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Will the new exam for training solicitors improve quality, value and diversity?

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Will the new exam for training solicitors improve quality, value and diversity?

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The solicitors’ new solicitors qualifying exam (SQE) will involve huge decisions for aspiring lawyers, according to Bryan Scant, chair of the Law Society’s Junior Lawyers Division.  Whilst the SQE is set to launch in 2020, there will be a lengthy transitional period to avoid disadvantaging current students.  This means that for a time, students will be able to chose to take the traditional LPC route or the new SQE.

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Will the new exam for training solicitors improve quality, value and diversity?

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Looking to break into the Big 4 accountancy firms? Read the guide today for practical tips and advice on how you can secure a career at the top firms.

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Looking to break into the Big 4 accountancy firms? Read the guide today for practical tips and advice on how you can secure a career at the top firms.

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Trying to break into one of the Big 4 accountancy firms can be difficult, with thousands applying to each firm per year.

If you’re looking to get into the Big 4, this guide will help you understand the application process. Read on for a step-by-step breakdown of the process, including a detailed example of what you can expect from applying to one of the firms.

We’ll also look at the average starting salary in the Big 4 and provide you with some tips and insights on making your application successful.

Interested in an accounting career? Read our accountancy career guides:

What is a management accountant?

What is a chartered accountant?

What is a chartered certified accountant?

Who are the Big 4?

The Big 4 refers to the four leading accountancy firms: PwC, EY, Deloitte, and KPMG. These firms are at the forefront of accountancy industry with services spanning audits, tax, risk, consultancy and more. They work throughout a variety of industries and are recognised globally.

Each firm has its own area of expertise, and a unique culture.

PwC have a strong and established client base. In 2022, PwC’s annual revenue was over $50 billion and they employ around 328,000 people. PwC’s strength is auditing, and the firm is working towards making its workforce more diverse.

Deloitte is the largest of the four in terms of revenue and manpower. The firm had a revenue of over $59 billion in 2022, and they employ around 334,800 people. Deloitte is known for its expertise in consultancy, a focus which has created an entrepreneurial culture.

KPMG employ more than 265,000 people worldwide and had a revenue of around $34 billion in 2022. KPMG is known for excellent staff development, offering many apprenticeships with pass rates for key qualifications higher than the industry standard. The culture at KPMG is quirkier than you might find elsewhere in the Big 4, with less pressure to fit into a city graduate lifestyle. KPMG has a reputation for being more rooted in Europe than the rest of the Big 4 and splits its focus evenly amongst different areas of accountancy.

EY is the final member of the Big 4, with a revenue of over $45 billion. EY has a large workforce of around 400,000 people and has a reputation for diversity. The firm’s record of promoting women and a history of support for LGBTQIA+ rights demonstrates its inclusive nature and value-driven culture. EY are also industry innovators with their push towards technological consultancy.

The virtual recruitment process

The following example of the virtual recruitment process at EY will help you understand what it takes to get a job in the Big 4.

Some of the Big 4 application processes are done almost completely online. To show how the recruitment process can work, we’ve provided an example of EY’s process.

Virtual recruitment at EY

EY applicants will need to complete an initial online application, followed by a series of aptitude tests:

Numerical and verbal reasoning – These tests will determine whether you have a suitable grasp of mathematical and language skills. They are designed to test your comprehension ability in a business environment.

Situational judgement test – This test evaluates how your strengths match the core values of the business by presenting you with workplace scenarios. Use this opportunity to show your problem-solving skills.

Personality test – EY assess the suitability of your personality based on your responses to a series of statements. You’ll need to rank the statements honestly, based on how well they relate to you. This test is based on five categories:

Learning a new language

Problem-solving

Understanding new technology

Attention to detail

Concentration

If you’re successful at this stage, you will go on to complete a job simulation.

This will virtually simulate the experience and challenges of working at EY. You will perform tasks such as communicating with clients, colleagues, and managers, managing a workload, and completing work.

The final stage will be the video interview.

This is not a live interview, but will require you to record video responses to a series of questions. For each question you will have two minutes to record responses, so make sure you practise answering questions concisely.

What are the Big 4 looking four in candidates?

Places at the Big 4 accounting firms are highly competitive. Because of this, there is a rigorous application process for each firm.

While there are differences in the process for each firm, the general objective is the same: to assess whether you’re right for the company, and to whittle down the vast number of applications.

The applications are not to assess your competence in the more technical aspects of your role. Instead, they will assess whether you have the right characteristics and qualities.

The Big 4 are also invested in diversifying their workforce. This has led to an assessment process that is based more on personality than experience. Some of the firms have also reduced their academic requirements to attract a greater diversity of applicants.

The Big 4 are mainly looking for excellent communicators and people who work well in teams. You will need to be able to show leadership potential, enthusiasm, and courage.

The recruitment process step-by-step

While the recruitment is different between firms, the following is some general steps you can expect from the application process.

Online application – when applying for one of the Big 4, make sure you do extensive research on the firm. Each firm’s culture is central to how they operate and heavily influences their recruitment process. Make sure you identify how your personality and values align with the firm before beginning your application.

Online aptitude tests – if you get through to the next stage, you will have to complete a series of online aptitude tests. These could include personality tests, situational judgement tests (SJT), verbal reasoning, numerical reasoning, logical reasoning, and a job simulation.

Phone interview – during the phone screening, you may be asked some general questions. Be ready to elaborate on parts of your CV and think of a couple of questions you can ask to engage with the interviewer.

Interview – these are generally in-person, but since Covid, interviews have been frequently held online. Practice your interview techniques as much as you can, and make sure you’re prepared to answer a range of questions. Make sure you use your experiences to back up answers with evidence.

Assessment centre – assessment centres are common as part of a Big 4 application. During an assessment day, you will complete tasks as part of a group of other applicants, such as presentations and group exercises. This will test your communication and teamworking skills, and help your interviewer see how you would fit into the firm.

What jobs can you get in the Big 4?

There are a wide variety of roles available between the different Big 4 firms.

Some of the key areas of recruitment are:

Audit – auditing involves inspecting an organisation’s accounts to ensure the accuracy of the financial statements.

Consultancy – consultants offer expert advice to clients on various aspects of their business, in order to help them improve performance.

Deal advisory – deal advisory is a step during mergers and acquisitions that provides clarity for a buyer on a target company’s performance.

Tax – firms advise clients on their taxes, helping to prepare tax returns and payments.

Find out how to qualify for an accounting career.

Technology is a huge growth area for the Big 4. Digital and data skills have become critical in the business environment across all industries, and the Big 4 have been pioneers in technology consultancy. Understanding technology and having a high level of digital literacy will help you in your application to the Big 4.

Internships at the Big 4

Internships are a great way to gain experience while working towards a career at the Big 4. All four firms offer a variety of internships, marketed mainly to undergraduate university students during the holidays.

Internships generally last around four weeks and can help boost your chances of gaining entry onto a graduate scheme.

Average salaries for graduates at the Big 4

As a graduate at a Big 4 firm, you can expect to earn around £30,000 as a starting salary. After completing your training and becoming qualified, this can increase to £50,000.

Starting salaries can vary depending on location, but you can expect to earn in the range of £28,000 – £32,000 in locations such as London and Manchester.

Big 4 application tips

There are opportunities to work in the Big 4 all over the country. While most of the vacancies may be in London, consider roles in some of the other regions as well.

Dress professionally for interviews. This will show that you’re taking yourself and the opportunity seriously, and looking the part will help you feel more confident.

Don’t be afraid to express your personality. The Big 4 are looking for candidates that will fit into the firm’s culture. Be passionate and enthusiastic about the application process.

Be confident in what you know. After spending your time researching the firm, you’ll know all about the organisation, and the role you’re applying for. Make sure that you ask plenty of thoughtful questions when you have the opportunity, and try to embody the company values.

Final thoughts

When researching how to get a job in the Big 4, keep in mind that it is a lengthy and tough process. Aim to think about your application as an opportunity to assess your strengths and weaknesses and identify any areas where you need to improve.

Dedicate time to carefully plan your application, and practise skills such as teamwork and communication.

Most of all, don’t be disheartened if you are unsuccessful. There are a wide range of incredibly rewarding careers in accountancy. You can read the finance career guide for more tips on securing an accounting career.

You may also want to consider earning an accountancy professional qualification.

Everything you need to know about accountancy qualifications.

Discover our accountancy courses.

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Next generation of lawyers unprepared for disruptive power of legal tech

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Next generation of lawyers unprepared for disruptive power of legal tech

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A lack of technology teaching at law schools is leaving students "dangerously exposed" to a skills gap, academics have warned.  As reported in The Times, even the new solicitors qualifying examination (SQE), seems to ignore the subject of legal technology.

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Next generation of lawyers unprepared for disruptive power of legal tech

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Employers that pay the apprenticeship levy will have the option to transfer 10 per cent of their annual apprenticeship funds to other organisations from April 2018 

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businesses will be able to help transfer app levy funds 

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People Management

Employers that pay the apprenticeship levy will have the option to transfer 10 percent of their annual apprenticeship funds to other organisations from April 2018 – giving them extra flexibility in how they use it to help close skills gaps, the government has announced.

The Education and Skills Funding Agency said that employers wishing to transfer a proportion of their annual levy funds will be able to choose who they want to give it to – providing their designated recipient wants to receive it and both parties are registered on the apprenticeship system.

Up to 10 percent of levy funds can be transferred, calculated from the total of the employer’s declared levy value, the government’s 10 percent top-up and a percentage applied to English organisations.

The apprenticeship levy, introduced on 6 April 2017, applies to employers with an annual pay bill of more than £3m.

In its guidance to transferring apprenticeship service funds, the government confirmed that any employer registered on its apprenticeship service is eligible to receive and use these transferred funds and that the money can only be used to pay for the training and assessment cost of the apprenticeships agreed with the receiving employer.

There are no restrictions as to whom employers can transfer the funding to, however.

Funds are to be paid monthly for the duration of the apprenticeship, and companies making transfers and those receiving funds are required to agree on the details of the transfer, including factors such as how many apprentices it will cover.

Jake Tween, head of apprenticeships at ILM, welcomed the development, which he told People Management would give employers “more control over apprenticeships” and represented a shift towards genuine employer ownership.

Tween said this flexibility was what “employers have asked for since the consultation on the levy first took place in 2015. It is extremely likely to have a positive effect on productivity.”

Tween added that it would also incentivise employers to take on more apprentices and upskill their existing workforces, and had “huge potential to strengthen the ties between employers in the wider supply chain, fostering more seamless collaboration and greater portability of skills”.

The regulations the government will introduce alongside this new option include that where an organisation currently has an apprentice funded by a transfer, it cannot transfer funds to another employer and, once a transfer is made, organisations cannot refund it to the sending employer.

Should the business funding another employer’s apprenticeship run out of funds, the government will pay 90 percent of the remaining cost, and the receiving organisation will be required to pay the remaining 10 percent contribution – known as co-investment. But employers are free to choose to which organisations funds can be transferred.

Mark Dawe, CEO of the Association of Employment and Learning Providers (AELP), told People Management that AELP found it “interesting” that the government’s guidance was that the transfers can be given to any employer the levy payer chooses.

The difficulty in policing “big employers helping out smaller firms in their supply chains” may be the reason the government has introduced this level of flexibility, he said.

The change may be a response to companies calling for greater flexibility in the apprenticeship levy. Assessing the early impact of the apprenticeship levy, a report from the CIPD published on 11 January found that 53 percent of employers that pay the levy wanted a more flexible ‘training’ version.

A study released this week by recruitment company Alexander Mann Solutions revealed that a third of businesses viewed apprentices as the most valuable source of emerging talent in 2018. Twenty-eight percent of those surveyed were finding it difficult to fill graduate roles this season.

With Britain’s exit from the EU on the horizon, upskilling British citizens through apprenticeships and other training is widely required to help close the skills gaps.

This is particularly pertinent as potential new government visa restrictions may also result in fewer EU migrants working in the UK. The number of EU migrants arriving in the UK for work fell for the first time in a decade in February 2017, according to the Office for National Statistics.

Becci Newton, associate director of the Institute for Employment Studies, said the change was a positive move: “It is intuitively beneficial to all stakeholders – government, employers, potential apprentices – that other businesses can draw on these resources to enable them to provide training.

“The change should, in principle, increase the number of apprenticeship opportunities available,” even if the administrative demands could be off-putting to some, she added.

Apprenticeships at BPP

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Businesses can help transfer levy funds to other organisations

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BPP is the first provider to have students sit the End Point Assessment for the Level 4 Professional Accounting Technician Apprenticeship

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BPP is the first provider to have students sit the End Point Assessment for the Level 4 Professional Accounting Technician Apprenticeship and apprentices achieved a 95% pass rate sitting exams with both ACCA and ICAEW. As this is unchartered territory for any training provider, the results paint a stunning narrative for the students and everyone else involved.

The Professional Accounting Technician Apprenticeship provides a new way to train as a professional accountant. While talent from this route may be new to employers, the results show that HR managers or any in the procurement process can trust the quality of candidates coming from an apprenticeship route.

Many of the apprentices training with BPP are employed by Deloitte and Emma Codd, Managing Partner for Talent at Deloitte commented:  “Deloitte is very proud to have contributed to the development of this new trailblazing apprenticeship. Over the past 15 months our BrightStart students have shown enormous dedication to developing the skills, knowledge and behaviours required for the apprenticeship standard. We wish them every success in their future career with the firm.

ICAEW Executive Director of Learning & Professional Development, Mark Protherough, said: “I would like to offer my congratulations to all our Level 4 Accounting Technician apprenticeship students who have surpassed themselves with their exam results this January. It is fantastic to see such high pass rates. These individuals are carving their way into the business world and these results show a promising future for all students. I would like to wish them the best of luck in their future careers.

Similar sentiments were echoed by Head of ACCA Claire Bennison ‘These impressive pass rates stand testament to the quality of teaching and how effective support for students equals success. Our Generation Next research shows that young people have ambitious aspirations for their careers, and apprenticeships offer an alternative pathway to achieve these aspirations. We need to keep business resilient to change and drive growth, and our apprenticeships develop professional accountants with the skills that meet future business needs. It’s great to see these strong results and ACCA offers our congratulations to the hard-working students and the tutors who have been so instrumental in this accomplishment.

BPP looks forward to supporting many of these apprentices as they now progress on to the new Level 7 Accountancy Professional apprenticeship.

Apprenticeships at BPP

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Lack of part-time apprenticeships reduces access for woman

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Lack of part-time apprenticeships reduces access for woman

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An article published in Personal Today suggests that a lack of part time apprenticeships is reducing access for certain groups, in particular women, disabled people, those with caring responsibilities and young people leaving the care system.

A report by the Young Women's trust highlighted that only one in ten apprentices are contracted to work less than 30 hours per week.  The lack of flexible working in higher paid sectors such as engineering and IT also leads women to opt for lower paid apprentices in sectors such as health care and beauty, helping to contribute to an apprentices gender pay gap of 8%.

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Lack of part-time apprenticeships reduces access for woman

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Develop your team with finance business partnering skills

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Develop your team with finance business partnering skills

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Finance business partnership adds value beyond the traditional accounting role through better control, insight and ultimately driving better business performance.

Successful business partners apply their technical financial skills to business issues and decisions; they develop deep understanding of the business in which they operate and have built the credibility to challenge, influence and lead their business colleagues

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Develop your team with finance business partnering skills

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Playing your finance team to its strengths and avoiding the Peter Principle

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Playing your finance team to its strengths and avoiding the Peter Principle

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Financial leadership skills are essential to upskill, motivate and retain the best talent in your business. However, there is a tendency for some larger organisations to reward high performing employees with promotion into a role they are less competent at.

For those aiming to become senior managers and avoid this effect, known as the Peter Principle, BPP offer a useful place to learn and hone the skills required to work at the higher level before promotion.

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Playing your finance team to its strengths and avoiding the Peter Principle

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Driving efficiency - the power of financial modelling 

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Driving efficiency - the power of financial modelling 

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As a Finance Professional, whether you are budgeting, forecasting or modelling investment appraisal scenarios it is essential that you are able to use Excel efficiently and effectively.

BPP’s Financial Modelling training courses cover all the techniques and functionality required to plan, build, assess, interpret and audit financial models of varying shapes and sizes, helping your business thrive in these uncertain times.

Interested in finding out more about financial modelling? Watch our webinar recording and learn more about the Golden Rules of Financial Modelling.

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Driving efficiency - the power of financial modelling 

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Andrew Chadwick, Dean of BPP University Law School, discusses how BPP is adapting to educational changes in the legal sector, including the new SQE (Solicitors Qualifying Examination).

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How the levy is shaping the future of the training of nurses

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How the levy is shaping the future of the training of nurses

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Professor Lynne Gell, Dean of BPP University School of Nursing, introduces our research report on the impact of the Apprenticeship Levy in the NHS.

