Womble Bond Dickinson UK LLP - True Picture

Delivering the services our clients need most is what drives us, and our energy and determination to provide the best possible legal advice means that we’re a forward-thinking practice open to innovative ideas and new ways of working.

How do we make this happen? Our lawyers and professionals share ambitions, common values and a flexible working style that combines with strong personal connections to deliver outstanding levels of client service across every office, every day.

Collaborating is second nature to us – and by working together we explore new ways to better serve our clients, whether that’s using technology to drive practice innovations, or investing in our people to make sure we can continue to deliver the high quality, cost-effective, and personal service that our clients rely on us for.

We always put ourselves in our clients’ shoes and ask the right questions so that we can really understand and anticipate their needs. That’s why we look for trainees who take the time to listen and who want to work for a firm where integrity and reliability matter every bit as much as insight and legal expertise.

We focus on eleven key sectors (- Charities, Education & Not-for-Profit, Energy, Financial Institutions, Healthcare, Life Sciences & Pharmaceuticals, Insurance, Manufacturing, Private Wealth, Real Estate, Retail, Hospitality & Leisure, Transport, Logistics & Infrastructure).

Our clients include Grainger, Bellway, New Look, Atom Bank, Majestic Wines, and H&M.

Responsible business is an integral part of who we are as a firm and we focus on six key areas: environment, community engagement, diversity, equity and inclusion (DEI), wellbeing, social mobility and governance.

We seek out initiatives that enable us to live up to our commitment to create better places to live, work and do business and our decisions are always shaped by our desire to have a positive impact on our colleagues, clients, and the local communities around us.

Our gold sustainability rating from EcoVadis ranks us in the top three percent of participating companies and is testament to our work ensuring responsible business remains front of mind for everyone at our firm.

Whether it’s our commitment to net zero by 2030; our sustainable procurement policy; or our decision to give all colleagues 25 Responsible Business Hours every year, our actions are focused on the future as we strive to continuously improve for our people, the planet and our clients.

Our work in this area has been recognised by rankings in the Stonewall Top 100 and being names on the Social Mobility List 2024.

And it’s not just within the firm that we take this holistic approach – we’re just as committed to it through our work with clients. You can read more about our environmental, social and governance (ESG) strategy here.

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What you'll experience

During your two-year training contract, you'll complete a series of seats across our practice areas. Seat availability varies depending on business need and office location, but we'll ensure you build a broad and rewarding experience that supports your development and career.

You'll have the opportunity to:

• Take ownership of meaningful work from an early stage of your career

• Work directly with clients and build commercial awareness

• Develop relationships with colleagues across different teams and offices

• Gain exposure to the sectors shaping the modern economy

• Experience how technology, innovation and evolving client expectations are influencing legal work

• Potentially undertake a client secondment, depending on business need

Our trainees are trusted to contribute, not simply observe. While you'll always have support around you, you'll also be given the responsibility and exposure needed to accelerate your development.

Technology, innovation and the future of law

The legal profession is changing, and we want our trainees to understand and contribute to that change.

At WBD, innovation isn't a future ambition – it's part of how we work today. For trainees, this means developing the mindset and skills needed to succeed in a profession where legal expertise increasingly sits alongside problem-solving, process improvement, data literacy and technology-enabled delivery.

Whether your background is in law, technology, science, engineering or another discipline entirely, there are opportunities to apply your strengths and perspectives in meaningful ways.

Qualification routes

In our English offices, trainees qualify through the Solicitors Qualifying Examination (SQE) route, or through the LPC route if this has already been completed.

In Edinburgh, our traineeship follows the Law Society of Scotland route to qualification. You'll gain experience in sectors and practice areas relevant to the Scottish market while also contributing to our wider UK and international practice.

Our Scottish trainees benefit from close supervision, early responsibility and client contact from the outset. We also encourage participation in firm-wide initiatives and cross-office collaboration, helping you build networks across the business and develop a broader understanding of how we work across jurisdictions.

There isn't one type of WBD lawyer

Our trainees come from a wide range of backgrounds, universities and degree disciplines. Some have followed a traditional legal pathway; others have built experience in different industries and studied non-law subjects.

What matters is your ability to think critically, solve problems, build relationships and approach new challenges with curiosity and enthusiasm.

We believe diverse experiences and perspectives strengthen our teams, improve how we service clients and create a better place to work.

Is WBD right for you?

