Lewis Silkin - True Picture

Lewis Silkin training contract review 2026

The Firm

Don’t adjust your TV sets – your eyes do not deceive you. We are live from the stage of media and entertainment giant Lewis Silkin. That’s right: from sportspeople to musicians, this firm covers all your employment needs and more. As exciting as this is for us, the firm’s presence in the space also proved particularly enticing for new joiners. “I was aware of the firm’s work in the creative sector,” one nodded, “it’s really impressive stuff and super cool to work on.”

Suffice to say, the firm has a winning formula when it comes to helping those who seek them out, as training principal Shalina Crossley affirms: “I would say that our approach is unique,” she begins, “in that we help our clients protect and enhance what really matters to them, their ideas and their people.” This ethos dates back to the origins of the firm, and boy, does Lewis Silkin have some strong roots. Born to immigrant parents, Lewis Silkin himself led an impressive life as a solicitor, MP, and of course, founder of a firm that is dedicated to carrying on his legacy.

“You’re not just a cog in a machine here; fitting in was seamless.”

That positive energy has been passed all the way down to our insiders at the firm today. “I don’t want to sound like I’ve drank the Kool-Aid,” one particularly enthusiastic interviewee told us, “But you can just be yourself here and feel very at home.” The culture was a highlight amongst all our insiders, ensuring that the trainees could feel the influence of the firm’s founder to this day: “You’re not just a cog in a machine here; fitting in was seamless.” Outside of the vibes alone, the firm’s strengths were heralded by our sister guide Chambers UK, which praised the firm in over 20 departments including standouts for employment (naturally), intellectual property, corporate/M&A, and media and entertainment. Read on to find out more about where else this star shines…

The Seats

The seat allocation process was praised amongst our interviewees, with most reporting they often got their desired preferences, meaning “we can mould the training contract to the things that speak to us the most.” No seats are mandatory, but as the employment practice takes up around half the firm, a stint in that group is likelier than not. We heard client secondment opportunities pop up as and where there is a business need for them, but their durations can vary: “They can be around three to six months,” a helpful source described, “usually we swap with someone in-house.”Pro bono also played into our sources’ contracts, with a minimum of 30 billable hours up for grabs in the area. “I’ve been doing loads at the moment,” one insider exclaimed, “you’re encouraged to do it, and there’s a lot to get involved with.”

There’s no denying that Lewis Silkin’s employment practice is the jewel in the crown of all its offerings, and our sources knew this too. “It’s one of the largest – if not, the largest – employment groups in the country,” an exultant trainee conveyed. “If it exists as employment work, then someone in that team will be doing it.” Examples include both contentious and non-contentious work, investigations into sexual harassment and discrimination, as well as general advisory work.

The matters also span across multiple industries, including public facing and high-profile media and entertainment work. Most recently, the firm was involved in the investigation into Masterchef presenter Greg Wallace and allegations of misconduct and harassment brought against Wallace during his time on the programme. This is just one example of the firm’s prolific work in the sector that has picked up headlines.

“It’s definitely a hands-on and busy seat,” explained one rookie, “if you want to, you can really thrive here.” Tasks that trainees undertake include bundling, preparing and analysing documents, drafting witness statements, arranging medical expert evidence and letters of instruction, research tasks, working on standalone settlement agreements, providing discrimination advice, drafting reports, and leading meetings. “I’m just really grateful to be at a firm like Lewis Silkin that can offer me these kinds of opportunities,” a junior expressed, “you can work on massive cases and tailor the seat to your specific interests.”

“You can work on massive cases and tailor the seat to your specific interests.”

The dispute resolution team largely focuses on the creative and media sectors but also covers a wide range of industries that trainees can get involved with. An example of the latter would be the firm’s representation of one of its own: a fellow law firm. Lewis Silkin acted for Dentons after former partner Amgad Husein brought forward a claim for unpaid renumeration. The claim was for £1.5 million, but the case was settled before the application could be heard.

A smaller team than employment, newbies relished in the fact that “responsibility comes more naturally on a more leanly staffed team. It provides you with a lot of confidence.” Here, juniors find themselves drafting letters, corresponding with court, building arguments, serving international claims, providing instructions to counsel, researching, and preparing witness statements.