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How the levy is shaping the future of the training of nurses

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KPMG announces the launch of its digital degree apprenticeship, KPMG360o Digital

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KPMG launches new Digital Degree Apprenticeship 

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KPMG announces the launch of its digital degree apprenticeship, KPMG360o Digital, providing training and guidance to the next generation of tech experts. The four-year programme combines on-the-job work experience with the opportunity to gain a BSc degree from BPP University in Digital and Technology Solutions, whilst earning a salary. Tuition fees are fully funded by KPMG and successful candidates will work towards a permanent role at the end of the programme.

KPMG 360o Digital will initially be based in London (13 places), Manchester (10 places) and Leeds (4 places) with places still available for a 2018 start in North West locations. The scheme will allow apprentices to embark on a number of placements within teams across the firm including technology solutions, cyber security and forensic services. Successful applicants will be offered the opportunity to master new technologies such as cloud, data analytics and artificial intelligence alongside our existing experts who will support them in their career progression.

Anna Purchas, Head of People for KPMG in the UK said:
"Increasing emphasis on new technology has been seen across businesses globally. This means that individuals and organisations alike must adapt and evolve constantly to be able to provide the best services to clients".

For those joining the KPMG 360 Digital Degree Apprenticeship the programme allows trainees to not only gain a degree, but also to acquire valuable on the job experience. In addition we provide learning and development opportunities which are essential for both personal and professional growth.

"Technological change provides an opportunity to enhance the services we offer, but this cannot be done unless the skills of our workforce match the investment we are making in new technology. The introduction of this new programme highlights the value we place on technical specialists who are just as good with cutting-edge technology as they are with facts and figures."

KPMG360o Apprentice, Kristina Martirosjana chose to enrol upon the KPMG360o Digital Degree Programme when the firm piloted the scheme with existing apprentices. Kristina has been working in the firm's customer due diligence team based in Canary Wharf.

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KPMG launches new Digital Degree Apprenticeship 

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Rossana Blaauw achieved an an astounding 100% in recent AAT exam 

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BPP student recieves 100% in first AAT exam 

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Rossana Blaauw, who currently works as Bursar at Rocks Park Primary School, achieved an astounding 100% in a recent AAT exam.

As a working mother, time was a sparse commodity for Rossana who embarked on the apprenticeship route in order to study for the AAT qualification. This provided funding towards her learning and on-the-job training that will hopefully lead towards a career in finance.

Ms Blaauw said: “This apprenticeship has been a perfect opportunity. Being a busy working mum, my manager has been so supportive in the process giving me time to take part in my exams. Financially, I wouldn’t have been able to do this, but thanks to my apprenticeship programme and East Sussex County Council, my studies have been paid for.”

She continues with, “the structure that BPP use for their courses is excellent, information is given in bite sizes for each section with a recorded lecture, the resources they supply are excellent and their customer service is brilliant. Ben Lambert, Senior Consultant at BPP and his team have been more then supportive and are at hand to answer any queries.”

BPP has been providing professional qualifications in the fields of accountancy and tax for over 40 years, and consistently achieves higher pass rates than the national average. BPP delivers a wealth of courses across a range of disciplines through study modes that include online and in-centre learning.

The Association of Accounting Technicians qualification is an entry-level qualification  and offers the perfect start to a successful accounting and finance career. AAT accounting qualifications are a highly respected foundation and following further progression to the next level gives generous exemptions with all UK chartered and certified accountancy bodies.

Kim Larkin, Apprenticeship Programme Coordinator at East Sussex County Council said: “At East Sussex County Council we strive to make apprenticeships a viable option for staff at all levels and locations. Our schools have faced perhaps the biggest challenges when it comes to using the levy, so we are thrilled that we have been able to help Rose begin a journey of professional learning, and are very proud to be supporting her. Apprenticeships are such a great way to offer valuable, recognised qualifications to our staff at a time when budgets are increasingly stretched. Since the levy came into force we have supported over 100 of our staff to start their learning journeys, and are we are looking to the future to help develop many more of our staff, across our corporate teams and throughout our schools. This is a fantastic achievement for both Rose and the Apprenticeship programme here.”.

Ben Lambert Senior Consultant at BPP said: “We’re all really proud of Rose. This year BPP have begun delivering a range of Apprentice Programmes across East Sussex County Council, in Accounting, Project Management, and shortly the first cohort of Management Degree Apprentices will start their courses at BPP University. Rose has set the bar high, but we are sure her colleagues are up for the challenge and we look forward to supporting both her and her colleagues and help develop their careers to the next level. Well done once again Rose.”

Apprenticeships at BPP

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BPP student receives 100% in first AAT exam 

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Should organisations consider implementing a Big Data strategy?

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Should organisations consider implementing a Big Data strategy?

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Consider how Big Data can influence your business strategy.

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Should organisations consider implementing a Big Data strategy?

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Organisations across 15 sectors are spending £6.3bn on temporary workers, recruitment fees and training  

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Potentially damaging skills shortage costing firms an extra £230m 

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The Open University has been investigating the extent and nature of the skills shortage, collating data from 950 senior business leaders. The report shows that over half of the respondents think the skills shortage will worsen after Brexit. The report also states that such a tax may encourage organisations to build talent from within the business rather buy it from outside.

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Potentially damaging skills shortage costing firms an extra £230m 

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Kaplan named as the assessment organisation and to run the new Solicitors Qualification Examination 

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BPP welcomes appointment of SQE assessor as it unveils new suite of law programmes 

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BPP University Law School has welcomed today’s news from the Solicitors Regulation Authority (SRA) that it has appointed Kaplan as the assessment organisation to run the new Solicitors Qualification Examination (SQE).

Andrew Chadwick, Dean of the School, said: “After several years of uncertainty, the profession finally has some clarity. Law firms were understandably critical of many aspects of the SRA’s proposals and frustrated by the prevarication surrounding the introduction of the SQE. But today’s announcement marks the start of the process whereby the profession and students aspiring to join it can begin to move forward and plan for the future with greater assurance of the direction it is taking.”

Mr Chadwick continues with “BPP declined to participate in the bid for the SQE assessment contract. However we look forward to being part of the community of practice that the SRA has stated will help to develop the new qualification”.

The first part of the new assessment, SQE1, will be computer-based objective functioning knowledge tests and very different from the traditional legal or university exams, Mr Chadwick pointed out. “Fortunately, it’s the type of test we at BPP have developed an expertise in preparing our students to pass, with our extensive history of providing professional training in subjects such as accountancy where this is the norm.”

He warned, however, that the SQE was only one component of the training overhaul for law and non-law graduates: “The SQE establishes a common qualifications floor for the profession – but it does not begin to construct an adequate ceiling. We have worked closely with our law firm clients and with the wider profession over the past eight months, exploring these proposals in detail and planning for an SQE future. They have made it abundantly clear that they require their trainees to be equipped with specialist legal knowledge, competencies and skills far in advance of the minimum specified by the SQE.”

To meet that demand, Jo-Anne Pugh, Strategic Director of Programme Development and Design, said BPP had been developing a new suite of programmes, drawing on cutting edge pedagogy supported by educational technology, which will be innovative, effective and highly relevant to current practice and the 21st-century needs of its clients.

“The SRA’s new approach to regulation of the assessment rather than the course has presented an opportunity for our clients to specify in detail the training needed to develop their graduate talent that will really give them a competitive edge”, she said. “Responding to this, our new programmes will be practical, demanding and highly engaging and will develop creativity, adaptability and resilience alongside the acquisition of new legal knowledge and skills”.

“No doubt some providers, including new entrants on the market, will be looking to deliver the barest minimum to “test prep” students, leaving them cut adrift from the practice-ready training that the profession actually values and requires” said Mr Chadwick.

“Our key goal, though, is to prepare graduates, not only for the SQE but, even more importantly for their employability, ready to start their qualifying work experience equipped with the capabilities that law firms demand.”

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BPP welcomes appointment of SQE assessor as it unveils new suite of law programmes 

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BPP speaks with financial crime expert Vivienne Bannigan 

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Is your firm a target for financial criminals? Almost certainly 

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There is a feeling among some business people that their firms will not be targeted by organised crime. They believe criminals only select large corporations and banks for their attentions, or high net-worth individuals, or that their customer and data bases are too limited to be of much value to fraudsters.

Sadly, criminals aren’t so choosy or predictable, says Vivienne Bannigan, a financial compliance expert and course consultant for BPP. “Money launderers want to ‘clean’ large quantities of dirty cash quickly and they aren’t fussy about which kind of companies they use, or even if they make a small loss.” Years ago, the American mafia rinsed the profits from illegal gambling and bootlegging through local laundromats, hence the term. But any type of company is potentially at risk.

According to the National Crime Agency, at least £90 billion in criminal proceeds is believed to be laundered through the UK each year. The country is estimated to be responsible for 40 per cent of the legal and accountancy ‘red flags’ in Europe, while approximately 1,000 professionals – mainly in the accountancy, legal and financial sectors – are fined for money laundering annually. Last year, the Financial Conduct Authority fined individuals and organisations over £200 million, a ten-fold increase on 2016. Terrorist financing, too, is a growing concern for government, with terrorists using much the same ways to store and move illicit money as other criminals, though of course their motives are ideological rather than financial.

Ms Bannigan says SMEs are prime targets “because they may not have regulatory foresight, their due diligence may be less comprehensive and they are often keen for investment”. Start-ups that are expanding rapidly are especially vulnerable. “Their systems are often straining to keep pace with expansion and the entrepreneurial spirit that made them successful in the first place isn’t primarily focused on compliance or criminal threats.”

That doesn’t mean large companies aren’t vulnerable. “One of the biggest mistakes businesses make is to meet the threat of financial crime with a tick box exercise – ‘Have we met requirement 7.12 of this EU regulation or that UK directive?’ That’s not the most effective way of dealing with the problem,” Ms Bannigan explains.

“What they should really be looking at is behaviours. Why is a client offering to invest large amounts of money from risky jurisdictions? Why are they being loudly insistent on the phone that we doing something or other immediately? Why are they claiming that they know the CEO personally? Do we really know much about the people we are dealing with? Can we back our knowledge up with documentary evidence?”

Never make the mistake of underestimating financial criminals, Ms Bannigan says, it’s not just a compliance issue. “Organised crime employs some very smart people. If a company’s training is poor, its staff inexperienced and its systems lax or infrequently reviewed it is at risk regardless of size.”

Criminals are adept at compromising company staff who are vulnerable. “If an employee has a gambling problem or severe money problems, they could become targets for financial criminals.”

Money launderers choose their victims by gleaning information from the same sources other investors use, Ms Bannigan says. “Profile pieces on up-and-coming entrepreneurs and firms, for instance, or by analysing market trends or being aware of imminent IPOs that could be vehicles for their investments. They have even been known to buy large quantities of luxury merchandise and sell it online – sometimes for a loss. It doesn’t matter to them as long as illegal money is ‘cleaned’”.

Terrorist financing is much harder to spot than money laundering, Ms Bannigan says, because the sums can be so small and it relies on the views of individuals that aren’t readily apparent. “Twenty years ago, terrorist organisations used illegal funds to purchase arms and whatever sophisticated weaponry they could lay their hands on. Today they realise that they don’t need much to create mayhem.”

Ten key points

All types and sizes of companies can be targets of financial criminals

The UK, as one of the biggest centres for financial transactions, is the focus for a lot of global money laundering

SMEs are vulnerable because they sometimes lack the resources and experience to detect illicit activity

Fast-growing companies eager for new investment are often targeted

Large companies can mistake ‘tick-boxing’ for deterrence – it isn’t

Learning to spot suspect behaviour is far more effective

Don’t underestimate money launderers – they use very smart people who are adept at exploiting the compliance weaknesses in firms

Employees with money or gambling problems can be particularly vulnerable

Criminals use the same sources of information as other investors – the press, market trends, IPOs

Terrorist financing is much harder to spot because the sums can be small and individual motivations harder to detect

View financial crime course

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Is your firm a target for financial criminals? Almost certainly

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Care staffing in the NHS, the good, the bad and the promising 

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Care staffing in the NHS, the good, the bad and the promising 

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The NHS is the biggest employer in England and the fifth biggest in the world. But it is struggling to recruit enough nurses and care staff.

In 2018, BPP approached 220 NHS trusts in England - of which 89% responded as part of this report. While it is clear that NHS trusts are having to deal with budgetary pressures and a skills shortage which may be exacerbated by Brexit, they are also facing significant changes to their traditional training models. This includes factors such as cuts to bursaries and the declining numbers of those applying for nursing degrees.

“For all the challenges the NHS is forced to confront, the NHS has a remarkable capacity to innovate when the need arises. Witness the Talent for Care initiative, which highlighted the need to redress the skills deficit in support staff, a few years ago. I have no doubt that it will continue to rise to that challenge and that BPP, with over 40 years’ experience in professional training, will be able to help them.”

Professor Lynne Gell is Dean of BPP University School of Nursing

Forward-looking health providers need to look at boosting recruitment by looking at alternative routes into the healthcare professions and at flexible training delivery, in particular apprenticeships, nurse associates and virtual courses.

This report gives an insight into nursing and HCA numbers. This includes data on gender, regions and how staff numbers vary by type of trust. To ensure accurate comparability, only data from December 2015 to December 2017 was included. Most of the information was gathered during July and August 2018 using Freedom of Information requests to individual NHS trusts. Other sources of data used were the NHS Vacancy Statistics England, February 2015 to March 2017, published on 26 July 2018, NHS Key Statistics, published by House of Commons Library in May 2018, and the NHS Workforce Statistics, published on 21 June 2018.

Download report

Browse our nursing courses

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Care staffing in the NHS, the good, the bad and the promising 

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Learn how to gain CIMA qualifications through an apprenticeship.

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There are a number of ways to gain your CIMA qualifications, and BPP offer practical apprenticeships to help you learn on the job. 

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Accountancy is a highly skilled profession where formal qualifications play a vital role in how your career will progress. It is commonly mistaken that the only route into an accountancy career is an academic one, but you can in fact qualify as an accountant through an apprenticeship.

The Chartered Institute of Management Accountants professional qualification can develop the critical knowledge and skills needed by all accountants to succeed in modern business. This is an internationally recognised qualification that can give you the skills to work in various business and finance roles, and is not limited to accountancy.

CIMA qualifications are some of the most respected amongst the accounting and finance community – and you can achieve them through a practical, on-the-job apprenticeship. Here’s how.

Who can do an apprenticeship?

Apprenticeships are available to anyone who has viable training need, whether this is a school leaver or someone that already works in an organisation. Apprenticeships allow people to gain a professional qualification while working and earning a salary. In fact, they can even be a fast-track way to becoming a chartered accountant.

Employers can choose to hire an apprentice, and they can fund their apprenticeship by utilising the Apprenticeship Levy. They can also choose to enrol an employee they already have onto an apprenticeship to upskill them. They could even take a student from an existing qualification route, such as CIMA students, and allow them to complete their qualification.

Apprenticeships generally work as follows:

New Recruits:

School leavers can enter an apprenticeship at Level 4

Graduate level students can go onto a Level 7 apprenticeship

Existing Staff:

Upskill and provide further opportunities for the current work force increasing retention. Open to any age for individuals who want to develop their career

Existing CIMA students:

Transfer existing students from existing qualification route, via our multiple entry points

Differences between apprenticeships and academic route

You can achieve your CIMA qualifications both via the academic route and through an apprenticeship. The academic route involves completing GCSEs and A Levels, before taking an undergraduate degree. This doesn’t necessarily have to be a degree in a related subject, so any graduate can join a CIMA programme.

In relation to apprenticeships, there are multiple entry points that can lead onto a CIMA course. There are various entry points onto an apprenticeship with CIMA and BPP. This depends on the previous level of study and desired outcome for any would-be apprentice. The Level 4 Professional Accounting/ Taxation Technician is the equivalent of the CIMA Certificate Level, whereas the Level 7 Accountancy / Taxation Professional is the equivalent of the full CIMA Qualification. BPP works with employers to determine which level is the best starting point for their employees. Additionally, we’ll also advise on how long each programme will take to complete.

The CIMA qualification completely aligns with the apprenticeship standard. All students will be in the same classes as traditional students who are working towards a professional qualification. This is accompanied with the additional Knowledge, Skills and Behaviours of the apprenticeship standard, which provides employees with the practical skills they need as a modern-day accountant.

How can firms move an employee part way through their CIMA qualification?

As mentioned above, the BPP apprenticeship journey offers a number of entry points for learners who are currently studying for their CIMA credentials. Employers are able to transfer any existing students onto the apprenticeship route, regardless of how they progress through the CIMA programme.

On selected programmes, the apprenticeship structure aligns with current CIMA levels. This enables four entry options depending on the number of CIMA papers which a student has completed. These are as follows:

36 Month Route – CIMA BA1-BA4

30 Month Route – CIMA Operational Level

24 Month Route – CIMA Management Level

18 Month Route – CIMA Strategic Level

Are CIMA apprenticeships funded?

If your PAYE bill is greater than £3m, your company will be paying into the levy fund. This can be utilised to upskill new or existing staff via our various apprenticeship programmes. If your PAYE bill is less than £3m you will not pay into the Levy fund – but you will still be able to access funding, with 90% of your employee training costs being covered by the levy.