We know that choosing where to start your legal career is a big decision. Our training contract offers early responsibility, direct exposure to clients and the opportunity to develop in a firm that's actively adapting to the future of the profession. The work can be challenging, and we'll encourage you to push beyond your comfort zone.

In return, you'll receive support from experienced supervisors who are invested in your development, regular feedback and access to high-quality work that helps you grow in confidence and capability.

Have a question about our training contract route to qualification? Take a look here: WBD’s Training Contract – FAQ’s

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When To Apply

Applications for our training contract to start in 2029 open 30 November 2026 and close on 25 January 2027.

For more information on our recruitment process please visit https://www.trainingcontract.com/apply/.

Who Should Apply  

To be eligible for our 2029 Training Contract, you must meet one of the criteria below:

If you are applying for one of our offices in England:

• You have achieved, or be predicted to achieve, a 2:1 undergraduate degree

• You are currently studying (in your penultimate or final year) or have completed a law degree in England, Wales, or Northern Ireland

• You are currently studying (in your final year) or have completed a non-law degree in England, Wales, and Northern Ireland

• You are currently studying (in your final year) or have completed a non-law degree in Scotland

• You are in your final year of or have completed an international qualifying law degree  

If you are applying for our Edinburgh office: 

• You have achieved, or be predicted to achieve, a 2:1 undergraduate degree.

• You are currently studying (in your penultimate or final year) or have completed a law degree in Scotland

• You have completed a non-law degree and you have started (or completed) the accelerated LLB in Scottish Law

• You have completed an international degree and you have started (or completed) the accelerated LLB in Scottish Law

Graduate Training Programme Application Process 

Stage 1: Application Form 

The first stage of our process is a short application form. You’ll be asked to share details of your undergraduate degree and any further vocational education, your life history, and information as part of the Rare Contextualised Recruitment System, which allows us to understand the context in which your experiences have been gained and enables us to identify top candidates from the widest pool possible.

Stage 2: Online Assessment  

Shortly after the close of the application window, everyone who has applied and is eligible to complete a training contract will be invited to complete our online assessment.

Stage 3: Telephone interview

Candidates who are successful in the online assessment, will be invited to participate in a brief telephone interview with a member of the Early Talent team. The purpose of this conversation is to gain a deeper understanding of your motivations for applying to WBD.

Stage 4: Assessment Day 

If you’ve been successful in the telephone interview stage, you’ll be invited to attend an assessment day. Our assessment days vary year on year but it will likely involve a critical thinking task and some short interviews, as well as giving you the opportunity to hear from a variety of people at WBD and ask them any questions you may have about the firm.

Remember, it’s a two-way process – by the end of the assessment day, you’ll be able to decide whether WBD is right for you – and we’ll have a better understanding of who you are.

Stage 5: Work Placement Week and Final Interview 

Our placement weeks form part of our recruitment process. Our hybrid placement weeks give you a great insight into our business as well as the responsibility and quality of work that is given to our trainees.

The placement week will also involve a final, strengths-based interview with two of the WBD team. Again, this is also a chance for you to find out more about our business, get a feel for what it would be like to work in our team, and understand if it’s the right place for you.

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Early Talent Community 

Looking to take the first step in your legal career? Whether you're a school leaver looking for an apprenticeship or work experience programme or a graduate looking for a training contract, we have several fantastic opportunities just for you. If you would like to hear about our programmes, sign up to our Early Talent Community by visiting here for updates about new opportunities as they become available.

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Virtual Experience Programme 

Forage is a free, virtual law programme that you can complete in your own time. The programme introduces you to roles in law and some law-based tasks, as well as supporting you with developing a personal statement. This is available to all students and a great addition to your CV.

We hope this programme helps upskill you in law and explore a potential career with us at WBD. For more information and to take part please visit https://www.theforage.com/virtual-internships/prototype/fszzwX6Jb33P4okPs/Law-Programme.

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Diversity Access Schemes 

Our work around social mobility includes our refreshed Early Careers Programme, our work with schools and universities, as well as our Apprenticeship programme. We are passionate and dedicated about inspiring young people to unlock their potential and widening access to the legal profession.

We use the Rare Contextual Recruitment System (CRS) for our Early Talent recruitment (graduates and apprenticeships). The system allows us to understand the context in which a candidate’s experiences have been gained and enables us to identify top candidates from the widest talent pool possible.

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Diversity, Equity and Inclusion

At WBD, our commitment to Diversity, Equity and Inclusion (DEI) is central to how we operate as a responsible business. Our purpose is to provide fair access, opportunity and treatment for all, ensuring that everyone feels valued, respected and empowered to thrive. This commitment shapes our long-term direction and is embedded across every stage of the colleague and client experience.