For those interested in corporate work, the department covers everything from M&A, private equity, banking and finance, tax, and incentives. “It’s been a really rewarding seat,” beamed an insider, “we’ve been hitting record numbers of deals recently, so it’s been all hands on deck.” One example of this is the firm’s work with its longstanding client Publicis Group on a number of recent deals, such as the 100% share acquisition of Mars United Commerce, the world’s largest independent commerce marketing company of its kind.

Rookies disclosed that they “get to do a bit of everything,” with responsibilities including drafting board minutes, resolutions and disclosure letters; plenty of client contact; prepping DocuSigns; drafting ancillary documents; and due diligence. Our sources were unanimous in saying “there’s so much great work for trainees to get their teeth into!”

“There’s so much great work for trainees to get their teeth into!”

The digital, commerce and creative (DCC) team covers a wide swath of matters within the media and creative spaces, to the delight of our sources: “It’s quite sexy work for trainees, because the clients are usually recognisable brand names!” The group has eggs in the baskets of technology and AI, music, streaming, advertising, events, podcasting and gaming. Recently, the firm advised the founders of indie game developer FuturLab (who developed the hit game PowerWash Simulator… on which we have logged a troublingly high number of hours) on its sale to the games company Miniclip.

“It’s a lot more varied than the other teams, I suppose,” a rookie mused, “there’s broad commercial work across all of these exciting sectors.” The broad work in question encompasses drafting commercial agreements, advising clients, securing advertising clearance, reviewing marketing materials, providing support on ASA complaints and proofing contracts.

Trainee Life

Supervision varied from trainee to trainee, as “they’re definitely guided by us and how hands-on we would prefer them to be.” Sources found that weekly catchups were more consistent for first years, with supervisors naturally taking off the stabilisers where appropriate as trainees progressed: “As I’ve gone along, I’ve gained more independence and less reliance on my supervisor,” a rookie affirmed. For training, every seat starts with some structured sessions, but it is the employment group that keeps up with consistent weekly sessions because: “the law is changing so quickly in that area.”

The London office is conveniently situated in Blackfriars and has a two day in-office policy, though a lot of sources noted that “we love being in, so we usually do around four days a week.” The office is open plan and has fitness classes in the basement, but there was a clear highlight that almost all our interviewees thought was worth mentioning. A special shoutout to the baristas – the proclaimed “most popular people in the office” – who run the firm’s free coffee bar, where “they just introduced matcha, so that’s a huge perk. It’s a great place to be in the office!”

Free matcha aside, just how long are juniors spending in the office? Though most trainees cited a 6pm finish, when deals and trials heat up, we heard that hours could get as late as 10.30pm, with employment being the busiest group. Insiders felt their relatively lean hours made up for their compensation not always being on par with other firms, and although the Belfast salary is less than that of the London cohort, it was reported that it comes out on top in the region.

“People love what they do, and they love who they’re working with. There’s a real buzz here.”

The culture was looked upon favourably by sources who noted that: “it’s genuinely a really nice atmosphere at work, and everyone is approachable and friendly.” That environment was clear from the get-go, with insiders pointing out the passion was palpable even at the interview stage: “People love what they do, and they love who they’re working with. There’s a real buzz here.” The firm provides a budget for trainee socials and Christmas and summer parties, with the employment group also holding a retreat every year. Once a quarter, the London office can congregate and indulge in a social gathering filled with donuts to enjoy, an occurrence appropriately dubbed Donut Fest.

Trainees also organise an annual fundraising walk for the firm’s charity partner. Other ad hoc events pop up as well, with one newbie joking that: “we have a group chat for juniors, and if you’re above a senior, then you’re not allowed in!”Inclusivity was deemed a focus for the firm as they target areas of improvement (such as the male-dominated partner group). “We’re really big on social mobility which, of course, is tied to our roots,” commented one insider, “it’s all really organic for us in those areas.” Affinity groups, celebration events and mental health awareness were all praised, with a recent accomplishment being mentioned: “Our new parental leave policy now allows for equal time off for both the primary and secondary parent, which is amazing.”

Once qualification is within sights, it’s a good idea for trainees to have already flagged potential interest in departments, as “I think they just like to keep an eye on things, so you can express a preference early on.” For those worried about CVs and cover letters, you’re in luck: most departments are happy to offer a role without so much as a formal interview, and all potential NQs will have a career conversation to know if they’ve done enough to join the team.