If you would like to find out more about BPP’s Accountancy and Tax apprenticeship programmes please visit Level 4 Professional Accounting/ Taxation Technician and Level 7 Accountancy / Taxation Professional.

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The GDL and LPC are two of the most important law qualifications you can take. And, if you’re unprepared, they can be quite stressful. With that in mind, here are our Top Five Survival Tips.

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The GDL and LPC are two of the most important law qualifications you can take. And, if you’re unprepared, they can be quite stressful. With that in mind, here are our Top Five Survival Tips from Manchester Senior Academic, Tricia Chatterton.

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Tip 1. What to revise?

For GDL students: Have a look at past papers to get a feel of how questions are worded, and for the best way to tackle them. Make sure you are aware of the grade breakdown to ensure you are adding relevant content to your answers.

Consult your revision briefing sheet to remind yourself how many topics there are, and make sure you can answer them all.

For LPC students: Revise everything because you can't cherry pick your questions. And, if you leave anything out from your revision, you could really come unstuck in the exam. Remember, you must answer all the questions, you can’t pick and choose.

Tip 2.  Plan your revision

For GDL students: Plan your time well to ensure you cover each topic. Make a priority list. It might be easier starting with a topic that you are not as confident with. But don't waste too much time getting bogged down with one topic – as this might not even appear on the exam!

Make sure you use the relevant tutorial and lecture notes. If you remember something that you struggled with previously, try to overcome this and re-read your notes. If you have completed a practice question, re-read your answers and any feedback given, this will give you a head start on what the examiner will be thinking.

For LPC students: Plan your revision and stick to the timetable. The LPC is not a memory test and you must not prepare to write essays.

Tip 3.  How to revise

What's the best way to learn? Have you tried mind-maps, index cards, study groups, mnemonics or code-colouring? These are all proven methods for students, but which one works for you?

For GDL students: When planning your revision, make sure you start to structure your answers. This will help you to remember to structure during your exam. Another good tip is to use learning aids. If a reference name or certain case reminds you of something easier to remember, start to develop linking aids. This will help you with referencing and will encourage you to add all the relevant information during your exam.

For LPC students: Focus on your SGS activities and materials. Make sure you know how to use your permitted materials to find the relevant law and then apply, apply, apply…

Tip 4. Before the exam

Practise timed mock exams. It might be good doing this in pairs or a group. You can mark each other's work and they might have added something in that you didn't think of.

Make sure you know where you are going. Check the venue beforehand. Plan how you are getting there and make sure you prepare for any last-minute delays. It's always a good idea to do a 'dummy-run' a few days before. This will make you aware of how much traffic will be there at that time of day.

It's also a good idea to write your notes on mini-cards. You can read this whilst travelling to the venue or before going into your exam. Make sure you don't put them in your pocket as this will be classed as cheating.

Tip 5. During the exam

For GDL Students: Read the paper carefully and start by planning your answer. Use the time wisely to ensure you don't get carried away writing your plan. Highlight key points that you want to raise and make sure you keep looking back at them whilst writing your answer, to ensure you stick to the point. Write succinctly, clearly and logically, and don't repeat facts that are already in the question. Try to reference as much as possible to underpin your understanding.

Make sure you are writing in the style of an exam. Use proper grammatical prose and avoid colloquialisms and slang. Answer your questions using the acronym IRAC:

Issue

Relevant rule/explanation of the law with authority

Application

Conclusion

For LPC students: Read through the paper and plan the time allocation against the number of marks for the questions, to ensure you answer everything on the paper and give each question enough time.

Make sure you put the answers to the MCQs in your answer book.

We hope these tips will be useful in your exams. Remember to remain positive. Don’t panic. And study for success.

See our law courses

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The legal industry can be very competitive, in every sense. And this is especially true when it comes to applying for jobs. 

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The competition for training contracts is fierce, but if you do your research, draw on your own experience and display your creativity, your application is sure to stand out. 

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Law as a career is fast-paced and highly competitive, so trying to get a training contract is no different. Some recruiters can deal with hundreds, possibly thousands of applications at a time, so it can be difficult to stand out.

Unfortunately, it isn’t enough to have the grades and work ethic alone – a great academic record and personal determination is a given. You have to display what makes you unique, and why the firm should employ you.

Show that you’re right for the firm, and that it’s right for you

It’s really important to do your research before applying. When applying for training contracts, you’ll read countless law firm websites. Whilst it’s tempting to think they’re all the same, it’s really important to take your time and read them thoroughly. Each firm will consider itself distinct and will want you to apply for a reason. Work out what the firm’s ethos is, and how that relates to you directly.

The firm’s values, reputation and the sort of cases they work with will give you an opportunity to showcase why and how you will fit in. They will give you an idea of what skills and attributes they look for in candidates, and you can link your experience to these skills. However, be careful not to directly recycle any phrases from their website or be too sycophantic; law firms will see right through you, and if you get to interview stage any fake enthusiasm will be clear from your responses.

Remember your audience

It’s really important to show your personality on your application. However, you need to do this in a way that doesn’t rely on humour or informality. Recruiters will likely have a massive stack of applications to work through, and the last thing they want to do is read a funny quote.

In the same way, you should try to keep your answers as concise as possible. It can be tempting to answer a question in a drawn-out way, displaying as much of your knowledge as possible. But, by the end of a long response, you might not even be answering the question at all. A recruiter will appreciate a short, to-the-point answer a lot more than they will an answer they had to dig out of a lengthy ramble.

Also remember that it will be really obvious if you use an answer from another application form, responding to a similar question. You’ll have a lot of applications to complete, and it’s understandable to want to take shortcuts. However, taking time to really read and understand the questions will make your application better overall, and give you a better chance at securing an interview.

Play to your strengths and show your experience

As we’ve already stated, the competition for training contracts is tough. The top firms attract candidates of an exceptionally high calibre, and because of this, top grades will simply not be enough. You should try to draw on experiences of university societies and sporting achievements, and then go beyond these. Think of a range of experiences that are unique to you, and apply the skills gained from these to a career in law. This will ensure not only that your application is your own, but that it’s authentic too.

Show examples of where you’ve taken initiative. Think to any projects you have started, charity events you’ve planned or maybe even businesses you’ve planned. These are completely individual topics that other people may not be able to draw on, so it really allows you to play to your strength.

Again, the legal profession can be a tough nut to crack. But, you should try to get as much experience as you can. Vacation schemes are themselves competitive but a really great way of gaining invaluable experience. If you find you’re really interested in a specific firm, try to do a vacation scheme there to make yourself known, and show your work ethic. If you can’t get a vacation scheme, there are plenty of alternatives. Look for work experience at a local law firm, shadow a legal professional or even just go and sit in on court cases. All of this helps.

Pay attention to detail

Whilst this may seem like it should go without saying, make sure that there are no mistakes in your application. One of the biggest traits that firms look for in recruits is a fine-tuned eye for detail, so mistakes will simply not cut it. Even though you pour over applications for hours – sometimes even days – you can still miss out on some small spelling errors or grammatical mistakes.

Have someone else read over your application for you; this is self-explanatory. Make sure you’ve named the correct law firm (this might seem extreme, but when you’re bogged down with applications this can be an easy mistake to make). Be sure that your application reads nicely, and your communication skills are displayed. Capitalise properly and avoid using any slang.

Display your creativity

To really stand out, try to think of new ways for the firm to provide better service for their clients. Firms often have a lot of mixers and events, so if you can think of different ways to do this then your application will be noticed for all the right reasons. Displaying your creativity in any way will be certain to draw a firm to you. Just think outside the box and show your personality.

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How To Stand Out In Your Training Contract Application

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LPC student Dee Gupta tells us about her experience in looking for a training contract and gives her advice to students from what she has learnt.

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Studying for your LPC can seem daunting. But, with our survival tips, you can put your concerns to one side and focus on success. Success in your exams. Success in your career. 

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Finishing the first half of the LPC has been like climbing my very own Everest. And I know pretty much everyone feels like that. A few days of rest weren't enough, yet they had to be.

I fall into the ‘self-funded’ for the LPC category of people – aka, the non-training contract ones. I have spent the past few years trying to break through the industry; I have been able to break the vicious cycle of 'you need experience to get experience'; I have managed to get the 2:1; yet I still haven't managed the training contract.

I have read enough articles on how to get a training contract and on how to write job applications. I have networked and gone to my fair share of law fairs. Of course, you don't need to hear this from me. I'm a jobless LPC student myself, but along the way I have learnt some pretty useful things. And no, not one of them contains the answer to the question 'what is commercial awareness?' and 'how to get it?'

If you find yourself Googling ‘how get through commercial awareness?’, I hate to break it to you, but you may not be in the right career. That doesn't mean that law isn't right for you, but maybe working in a corporate law firm isn't for you. Even though the pay will be great and you will be able to strut in heels or wear fancy brogues, you need to desperately want, and like, knowing about the economy around you. You need to be willing to give up your free time to browse through FT articles, because you are genuinely interested.

Quality matters, but that doesn't necessarily mean quantity doesn't. Each firm gets roughly around 1,200 applications each year, with the big firms hiring around 40 candidates, and the smaller ones hiring much less. The competition is fierce, and if you have visa problems, it's going to be that much harder. Let's say you are fighting for 40 positions, you are either a law graduate or a non-law, and firms nowadays want a mix, for diversity. So, from 1,200 job applications, you might be one of the lucky few, one of their trainees. Or, you might not.

Don't let rejections bother you that much; it doesn't mean you’re not ‘good enough’. You might not be writing really kick-ass job applications. If you suspect that that’s the case, then reach out to a mentor or close friends who have jobs, and actually listen to them. Constructive criticism is your best friend when writing job applications. We have all spent quite a bit of money to get where we are today, and whilst rejections can really bring down morale, there’s a strong reason for them. If at first you don’t succeed, you know you’re aiming high enough.

When I got rejected the first time it didn't make sense. After which, I worked with much different corporate law firms, and then I realised how much happier I was in that atmosphere. If you are getting rejected, you might not be cut out to get that particular job at that particular firm. Each firm has a very unique environment. Not all ‘Magic Circle’ or ‘Silver Circle’ law firms are completely alike. The HR people actually know what they are doing. If you got rejected, then that wasn't the firm for you. Try widening your search. And you don’t necessarily need to go through the direct route. Ring someone in the firm; send them a bunch of questions; try and arrange coffee with someone who works at the firm. That will go a long way. At the worst, they might say no and tell you to apply for an open day.

In-house; paralegals; a law blogger; switching into corporate; it all matters. And they are all brilliant jobs to have. However, if you cannot for the life of you figure out why you can’t get through it and get a training contract – Don’t.

Don’t figure it out. If, in your 20s, you’re not sitting behind a computer till 1am, well that might not be the most awful thing in the world.

Go out and get some essential life experience. Work at a retail shop, for example. Managing customers and inventory in such jobs will give you so much hands-on life experience, it might come through in the next set of job applications you write. Head to Indonesia or Africa and get involved with NGO work, teach English, aid the underprivileged. There are a lot of ways to mould yourself for a better job for the future and, contrary to what most people believe, it IS okay to not have it all sorted out post-undergraduate.

In light of employability week, I just had to blog about this. I am no guru in this field but it’s coming from an honest place. If you’re reading this and contemplating doing the LPC without a training contract, go for it. Just don’t put all your hopes in the fact that you have to get that amazing job in the top ten corporate law firms of London. The economy is volatile and so is your life, you don’t have to have it all figured out.

If you truly enjoy law and reading, no amount of job rejections will stop you from getting there eventually. Well, here’s hoping!

At times of need, I look to a certain Mr Abraham Lincoln:

“If you are resolutely determined to become a lawyer, the thing is half done already.”

See our law courses

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Training contract conundrum: to train or not to train?

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Victoria Speed is Joint Director of Pro Bono & CSR at BPP University Law School. She is responsible for BPP University Law School's Pro Bono Centre, which provides legal advice and education services to the most vulnerable. 

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Victoria Speed is Joint Director of Pro Bono & CSR at BPP University Law School. She is responsible for BPP Law School's Pro Bono Centre, which provides legal advice and education services to the most vulnerable. 

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About Streetlaw

Streetlaw is BPP University Law School's largest pro bono project. We deliver over 350 hours of Streetlaw workshops a year, around the UK, reaching over 3,500 members of the public. This is public legal education in action, as our students deliver interactive presentations in prisons, homeless shelters, schools and community groups.

Why Streetlaw?

There are benefits to the public in that presentations are often tailored to suit the issues faced by the particular audience in question. For example, our students might be asked by a secondary school to talk about the law on 'sexting' or by prison staff to talk to soon-to-be-released prisoners on the effects, in law, of a criminal record. There are many advantages for students too. They learn to speak on their feet and to explain law in clear and simple language. They also meet individuals for whom law is largely seen as irrelevant to their daily lives and seen as an instrument of the police and government, rather than a tool to improve minimum standards of work and of living.

I've seen law students transformed in these environments, suddenly appreciating the value of being able to understand law and the value that these skills can have in society. They find a purpose for their studies and a motivation for their career. They understand that being a lawyer is more than having a job.

Streetlaw experiences can demonstrate that knowledge of law can inspire an individual to seek help and a community to take action. To learn this as a young lawyer can only be a good thing for the future of legal profession.

See our pro bono opportunities

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BPP asks potential barristers to submit video applications

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BPP asks potential barristers to submit video applications

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In a drive to uncover latent advocacy talent beneath the exam grades, a leading legal training provider is asking potential barristers to submit a video demonstrating their oral skills alongside their written online application to join their Bar Professional Training Course (BPTC) programme from September 2019.

BPP University Law School, in what is believed to be a first for a UK legal provider, said the initiative will provide an invaluable additional indicator for informing the assessment of applications when so many students apply with similarly high academic qualifications.

Anna Banfield, Head of Professional Routes (Barristers) and member of the Academic Council said that the written submissions to its BPTC were still important to determine a sufficient level of academic competence. “However”, she added, “the additional video component will provide us with greater insight, in the form of objective evidence, of core oral communication skills, so we can make an even more informed judgment earlier in the process to determine who we offer a place to on our course . Previously, we have held interviews for some candidates later in the process. This year we will have this additional insight up front for everyone. That is both more timely and equitable for all candidates and helps us to ensure that we select the very best candidates who can go on and succeed in a career at the Bar”.

And there is further good news for candidates in this new approach. Every applicant will automatically be considered, either for an Advocacy scholarship, based on performance in the video, or for an Academic Excellence scholarship, based on the written application, worth up to £5000, without having to submit a separate application.

Christopher Kessling, Head of Law at BPP Holborn, barrister and BPTC lecturer, added that it wasn’t production values they were interested in but the candidate’s capability. “We’re interested in the raw advocacy potential of students not a slick, voiced-over commercial. Three to five minutes on a suitable topic filmed on a smart phone is all we need, as long as the candidate is visible and their voice is audible. It’s really about giving candidates the opportunity to showcase their talent”.

Nor is the law school interested in wannabe actors whose advocacy skills outstrip their academic credentials. Kessling added: “We’re looking for the candidates that have it all: the academic credentials and the skills that we know are vital to succeed. They have to pass both the paper application and the video element to be offered a place at BPP.”

Applications for the BPTC via BARSAS open on 17 December 2018 and close on 18 January 2019. Within that window, applicants will need to submit direct to BPP their video applications. Instructions for completing the process including the topics from which applicants can choose to argue for their point of view, will be released by 10 December on BPP’s website.

Further information on the BPP BPTC programme is available here.

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Aspiring barristers to submit video applications

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2019 CIMA Syllabus – What’s the same and what’s changed?

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2019 CIMA Syllabus – What’s the same and what’s changed?

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In November 2019, CIMA introduced a new syllabus that changed the content of what future professionals would study.

What is staying the same?

The Examination Framework (Exams)

Those familiar with the CIMA Examination Framework will notice, from the illustration, that current key features have all been retained: These are:

3 knowledge pillars – Enterprise, Performance and Financial

3 achievement levels – Operational, Management and Strategic

3 objective test exams at each level (E1/P1/F1, E2/P2/F2, E3/P3/F3)

3 case study exams at each level

Practical Experience Requirements to be demonstrated and recorded

The names of the current exams also remain largely unaffected, with only a few changes highlighted in the table below:

2015 CIMA Syllabus | 2019 CIMA Syllabus
Operational Level | Operational Level
E1 Organisational Management | E1 Managing Finance in a Digital World
P1  Management Accounting | P1 Management Accounting
F1 Financial Reporting and taxation | F1 Financial Reporting
Management Level | Management Level
E2 Project and Relationship Management | E2 Managing Performance
P2 Advanced Management Accounting | P2 Advanced Management Accounting
F2 Advanced Financial Reporting | F2 Advanced Financial Reporting
Strategic Level | Strategic Level
E3 Strategic Management | E3 Strategic Management
P3 Risk Management | P3 Risk Management
F3 Financial Strategy | F3 Financial Strategy

What has changed?

