- Partners: 39 (UK based)
- Associates: 54 (UK based)
- Total trainees: 6
- UK offices: Cheltenham, London
- Overseas offices: 1
- Graduate recruiter: Grace Walton, email@example.com, 01242 224114
- Training partner: Ben Whitelock, firstname.lastname@example.org
- Application criteria
- Training contracts pa: 4
- Applications pa: TBC
- Minimum required degree grade: 2:1
- Dates and deadlines
- 2024 Training contract applications open: January 2021
- 2024 Training contract deadline, 27 May 2021
- Salary and benefits
- First-year salary: £43,000
- Second-year salary: £46,000
- Post-qualification salary: £72,000
- Holiday entitlement: 25 days
- LPC fees: Yes
- GDL fees: Yes
- Maintenance grant: £7,000
- International and regional
- Offices with training contracts: Cheltenham, London, Brussels
- Overseas seats: Brussels
- Client secondments: yes
We’re a law firm that specialises in media, technology and IP. We help our clients realise the value of their ideas in a digital age.
Main areas of work
Our specialists predict the legal challenges that arise from the wealth of new ideas and technologies that the digital world is constantly creating.
From Hollywood studios to early stage tech businesses, games developers to leading brands, we understand our clients’ needs and give informed advice. We don’t just tell our clients the risks – we give our opinion in a jargon-free, real-world context, so they have the freedom to do what they do best, creatively and commercially.
We advise and support our clients on the financing, exploitation and protection of their creative and commercial assets. Alongside our specialist commercial expertise, Wiggin also delivers a full legal service across corporate, tax, finance, litigation, employment and property.
Our Brussels office lobbies EU decision makers on our clients’ behalf – on everything from EU copyright, audio visual regulation, data protection and competition policy, to trade and e-commerce, in addition to providing expert legal support. We’ve also built an informal network of trusted overseas law firms – with a similar media, technology and IP focus to our own – to ensure our clients get the advice they need in all key jurisdictions.
4 x 6 months
• Group personal pension
• Permanent health insurance
• Private Medical Insurance
• Death in service
• Annual gym membership loan scheme
• Holiday buy / sell scheme
• Cycle scheme
Diversity, inclusion and wellbeing:
We want Wiggin to be an inclusive, safe and inspiring workplace, committed to providing equal opportunities and participation for all our current and future people, proactively tackling and eliminating discrimination. This benefits our people, wider society, the business we run and the clients we serve.
There’s no such thing as a typical Wiggin person. We don’t hire people who dress or think a certain way or come from a certain background; all we ask is – are you interesting, do you have ideas, do you want to shape what excellence is?
This has resulted in the eclectic collection of enthusiastic people that is Wiggin today. Everybody has a passion outside their work. We’ve got musicians, athletes, graphic artists, podcasters – even a successful novelist among us. Diversity, inclusion and participation are critical because the sectors we work in are full of people who are diverse in thought, perspective and experience. We need to match that in order to give them the very best advice and service.
Inclusivity, personal development and a focus on the wellbeing of those around us helps us to create a place where we all want to work and to continue to attract, retain and develop the most talented people.
We are committed to increasing diversity within the firm and holding ourselves to the inclusion and diversity commitments we make. We recognise that words and statements must be accompanied by concrete and meaningful action – our partnership board works with our diversity and inclusion committee work to ensure we have both short term and long-term plans in place to address these issues. These currently include initiatives such as:
• increasing the gender balance in our partnership
• supporting a work / life balance that works for individuals
• increasing ethnic diversity
• supporting LGBTQ+ employees
• promoting social mobility
We have active support networks, including Wigg-inc (ethnicity and cultural heritage people network) and Women of Wiggin (raising awareness of gender-based issues) which assist in providing a focus for those who identify with different groups and helps us to continue to improve diversity.
We’re proud to be a Stonewall Diversity Champion, and we’re putting in place measures to ensure equality and increase diversity, inclusion and participation in Wiggin. And we know it’s not just about who we hire, but how we work, because we recognise that people perform at their best in different ways.
Work takes up most of our waking lives, so it’s important to embrace our differences. If we had to try to be anything other than our own authentic selves, we wouldn’t enjoy it as much and could never be at our best.
We don’t just view our commitment to our people, inclusion and diversity as a commercial driver – it is fundamental to why we at Wiggin choose to work here, and the advisors we strive to be.