Michelmores LLP - True Picture

Michelmores training contract review 2026

The Firm

In the world of fine dining, there are a lot of factors that go into assessing the quality of a restaurant, including, but not limited to, the calibre of the ingredients, the level of service, and the variety of experiences. Those who excel above the rest stand a chance receiving a coveted Michelin star. In fact, it’s not so different for law firms, who can be valued using similar metrics. So here at Chambers Student, we wish to award a Michelin star, or should that be a Michelmores star, to this Southwest powerhouse.

“We’re a progressive and ambitious firm, who place culture at the forefront of how we operate,” begins training principal Benn Richards; “Our culture is more than just a headline, it genuinely is a collaborative, inclusive and approachable place to work.” Trainees agreed with the sentiment, noting that “if you’re quite an ambitious person and want to find that in a firm, you’ll find it here. Everyone is like-minded.”

“Now I’m doing high quality work, and I have a life outside of the office. It’s possible here!”

The other major factor that drew in trainees was the firm’s ability to maintain London-level work despite its regional roots. Headquartered in Exeter, the firm also has offices in Bristol, London, Sidmouth, and Cheltenham. “I didn’t want to work in London, but I did want good quality work,” one insider confessed; “now I’m doing high-quality work, and I have a life outside of the office. It’s possible here!”

Over at Chambers UK, that level of work is apparent with over 15 departments on the menu getting notices in practice areas including corporate/M&A, agriculture and rural affairs, real estate, employment, and litigation. If Michelmores is the kind of three-course meal that appeals to you, then prepare to tuck in.

The Seats

The departments at Michelmores are split into three areas of work: private client, real estate and business. “They’re all pretty well-proportioned,” Richards explains, "What we want our trainees to do is to see a few different areas of the firm, experience litigation and non-litigation and two of our three pillars." As a result, there are no specific mandatory seats for trainees, and they get to put in preferences before each rotation comes around.

How often those preferences bear fruit, however, had a mixed response from insiders: “We don’t have a rigid structure and although they try to give you what you want, it often doesn’t work out.” Some sources were more optimistic though, calling for a more proactive approach, “as long as you’re clear and make what you want known, then they generally help you with that.”

There is the chance to secure a secondment, in fact, a pretty good one. Client secondments usually centre on agriculture seats to water companies, the length of which depends largely on the client’s needs. Most notably though, office secondments were quite common, with the ability to move between Bristol or Exeter, or to spend time in the otherwise trainee-free London office.

“No two days are the same” in the firm’s commercial and regulatory disputes rotation. Clients and matters can vary, with sources noting that “some disputes can be quite low value, but then there are bigger ones where millions are at stake.” One example of client work is the firm’s continuing working relationship with the satellite service provider Intelsat, most recently advising the company on contractual disputes and negotiation of settlement terms. “It helps to develop your skills because you have to learn how to speak to these big businesses and the smaller businesses,” explained one insider. Indeed, client contact was common for trainees with other tasks including attending hearings and mediations, drafting substantive correspondence, preparing bundles, witness statements, taking attendance notes, and research. “The work is generally pretty consistent and busy,” revealed one source, “I’ve got to work on interesting matters, and I’m trusted to have an active role on them.”

Heading over to the agriculture department, and trainees immediately noticed that variety was the spice of life. “It’s not an area of law, it’s a sector, so we did loads of different things.” What that entails exactly is a selection of farming tenancies, will disputes, advisory work, and landlord and tenant disputes. The firm is currently involved in advising the River Axe Landscape Recovery Project in order to enhance the natural environment and support ecosystem recovery through land-use change and habitat restoration in a matter exceeding £20 million.

Typical tasks that popped up included taking attendance notes, conference calls, strategy meetings, preparing for conferences with counsel, research, drafting, serving notices, preparing court applications, and even the occasional visit to farms. “It can be very niche agricultural disputes,” explained one knowledgeable insider, “the variety of work has really stood out and I was always closely involved in the matters.”