The Competency Framework (Skills)

The new 2019 CIMA Syllabus will reflect how technology and a digital mindset will be required to affect and influence a student’s own decisions, actions and behaviours, as well as those of colleagues within a wider organisation. To be able to do this, five sets of skills have been identified. These are technical accounting and finance skills, business skills, people skills, leadership skills and digital skills. As part of these areas, a digital mindset will play a crucial part in underpinning these categories.

The syllabus content on each exam, across the Professional Level, has been updated with this underpinning in mind. Students will be expected to demonstrate competence in their digital skills to a varying extent across all of the exams.

Syllabus Outcomes

To facilitate the new digital focus, syllabus outcomes have been reviewed for all exams in conjunction with a general refresh and update. BPP is working with CIMA to prepare and publish helpful transition guides for each paper: These will highlight syllabus outcomes which have been introduced or removed from the syllabus. In addition, these will show where syllabus outcomes have changed focus to consider the content from a digital world perspective.

A brief overview of the changes by each pillar is as follows:

Enterprise Pillar Changes

The Enterprise Pillar exams have seen the most change, with some traditional models and theories removed to allow for a significant shift in focus to digital concepts and issues. This is introduced in E1, now renamed “Managing Finance in a Digital World”, which introduces topics such as cloud computing, big data analytics, blockchain and even 3D printing. E2, renamed “Managing Performance”, follows on from this to explore the disruption to businesses and business models caused by the digital world, while also focusing on how companies need to prepare and adapt. E3 Strategic Management has a whole new syllabus area dedicated to Digital Strategy, with business ecosystems and networks prevalent throughout the paper.

Performance Pillar Changes

Big data analytics have been thoroughly embedded throughout all of the exams in this pillar, along with how they can be used and the associated risks. Other digital topics such as stress testing and business intelligence systems feature in P1 and P2, with P3 seeing a whole new syllabus area dedicated to Cyber Risk.

Financial Pillar Changes

The Financial Pillar has seen the least impact due to the new digital focus. However, Integrated Reporting has expanded to reflect its growing prominence. Each of the Financial Pillar papers has seen some syllabus content reallocated, with all group accounting moved from F1 up to F2, along with a few other standards, and financial risk being added to F3.

Paper Changes to the CIMA 2019 Syllabus

In each section below we explore the syllabus changes as they impact each Professional Level syllabus, showing you where content is brand new, where it has been updated to reflect a more digital focus and where it has moved between papers.

E1: Managing Finance in a Digital World

With a change of name as well as a big shift in focus to digital issues, E1 is the paper which saw the most change, with 60% of the content new and much of the remaining content considering how businesses now operate in a digital world.

E1 Syllabus areas – content changes

A

Role of the finance function

DIGITAL FOCUS

B

Technology in a digital world

NEW AREA

C

Data and information in a digital world

NEW AREA

D

Shape and structure of the finance functions

NEW AREA

E

Finance interacting with the organization

NEW AREA

P1: Management Accounting

P1 remained broadly the same, however two syllabus areas were refreshed to consider digital issues related to costing.
P1 Syllabus areas – content changes

A

Cost accounting for decision and control

DIGITAL FOCUS

B

Budget and budgetary control

C

Short term commercial decision making

DIGITAL FOCUS

D

Dealing with risk and uncertainty in the short term

F1: Financial Reporting

F1 had the least change of all the professional OT papers, and the syllabus was even reduced in size. This is because Consolidated Financial Statements (group accounting) was moved to F2, along with a few other accounting standards.

F1 Syllabus areas – content changes

A

Regulatory environment of financial reporting

B

Financial statements

CONTENT MOVED TO F2

C

Principles of taxation

D

Managing cash and working capital

E2: Managing Performance

E2 presented the newest content at Management Level with a new syllabus area, Business Models, introduced representing 30% of the syllabus. Some of the more traditional business theories and strategies were removed from the old E2 syllabus to make way for new strategies with more relevance to businesses working in a digital world. Introduction to Strategic management was also removed and can now be found in the new E3 syllabus.

E2 Syllabus areas – content changes

A

Business models

NEW AREA

B

Managing people performance

C

Managing projects

P2: Advanced Management Accounting

Three of the four P2 syllabus areas include content relating to digital issues such as data analytics and stress testing, equating to approx. 15-20% of the syllabus, however much of the pre-existing syllabus remained broadly the same. Learning curves and optimal pricing are no longer in the syllabus.

P2 Syllabus areas – content changes

A

Managing the costs of creating value

DIGITAL FOCUS

B

Capital investment decision making

DIGITAL FOCUS

C

Managing and controlling the performance of organisational units

DIGITAL FOCUS

D

Risk and control

F2: Advanced Financial Reporting

The F2 syllabus was expanded. Group Accounts, and some other accounting standards, were moved up from F1. F2 didn’t escape the addition of digitally focused content, but only 10% of the F2 syllabus was dedicated to new digital content – Integrated Reporting.

F2 Syllabus areas – content changes

A

Financing capital projects

B

Financial reporting standards

SOME CONTENT FROM F1

C

Group accounts

SOME CONTENT FROM F1

D

Integrated reporting

NEW AREA

E

Analysing financial statements

E3: Strategic Management

Around 25% of the syllabus was brand new, including a new area on Digital Strategy and the introduction of Business Ecosystems into the CIMA syllabus for the first time.  A further 15% of the syllabus was moved up from E2, where strategy management and processes are introduced.

E3 Syllabus areas – content changes

A

Strategy process

SOME CONTENT FROM E1

B

Analysing the organisational ecosystem

DIGITAL FOCUS

C

Generating strategic options

D

Making strategic choices

E

Strategic control

F

Digital strategy

NEW AREA

P3: Risk Management

The P3 syllabus saw the most change at Strategic level with 40% new digitally focused content across all areas of the syllabus, most notably the new area of Cyber Risks which represents 25% in its own right.

P3 Syllabus areas – content changes

A

Enterprise risk

B

Strategic risk

C

Internal controls

D

Cyber risks

NEW AREA

F3: Financial strategy

The F3 syllabus remained broadly the same. 20% of the content has changed but this is due to the relocation of Financial Risk management from P3.

F3 Syllabus areas – content changes

A

Financial policy decisions

B

Sources of long term funds

C

Financial risks

MOVED FROM P3

D

Financial risks

For more information, download the CIMA’s 2019 Syllabus brochure or visit their website.

Back to insights

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GDL STEM scholarship students announced 

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GDL STEM scholarship students announced 

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Two students from Manchester University and York University have secured the first ever GDL scholarships for science, technology, engineering and maths (STEM) students. BPP will welcome Syeda Rubab Zahra and Saskia Boardman on to the GDL later this year, after they beat applicants for the STEM Future Lawyers scholarship. STEM Future Lawyers is the UK’s only dedicated law careers network for science students who are looking to pursue a career as a lawyer.

A biomedical sciences student and chemistry graduate respectively, Syeda and Saskia were selected by a judging panel led by BPP’s Head of Innovation Technology, Adam Curphey, and Law School Dean Andrew Chadwick.

Zahra said:

“Though I loved studying biomedical sciences at a degree level, I knew I wanted to pursue something different with my career. As the recipient of the first STEM Future Lawyers Scholarship, I feel quite grateful that I’ll be able to employ the skills I developed throughout my degree in the legal profession. After graduating, I intend to become a solicitor and work in either the commercial or the patent sectors, and BPP has provided me with the foundation to pursue this avenue.”

Boardman commented:

“Having studied for a degree and PhD in Chemistry, I have become aware of the far reach of the law in the scientific field. From studying about the application of forensic evidence to assess crimes, to patents on pharmaceuticals and medical devices, I have realised the application of the law to science is fundamental to driving innovation in the technological industry, as well as preserving the rights of the general public as consumers and citizens.”

Both students will receive £2,500 towards their GDL course fees, which start later this year in Manchester and Leeds.

Source:Legal Cheek

Browse our Law courses

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GDL STEM scholarship students announced 

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Based on a survey of over 200 industry professionals, here are our findings on how compliance and risk management is impacted by digital disruption.

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Here is a summary of our report on the impact of digital disruption on compliance and risk management. 

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The impact of ‘digital disruption’ has the power to shape any industry, regardless of service or product offering.

Risk management and compliance, once the domain of finance or legal departments, is now central to business and technology strategies and in areas such as cyber and financial crime risk. In 2018 BPP commissioned research, in association with the International Compliance Association (ICA), to gauge how organisations were equipped to manage the challenges of digital disruption.

Over 200 international risk and compliance specialists completed our survey, all of whom are members of the ICA. These professionals are aware of the requirements for regulators and other stakeholders, along with analysis of the potential impact of digital disruption. Crucially, they can also rank the ability of their particular organisational culture to manage these factors.

Overview

This report commissioned in 2018 and released in 2019 was an attempt to gauge how well-equipped organisations are to meet the challenge of digital disruption. As already mentioned, we spoke directly to compliance and risk specialists in order to do so.

The past is no longer of any indication to the future, in terms of the skills we need to acquire to keep organisations secure. Technological change is rapid and broad, and cyber security was highlighted as the most significant risk. There was a clear sense throughout this research that businesses must change, and risk and compliance skills will also have to adapt in order to continue providing support and assurance.

Businesses have a choice – disrupt, or be disrupted.

Main findings

80% of risk and compliance managers believe digital disruption will have a big impact on their roles and organisations

Only 43% think their technology or workforce plans are fit for purpose

36% believe that technology will replace too many roles and will adversely affect client relationships

45% of respondents think their colleagues are not sufficiently open to learning

56% worry that their industry regulator won’t keep up to speed with change

65% consider cyber crime and security to be one of the biggest challenges in their business

69% are concerned by the dangers of unsupervised machine learning

64% are worried about relying on third-party AI systems

59% of respondents are worried that their organisation lacks digital awareness

Preparation for digital disruption

The vast majority of risk and compliance professionals seem to be aware of the potential of technology as a disruptor. However, they do not appear confident that this disruption is an opportunity – they see it more as a challenge.

Senior staff especially appear alive to the risks, and large numbers of our respondents believed that technology has the potential to make fulfilling their roles much more difficult. It is clear that these professionals are aware of the potential that technology will have, but it isn’t clear what this means for them and their skill set.

Overcoming challenges

Businesses that are fully aware of the challenges and opportunities posed by digital disruption and further commit time and resources to dealing with them will have a competitive advantage over those that do not. Businesses must treat this as an urgent priority in order to get ahead.

Skills gap

The skills deficit highlighted by digital disruption is not simply a question of an organisation possessing people with the right technological capabilities, but the right aptitude and an openness for learning. It is a combination of the technical, whether this be compliance, IT or scientific, with soft skills such as agility and good communication which businesses will increasingly require.

It is essential for businesses to have a culture of development in order to tackle the skills gap. Development plans must reflect a range of skills for the future of governance, risk and compliance – not just awareness of a narrower sector.

Machine learning and AI

Machine learning especially poses an interesting conundrum. There is a positive aspect with self-sufficiency but detailing the parameters within decisions can be made must be made clear. Where there is a general expectation of evolution, questions will always be asked in relation to supervision, transparency and governance. Where subjective or risk based decisions are required, it must be asked whether machine learning can respond in a way that a human would. If it can – should it?

Cyber security concerns

This was the most common and prominent concern amongst respondents. Is it possible to know how and why a business might be vulnerable? Do those responsible for security have enough influence and resources?

It appears that compliance professionals need to better understand their role in the fight against cyber crime. There appears to be a lack of clarity in the current risk ownership strategies, with senior managers particularly concerned. This might reflect their misgivings in respect for their own potential responsibilities.

You can download the full report here.

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Compliance And Risk Management In An Age Of Digital Disruption

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BPP learner wins Apprentice of the Year Award 

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BPP learner wins Apprentice of the Year Award 

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An apprentice who currently studies with BPP has won the inaugural Apprentice of the Year Award. William Preston, who is currently working as a Solicitor apprentice at the law firm Eversheds Sutherland (International) LLP, secured the accolade at the 2019 Legal Awards in Birmingham.  William, who studies with BPP as part of his apprenticeship, was shortlisted for the award alongside Angelina Aitan from Bailey Wright & Co., who also studies with BPP as part of her apprenticeship.

The evening was hosted by John Humphries, with the award being presented by the Head of Law at BPP in Birmingham, Sarah Oakes who echoed the choice of the judging panel:

“We are delighted for William to have won the award of “Apprentice of the Year”. William is an exceptional student and is already flying high at Eversheds Sutherland (International) LLP. He is certain to continue to make an impact on the Birmingham legal scene for years to come.

“It was particularly special for us as this was the first year this award had been presented and so for BPP to present the award to one of our own apprentices was simply amazing! All our apprentices work exceptionally hard and it was fantastic that two of our apprentices were shortlisted and their achievements celebrated.”

William also gave thanks to the Law School in respect of the award and the apprenticeship “It is a great honour to be recognised by the Birmingham Law Society with this award. It fills me with a great sense of achievement. Though it has been a great deal of hard work, I would not be able to do what I do without the incredible support of my colleagues at Eversheds Sutherland who provide me with the limitless opportunities to grow, and BPP who continue to provide the academic support and training that underpins my route to qualification as part of their solicitor apprenticeship”

The ceremony, which took place at the International Convention Centre was sponsored by BPP University Law School and is one of the biggest dates for legal talent and firms in the region.

Browse our law courses

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BPP learner wins Apprentice of the Year Award 

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BPP University Law School is expanding its scholarship programme to a £1 million fund.

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BPP University Law School is expanding its scholarship programme to a £1 million fund.

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Law is one of the most popular career options for graduates in the UK. But the route to qualification for both prospective barristers and solicitors requires demanding postgraduate study, which entails a significant financial investment. Some students are fortunate enough to obtain funding from their future employer, or have parents who can help them meet the costs, but others have to self-finance or rely on loans.

That can be a considerable deterrent for many students who would, if they had the necessary support, make excellent lawyers. So last month BPP University Law School announced that it was expanding its scholarship programme, which is already one of the largest funds in postgraduate education, to £1 million.

The aim is to encourage applications from the widest and most diverse pool of talent possible. We are looking for academic high achievers, those who show commitment to the profession and leadership potential, as well as students who come from disadvantaged backgrounds or who have overcome adversity in some way.

To that end, we are adding several full-fee scholarships, which aren’t often found in the sector, as well as offering many partial fee awards. And to ensure that candidates aren’t deterred by an overly complicated scheme, we have simplified our applications process and made it a lot more straightforward.

One of the new full-fee scholarships, the Lord Holmes Scholarship, which is named after our Chancellor Lord Chris Holmes, is aimed at students who have overcome obstacles to embark on a unique and inspiring legal career journey, or who have made an exceptional contribution to charitable causes. A former lawyer, Lord Holmes is Britain’s most successful Paralympic swimmer and a campaigner for disability rights.

We have also launched three other full-fee awards. The Dean of the Law School Scholarship, for students who can demonstrate outstanding academic achievement, the Future Leader Scholarship, for those who show drive and ambition, and the Vice Chancellor and Pro Vice Chancellor Scholarships, which are reserved for BPP LLB students looking to continue their training and which will be awarded to undergraduates who make outstanding contributions to the BPP student experience.

In addition, up to 200 Career Commitment Scholarships, worth £2,000 each, will also be awarded to the runners-up in each category.

"We recognise that law is one of the most competitive sectors for graduates – and that isn’t going to change. But by expanding and boosting our scholarship programmes we aim to demonstrate BPP’s commitment to promoting excellence and fair and equal access to the profession. We hope that these targeted awards will help those with the ability, potential and drive to achieve their ambitions, regardless of their background."

Andrew Chadwick is Dean of BPP University Law School.

Browse our law scholarships

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BPP Law School expands its scholarship fund to £1m

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BPP is pleased to announce the first winners of its September 2019 law awards, ahead of the final scholarships application deadline on 31 August.

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BPP is pleased to announce its first full fee scholarships winners for the new academic year, ahead of the final scholarships application deadline for September starters on 31 August.

With a value of more than £1 million, BPP offers one of the largest scholarship funds in postgraduate legal education, including 10 full-fee scholarships for the brightest emerging legal talent.

Sapphire Elisha and Kurt Satney have been awarded the Vice Chancellor’s and Pro Vice Chancellor’s Scholarships respectively, recognising their exceptional achievements in pursuit of their legal careers, and outstanding contributions made during their current studies at BPP.

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“I am beyond grateful to have received the Vice Chancellor’s Scholarship. I would not have been able to afford to accept without the support to cover my LPC fees. My plans are now to work full time as a paralegal alongside my part time studies and ultimately I am working towards qualifying as a solicitor. This scholarship is the difference between me being able to pursue my ambitions and not. The Vice Chancellor could not have bestowed his scholarship on a more grateful recipient and I can’t possibly convey the impact this has had on my life plans.”