Keep in mind, though: some groups are more competitive than others, so those groups will require formal interviews. Trainees can apply for more than one group, though, so this was not a point of concern for anyone we spoke to. In fact, sources were simply overjoyed at the straightforward nature of the qualification process, largely because they just wanted to look forward to becoming associates at the firm without any extra stress: “I think it would be hard to find another firm that could live up to this one!” In 2025, Lewis Silkin retained 5 of its 6 trainees.

How to get a Lewis Silkin training contract

Applications

Lewis Silkin receives over 600 applications for training contracts each year. These are made via Candid, and there are no CVs involved.

To make a successful application, the firm looks for authenticity in your answers - not just what you think they want to hear. The firm want to get to know ‘you’, your interests and passions and your experiences (and what skills you’ve gained from these). Another important thing they want to know what excites you most about a training contract with Lewis Silkin.

Throughout your application, LS looks to understand two fundamental points – why you want to be a commercial solicitor and why you want to train with Lewis Silkin. View the application as an opportunity to market yourself and make it clear what makes you a strong candidate for their training contract, drawing on your skills and experiences (legal or non-legal!) and demonstrating awareness of the work that the firm does and the sectors they operate in. Our top tip is to ensure you read the questions asked of you and consider how your answer relates to the two points above.

Candidates who are successful at application stage will then be invited to attend an initial assessment day held on various dates in March and April at the London office. The dates of these will vary depending on the location in which you’ve applied for a training contract. All candidates invited to the assessment day will attend one interview, take part in a group exercise, complete a written exercise and have the opportunity to get to know some of the current trainees.

Ahead of the assessment day, London candidates will be invited to attend a networking event at the firm’s London office for the afternoon.  The aim is to allow candidates an opportunity to get to know the firm better and meet people they may not get a chance to on the assessment day itself. The event will include afternoon tea with the early careers recruitment team and speed networking with the firm’s Legal Practice Groups followed by informal networking and canapes.

Candidates who are successful after the initial assessment day will be invited to a final assessment day held at the office they are applying for. The dates will vary depending on location. Candidates will attend two partner interviews and complete a case study, during which they will then present their findings to four partners. Candidates will also be required to submit a short presentation on a topic of their choice ahead of the day – this isn’t a formal assessment, and is just a chance for the assessing partners to get to know you.

Trainee profile

To bag one of Lewis Silkin's training contracts (there are six on offer in London, with up to two in Belfast, and one in Manchester and Cardiff) our source tells us that you need to be “a collaborative, open-minded and curious lateral thinker, free from arrogance, bravado or working at the expense of others.”

Of course, “there's not a single type of person that the firm's looking for,” trainee sources agreed. “Everyone in my intake is sociable and hard-working, but there's quite a wide range of backgrounds and age range among us, from those who started their training contract straight after finishing their studies through to career changers aged around 25- 30+”. It's worth noting that “many of the trainees have work experience in employment, tech or creative industries like media and advertising,” though that doesn't mean those fresh out of law school can't nab a place. But remember - the firm will ideally be looking for those with a particular interest in these areas.

Who was Lewis Silkin?

You might have noticed how firms like their names to be double, triple or even quadruple-barrelled. In an ever-consolidating legal market, these names often reveal the patchwork of mergers behind a firm's current form. They also frequently point to founding members, as Lewis Silkin's does. But there were not – as you might think – two people: one called 'Lewis' and one called 'Silkin', but rather one person: Mr Lewis Silkin. So who was the eponymous Lewis Silkin?

In short, he was a lawyer, a Labour MP, a minister of town and country planning under the post-war Labour prime minister, Clement Attlee, and latterly a baron. Born in 1889 to a Jewish family of Lithuanian migrants, Silkin grew up in London's East End. Early on he showed academic promise, but his family's finances prevented him from taking up a place at Oxford, as did the intervention of his schoolmaster, who helpfully informed the university that “this boy will not benefit from a university education.” With his academic career cut short, our young hero tumbled into the world of work: eventually ending up at a solicitors' firm as a clerk. Inspired by his employer, Silkin eventually went on to qualify as a solicitor and soon went about setting up his own firm.