The transactional real estate group is the largest of the real estate departments and is spread across all of the firm’s offices. There’s no area of the sector the firm doesn’t touch, including development, management, disposal, and financing. “The work I’ve been involved with has been really varied,” explained one eager junior, “we had a lot of big clients, and worked on local sites too. It was a high level of responsibility.” Speaking of which, those responsibilities can include drafting leases, stamp duty, land transaction tax returns, researching concepts, site visits, and commercial landlord and tenant work.

Trainees did point out that newbies can expect to step up early on during the seat: “It was a steep learning curve, as you need to know a lot of stuff, but it really helped me build my organisational skills.” We heard it all pays off eventually, as one source explained; “by the end, I had run an entire transaction all the way to completion.” The firm is a longstanding adviser of the Cavanna Homes group which they have represented the company in a number of matters such as joint ventures, various acquisitions, open market plot sales, site set-ups and disposals of affordable housing, and more.

“I think the work will be relevant for quite a long time which is a great feeling.”

The projects and infrastructure department mainly have two buckets of work: private finance initiatives (PFI) projects and public-private partnerships (PPP) projects. These largely revolve around the public sector seeking to build public assets from private investors. Sources told us there was “a lot of healthcare work” with one example being the firm continuing to advise the Trust of Great Ormond Street Hospital for Children on their development of a new cancer centre. The firm assists with both funding and construction matters in relation to this.

Typical tasks include drafting deeds, letters of intent, client contact, contract interpretation, note-taking, updating trackers, and site visits. “It’s quite interesting but also can be very complex and difficult because you don’t learn about this kind of stuff beforehand,” revealed one junior; “luckily, you get a lot of close partner contact in this seat and develop quickly.” Trainees in this seat showed a lot of pride in the job they were doing, beaming that “I think the work will be relevant for quite a long time, which is a great feeling.”

Trainee Life

It goes without saying that every restaurant is only as good as its chefs, but who teaches those chefs? Sources told us that supervisors can really “take our lead” on what kind of supervision would be best for them. “It’s very much a give-and-take relationship,” explained one insider, “they ask you what you want to get out of the seat, and what you want to get involved with.” Whether they’re hands-on or not varied, but we heard they’re always available to answer questions, as is the wider team, so “you end up working with everyone; they’re all happy to help.”

Training sessions are also extensive, with juniors noting “that’s an area they really excel at. You can attend any session no matter what department you’re in.” These sessions are both internal and external and can range from talks on building resilience, personal brand or networking, LinkedIn masterclasses, and knowledge sessions on areas of the law.

Of its different offices, Exeter is the firm’s largest and is located just off the M5 which makes it “perfect for commuters”. The Exeter branch is also going through something of a refurb: “We’re going through a period of renovation, which is very exciting for everyone.” There’s also an on-site café and gym, so you can work off the pastries you just treated yourself to in the former.

The Bristol cohort were treated to an office move just over a year ago, much to the delight of our sources: “The new office is amazing! It’s so nice and modern.” All the offices are open plan with hot-desking, and although the trainees are expected to be in four days a week, we heard in reality this is a discretionary choice dependant on teams.

Sources were also pleased with the salary, noting it was competitive for the region and pointing out that “you have to weigh it up with the hours you’re working; most weeks I don’t log off later than half five.” Those hours were consistent across our interviewees, with 9am-5.30pm being the overwhelming consensus.

“I was naturally sceptical because all firms say they have the best culture in the world, but all I’ve seen is how great it is here!”

For our sources, a huge plus for the culture was the fact that “you don’t feel like a small fish in a big pond.” What this translates to is a friendly and collaborative culture that welcomes trainees in and makes them part of the firm in a way that feels genuine to our interviewees: “I was naturally sceptical because all firms say they have the best culture in the world, but all I’ve seen is how great it is here!” Outside of work hours, trainees get four firm-sponsored socials per year, and there are also sports events, the Michelmores Run (an annual charity run in Exeter), and impromptu drinks to be had.