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“The Pro Vice Chancellor’s award indicates that BPP fully appreciates hardworking and dedicated students. I was recognised for putting my all into my studies and giving back to the university by volunteering my time and energy in encouraging inclusion & diversity, supporting the student voice, volunteering on pro bono projects and being an overall ambassador for BPP in the wider community. I thank the incredible team dedicated to student success at BPP University for this achievement.“

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Further full-fee scholarship winners include Angelo Lavan Mogan and Roshan De Stone, who were both awarded BPP’s Future Leader Scholarship for law students who show drive, ambition and outstanding leadership and innovation.

Eve French and Carleen Sobczyk have both secured the Dean of the Law School Scholarship, aimed at students who demonstrate outstanding academic achievement in their previous studies.

Four Lord Holmes Scholarships were granted, which is named after the Chancellor of BPP University Lord Chris Holmes. These have been won by James Dutschak Kavanagh, Nastasia Sonego, Alexa Thompson and Leyla Benali.

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"We received a large number of applications for scholarships this year. The calibre of the applicants and the quality of their applications was extremely high. The winners stood out for a variety of reasons. They should be proud of their achievements to date and I look forward to welcoming them to BPP and to seeing them progress further during their studies with us"

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Andrew Chadwick, Dean of BPP University Law School

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GDL and LPC hopefuls can still apply for BPP’s September 2019 Career Commitment scholarships, worth £2,000 each.

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City Consortium chooses BPP University Law School for SQE trainees

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City Consortium chooses BPP University Law School for SQE trainees

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The City Consortium, a group of leading City law firms, has appointed BPP University Law School to deliver a suite of market-leading and innovative programmes which will both prepare their future trainees for the Solicitors Qualifying Examination (SQE) and for the future practice of law.

BPP will work with the firms - Freshfields Bruckhaus Deringer, Herbert Smith Freehills, Hogan Lovells, Linklaters, Norton Rose Fulbright and Slaughter and May – to deliver a foundation course for their non-law graduates (a tailored version of our PGDL), SQE 1 and 2 preparation programmes, and a bespoke programme, extending far beyond the basic requirements of the SQE and developing a wide range of additional knowledge, skills and behaviours relevant for a City trainee.

The appointment validates BPP’s approach to the design of their dynamic future programmes, including the decision to invest significantly in new and innovative education technology to support face-to-face teaching delivered by expert tutors from practice.

BPP’s unique teaching, learning and assessment strategy for their future programmes takes a truly integrated approach to the development of knowledge, skills and behaviours, ensuring the practical application and long-term retention of extensive knowledge, and enabling graduates to become highly skilled professionals equipped with the behaviours needed for successful careers in the legal sector.

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A spokesperson on behalf of the City Consortium

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"Investing in the development of our talent is key to enable our future lawyers to meet client needs in a rapidly changing business environment. We look forward to working in partnership with BPP as we embrace the opportunities presented by the revised regulatory regime to develop innovative training programmes."

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The SQE marks the most profound change in the education and training of entry level graduate talent in nearly 30 years. It has presented us with an unparalleled, once in a generation, opportunity to innovate and shape training for the better.

We are thrilled that, following a rigorous and far-reaching tender process, BPP has been selected as the City Consortium’s sole provider for their future graduate programmes. Their detailed enquiries enabled us to showcase at every stage our unique and innovative approach to training the lawyers of the future and the exciting plans that we have for working closely with them as their trusted provider.

The City Consortium made it clear throughout that preparing graduates for their forward-thinking practices requires developing not only a thorough knowledge of the foundational principles of law and practice but also a very broad range of business, innovation and people skills and behaviours. Within that, passing the SQE is of course vital, but is only one aspect of that training and will not adequately prepare future lawyers for work in their firms. We are delighted that our response to their brief has been so warmly welcomed by them and look forward to working with them on this pioneering project.

The City Consortium is made up of many of the world’s leading law firms.  Our appointment is recognition of our efforts to provide rigorous and commercially sound education and training for graduates. It is a huge endorsement for the quality of BPP’s vision and planning for the future, the quality of our people and the sound investments we have made to support the learning of 21st century lawyers."

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City Consortium chooses BPP for SQE trainees 

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Learn about the steps to become an accountant, from education requirements to certification options. Start your accounting career journey with BPP today.

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Learn about the steps to become an accountant, from education requirements to certification options. Start your accounting career journey with BPP today.

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If you’re looking for a stimulating and rewarding career, then accountancy is a great choice. An accountant’s role is usually dynamic and varied, with clear progression opportunities across a range of different industries.

Becoming an accountant also offers a level of career security. Accountants are in constant demand; regardless of the economy, businesses will always need the skills of an accountant to stay in line with government policy.

Your path to becoming an accountant is open. What you’ll need to do to become an accountant will depend on what qualifications you already have, what level you want to enter your career, and what specialism you choose. Your professional qualification will be influenced by your career ambitions and the role you aim to go into.

Wondering how to qualify as an accountant? Read the comprehensive guide and find out how you can become a fully qualified accountant.

What does an accountant do?

Accountants have many responsibilities within businesses, including managing money, financial reporting, budgeting, payroll, purchasing, procurement, and tax management.

Accountants may work for an accountancy firm, where they’ll have a variety of external clients. Accountants can also be self-employed, or work in-house within a single business, where they may end up having a more varied role outside of their specialism.

How to qualify as an accountant

There are several ways you can gain qualifications that will help you work towards an accounting career.

Becoming an accounting with a degree

There is no specific degree qualification requirement to become an accountant. This means if you’re looking to become an accountant without an accounting degree, you can access this career.

However, having a degree in the following subjects could help you:

Maths

Economics

Accountancy

Business

Marketing

Finance

After your degree, you will go on to complete your accountancy qualification with a professional accountancy body.

Having a degree in a subject relevant to accountancy means you could be exempt from certain initial exams for a qualification.

Becoming an accountant without A levels

The Association of Accounting Technicians (AAT) offers formal qualifications in accounting that are equivalent to GCSEs, A Levels, and above. For those without A levels, completing your qualification through AAT will allow you to progress to becoming a fully qualified accountant. It will also make you eligible to study on a university course if you would prefer.

Becoming an accountant without a degree

If you don’t have a degree, there are still many options available to you.

Apprenticeships are a popular way to access an accountancy career. Apprenticeships allow you to qualify while gaining invaluable professional experience and earning a salary.

You could also complete a foundation qualification with AAT, allowing you to progress onto a higher-level qualification with another professional body.

Alternatively, some professional bodies such as ACCA and CIMA have entry-level exams you can complete which will allow you to access the full professional qualification.

Career changers

No matter what stage you are in your career, qualifying as an accountant remains an option for you.

If you have a degree, or relevant accountancy experience, you may be eligible for exemptions for some of the initial exams in the qualification route. This will depend on your qualification, experience, and the professional body you choose to qualify with.

If you are looking to change career and have no degree or a degree not relevant to accountancy, you can still access an accounting role. AAT offers a foundational accountancy qualification which once qualified will allow you to continue your training with a high-level qualification.

You could also complete an entry-level qualification with professional bodies. For example, if you were looking to become a management accountant, you could complete the CIMA Certificate in Business Accounting.

To find out if a professional body has a foundation option, see our courses.

Earning a professional accounting qualification

To become an accountant, you will need to undertake training in specialist knowledge and skills necessary to pass exams and become fully qualified.

There are a range of globally recognised professional bodies which offer qualifications in accountancy and tax.

Some of the key ones include:

AAT

ACCA

CIMA

ICAEW

ICAS

CIOT

These professional bodies open doors to a range of different accountancy careers, with unique specialist knowledge and skills. Choosing the right one for you will depend on your career goals.

To learn more, read the full guide to accountancy and tax qualifications.

What are the different career paths available within accountancy?

Working in-house

Accountants working in-house, or ‘in industry’ are in high demand. These accountants will need to specialist in a particular accountancy area, whether payroll, finance, management, treasury, or cost accounting.

As an in-house accountant, you will focus on the specific needs of the industry you work in, rather than multiple different clients. You may have the opportunity to make impactful changes and add real value to a company.

Working for an accountancy firm

Working in practice at an accountancy firm allows you to work with clients in many industries. It’s a great way to start out your accounting career, and can help you work out what are you may want to specialise in.

Becoming a self-employed accountant

Being a self-employed accountant will mean that you can work on your own terms. Once qualified, you’ll be able to set your own rates and working hours. Some self-employed accountants work part-time or seasonally, according to demand.

If you choose to become a freelance accountant at some point in your career, you’ll need to build up a client base, have a good online presence, and be confident in managing your marketing.

Accountancy career FAQs

What is the timeline for becoming an accountant?

Generally, it will take up to five years to become a fully qualified accountant.

How long it takes to qualify as an accountant depends on which accountancy qualification you choose. It will also depend on your previous experience and whether you have any qualifications that enable you to apply for an extension.

While accountancy exams are challenging, preparing to complete your qualification is made simpler with flexible course options. With a range of start dates, teaching options, and study materials,

Learn more about flexible accountancy courses.

Is it possible to become an accountant without a degree?

You can still become an accountant without a degree. There are many options, including apprenticeships and entry-level qualifications that you can take to start your accountancy journey.

Find out more about becoming an accountant without a degree with our finance career guide.

How much can accountants earn?

The average chartered accountant salary in the UK is around £46,000.

However, this number is just a rough guide, as accountant salaries vary widely between levels of qualification, experience, and industry. For example, the average salary for a chartered accountant in business is £134,000, with the potential to earn large bonuses.

Each specialism has its own career path and salary bands, and the more senior you become in an accounting department, the more you’ll get paid.

Why become an accountant?

Becoming an accountant offers a great balance of varied, challenging work, with a high reward in the form of job satisfaction and salary.

Accountants benefit from a good level of mobility in their careers, as most businesses require accountants. Having great options for career progression makes accountancy a top choice for those looking for a fulfilling career.

What are the different career paths available within accountancy?

There are many different types of accountants, and their roles will vary between industries, sectors, and companies. The main accountancy career pathways are:

Management accounting: Involves forecasting and cost reporting for a budget.

Find out more about management accounting.

Financial accounting: Involves creating statements for shareholders based on historical information.

Discover financial accounting with ACCA.

Tax accounting: Involves advising businesses and self-employed people on how to complete tax forms.

Become a chartered tax advisor.

How to become an accountant in Scotland

If you’re looking to become an accountant in Scotland, you’ll want to qualify through the Institute of Chartered Accountants of Scotland (ICAS). BPP are the only provider of ICAS courses in England.

Explore the ICAS qualification route.

Final thoughts

Whether you’re looking to become a chartered tax advisor, a management accountant, or a financial accountant, the path to a great career is open.

If you’re looking to begin your journey towards becoming a qualified accountant, you can view our accountancy and tax courses, or speak to a specialist advisor who can guide you on the next steps.

Call us on +44 (0) 3300 603 100.

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How to become an accountant: a comprehensive guide

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Discover UK accountancy qualifications at BPP. Learn pathways to ACCA, AAT, CIMA, ICAEW, ICAS, CIOT, ATT and start your accountancy career today.

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Discover UK accountancy qualifications at BPP. Learn pathways to ACCA, AAT, CIMA, ICAEW, ICAS, CIOT, ATT and start your accountancy career today.

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Accountancy qualifications explained

Accountancy qualifications provide a springboard into a wide range of careers in accountancy and tax. While an accountancy qualification is often seen as a direct path into an accounting career, they can also help you access senior positions in fields such as business development, data analysis, conveyancing, banking, and more.

There are many different options available for gaining accounting qualifications in the UK, with a range of different specialist professional bodies. Which professional body you train with will depend on what accountancy, finance, and tax skills and knowledge you need to secure your goal career.

If you’re wondering ‘how to become a qualified accountant’ or ‘what qualifications do I need to be an accountant in the UK?’, this guide is for you. Read on for a list of globally recognised accounting qualifications, including:

AAT

ACCA

CIMA

ICAEW

ICAS

CIOT

ATT

Having an understanding of each qualification will help you navigate your way to a career in accountancy and finance.

Undecided between an apprenticeship and university? Read the finance career guide.

AAT: a first-step to becoming a qualified accountant

The Association of Accounting Technicians (AAT) is the world’s leading professional body for accountancy technicians. As a globally recognised and respected route, AAT is perfect for those with no previous accountancy or finance experience, and those looking to switch career paths.

Once you are an AAT qualified accountant, you can work as a self-employed accountant or apply for various roles at established firms.

Qualification – Qualified Accounting Technician

Typical AAT roles include:

Finance officer

Management accountant

Senior bookkeeper

Tax supervisor

Senior finance officer

Commercial analyst

Indirect tax manager

Cost accountant

VAT accountant

ACCA: how to become a chartered certified accountant

The Association of Chartered Certified Accountants (ACCA) accounting qualification will help prepare you for a career in practice, audit, or tax. This accounting qualification is recognised in the UK and globally for the skills and knowledge that are relevant to any modern-day business.

If you are already AAT qualified, you can use the work experience gained during your qualification to count towards the three years’ experience required to become an ACCA member.

Qualification – Chartered Certified Accounting

Typical ACCA roles include:

Financial accountant

Auditor

Many advisory roles

CIMA: qualifying as a chartered management accountant

CIMA, or the Chartered Institute of Management Accountants, is the world’s largest body of management accountants. Grounded in industry, this internationally recognised qualification combines accounting, management, and finance to set the gold standard for management accountants.

Qualification – Chartered Management Accountant (ACMA)

Typical CIMA roles include:

Management accountant

Financial manager

Finance controller

ICAEW: how to become an associate chartered accountant (ACA)

The Institute of Chartered Accountants in England and Wales is a global, professional body offering one of the most advanced learning and professional development programmes available. ICAEW’s qualification for trainee accountants is called the Associate Chartered Accountant (ACA). This is generally completed through an ICAEW authorised employer – many of which BPP work in partnership with.

Qualification – Associate Chartered Accountant (ACA)

Typical ICAEW roles include:

Financial accountant

Accountancy and audit practitioner

Financial controller

ICAS: the pathway to becoming an associate chartered accountant in Scotland

Established in 1854, the Institute of Chartered Accountants of Scotland (ICAS) is the oldest professional body of chartered accountants in the world. An ICAS platform provides industry-recognised training for a successful career in business.

As the only training provider for the ICAS accounting qualification in England, BPP’s joint venture with ICAS combines industry insights with the knowledge and skills that will earn you can internationally recognised qualification.

Qualification – Associate Chartered Accountant (ACA)

Typical ICAS roles include:

Financial accountant

Accountancy and audit practitioner

Internal auditor

Financial controller

CIOT: how to become a chartered tax advisor (CTA)

The Chartered Institute of Taxation (CIOT) is the leading UK body for professionals specialising in taxation. With a focus on education, simplicity and efficiency, CIOT offers the highest-level tax qualification in the UK, the Chartered Tax Adviser (CTA).

Qualification – Chartered Tax Adviser (CTA)

Typical CIOT roles include:

Tax accountant

Tax director

Partner

Tax manager

ATT: starting your career in tax accounting

For those looking for the perfect start to a career in tax, the Association of Tax Technicians (ATT) qualification is the ideal entry route. This qualification offers a comprehensive introduction to the basic UK tax system and can be studied as either a professional qualification or an apprenticeship.

The ATT path offers a stepping-stone to achieving Chartered Tax Adviser (CTA) status, underscoring its flexible utility. There are two levels of ATT qualification: computer-based examinations and written examinations.

Qualification – Chartered Tax Advisor (CTA)

Typical ATT roles include:

Tax accountant

Compliance assistant

Compliance manager

Final thoughts

Whether you’re interested in how to become a chartered accountant, how to get ACCA qualified, or how to become a chartered tax adviser, the path to becoming a qualified accountant is clear. With the right qualifications and training, you can access a rewarding career in accountancy, finance, or tax.

Interested in accountancy and tax qualifications?

Learn more

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Your guide to accountancy qualifications in the UK

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BPP University granted indefinite taught degree awarding powers 

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BPP University granted indefinite taught degree awarding powers 

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BPP University has been granted indefinite taught degree awarding powers (TDAP) under the Office for Students (OfS) new regulatory framework.

The award of indefinite TDAP, which came into force on 1st September 2020, acknowledges the University’s academic integrity as a mature higher education institution with rigorous standards and academic governance.

The decision is the “culmination of a long journey with a clear goal and a lot of hard work involved, that we set out to achieve in 2000” says Vice-Chancellor Professor Tim Stewart.

Until now, the university – which offers a range of qualifications including master’s degrees in law, business, technology, nursing and healthcare – had the authority to award degrees but this was time limited.

In September 2007, BPP University made academic history by becoming the first publicly owned company in the UK to obtain time-limited taught degree awarding powers. It then went on to obtain University Status in 2013, authorised by the Privy Council.

One part of the assessment process includes a review by the QAA. In its summary assessment report of indefinite TDAP, the QAA said that BPP “clearly articulates and implements a strategic approach to learning and teaching” and noted it for “its commitment to professional practice and the application of knowledge to real-life situations [which is]….appreciated by external stakeholders and students.”

