure one. In the past, trainees had been approached with opportunities depending on the seat they were in at the time.

The firm’s intellectual property practice covers brand protection, copyright, and trade secrets disputes, as well as reputation management and data breaches. Clients in this realm span a number of industries, including life sciences, tech & media, sport & gaming, fashion, and food & beverage. In particular, the firm has worked with the likes of Kia and advises Brighton & Hove Albion Football Club on its trademark and bank protection matters. On such matters, trainees can expect to assist with organising court bundles, drafting documents, and even attending court, as one trainee told us, “I was lucky enough to sit in on some tribunal cases. It was such a useful experience.”

“I have dealt with divorce applications, child arrangements, pre-nuptial agreements – the list goes on.”

The familydepartment takes on one trainee per rotation. The small team of five offers “a lot of direct client interaction,” said one trainee, “I had meetings everyday with clients and I worked closely with everyone on my team as it is so small.” The hands-on experience with the clients in particular carried real weight with our sources. “You build a relationship with clients,” an interviewee divulged, “I have dealt with divorce applications, child arrangements, pre-nuptial agreements – the list goes on. There’s always plenty to do. A day in the life can vary between in-person meetings, calls or attending court with the client.” Court days could include travel to “anywhere from Brighton to Staines to Guildford itself,” we heard.

Adding to the trainee toolbox is a seat in private wealth disputes. Work here involves lots of drafting of letters of claim, as well as attending mediations and court cases. “There’s not as much client-facing work as the other seats,” an interviewee shared, “but you get the chance to speak to other solicitors which is a nice way to expand your network.” Trainees contribute to advising trustees/executors, private banks and estates on dispute resolution, and drafting and organising the paperwork needed for the process to run smoothly.

Trainees in S&B’s immigration department are kept on their toes by the evolving law governing that practice area. “My seat in business immigration was really interesting,” said an interviewee, “There was extensive legal research required here due to the constantly changing policy on immigration.” Just part of what trainees can expect in this area is the drafting of application forms, helping companies to onboard workers they are sponsoring and speaking with the clients themselves. Speaking of clients, the group represents the likes of BMI and Sony Music Publishing on all its UK immigration applications.

Real estate disputes is “its own beast,” according to one trainee. There are many opportunities for hands-on experience in the group. Those who had previous paralegal experience, in particular, found they had a good “running start” for this seat, as it involves lots of drafting and liaising with clients, including the likes of Papa John’s and Samsung Electronics.

One trainee described this seat as offering “a wide range of things to get stuck into. I particularly enjoyed going to court and drafting witness statements, as well as giving instructions to counsel.” Other tasks include extensive research, sitting in on client calls, taking attendance notes, and assisting the commercial litigation team with franchise terminations. “It requires lots of research and gives you good drafting experience,” said another, “I was tasked with things like instructing councils, break notices, sections 25/6 and particulars of claim and defences.”

Trainee Life

The work-life balance on offer to S&B trainees was one of their most attractive selling points, according to interviewees. “I have worked the occasional late night, but it is very rare,” one trainee divulged, “We have people from Magic Circle firms join us who don’t like the late hours of London firms – despite the higher pay!” The firm operates a hybrid working model, with trainees expected in the office three days a week (though this can vary by department). In terms of hours, trainees are required to clock at least seven and a half hours a day, with busier days pushing nine hours, though sources were keen to note that these were rare.

The culture is also respectful of trainees’ personal lives. “On certain days I leave at 5.30pm regardless of work demand due to my extra-curricular activities and they completely understand,” said one interviewee. Another added, “My supervisor asked if I had plans one evening. I said yes, and so they rescheduled a partner meeting as they didn’t want to impose on my personal life.”

“There’s something going on every other week…”

S&B also has a lively social calendar. We were told that there are summer cook outs, Pride parties, and local networking events such as the Guildford junior professionals which trainees can attend. “There’s something going on every other week,” enthused a source, “We recently had a party in the town hall to celebrate a team achievement!”

Payis lower than city levels, but trainees felt it was fair in relation to the hours they work and the quality of life on offer. “They could be more generous with travel allowances (£750 a year for rail), but I have saved money by not commuting into London,” one interviewee considered, “After weighing it all up, I feel happy with the salary and compensation.”

As for inclusion efforts, nearly half of the firm’s partners are women. This is perhaps, in part, down to the various diversity committees at S&B, which trainees highlighted, including LGBTQ+ and Women in Law. The firm also offers employees access to wellbeing initiatives, including therapy sessions. In terms of CSR-related activity, the firm partners with Guildford-based children’s charity Challengers.

Training and supervision efforts were highly praised by interviewees. On the former, newbies undergo formal training sessions when they initially start at the firm, covering the basics of how to navigate firm systems. Certain departments also provide team specific training upon commencement of each rotation, though we heard the quality of these sessions very much depended on how busy the team was at the time.

As for supervision, our interviewees had nothing but glowing reviews. “I think very highly of my supervisor,” one beamed, “we speak regularly to check on my work and hope I’m coping.” Alongside informal catch ups, trainees have mid and end of seat reviews with their supervisors to speak through feedback and objectives.

The qualification process was described as informal, and trainees speak directly with department heads and HR to express their preferences. Our sources voiced a few concerns about retention, particularly with the firm’s focus on growing the trainee cohort. “Only 60% of last year’s cohort were retained which makes me quite anxious,” one interviewee divulged, “There’s not a lot of space now they’ve doubled the intake.”

That said, every trainee we spoke to told expressed a desire to stay at the firm long-term: “I have nothing but nice things to say about my team. The time has flown by. It has been a fantastic experience.” This year, Stevens & Bolton retained 5 of 9 qualifiers.

How to get a Stevens & Bolton LLP training contract

Vacation scheme deadline (2026): consult firm website from 1 Dec 2025

Training contract deadline (2028): 31 January 2026

Applications and assessments

S&B receives approximately 350 applications for its vac scheme, plus another 500 direct applications for its 10 available training contracts. HR sources at the firm tell us that they're seeking applications that show “good grammar and language skills, and the ability to communicate concisely.”

The assessment process for a training contract is “straightforward and designed to give each person an opportunity to be themselves and find out about the firm” our HR sources explain. Candidates kick-start the process by completing an online application form. Those who impress through the shortlisting process with HR are invited to complete a Watson Glaser critical reasoning test before attending an interview with one of S&B's partners.

If successful, S&B will sponsor your law school education, and provide you with a maintenance grant of £7,000 per year.

Ideal candidates

Candidates from both law and non-law backgrounds are encouraged to apply. You'll need at least 340 UCAS points (and at least one A at A level) as well as a 2:1 degree or higher – those who are still at university need to be on track to achieve this.

You'll also need to show that you have the right qualities to work at S&B. Recruiters are particularly on the lookout for those who can demonstrate the following: superb communication skills; a team player mentality; adaptability; the ability to manage competing deadlines and projects; drive and ambition; intelligence; attention to detail; business interest; and enthusiasm to be a lawyer and to work for S&B.

Vacation scheme

S&B offers a total of 30 places across its two vacation schemes in the spring each year. Each lasts a week, and participants are paid after they have completed the scheme.

Vac schemers spend their visit in a single department, accompanied by a buddy within the team. They also attend presentations on the firm's practice areas over the course of the week. Within their assigned team, attendees tackle work on live matters. “I was right in the thick of things, not tucked away in a corner,” one of the firm's current trainees recalled. This is supplemented with exercises set by the firm's professional support lawyers – for example, drafting a witness statement. Sources also highlighted that there's ample opportunity to meet partners, ask questions and learn more about working at the firm.