Running alongside his career in law was an interest in politics – particularly socialism – and it quickly overtook his legal work. In 1925 Silkin was elected to the London County Council and by 1936 he had a seat in parliament as the member for Peckham. When his brother Joseph also qualified as a solicitor (forming – you guessed it – Silkin & Silkin), Lewis put law on the back-burner to press on with his political career.

Silkin's first decade as an MP coincided with the Second World War and presented many challenges. However, as minister for town and country planning, Silkin went on to shape three key pieces of legislation during the post-war drive to reconstruct Britain.

And what about the law firm that bears his name? Well, it developed quite independently of the man himself after his departure into politics. Silkin returned later on, applying his specialism in planning and development law, but the modern incarnation of the firm was mainly shaped by other family members and fellow partners. However, the firm still wears Silkin's name as a badge of honour, paying tribute to the man who traversed the worlds of law and politics, achieving success in both and using his story to drive forward their work in DE&I, social mobility and the firm’s ethos of bravery and kindness.

Interview with training principal Shalina Crossley

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

Shalina Crossley: I would say that our approach is unique in that we help our clients protect and enhance what really matters to them, their ideas and their people.  We have all of the usual departments a city law firm would have such as Digital, Commerce & Creative, Employment, Immigration, Intellectual Property, Data & Privacy, Corporate, Tax and Investigations and Regulatory.  However, we recognise that that is not the lens through which clients see the issues and opportunities they come to us with.  Their most valuable assets are their ideas - innovations and brands which they want to grow and protect - and their people, who they want to retain and nurture.  We partner with our clients to help them achieve this and realise their potential. 

CS: Are there any highlights from the last year you think it would be helpful for our readers to know about? E.g., changes to the training contract, office moves, etc.

SC: We have had some real work highlights this year and ones in which our trainees have been involved which has been great experience for them. Just one example on the ‘ideas’ side has been advising Netflix on advertising claims and branded content, while on the ‘people’ side an example would be the high-profile investigations work we undertook in relation to MasterChef.

In terms of changes to our training contract process, we have slightly changed this to ensure we are able to meet more candidates during the process and to attract applications from candidates from as diverse backgrounds as possible.  To achieve that, we no longer do pre-selection assessments before the assessment day and instead we now run two assessment days. We also run an in-person networking event ahead of the assessment day where candidates get to meet different people from the firm at all levels, including networking with associates from each of our practice groups as well as informal networking over drinks and canapes. This gives us the chance to also get to know candidates better – we are focused on the real person behind the application form, recognising that there is more to a person than just pure academics and answers to standard application form questions.  We also want candidates to get to know us as we want people who are passionate about working at Lewis Silkin and who are curious about the commercial world we operate in.  We strive for excellence in everything we do – but we don’t care about your background in terms of where you’re from or where you went to school or university.  We are also looking for whether you have the potential to be an excellent lawyer, not whether you are already the finished article!

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

SC: What we want is a place where everyone can be themselves.  There is no hierarchy at Lewis Silkin.  People are encouraged and feel empowered to speak up so we can constantly iterate and be better.  As a Training Principal, I meet with the trainees regularly.  We talk about the work they are interested in and how we can support them to achieve their career aspirations.  We also encourage them to contribute 30 hours per year to initiatives around the firm for example relating to Responsible Business Activity and DE&I.  Our trainees are great at coming up with ideas.  The trainees asked us to consider the level of our maintenance grants to ensure they did not preclude those who did not have financial support while studying for their GDL and LPC.  We asked them to put together a paper and present it to our operations board who agreed there was a good case to increase our maintenance grant.  This idea was rooted in social mobility, and the trainees led it.

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

SC: We’re not looking for someone who is the finished article, we’re looking for curious minds and people who are commercially aware. Things like AI, don’t run away from it, run towards it. We want people who are enthusiastic, hardworking, and really want to work here. We are trying to influence positive change and we want innovators - they are key to growing our business and keeping us relevant in a fast changing commercial market.

CS: And finally, do you have any advice for those thinking about pursuing a career in law? Either at your firm or more generally?

SC: I would say, be really open minded.  I can see how people think I’ll apply to a magic circle firm because it has lots of different departments, it is a good name on my CV and there will be a big cohort of trainees.  I would say interrogate that perception and think about whether that really is the right environment for you.  Do your research and speak to as many people as you can to decide what training experience you want.  You need to feel enthused about what you’re doing and where you are doing it.