Michelmores also strives for an inclusive working environment with well-being champions across the offices, affinity networks and events. Most notably, insiders highlighted the female representation, especially at higher levels, with one trainee commenting: “There’s a great number of female partners that we can look up to; the partnership is majority female.”

Eventually, the dessert menu comes around, and it’s time to face qualification. Luckily for trainees, they weren’t met with any surprises. “It’s all very transparent, they’ve addressed it with us early so we’re not confused for weeks on end,” shared one interviewee. What that includes is a published job list where trainees can apply for up to two spots. From there, they submit a CV and covering email.

Be aware though, as sometimes it can be a little more complicated: “If too many people go for the same spot or if you haven’t sat in the seat you’re applying to, then there can often be an interview and a technical assessment.” Even if that stage gets competitive, trainees wanted to leave five stars on this experience and eat at the firm’s table for good: “They clearly care about their own talent and people progress here, so I want to stay as long as I can.” In 2025, the firm retained a full house of qualifiers!

How to get a Michelmores training contract

APPLY HERE

Spring Assessment Day deadline: 31 January 2026

• Summer Assessment Day deadline NA
• Vacation scheme deadline (2023): 17 February 2026
• All applications open: 30 September 2025

Initial screening 

Michelmores offers up to 12 training contracts each year, with trainees based in the Exeter or Bristol office. There's also the option to complete a six-month seat in the London office. According to Benn Richards, Training Principal, those who pass the initial screening are the candidates who demonstrate “a real passion for law and Michelmores, demonstrated through their knowledge and experience – whether that be legal or otherwise.” 

While many trainees have ties to the South West, this isn’t essential: “We’re looking for people committed to a career at Michelmores, with qualification opportunities in Exeter, Bristol, Cheltenham, and London,” Richards explains.

As a full-service firm, Michelmores values a diverse intake: “We’re keen to recruit trainees from different backgrounds with varied strengths—those who can contribute to our culture, help us grow, and build long-term careers with us.”

Vacation scheme 

Michelmores “probably leans slightly towards favouring people who come from the vacation scheme,” Benn Richards reveals. “That's because we have a longer amount of time to see what a candidate is really like and they have longer to find out about us.” 

The firm usually receives around 400 applications for its vacation scheme and invites around 250 to video interview & the psychometric testing phase with Amberjack. Those who pass this stage are invited to an interview with HR. “At this stage, we want candidates to relax (as much as possible) and show us who they are and why they're passionate about law,” Benn Richards says. “We are looking for candidates who demonstrate that they have a strong work ethic, are adaptable, proactive and curious to learn.” 

Following this, recruiters choose the vac schemers – there are typically 20 spots in total, however this isn't a fixed number. The firm runs two paid week-long schemes during the summer. You'll be paid the Real Living Wage during your time with the firm. Candidates spend their visit in a single team, shadowing various team members and completing real legal tasks. Throughout the week, candidates complete a group task and this will be presented back on the last day. “A lot of people treat this like some kind of 'Apprentice'-style task, but we're actually looking for much more subtle leadership qualities,” confides Benn Richards. “We want people who work well in a team, are supportive of others ideas and can also persuade others to see their point of view. We want candidates to and take the opportunity to network with colleagues around the firm from trainees to partners – that is how people do well in this task. Many candidates find this the highlight of their week.” 

During the week, vac schemers complete a scenario and strength-based interview with a member of HR and a partner, this is an opportunity for the firm to find out more about you, your strengths and natural behaviours, as well as understand more about your commercial mindset and problem solving skills. “You need to be prepared, of course,” says Benn Richards, “but we don't intend it to be particularly intense.” The firm's current trainees backed this up, with one telling us: “Mine was just an expansion on my initial application; there wasn't anything out of the ordinary.” Benn Richards has this advice for impressing: “Find out which partner will be interviewing you and then tailor your answers to that person's practice area – it'll show that you treat their work seriously. Or tailor your questions to the assessors, again showing you've done your research.” 