Professor Stewart commented that the recognition of the QAA was a "significant milestone for BPP and a validation of all the hard work put in by current and previous colleagues and our close partnership with the Students’ Association over the years. The experience and expertise that our staff bring to programme design, delivery and review has been fully acknowledged with this decision."

BPP University has around 15,000 students, studying across 13 centres, in eight locations across England and online around the world. 70% are full-time and 84% are on postgraduate programmes.

This acquisition of indefinite TDAP strengthens the standing, reputation and achievement associated with BPP University alumni.

Find out more about BPP University

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BPP University granted indefinite taught degree awarding powers 

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Future skills research highlights data analytics as key skill in next decade 

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Future skills research highlights data analytics as key skill in next decade 

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BPP has undertaken research with over 1,500 professionals from a range of global businesses to predict which skills they anticipate will require intensive and further training within the next 10 years.

The research, focusing on both present and future skills, collected a total of 924 responses specifically from professionals working in the UK. The remaining 622 were collected from professionals in regions Singapore, Hong Kong and Malaysia. It focuses on skills gaps for professionals in roles including Accountancy, Management, Human Resources, Data Analytics, Investment Management, Risk and Compliance and Sales and Relationship Management.

The research reveals that accountancy professionals in the UK think that data analytics and emerging technology will be key skills and training priorities over the next ten years: applying robotics, AI and automation to the financial process, for example,  ranks first as the most important training priority for the next decade.

Across almost all roles, data analytics is the skill that appears most frequently. From investment managers to risk and compliance professionals, data and analytics will be integral to almost every role in the future.

Read the full report here.

See how we can help keep your business relevant.

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Research highlights data analytics as key skill in next decade 

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There’s competition at every stage of a law career. Find out how to stay a step ahead and learn about getting a training contract with this blog.

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There’s competition at every stage of a law career. Find out how to stay a step ahead and learn about getting a training contract with this blog.

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Law is a competitive subject. From getting on to your university degree course, studying for your postgraduate qualification, and then getting that crucial training contract, there’s competition at every stage. For each available training contract there may be hundreds of applicants, so not everyone is statistically guaranteed to land a law training contract.

Ultimately, the best way to increase your chances of getting a training contract is to ensure that your grades, extracurricular activities and verbal reasoning performance tests demonstrate your commitment to the profession and make you stand out.

Find out what you should do before trying to get a training contact with the help of this article.

Build knowledge of the market

Knowledge of ongoing high-profile legal cases will help you to impress employers in your application as well as at interview. Having this knowledge proves that you are aware and interested in the law sector and demonstrates that you have put the time in to carry out your research.

You should have specific case examples ready to talk about depending on the area of law you are interested in. Choosing cases on a local, national, and international level means you’ll have a variety of examples to draw from.

Use websites like law.com, BBC Business, City A.M. and The Financial Times for research and interview prep on current affairs. Read around the topic and take notes in the run up to your interview so it is easier to remember them. It’s also possible to add Google alerts to your phone so that you can be notified with updates on topics you are interested in.

Be self-aware

Make a list of your strengths and weaknesses and work out how you can address your weaknesses to make them strengths. Becoming self-aware will help you to write your applications in a way that maximises the leverage you gain from your skills.

As with many other career paths, it’s helpful to build your soft skills like perseverance, attention to detail, time management, dedication, and communication, as well as strengthening vocational skills. Building resilience is also important: in the interview, stay still, calm and collected and remember what you know. Believe in what you are saying and make sure you speak clearly and with confidence to impress the interviewer.

If you find yourself getting stressed during your preparation, research organisational and workflow techniques to help you stay focused and calm under pressure.

Build experience

Experience relevant to your training contract application does not have to be directly in law – commercial experience or charity experience can provide real world insights and general commercial awareness which is valuable on applications. There are several ways you can build your relevant experience before pursuing a training contract.

Paralegal work

Paralegals are responsible for supporting solicitors, barristers and legal executives in research, negotiations, project management, document drafting and admin.

Working as a paralegal can build confidence and legal skills, give good workplace experience, and provide you with contacts in the legal world to help you build your network.

Do a legal internship

Internships or summer vacation schemes can help you to prove that you are serious about a career in law.

Legal interns will work in an in-house legal department within a large company, they will be involved in a variety of tasks like proofreading documents, attending meetings, document management and drafting correspondence and legal documents.

Perfect your application

Finally, make sure your cover letter and answers to questions are well structured and easy to read. Check spelling and grammar and proofread for mistakes. Employ the use of a friend to double check the application before you send it off.

Before your training contract application email is sent off, check who you should address the application to, so that you have somebody to follow up with if you don’t get an immediate response.

After your interview, follow up with the panel by sending a thank you note via email or letter to leave a good impression.

To find out more about our law courses: www.bpp.com/courses/law

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Managerial skills like delegation, decision making, and strategic management can be learned on a management development programme. Find out why you should invest in one.

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Managerial skills like delegation, decision making, and strategic management can be learned on a management development programme. Find out why you should invest in one

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Managerial skills like delegation, decision making, and strategic management don’t come naturally to many people. It’s possible that someone could be a natural leader but lack the confidence to assert their ideas to colleagues.

Although somebody has the knowledge that can propel them to leadership, they may lack skills that would make them a good manager. A management development programme helps to close the skills gap and create hard-working and motivated managers.

This is where management training or development programmes can be used to really get the best from people. Management development programmes can help to turn the best employees in your business into the most successful managers, who can, in turn, get the most from your employees and help the company move forward.

Managers are important to the successful running of your organisation. Investing in your managers can reap huge benefits for your company, resulting in efficient decision-making, increased commitment and engagement, return on investment, and improved employee retention.

What is a management development programme?

Management development is a prominent area of HR management. Management development programmes may be formal or informal. They can consist of training programmes or mentorship, or both. They can be developed in-house to train management candidates for specific roles or can be development courses outside of the work environment.

Through professional coaching and training, core skills will be developed so that candidates can become successful leaders within their field.

External management development programmes

External programmes refer to specialised management courses offered by education providers. BPP’s management programmes will give candidates qualifications. The Chartered Manager Degree, Team Leader/Supervisor programme or BPP Level 5 Leadership programme will all help to increase knowledge in key business issues and confidence in achieving goals. These programmes are particularly good because they can be studied alongside work.

Why invest in management development training

Invest in your best people

Investing in your employees is good for morale, for both the selected person and their colleagues, by rewarding hard work. It demonstrates progression through the organisation and allows your organisation to retain its best people, keeping their skills within the company.

Develop team dynamics

Management development training, when used properly, can really encourage individual staff members so that they are happier within the wider team. By investing in leadership, the team dynamics can get better through improved delegation and communication, and by showing and demonstrating how to give honest feedback.

Ensure personal and professional growth

Management development programmes can empower employees to work harder, more efficiently and with better results – accelerating their career but also their company. It can also attract prospective employees to the organisation who are seeking to better themselves through training or development. On a day to day basis, training for managers can keep employees motivated, productive and confident – they are a great investment for any workplace.

Improve motivation and leadership

Training for managers can maximise efficiency across all levels of the team and help the business to achieve organisational goals. Candidates to the programme will lead by example and can enhance productivity, improving motivation at every level.

To find out more about our management development programmes: www.bpp.com/courses/business

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Investing In Management Development Programmes & Training

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Law courses are well known to be challenging, so make sure that you use your time wisely and revise properly for your law exams.

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Law courses are well known to be challenging, so make sure that you use your time wisely and revise properly for your law exams.

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Law courses are well known to be challenging, so it’s important to employ your study skills in time management and communication in order to succeed during exam time. Law students should use every tool at their disposal to ensure that they set themselves up for success.

Whether it’s utilising past papers, writing up notes, or revising lectures, understanding the exam is the key to doing well. Remember that revision doesn’t just start at exam time. If you apply yourself fully to your studies throughout the year, exam time will naturally be less strenuous. Complete these steps to ensure that the preparation you’re doing for your law exams is thorough enough.

1. Look at past exam papers

Speak to your tutor in advance of the exam to find out what types of questions or topics are likely to show up. Although exams may not be internally set, tutors will have some insider track after monitoring exam topics over years gone by. They will also give you some tips as to how to structure your answers so that you know how to focus your revision.

2. Assess your strengths and weaknesses

If you’re particularly strong in tort but fall down in commercial, for example, it’s obvious where to focus your energy. Look at where you’ve lost marks in the past in order to pick up the shortfall. This will help you to decide where to focus on your revision.

Write down your strength and weaknesses and decide how to focus on your revision. These strengths and weaknesses will help you to plan your revision timetable.

Discover your learning style

As well as assessing your strengths and weaknesses in a general sense, try to discover what type of learner you are to help your revision process go smoothly. Are you one of the lucky ones who can read something once and have it sink in? Are you a visual learner who relies on spider diagrams and coloured pens? Do you need to make notes, and then make notes on your notes?

Find your way of learning to ensure that the information you need to learn stays in your mind.

3. Create a revision timetable

When you’ve decided on the areas that you’d like to focus on, you can create a revision timetable. A revision timetable will help you to ensure that you can cover all bases and without spreading your efforts too thinly over multiple projects. Remember that if you have more than one exam, you can plan your timetable according to which exam is fist.

A revision timetable can also help you plan breaks for lunch or to simply get away from your desk – and will help you schedule in time for family and friends. Breaks are important to prevent burn out or stress, so do not leave them out of your timetable. Some people find it beneficial to take a break every 30 minutes to break their revision into short bursts.

4. Make Q&A notecards

Notecards with definitions, dates, case studies and more can be a really helpful tool for memorisation. Go through them yourself or ask a family member or housemate to read the questions while you shout out the answers.

Write the question on one side, and the answer on the other. This turns memorisation into a game – which can be a useful technique for helping you remember what you need to, if this matches your preferred method of learning.

5. Practice exam technique

Knowing the subject and being able to write all your knowledge down in an exam are two different things. A good way to prepare for an exam is to practice exam technique to ensure that you know how to plan and write an exam question under exam conditions and in the time stated. Practice structuring an answer and think about specific case studies or examples you will be able to use if any particular topic comes up.

To find out more about our law courses: www.bpp.com/courses/law

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Degree apprenticeships are a new type of programme that offer students the chance to achieve a degree as part of their apprenticeship. Find out more here.

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Degree apprenticeships are a new type of programme that offer students the chance to achieve a degree as part of their apprenticeship. Find out more here.

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Apprenticeships offer on-the-job training across a wide range of roles and disciplines within an organisation. The programmes are delivered at different levels:

Intermediate (Level 2) and Advanced (Level 3) apprenticeships are the introductions to work-based learning. They are equivalent to the educational level of GCSE and A-Level qualifications, respectively.

Higher apprenticeships build on the knowledge and skills developed during A-Level study, or Level 2 or 3 apprenticeships. They incorporate advanced skills and qualifications – some even to degree level.

Degree apprenticeships feature an undergraduate degree across selected apprenticeships. Each degree apprenticeship programme combines the benefits of working and earning a degree qualification simultaneously.

Degree apprenticeships are a relatively new type of academic programme that offer students the chance to achieve a full bachelor’s or master’s degree as part of their learning. The programmes combine a working placement with part-time university study. The time spent to complete them – generally between three and six years – is dependent on the course level and employer requirements.

At present, degree apprenticeships are only available in England and Wales, but applications may be made from students from all parts of the UK. As these programmes are still in their infancy, however, current vacancies are limited. Due to recent government investment in education, more opportunities are expected to become available in the near future.

Who is a degree apprenticeship for?

Degree apprenticeships are primarily targeted at 18- to 19-year old school leavers as an alternative to the traditional university route. They are an appealing pathway for students unsure about entering university due to student debt and other factors, such as preferring to join the workforce straight from school.

However, degree apprenticeships are also suitable for mature students, and those who already hold a degree, providing the subject is unrelated to the apprenticeship. In these cases, degree apprenticeships support the learner’s progression from technical roles into management, making them suitable for those who have completed a lower-level apprenticeship but wish to advance their career through further study. Moreover, if a student’s academic history makes them ineligible for a degree apprenticeship, they may be eligible for a higher apprenticeship.

How do degree apprenticeships work?

Apprentices will complete a final assessment at the end of the programme, which evaluates the apprentice’s academic learning and occupational competence.

Programmes are structured in one of two ways:

1.  Universities, professional bodies, and employers co-design an integrated degree course specifically for apprentices.

This type tests both academic learning and occupational training competence. This structure is the preferred approach of many sectors, as the theoretical knowledge and on-the-job training complement one another. Separate professional competence tests are not required.

2.  Some sectors, on the other hand, prefer to use existing degree courses to deliver the academic knowledge requirements of that profession.

This format combines additional training to meet the full apprenticeship criteria and requires a separate assessment for occupational competence at the end of the programme.

Regardless of the course type, qualifications earned by taking a degree apprenticeship will be of an equivalent standard to degrees studied via the full-time undergraduate route.

What degree apprenticeships does BPP offer?

BPP offers the following apprenticeship courses, which develop learners’ job-specific skills through on the job training and formal education.

Accountancy and Tax

Actuary

Leadership and Management

Data

Financial Services

Human Resources

Law

Innovation and Technology

Nursing and Healthcare

Benefits of degree apprenticeships

Degree apprenticeships have several advantages, from financial freedom to a head start in a chosen profession. Apprentices will earn a full degree without paying the fees associated with university degrees as the training costs are co-funded by the government and the employer. Apprentices will also receive a wage from their employer while they receive on-the-job training that complements their academic learning, giving them a practical insight into their chosen industry.

How do degree apprenticeships differ from placements and sandwich degrees?

Work placements involve undertaking an industry placement during term time or the holidays, while sandwich degrees include a year spent working in industry as part of a full-time undergraduate degree. Degree apprenticeships build on these models, but differ in the following areas:

Degree apprentices are employed throughout the programme and are paid a wage from their first day on the job.

Degree apprentices often develop an attachment to their employer during the programme, which often leads to the company retaining the apprentice once the programme ends.

Universities often collaborate with employers to develop new degrees that reflect the needs of the industry. In such cases, apprentices will be gaining cutting-edge skills that are in demand.

To find out more about our apprenticeships: www.bpp.com/apprenticeships

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A career in law is diverse and ever-changing, which means you’ll need a wide skillset to succeed.

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A career in law is diverse and ever-changing, which means you’ll need a wide skillset to succeed.

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A career in law is diverse and ever-changing – that’s what draws some of the brightest talent to the sector year after year. As a practising solicitor or barrister you will constantly use both technical and soft skills on a day to day basis within your career.

As a student, there are many ways to develop skills and experience that you can later use to prove to employers that you are an ideal candidate for their role. Beyond actually having the skills required, it’s also important to know how to audit your own skills to get an accurate idea of what careers are suitable for you, and how likely you are to be considered for individual roles.

This article explains the difference between technical skills (also known as hard skills) and soft skills, before covering what skills are needed to work in law and how you can practice them to maximise your chances of building a career in the legal sector.

What are technical and soft skills?

Soft skills are the personal attributes that are required to be successful in a particular job role. They could be anything from time management, interpersonal skills or even conflict resolution. Soft skills can be judged at interview by the interviewers or recruiters. Interviewers will be watching to see whether you demonstrate skills in listening, communication, and creative thinking in your demeanour, as well as in your answers. Soft skills are transferable – so candidates that have soft skills are considered adaptable and flexible.

Technical skills are the concrete practical skills that are needed in order to perform certain tasks. Acquiring technical skills is a great way to set yourself apart from the crowd in a competitive jobs market. Often, employers may be looking for candidates who have experience with particular computer programmes or working in a specific part of the law industry. These skills are competency based and may be less transferable than soft skills – for example, technical skills honed working in law won’t necessarily be applicable to working in another sector, like accounting.

Skills needed for a career in law

Especially in a career like law, where you will deal with people from all walks of life, soft skills are particularly important. Empathy and listening skills will be important in all sectors of law, but especially within family law or criminal law, where there are high stakes for individuals. On the other hand, commercial law will require other soft skills like commercial awareness.

The following skills are ideal for a legal career:

Commercial awareness

To work in law, you will obviously need an understanding of the law industry and how it works. To build this skill, keep up to date with general and law-focused news by regularly reading articles on suitable websites like law.com, BBC News, the Financial Times.

Analytical reasoning

Working in the legal sector also requires the ability to make connections between thoughts and review arguments objectively. To build these skills, learn to be a problem solver – identify solutions, make inferences, and recognise equivalent statements.

Working under pressure

You will need to be able to remain calm in difficult situations and consistently meet deadlines to build a successful career in law. To build your ability to work under pressure, you should start to manage your own time in assignments or tasks by setting a personal deadline before the official deadline, making time for you to review your work.

Interpersonal skills

In almost any legal sector position, you will need to be able to deal with clients, colleagues, external official bodies, and other legal professionals. To build your interpersonal skills, focus on honing your ability to maintain a positive outlook, be a good listener, and practice empathy.

Written communication skills

In many law professions, you will need to be able to write cases and reports and draft official documents. That requires strong written communication skills. To build your written communication abilities, you can take a course on commercial writing or copywriting to learn to write clearly and concisely. Alternatively, just begin to write more often, even if that means keeping a diary or writing letters.