Our approach goes beyond policy; we focus on creating meaningful, sustainable change by bringing DEI to life through everyday actions and behaviours. We actively work to remove barriers, challenge bias and recognise that individuals have different starting points. By doing so, we create an environment where people can be themselves, contribute fully and achieve their potential. Our DEI strategy is structured around four key priorities: inclusive recruitment, fostering respectful and inclusive environments, ensuring fair recognition and reward, and promoting DEI externally. This ensures that inclusion is consistently embedded across the full employee lifecycle and into our relationships with clients and communities. Our actions and achievements over FY 2025/26 include:

• Launched a comprehensive DEI training programme, including mandatory DEI essentials training (completed by 77% of colleagues), alongside refreshed unconscious bias, microaggressions, and targeted manager training on neurodiversity and workplace adjustments.

• Introduced our firmwide Courageous Conversations series, creating safe spaces for open, honest dialogue on complex and sensitive topics, encouraging curiosity, reflection and inclusive behaviours.

• Strengthened inclusive recruitment practices through initiatives such as the introduction of the Neurosight assessment tool, closer collaboration with recruitment agencies, and partnerships with specialist job boards to reach more diverse talent.

• Enhanced data-led decision making by investing in DEI data capture and analysis, alongside promoting our Count Me In campaign to improve diversity data sharing and insight.

• Delivered Gender Pay Gap listening sessions with colleagues across the business, identifying key barriers to progression and informing a targeted action plan developed with senior stakeholders.

• Increased external engagement by partnering with clients and industry groups, including hosting neurodiversity-focused events, chairing roundtables on inclusive leadership, and contributing to the UN Global Compact Network UK DEI Working Group.

Our six networks are passionate about promoting DEI. They provide valuable insights to help shape and support the work of our DEI team and the delivery of our action plan, as well as peer support, active allyship and knowledge sharing and collaboration across the business. Event highlights from FY 2025/26 include:

• We marked Eid, Muslim Heritage Month and Bangladesh Independence Day by hosting an intimate lunch with clients and guests, creating space to explore cultural literacy and the distinction between heritage and religion. The discussion also highlighted intersectionality, with a particular focus on women’s experiences.

• As part of our ‘Women In’ series, we hosted a panel event exploring the challenges facing women in the chemical and manufacturing sectors. With over 50 attendees, the discussion highlighted barriers to progress, shared personal insights and emphasised the importance of active allyship.

• During Pride Month, we welcomed Baroness Ruth Hunt, former CEO of Stonewall, to speak with colleagues and clients. She shared her personal journey, insights on advocacy and her vision for advancing LGBTQ+ inclusion.

• We ran “Dos and Donuts” sessions across our offices, encouraging colleagues to make practical inclusion pledges while engaging in informal conversations. These included actions such as sharing meeting agendas, promoting workplace adjustments and making greater use of sensory tools and inclusive resources.

• We hosted a screening of Speak Little One: The World is Listening, followed by a Q&A with filmmaker and TEDx speaker Louise Ndibwirende. The session explored the complexities of adoption through the lived experiences of adoptees and created space for open discussion.

We actively participate in external forums, benchmarking and assessment frameworks, including:

• Partnership with Diversity Lab as a Mansfield Rule UK participant

• Hidden Disabilities Sunflower member

• Business Disability Forum member

• Halo Hair Code signatory

• Disability Confident Leader - the highest tier of the UK government’s scheme recognising employers who champion disability inclusion

• Re-accredited by Mansfield UK for our work in inclusive recruitment and expanding diverse talent pipelines across leadership activity

• Leading Employer status under Stonewall’s Proud Employers Scheme, recognising our commitment to LGBTQ+ inclusion

Our work has been recognised through a number of industry awards and nominations, including:

• Women & Diversity in Law Awards 2026
-> Finalist: Law Firm of the Year
-> Finalist: Law Firm Leader of the Year - Sally Dallow

• Northern Power Women Awards 2026
-> Finalist: Large Organisation
-> Finalist: Agent of Change - Nazmin Akthar

• LexisNexis Legal Awards 2026
-> Finalist: Diversity and Inclusion Award

• Legal 500 UK ESG Awards 2026
-> Finalists across multiple categories
-> Winner: DE&I Rising Star of the Year - Nazmin Akthar
-> Winner: Private Practice Champion of the Year – Sally Dallow