Direct applications

Michelmores generally receives 400 direct applications for a training contract. This involves the same online application and video interview. Successful applicants are invited to attend an assessment day. The assessment days include a group task, written exercise, an article discussion with an associate on a commercial topic and a strength and scenario-based interview with a partner and a member of HR. The day assesses candidates on their commercial awareness, values, adaptability, proactiveness and curiosity.

Interview with training principal Benn Richards

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

Benn Richards: We’re a progressive and ambitious firm, who place culture at the forefront of how we operate. Our values of collaborative, creative and commercial guide us in how we make decisions and ensure that everyone in the firm has the same focus. Our culture is more than just a headline, it genuinely is a collaborative, inclusive and approachable place to work. 

There are three parts to the business: private wealth/client, real estate and business. They’re pretty well proportioned, we’ve got really specialist areas as well such as our agriculture practices. We act for a very popular farmer who is a celebrity and has his own tv show. We do an astonishing amount of international work and this is an ever-growing area in the firm, and we also do lots of work within sustainable finance practice as well. It's a very exciting place to work as there are real growth ambitions and an opportunity for colleagues to shape the future of the firm.

CS: Are there any highlights from the last year you think it would be helpful for our readers to know about?

BR: One of the most exciting milestones for us is our first cohort of graduate solicitor apprentices qualifying. We were among the first firms to embrace this pathway to qualification, so it’s great to see it coming to fruition. With so many routes into law now, we’ve found no difference in the standard of work or talent based on where our qualifying lawyers come from.

Additionally, secondments—especially client secondments—are becoming much more common, which is a positive development. Our Bristol office, which we moved to over 18 months ago continues to expand as does out Cheltenham office. This growth means there are increasing opportunities to work across multiple offices, rather than being limited to just one location.

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

BR: Because we have specialist litigation departments in a variety of areas, we do a lot for wills and estates and stuff, there’s a really broad spread of opportunity they have. What we want our trainees to do is to see a few different areas of the firm, experience litigation and non-litigation and two of our three pillars in the firm and then pick the one they really have an interest in. We want happy people and 100% retention. We’re not looking for our competitors to snatch up the people we’re training up, we’re looking for the long term here. We're looking to help our trainees realise their potential, find the path that they are passionate about in law and create future leaders of the firm.

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

BR: There’s certainly not an archetype we’re looking for, we’re personable but we’re very ambitious, people who are commercial and creative. It takes all sorts, and you need all sorts. Academic requirements are important but there’s more to it than that. The trainees that thrive at the firm are adaptable, proactive and curious to learn – these are the qualities that differentiate our good trainees from the great.

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

BR: While we do not have fixed recruitment targets for diversity, we are deeply committed to ensuring fairness throughout our recruitment processes. We actively engage in widening access initiatives and similar programs. A significant focus of our efforts has been—and continues to be—promoting social mobility, particularly within our early career recruitment.

Our recruitment approach prioritises candidates’ future potential rather than solely relying on prior experiences or academic achievements. That’s why our interviews incorporate strength- and scenario-based questions, designed to identify diverse talent beyond those who have had the advantage of traditional legal work experience.

The firm takes great pride in its work around social mobility, and this remains a central priority moving forward.

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

BR: For a start, you need to be genuinely interested in pursuing this career. Having an inquisitive mind, a commercial mindset, and a passion for problem-solving are essential. At Michelmores, it’s equally important to have a strong desire to provide excellent client service. While the career is highly rewarding, it can also be challenging, so enthusiasm and commitment are key.

There isn’t one specific type of candidate we’re looking for—what matters most is passion and the ability to demonstrate it. With so many routes to qualification available today, we encourage you to explore the path that best suits you and your circumstances. And remember, we’re always here to answer any questions you might have. Supporting future talent is something we genuinely care about.