Creativity

You will need the ability to think outside of the box and see the bigger picture in many facets of a career in law. To strengthen your creativity, see if you can find ways to apply skills and experience from other areas of your life to your work.

Work ethic

When your working hours don’t strictly fall between 9-5, which is often the case in law, you’ll certainly need a good work ethic and motivation to see you through. To improve your work ethic, practice working flexible or long hours to meet the demands of tasks you’re undertaking, whether that’s coursework or an assignment in work, especially when coming up to a deadline

Empathy

You’ll need empathy and sensitivity to manage difficult issues with clients. To build your ability to practice empathy, work on improving your emotional intelligence. You’ll be able to see progress in your ability to identify your own feelings around a particular situation.

Public speaking

In some legal professions, you will need to be a competent public speaker in order to make presentations or speak in court. To build confidence in your public speaking abilities, you can attend public speaking workshops or practice with family or friends.

Teamwork

In many jobs in the legal sector, you’ll be required to work as part of a team. To develop this skill, work with others towards a common goal, learn to delegate or to take on extra work on behalf of a colleague when needed – and remember that teamwork goes both way.

Other legal skills

There are a range of other skills that are useful for anyone considering a legal career including:

Conflict resolution

Critical thinking

Time management

Adaptability

Attention to detail

Research skills

Customer service

IT skills

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Maximise your chances for success by taking the time to understand which of the 4 learning styles you fit into most, and how you can motivate yourself to study.

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Maximise your chances for success by taking the time to understand which of the 4 learning styles you fit into most, and how you can motivate yourself to study.

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When revising or studying, it’s important that you understand the way that you learn in order to maximise your chances for success. Most people have a preferred way to learn, whether it’s by listening, doing, watching, or something else entirely.

Although everyone learns in a slightly different way, there are four main recognised learning styles, one of which you’re likely to fit into primarily. However, nobody can only learn in one way and everybody has traits of different learning styles so don’t be afraid to mix and match these revision tips.

Kinaesthetic learner

A hands-on learning experience is preferred by kinaesthetic learners as they learn best by doing. Kinaesthetic learners shouldn’t be afraid to forego the desk and study in different places once in a while – whether that’s the park or a café. Studying with music or other background noise often suits kinaesthetic learners, too, and they will generally benefit from taking frequent breaks. If you are a kinaesthetic learner, try studying in blocks of 20-30 minutes with short five-minute breaks in between.

Study tips for kinaesthetic learners

Seek out and study with other kinaesthetic learners

Use post it notes and notecards to fill your wall with key information to memorise

Create physical actions for certain important pieces of information to boost memory, or use mnemonics

Use flashcards, but use them outside of your usual study space – on a walk in the park, in a café or at a friend’s house

Auditory learner

Auditory learners learn best through listening, so they’ll often thrive in the classic classroom environment in a lecture or in a seminar. Studying with friends or classmates can boost knowledge as auditory learners will pick up and remember information through conversation. When memorising information, repeat it out loud if necessary to reinforce the learning.

Study tips for auditory learners

Attend lectures and use a recording device so that you can replay them at a later date

Use your laptop’s ‘read aloud’ function when reading large bodies of text or use audiobook versions of textbooks

Record notes in audio to help you memorise key principles, cases and arguments

Talk to yourself out loud, repeating answers until they are memorised

Use a study buddy to go through questions and answers

Consult with tutors and lecturers regularly, talking through key concepts

Visual learner

Visual learners generally prefer to learn through observation with pictures, diagrams, written directions, and more. Visual learners may also be described as ‘spatial’ learners. They understand information best when it is presented visually. Key signs that you are a visual learner are that you are prone to doodling, thrive on working through a to-do list, and take notes at every opportunity.

Study tips for visual learners

When studying, embrace colour, diagrams, and other visual cues like notecards

Read lecture slides and notes to consolidate learning

Map out cases, arguments and principles on flowcharts, maps and colourful diagrams to help you memorise terms and information

Structure notes in creative ways – make use of coloured pens and other visual cues

Reading/writing learner

Reading and writing learners prefer to learn through the written word, and therefore, have some traits that overlap with visual learners. They’ll love absorbing information from textbooks and writing out notes to learn from them at a later date. For these learners, new information is best learned through the written word.

Study tips for read/write learners

As you read, make notes in the margins or on a separate piece of paper

Handwrite your notes in lectures, and keep all handouts accessible in your files

After listening, rewrite concepts in your own words and handwriting as much as possible

Create mnemonic devices to aid memorisation

Study modes at BPP

Outside of learning styles, there are also different modes of learning to choose from. Technology means that a physical classroom is no longer the only option, opening up massive opportunities for remote learning, if that suits your learning style more.

Depending on your preferred learning style, you may be more suited to certain study modes. At BPP University there are three study modes on offer, which means there’s something to suit all students. You can choose your preferred study mode, between Live Online Classroom, Online Classroom, and Face-to-Face, based on the flexibility you require.

All study modes have access to pre-recorded lectures, an online learning environment, access to a range of learning materials, target support and access to online tutor and learner forums. Face-to-Face learning and Live Online Classroom have live teaching and prescheduled times and have live tutor interaction.

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Study Tips For 4 Different Learning Styles 

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Management MSc’s are excellent for laying a foundation of key transferable skills to put to use in the workplace. But what jobs can they lead to? Find out here.

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Management MSc’s are excellent for laying a foundation of key transferable skills to put to use in the workplace. But what jobs can they lead to? Find out here.

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An MSc in Management is an excellent away to lay a foundation of key transferable skills you can later put to use in the workplace. Management Masters degrees aim to provide students with a host of desirable skills, including business analysis, quantitative research techniques, entrepreneurship, sensitivity to organisational needs, and more.

These skills, coupled with knowledge of concepts such as e-commerce, enterprise, globalisation, and sustainability, make management Masters graduates valuable assets to firms in a wide range of industries. These are just some of the careers you can build on the back of an MSc Management degree.

MSc Management graduate jobs

Scores of opportunities exist in management roles with employers in the private, public, and voluntary sectors. Industries as diverse as utilities, fashion, health, chemicals, and construction all require managers with a clear understanding of systems, efficiency, and operational issues.

Many larger firms offer commercial roles, providing experience across several departments. Other firms encourage specialisation from the outset. We have collated some career paths that are directly related to a management Masters degree below.

Business development manager

As a business development manager, you will identify new business opportunities to generate revenue, improve profitability, and grow the business.

Responsibilities

Research and identify new business opportunities

Develop and maintain business relationships with colleagues and clients

Prepare client contracts

Train team members

Liaise with the marketing team to discuss promotional strategies

Seek ways to improve the business

Project manager

Project managers are responsible for the successful completion of a project. They monitor work to be completed, set deadlines, and delegate tasks the members of their project team.

Responsibilities

Initiate projects by checking feasibility, calculating budgets, teams, and resources

Lead and motivate the project team

Identify and manage risks

Implement changes where necessary

Report to both management teams and shareholders

Supply chain manager

Supply chain managers oversee and manage every stage of the production flow in a business. They ensure the correct amount of product is manufactured and organise the movement of goods between distribution centres to stores and customers. These tasks are underpinned by proficiency in trend forecasting and inventory management.

Responsibilities

Cooperate with procurement managers to source products

Negotiate contracts with suppliers

Plan and implement a logistical strategy

Develop forecasts and inventories while maintaining accurate records for performance analysis

Assess supply chain’s environmental footprint to meet sustainability targets

Incorporate new technologies and keep abreast of the latest trends and developments in the sector

Business analyst

Business analysts plan and manage an organisation’s processes in line with its goals. This could be for one project, or as a permanent fixture within the company.

Responsibilities

Communicate with colleagues to understand departmental needs

Work with stakeholders to investigate feedback into the service or product provided

Use data modelling to analyse your findings and create suggestions for future operational improvements

conduct opportunity and risk assessments based on your findings and suggestions

Insurance underwriter

Insurance underwriters decide if insurance applications should be accepted, and also write the terms and conditions of an agreement.

Responsibilities

Assess insurance applications

Study background information to effectively assess risks, and then decide on the premium

Negotiate terms with policyholders or their brokers and draw up contracts

Specify agreement conditions

Work experience for a management Masters degree

To stand out from the crowd when applying to a job after completing an MSc in Management, it is advisable that you focus on an area you would like to work in and gain relevant work experience.

You can do this at university through extracurricular activities, such as joining or club or taking on a role with responsibility (e.g. society treasurer). Alternatively, you could look for part-time work in your chosen area. Essentially, you should seek a position that provides you with commercial skills and knowledge of the business functions in your chosen sector.

Further study

While Masters degrees typically mark the end of formal education, further study is certainly an option. Subjects such as finance, human resources, computing, and international business management are popular choices – and rewarding careers.

Those combining study with a job often work towards a professional qualification, usually supported by their employer. Professional qualifications popular with business management graduates are provided by organisations such as the Association of Chartered Certified Accountants (ACCA) and the Chartered Institute of Management Accountants (CIMA). Also, if you are interested in a pursuing career in law, you can take a Law Conversion Course.

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Continuing professional development comprises the activities professionals engage in to develop their skills and abilities further. Learn why CPD is important.

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Continuing professional development comprises the activities professionals engage in to develop their skills and abilities further. Learn why CPD is important.

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The term continuing professional development (known as CPD) describes the type of learning activities that professionals engage in to develop their skills and abilities further. There are several CPD learning methodologies, including professional development courses, industry conferences, training workshops, e-learning programmes, and ideation sessions.

CPD enables learning to become conscious and proactive, rather than passive and reactive – this is mediated by the incorporation of vocational, practical into academic qualifications. It’s an important part of continually making personal improvements even after finishing formal education.

What makes CPD important?

As the world’s industries continuously evolve, it gets increasingly difficult to overstate the importance of continuing professional development. CPD enables individuals to reinforce and enhance their current skills while reducing any knowledge shortfalls, providing a competitive edge in times where one is needed – a job interview, for example. CPD can also set individuals apart in the job market, as many candidates vying for particular roles often hold similar fundamental qualifications.

A planned CPD approach enables individuals to take charge of their career development and aspirations. The personal empowerment derived from professional autonomy can increase confidence in one’s efficacy and ability, which can translate directly into improved work performance. This benefits employers, too, as staff are likely to be more motivated and loyal to a company that invests in them and supports their development.

CPD also ensures that both academic and vocational qualifications do not become obsolete, allowing individuals to continually up-skill and develop their proficiencies, regardless of their age, occupation, or educational level.

CPD learning types

Structured CPD – Active learning

Structured CPD adopts an interactive approach underpinned by participatory learning. The method's integral activities are training courses, workshops, conferences, seminars, lectures, and e-learning courses.

Structured CPD also covers career orientated assessments and exams. Bear in mind, however, that the study and revision for these exams are regarded as self-directed learning (see Self-Directed CPD section below).

Reflective CPD –  Passive Learning

Reflective CPD is one-directional and passive, and there is no participant-based interaction involved. Examples include reading relevant news articles, case studies, and industry updates, as well as listening to podcasts.

Some informal meetings fall into the Reflective CPD bracket, so long as their learning objectives are specified in an individual's overall CPD plan.

Self-Directed CPD – Unstructured Learning

Self-directed learning constitutes all unsupervised CPD activities, including reading articles and publications, either online or in print. Unstructured learning material includes peer-reviewed books and studies, industry journals, trade magazines, and industry-specific news feeds.

What are the benefits of CPD?

At its core, CPD helps individuals, organisations, and entire industries maintain and develop knowledge and skills, but it also helps employees adapt to change.

Benefits of CPD for individuals

Upskilling

CPD provides a panoramic view of an individual's skill set, enabling them to hone their prevalent skills while improving those that require work. Ultimately, continual upskilling boosts confidence and empowers the individual to become more proficient in their role.

Adaptation

Equipped with the latest in-demand skills, CPD enables employees to adapt positively to changes in work or industry requirements, which is vital in a fluid job market. CPD also provides concrete evidence of personal motivation for development, which is useful as leverage in appraisals and job applications.

Benefits of CPD for employers

Improve reputation and foster team spirit

Businesses can enhance their reputation and boost brand perception by providing CPD for their employees. By empowering their staff through CPD provision, employers promote a healthy learning culture, leading to a happier, more productive workforce, while helping to retain valuable staff.

Save time and expenditure

In cases where staff with CPD obligations rely on a professional body,  parent organisations can use outsourced CPD providers if their internal resources are limited.

Moreover, many CPD courses are seminars that take place over just one or two hours, while some CPD courses are delivered via a full 6-10-week program, divided into bite-sized modules. CPD, therefore, strikes a healthy balance between work commitments and professional development.

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BPP’s Advocate of the Year Grand Final – from The Old Bailey to four online court rooms.

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BPP’s Advocate of the Year Grand Final – from The Old Bailey to four online court rooms

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An undergraduate student from Durham University has won BPP’s Advocate of the Year competition. Due to current restrictions, the prestigious competition which was originally scheduled for the Old Bailey in March, took place virtually on Saturday, 12 September 2020.

Corrine Novell secured first place and a £5,000 scholarship towards her Barrister Training Course at BPP University Law School.  The Grand Final drew 16 students from 14 separate universities, being: Liverpool, Swansea, Aberystwyth, Derby, Oxford, Leeds, Durham, Lancaster, KCL, The Open University, Nottingham, Sheffield and Exeter, with only Liverpool and The OU having more than one finalist.

Corinne Novell said “I am absolutely delighted to have been named BPP’s ‘Advocate of the Year’ 2020 and am extremely grateful to BPP for their generosity in offering a scholarship award as a prize. I am looking forward to studying the BTC with them next year. I am especially thankful to those members of BPP who took the time to organise and run such a challenging day of advocacy and for giving the finalists the opportunity to (virtually) meet one another. All of the advocates were incredibly talented, so it is a huge honour to have won”.

The 16 finalists qualified for the Final via regional heats, which took place at BPP University Law School centres in Leeds, Manchester, Bristol, Birmingham and London Holborn in November 2019.  A total of 120 students from 33 different universities took place in these heats.  This marked a significant increase in the numbers of students who took part and in the range of Universities who entered teams, compared to previous years.

The standard of advocacy displayed by the other finalists was extremely high. BPP were pleased to award 2nd place, a £2,000 BTC scholarship to Constance Halliwell from Lancaster University and 3rd place to Liverpool University student, Amy McKechnie who secured a £1,000 scholarship.

Amy McKechnie said “"The competition was an excellent opportunity for me to be involved with and it was a great confidence boost. It has provided me with an opportunity to think quickly on my feet and introduce me to new skills in relation to both civil and criminal litigation. Aside from that, it was good fun to get involved with and a really great opportunity to meet students in a similar position all across the country. If you are thinking about getting involved, I would really recommend it to any aspiring advocate. The competition looks excellent on any legal CV and provides you with valuable public speaking experience"

Mirroring how Courts have adapted to conduct trials online due to Covid-19, this year’s Final took place virtually using MS Teams.  Students worked in pairs, competing against other teams, to undertake a criminal trial in the morning and a civil trial in the afternoon.  Judges scored the advocates on a variety of elements including conference, submission advocacy, examination-in-chief and cross-examination, with an emphasis on how they put across their case and undermined the opposition.  Professional actors played the part of the witnesses in the trial, and leading QC Nick Corsellis of QEB Hollis Whiteman Chambers was the Head Judge.

Andrew Chadwick, Dean, BPP University Law School said, “As law firms and chambers have embraced dynamic working, our prospective students have adapted to present strong propositions via a digital platform.  We are particularly proud of this year’s winners, although disappointing students could not attend the Old Bailey as usual, we were blown away by the guile and pedigree of talent, and its testament to the individuals who competed”

“Whilst there are changes in how legal services are delivered online, we are keen to champion the values of this and how students can take advantage of current technology to benefit their future firms and clients.”

BPP’s Advocate of the Year is an annual competition for undergraduate students of any discipline, studying at any university in England or Wales.

Find out more information on BPP’s law courses here.

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BPP responds to demand for digital skills with redesigned BSc Digital & Technology solutions degree apprenticeship

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BPP responds to demand for digital skills with redesigned BSc Digital & Technology solutions degree apprenticeship

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Over the next five years it is predicted a requirement of two million additional technology roles will be created in the technology sector, following recent years’ rise in demand for roles such as full stack developers, data scientists, and dev-ops engineers.

In response to and following the wider Institute for Apprenticeships & Technical Education (IfATE) review into the future of apprenticeships across the digital sector, BPP has redesigned its flagship Level 6, BSc Digital & Technology solutions degree apprenticeship (DTS) which learners can start from January 2021.

This new, fully online degree apprenticeship has been designed to ensure employees can understand the role of technology across an organisation, the value of technology investments, and how technology can be used to help businesses become more competitive.  It is aimed at providing people with the skillset needed for the rapidly growing digital economy, further enhanced by the Covid-19 pandemic and increase in reliance on technology and remote working.

