University: Newcastle
Degree: Law
Year of qualification: 2023
Position: Solicitor
Department: Employment
Pronouns: She/her

What attracted you to a career in law?

I first thought about studying law when I was in sixth form. Before then, I hadn’t set my heart on a specific career path, as my main focus was trying to get the best results at school. As a result, I chose A-level subjects that I enjoyed, including maths, geography and psychology, rather than subjects that are ‘traditional’ for a legal career. When it came to applying to university, I knew I wanted to do something that would challenge me and, ultimately, this drew me towards law. I also enjoyed watching legal TV programmes, which further sparked my interest.

What kind of legal or non-legal experience did you have before applying, and how did it help when you were making applications?

I didn’t have much legal experience or exposure to the profession. However, I’d worked in several non-legal roles, including in retail, hospitality, for my university and at a covid-19 testing site. In my previous roles, I focused on working hard, progressed and developed a range of transferable skills. I also gained valuable interview experience, which helped later in the application process.

Initially, I didn’t appreciate how transferable my skills were. I assumed my application would be overlooked because I lacked experience directly relating to legal practice. At that point, I took a step back and began to reflect on how my existing skills could support my application. My advice would be that non-legal experience is still valuable – it can enhance any application and the legal knowledge can be developed later.

What do you think made your application successful?

I applied over two rounds as I didn’t secure a training contract in my first attempt. In the second round, I’d learned from my earlier mistakes and identified areas for improvement. I took more time with each application and focused on a smaller number of firms. I also became more comfortable discussing my achievements and stopped downplaying them. I drew on experiences from previous jobs, university societies and charity work.

I’d emphasise the importance of being yourself and building confidence. If you’re only trying to tick boxes and present the ‘perfect’ CV, it may not come across as genuine. It’s also really important to remember that many applications will be unsuccessful. I’d encourage aspiring lawyers to expect rejections as it’s a normal part of the process!

What do you wish you had known about being a trainee before you started?

I was fortunate to secure a training contract while at university, so I didn’t work as a paralegal, which is a common route. When I started, I felt pressure to perform well immediately and worried that making mistakes would mean I wasn’t doing as well as I should be. Looking back, I realise that doing well in your training contract isn’t just about legal knowledge, it’s also about working hard, having a positive attitude and being open to learning. A growth mindset is essential and something I wish I was more open to when I was training.

Please outline your area of expertise. What might you do in a typical day?

I qualified into employment law in March 2023. I enjoy the work because it’s so varied. My day might involve advising clients, handling tribunal claims or supporting corporate transactions by reviewing employment documents. We also assist with internal investigations and provide training to help HR teams understand employment law risks.

A typical day might begin with a client call to take instructions on a tribunal claim or to provide advice. We usually become involved in tribunal matters early on, drafting responses, managing disclosure, preparing witness statements and supporting the final hearing. I also attend preliminary hearings, which involve case management discussions before a judge.

The rest of my day might include meetings, drafting advice emails or employment documents, and conducting research to support client queries.

What is going on in employment law at the moment?

Employment law is constantly evolving. I joined the team after the covid-19 pandemic, so we were dealing with new issues such as employees returning to the workplace but also working from home. In October 2024, there was also a new duty to prevent sexual harassment introduced. This now places a proactive obligation on employers to take preventative action against sexual harassment in the workplace.

The Labour government has also introduced the new Employment Rights Bill, which will bring significant changes. One headline change is that unfair dismissal protection is expected to become a day-one right, which will impact advice we give to clients on how to handle potential dismissals and will also result in an increase in tribunal claims.

Clients often ask how they can stay up to date. As a firm, we provide training, webinars, articles and presentations to keep clients informed. We also audit clients’ policies to assess their effectiveness and recommend updates. I’m often involved in reviewing these policies to ensure they remain compliant and up to date.

How involved are you with business development and promoting the firm?

Gateley encourages everyone to get involved in business development and networking. As a solicitor, I’m involved in Gateley’s Spark networking forum, which is aimed at upcoming leaders. I coordinate Spark in the Leeds office, which involves promoting the programme and organising events. We host three events each year, including a BBQ, a drinks evening and a quiz, which we invite our contacts to attend. You can find more details on Gateley’s website.

I’ve also taken part in virtual coffee mornings and networking events such as Leeds Young Professionals, Professional 100, The Business Desk and The Yorkshire Mixer, all of which are supported by the firm.

The employment team also publishes two articles annually, each outlining 10 employment law updates. These are excellent conversation starters and allow us to share insights with potential clients about the types of issues we regularly advise on. Find out further details on Gateley’s website.

What makes your firm stand out from the rest?

The level of responsibility given to junior lawyers at Gateley sets the firm apart. From an early stage, you’re trusted to take ownership of your work and are rarely limited on the work you can get involved in. If you’re involved in a deal, you’re at the forefront and often given the opportunity to draft key documents, as well as having great client exposure. This exposure, high-quality work and responsibility isn’t something every firm offers.

The culture is another standout feature. There is no rigid hierarchy, and the partners are both highly knowledgeable and approachable. This creates an environment where learning is continuous and supervision is of a high standard. You never have any hesitation in asking questions.

Does your department largely work independently, in support of another department, or is it routinely supported by other departments?

Employment is a national team, so I regularly work across different offices.

In terms of other teams, I often collaborate with corporate colleagues on transactions, providing employment law support. I also liaise with colleagues in the commercial dispute resolution team, particularly in cases where an employee has resigned and joined a competitor in breach of restrictive covenants.

Occasionally, we work with the restructuring team. For example, if a transaction involves employees and there are potential liabilities that may transfer, we advise administrators on their responsibilities.

Gateley also offers services beyond legal advice. It has complementary businesses such as T-three and Kiddy & Partners, which provide training on workplace culture. We sometimes collaborate with these teams to deliver training that covers both legal issues and cultural development.

What is the biggest opportunity you have been given since joining the firm?

I’ve had the opportunity to take on significant responsibility in tribunal matters. If I’m the first person to review a claim form, my approach is valued and I’m given the opportunity to speak directly to clients about the strategic next steps. Opportunities like this help me to think more commercially and strategically, rather than simply referring to the potential claims and relevant sections of the Employment Rights Act 1996.

Where is your dream holiday destination?

Japan – I love the culture and the food.