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From workplace readiness and learning psychology to intergenerational collaboration and the evolving Solicitors Qualifying Examination (SQE), we’ve collated the frantic notes taken by our team into a ������Ƶ roundup on the key learnings and topics that we took away from the day. Enjoy! And get in contact via the form at the bottom of the page if there’s anything you think we missed.

1. Workplace readiness and the SQE gap

Speakers:

• Morette Jackson, Director of Business Development at  (Chair)
• Joanna Stevens, Senior Early Talent Manager at
• Ellis Johnstone, Early Talent Development Lead at

One of the most significant challenges discussed was the gap between academic training and workplace readiness, especially under the SQE model.

• Morette Jackson shared insights from a recent : only 19.5% of firms agreed that SQE trainees have stronger legal knowledge than LPC graduates. 89% believed they are less experienced with complex client matters. Additionally, 10.5% of respondents thought SQE trainees had stronger legal knowledge, while the majority felt it was too early to tell. Notably, 0% of respondents thought their writing or drafting skills were stronger and 34% believed SQE trainees were worse than their LPC predecessors at legal research.

• Joanna Stevens noted the increasing complexity of managing early talent: overseeing trainees, apprentices, and paralegals simultaneously requires tailored approaches, not a one-size-fits-all solution. She also emphasised the importance of developing cross-generational skills, highlighting how younger trainees need to learn interpersonal communication, especially the ability to engage with senior partners face-to-face, as opposed to relying on digital messaging. “We need to provide them with clarity, with reassurance,” Stevens remarked, underscoring the necessity of strong interpersonal skill-building in the workplace.

2. Rethinking legal learning

Session: The Psychology of Learning

Speakers:

• Alisa Gray, Director of Learning at (chair)
• Roy Morgan, Training & Design Specialist at
• Sue Elabor, Organisational Psychologist at

This session reframed legal training through the lens of neuroscience and learning theory.

•Alisa Gray emphasised that learning is not static: it's a biological process involving brain rewiring. “You’re never too old to learn” was a refrain throughout. And interestingly, more mature students were called out as benefitting from learning at an age and in a space where they feel more comfortable – or should we say, are more ready – to make mistakes and not feel foolish.

• Roy Morgan underlined the value of practice and feedback, particularly with multiple-choice testing (as seen in SQE1): “The more you practise, the luckier you get.”

Spacing, repetition, and digital platforms allow for better long-term retention, but the session made clear: equity and support matter just as much as content delivery.

3. Gen Z’s legal mindset: balance over burnout

Session: Gen Z: Expectations and Realities

Speakers:

• Charlotte Wannendeya stressed the need to adapt teaching methods to Gen Z’s digital preferences.

It was a wide-ranging discussion, covering the importance of transparency from firms in regard to their expectations that accompany a high paycheck to the opportunity to enjoy being in the same physical space colleagues. Let’s be honest, it’s a tough job, and the money is a significant pull.

And perhaps most significantly, the panellists underscored the importance of psychological safety and mentorship in fostering wellbeing and performance across age groups. 

Session: The SQE unfiltered

Speakers:

• Caroline Lister, Director of Client Partnerships at
• Professor Joanna Ballard, Deputy Vice-Chancellor, Academic at
• Jonathan Worrell, Director of Business Development at
• Daisy Mortimer, Senior Future Talent Manager at
• George McNeilly, Early Talent Partner at
• Julie Swan, Director of Education and Training at the
• Danielle Viall, General Counsel at

As the profession transitions fully to the SQE, LegalEdCon brought forward both optimism and serious concern. One key source of frustration: aspiring solicitors looking for clarity on how different training providers are performing will have to keep waiting. The Solicitors Regulation Authority (SRA) has , originally expected in late 2023, until Autumn 2025, blaming “unexpected problems” with the information. This data, which links SQE results to specific training providers, is seen as vital for helping future candidates make informed decisions about their education. The SRA is also in the process of developing a digital tool that will allow users to properly interrogate and explore the data once it becomes available.

Concerns around equity and access remain prominent as the profession continues to adapt to the SQE. There is growing evidence that equity gaps are widening, with A-level results (or rather, prior academic achievement) once again emerging as a strong predictor of SQE performance, potentially undermining efforts to broaden access to the profession. This raised questions about how to support candidates from non-traditional or disadvantaged backgrounds. 

The need for early access to preparation materials, wellbeing support, and structured mentorship was repeatedly emphasised. Speakers highlighted the intense effort providers are making to recruit and support students, with one noting the importance of “controlling what we can.” Law firms, too, are being called upon to take greater responsibility for pastoral care. The SRA made clear that its role is to set and uphold the standard, the pass rate is what it is. 

Crucially, there was broad agreement that the SQE should not be easy, but it must be fair, effective, and robust, with systems in place to enable all candidates to perform at their best. Notably, data shows gender-based differences in performance, with men tending to do better on SQE1 and women outperforming on SQE2. Encouragingly, disabled candidates are performing at least as well as they did under the LPC model.

Session: Diversity meets politics

This session was conducted under Chatham House rules. Speakers discussed the incomplete promise of access through diversity programs.

• While solicitor apprenticeships are growing, access remains uneven, especially for minority and low-income students.
• Government support is lacking, and education policy misalignment continues to hinder systemic progress.

Professor Brooks delivered a hard-hitting keynote, arguing that the SQE has not achieved its intended goals of transparency, affordability, or accessibility.

• Costs remain high or have increased.
• Pass rates vary widely and reflect persistent disparities.
• Independent school students and white candidates are overrepresented among passers.

His 10-point reform plan included:

1. A new SRA advisory panel with real SQE takers.
2. Review of outdated content (e.g., criminal law focus).
3. Exemptions for law graduates.
4. Expanded financial aid.
5. More test centres, especially in northern regions.
6. Tailored accommodations for neurodiverse learners.
7. Transparent, outcome-linked data.
8. Broader consultation (especially with junior lawyers).
9. Rethinking multiple-choice-heavy formats.
10. Stronger employer involvement in defining “practice readiness”.

His conclusion: “It’s time to press reset.” And many in the room agreed.

LegalEdCon 2025 illuminated both the cracks and the potential in the legal education system, particularly the SQE. We’re seeing a generation that wants balance, fairness and meaningful work, but they're stepping into a system still finding its footing under the weight of reform.

The road ahead requires not just adapting assessments or upgrading training apps. It calls for a fundamental shift in how we define readiness, success, and equity in law.