Recent research carried out by BPP among over 1,500 professionals shows that 40% think that the rate of technology change exceeds current skills development programmes and 42% also fear that there are simply not enough qualified candidates available to apply for technical roles. This programme will allow businesses to equip their existing employees with the right skills to plug these gaps.

BPP already runs the biggest technology degree apprenticeship programme in the UK.  The new DTS - developed in consultation with clients that have been working with us over the last 4 years and enrolled almost 300 individuals through the programme – is designed to better understand their requirements for future skills within technology. This programme is more innovative, collaborative, practical and has the option of 30- or 48-month programmes.

Paul Rowlett, Dean of BPP’s School of Technology says that “the accelerated pace of technology-driven change means companies now requires specialists with a much broader set of skills - from data analytics to robotics, user experience to cyber-security and integration.  Our redesigned DTS is not only innovative, but it also meets employer requirements for future skills with our careful alignment of content to wide range of industry leading technical qualifications.

“Looking to the future, it is predicted that there will be an increase in the number of individuals who need awareness and understanding in data, security requirements software, engineering and broader consultancy skills.

“The insights that our current learners and clients have shared as part of the DTS course redesign, will also help ensure that all our technology apprentice programmes – including data analyst, software developer and cyber security technologist –  remain highly relevant to the needs of businesses in the years ahead.”

Earlier this week, BPP celebrated its first cohort of degree apprenticeship graduates who began their DTS studies in 2015. Forty learners sat the end point assessment and 39 passed, with 24 gaining a distinction and a further 10 a merit.  The ‘first generation’ DTS class included learners from Santander, J.P. Morgan, KPMG and Nationwide.

Find out more about our BSc DTS degree apprenticeship here.

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BPP redesigns BSc Digital & Technology solutions degree apprenticeship

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Pupillages and training contracts are similar concepts but apply to different career paths. Read on for our guide to the two different law career routes.

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Pupillages and training contracts are similar concepts but apply to different career paths. Read on for our guide to the two different law career routes.

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Pupillages and training contracts are similar concepts but apply to different career paths. If you're confused about the difference, read on for our guide to the two different types of law career experience, and which one you need to apply for.

What is a pupillage?

Following successful completion of a Barrister Training Course (BTC), a pupillage is the final step towards becoming a barrister. Like an apprenticeship, you will be given practical training under the supervision of a barrister. A pupillage usually lasts 12 months, split into two six-month periods known as 'sixes.'

First six

The first six comprises the non-practising stage, where pupils shadow a barrister for six months, or two barristers for two three-month periods. Pupils will accompany barristers to court, consultations, and conferences, as well as assisting barristers with their papers.

Other work during this period includes research, drafting opinions and arguments – some of which will be assessed. Pupils will also work for other members of chambers, and perform specific tasks including 'devilling', where they prepare opinions for barristers to use as their own. Formal training in advice and advocacy is also included.

Second six

The second six is the practising stage, where pupils obtain a provisional practising certificate, allowing them to provide legal services to the public under the supervision of their supervisor(s). Depending on the chambers, pupils may also appear in court during this stage, and advocacy opportunities at the criminal bar will increase. Those in commercial sets will focus more on written opinions, pleadings, and other administrative work.

What is a mini pupillage?

A mini pupillage is a short period of work experience in a set of chambers, BSB authorised body, or another type of Authorised Education and Training Organisation (AETO). Designed to provide insight into working life at the bar, students often make contacts during their mini pupillage who can assist their career progression and help them find full pupillage opportunities.

What is a training contract?

A training contract is where trainee solicitors put into practice the skills they've learned while studying towards becoming a solicitor. Also known as a period of recognised training, a training contract consists of two years' full-time study under a supervisor who assigns the student tasks and answers their questions. Some firms also offer part-time training contracts which take longer to complete.

What are training contract seats?

Students undertake several 'seats', which are generally six-month periods in four different departments, although some firms allow specification in a particular department. The recent increase in secondments, which is where you spend one seat with one of your firm’s clients, enables students to network and build confidence by handling their own projects.

Training contract modules

To complete a training contract, students must pass the compulsory 12-day Professional Skills Course, which is comprised of three core modules:

Financial and business skills

Advocacy and communication skills

Client care and professional standards

Students are also required to do a total of twenty-four hours of elective training, twelve of which must be delivered on a face-to-face basis.

Applying to training contracts

Currently, the most common route to qualification as a solicitor requires students to complete a Qualifying Law Degree (QLD), such as the LLB, or a non-law degree and law conversion course like the Law Conversion Course (PGDL).

Students must then complete the Legal Practice Course (LPC) and undertake a two-year period of recognised training (more commonly known as a training contract) with a law firm. During the training contract, you must attend the Professional Skills Course (PSC) and pass a final assessment as part of that course. In September 2021, however, the SRA will introduce the Solicitors Qualifying Examination (SQE), which will change the route to qualification.

The Solicitors Qualifying Examination (SQE)

Under the new system, trainee solicitors will still need to complete two years of qualifying work experience (seats), but it will no longer be restricted to a traditional training contract. Therefore, students will be able to complete work experience in different legal roles, such as a paralegal or volunteering with the Citizen's Advice Bureau. For instance, a student could work as a paralegal for eighteen months and undertake pro bono work for the remaining six months.

Notwithstanding the SQE, there will be a long transition period for students who have already started a Law Conversion Course (PGDL), Legal Practice Course (LPC), or traditional training contract. This will give students until 2032 to complete their training via the traditional route.

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Pupillage v. Training Contract: Key Differences

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To become an influential leader and propel your career forward, you'll need sound leadership skills. Learn how to improve your leadership skills here.

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To become an influential leader and propel your career forward, you'll need sound leadership skills. Learn how to improve your leadership skills here.

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Leadership skills play a central role in career development. Technical skills and further education can only take you so far, and many career paths inevitably end up reaching positions with leadership responsibilities.

To become an effective leader and propel your career forward, you’ll need soft skills, such as the ability to communicate and listen effectively, look inward to reflect on your own strengths and weaknesses, and find ways to inspire and empower your team. That’s just the start, though. There are a wide range of leadership skills you can work on improving to establish yourself as a successful, inspiring leader.

Why is leadership important?

Leadership is the ability to inspire and organise people to achieve a shared goal, usually with a deadline. A common misconception, however, is that leadership is innate, and that leaders are born. Just like with any other skill, you can learn how to become a good leader, building the required qualities and abilities along the way.

Good leadership is an integral role in the success of any organisation as it facilitates strong teams, maintained work ethic, and the ability to complete tasks effectively. It also plays a part in keeping motivation and morale high in a business, potentially reducing employee turnover and ensuring the continued success of a team.

Influential leaders can see beyond the immediate term – guiding teams and businesses as a whole towards new challenges and driving projects forward. They will also help their colleagues to grow by providing guidance, training, and advice when needed.

Leadership skills

Passion

Staff want a boss who is passionate about their subject of expertise, and they’re more likely to respond to leaders who are eager to help them learn and grow.

Self-awareness

Developing leadership skills takes time and effort, beginning with a thorough examination of your strengths and weaknesses. Finely tuned self-awareness and the ability to self-analyse are critical leadership skills.

Goal setting

It isn’t easy to achieve anything without first establishing a plan of action. Therefore, leaders should be comfortable plotting routes to business objectives that include measurable milestones along the way.

Humility

Even the most impressive leaders make mistakes – it’s how they respond and learn from them that sets them apart. When you make an error, admit it and take the appropriate action to correct it. Be open about your failures and discuss them with your team. Learning from your failures and improving on them will inspire your team to do the same when they encounter challenges at work.

Inspirational and motivational

An effective leader positively influences people and when employees lose their ambition and drive, they’ll be able to re-energise them. They can do this by identifying the needs and desires of their staff. If an employee is seeking recognition for their efforts, for instance, an attuned leader will respond accordingly, not let their achievement go unnoticed.

Initiative

Avoid complacency by stepping out of your comfort zone and striving to improve. You can do this by offering help in other areas of the business, which will boost your leadership credentials by developing your business knowledge across the board. Your colleagues will also be more likely to accept you as a leader if you have a track record of taking the initiative.

Critical thought

Good leaders foresee problems before they happen, allowing them to implement effective contingency plans. They also create opportunities to propel the business forward through proactivity and lateral thinking, so keep abreast of your current processes and try to spot areas that can be improved.

Listening skills

Although often overlooked, listening is one of the most critical communication skills. Effective listening will ensure you can take feedback on board and learn from your team while absorbing crucial information, which you can then apply to boost teamwork, improve the business, and more.

Delegation

A successful leader doesn't micromanage; they delegate work to their employees, thus empowering them. Establishing role clarity, responsibilities, and deadlines are crucial steps towards completing a project, while allowing leaders to focus on their immediate goals.

How to develop leadership skills

There are many different types of leaders, but very few people naturally have all the skills required. Most of us need to learn, develop, and improve our leadership skills by gaining experience, which involves identifying and mastering the essential skills and characteristics that are required to become a successful leader.

What’s more, leadership skillsets aren’t one-size-fits-all, they can vary. For example, you might possess excellent soft skills that are perfect for leadership, such as empathy and patience, whereas a colleague might have other leadership skills like decisiveness and calculated risk-taking.

Whatever your natural strengths, developing leadership skills that align with those aptitudes will help you transform both your professional and personal life. To increase your leadership capacity, start by asking yourself the following three questions:

What is my natural leadership style?

Understanding your current leadership style will help you develop managerial skills that align with your personality. Are you democratic in your approach or more commanding? Perhaps you're a pacesetter or a strategic visionary? By understanding your natural style and inclinations, you can begin to develop your strengths further and improve upon your weaknesses.

What are my weak points?

Take a personal inventory by honestly examining yourself. Are you empathetic to the needs of others? Do you work to bring out the best in them, or dominate them? Addressing your weak points will enable you to develop a holistic skillset.

Develop your leadership style

After taking inventory, start planning how you will hone your leadership. Essentially, you will be looking to develop your current strengths while improving your weaker ones. For example, if you lack confidence, you can take steps to building self-confidence by enrolling on a leadership or management course. With practice, you will begin to embody the skills you are honing.

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The final step to becoming a barrister is completing a pupillage. Read on for advice on how to prepare for a pupillage, including top interview tips.

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The final step to becoming a barrister is completing a pupillage. Read on for advice on how to prepare for a pupillage, including top interview tips.

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At the end of your studies on a Barrister Training Course (BTC), applying for and completing a pupillage is the final step to take on your path to becoming a barrister. The pupillage is usually completed in chambers under the supervision of experienced barristers, or it can be undertaken at an employed bar organisation like a law firm, the Government Legal Department, or the Crown Prosecution Service.

Pupillages usually start in early autumn and last for a full year. They’re typically split into two sections: non-practising for the first six months and practising for the second six months. In order to apply for and secure a pupillage and become a qualified barrister, you must be within five years of finishing the academic component of your training (the BTC).

Pupillages are highly competitive placements, often contested by many students, so it’s important that you revise and practice your interview technique to succeed. Remember that most trainee barristers will not secure a pupillage after their first interview, so you shouldn’t consider not winning your first pupillage opportunity as a failure. It’s likely that there will be as many as 10 times more people applying than there are pupillages available in any given year.

Given the stark competitiveness of pupillages, the most important thing to remember about the entire interview process is to learn from it. At the end of your interview, write down notes on the questions you were asked and how you felt you performed. Ask for feedback and compare your notes to the feedback you’re given by the interviewer. This will help you to learn from your interview experience, so that next time, you have a greater chance at success.

However, as long as you prepare properly for a pupillage interview, there’s always a chance that you’re the lucky applicant. Here are some of the best ways to make sure you’re ready, and some example pupillage questions similar to ones you might get asked on the day.

Know your application

In such a competitive jobs marketplace, you should make sure that you memorise your CV and know it back to front. Often, interviewers will start with questions based around your skills and experience. They might want to discuss your degree subject or exam results, as well as any extra-curricular activities you took part in. Being able to answer these questions concisely and confidently by knowing your CV by heart will get you off to a great start.

Example questions

Talk through your relevant experience

Were you in any societies at university?

What modules did you enjoy studying at university?

Learn to advocate your opinions

The panel will want to test your advocacy skills by seeing how you can articulate an argument under pressure. Analyse each question thoroughly – make notes on a pad as the interviewer says the question if it helps – and, if you need to, ask for a few minutes to think before you reply. It might seem like asking for time to think is a demonstration of weakness, but in reality it shows that you want to present a considered argument – an invaluable trait for a barrister.

Often, there is no right or wrong answer to these questions – the interviewers will want to see you display your skills and structure an argument. The best way to prepare for questions like this is to read up on current legal affairs and news.

Example questions

What current law cases have caught your attention, and why?

What area of law interests you the most?

Do you agree with the death penalty?

Prepare to prove your enthusiasm

The pupillage interview is an opportunity for you to prove why you want a career in law. Interviewers will ask questions about different aspects of the bar so that you can prove your understanding, so stay up to date with recent developments to make sure you’re prepared.

Prove your motivation by demonstrating your personal experience and aspirations. Discuss work experience, university assignments that you enjoyed or got a high grade on, and your motivations. Demonstrate what sparked your personal experience in the profession and link it with relevant skills and attributes whilst matching with the job role requirements.

Example questions

What skills does a good barrister have?

Why do you want a pupillage here?

How have you prepared for a career at the bar?

Other things to know about the pupillage interview

You should thoroughly research the chambers you’re applying to before the interview – getting familiar with the types of law they practice, who works there, and even the people who might be interviewing you. Read any recent news about the organisation to round out your contextual knowledge.

During the interview, expect your interviewers to challenge you on your points, and be prepared to defend your arguments on the spot. Stay calm, and use reasoned, well balanced arguments to avoid being caught out. Remember - don’t be afraid to take a pause before answering a question to gather your thoughts.

Get the basics right by making sure you come across as polite, positive, and professional. Speak with confidence, dress smartly, arrive early, and prepare questions to ask your interviewers at the end of the interview.

Finally, don’t take rejections personally – pupillages are extremely competitive, and you should be prepared to move on to the next opportunity with a positive mindset if you’re unsuccessful at first.

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How To Prepare For A Pupillage Interview 

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Looking to get a job in law? Read the guide for our top tips, including making a career plan and gaining professional experience. 

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Looking to get a job in law? Read the guide for our top tips, including making a career plan and gaining professional experience. 

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Worried about how you’re going to secure your dream job in law? We’ve put together this easy guide to mapping your pathway into an exciting law career. Read on to find out what you need to know about key legal roles. You’ll also find some top advice on ensuring you put your best foot forward when planning your career.

We’ll cover:

Choosing a path in law

How to secure your dream job

In a rush? Read these quickfire tips:

Make a career plan

Expand your network

Gain professional experience

Learn new skills

How to choose a path in law

Before you can start planning your law career, you’ll need to think about which legal role would suit you best.

We’ve profiled three legal careers to help you make your decision:

Solicitors

Barristers

Paralegals

Become a solicitor

The solicitor profession offers a wide range of varied and rewarding careers. Looking to work for your favourite brands, or maybe an international law firm? Solicitors are in demand as legal specialists who work with clients for a range of reasons, from helping with business deals to criminal justice.

A solicitor’s work can be split between contentious and non-contentious. Contentious legal work is anything that involves a dispute between parties. This work mainly requires solicitors to use their skills in litigation, mediation, or arbitration.

What does this mean?

Litigation is the process of legal action that an individual or a business takes against one or multiple other parties. It uses the legal system to reach a resolution to the dispute. Examples of disputes requiring litigation include intellectual property disputes, personal injury cases, or employment disputes.

Mediation is a voluntary form of dispute resolution which involves a third-party mediator helping the parties to work towards a settlement. Parties use mediation to gain a better understanding of their issues, allowing them to explore ways of resolving the dispute. Mediation is often used to resolve disputes involving divorce, child custody, and conflict between landlords and tenants.

Arbitration involves taking a dispute to a neutral third party, appointed as an arbitrator, to resolve the dispute. Arbitration is an alternative to court and ensures disputes are resolved in a balanced manner. The arbitrator will make a decision, called an award, which is legally binding. Arbitration has been used in such as trademark infringement and trade union disputes.

Solicitors also carry out non-contentious legal work. This is anything that does not involve a dispute between parties. This work is based on facilitating transactions and providing legal advice.

What does this mean?

Transactional legal work is where lawyers provide advice to businesses, organisations, or individuals on the legal issues surrounding their dealings. Transactional work can include anything from drafting contracts to advising on mergers and acquisitions. It could also involve advising the government or organisations to ensure they follow relevant regulations.

Because of the central role solicitors play across business and society, the profession is very rewarding in terms of both job satisfaction and salaries. Newly qualified solicitors at the prestigious Magic Circle law firms, for example, can expect to earn up to £125,000 per year as of 2024. At the American firm Milbank, the highest salary for newly qualified solicitors is currently £183,000. Outside of law firms, working as an in-house solicitor at a company is also lucrative, with average salaries ranging from £50,000 - £90,000.

To become a solicitor, you’ll need to complete the Solicitors Qualifying Examination (SQE). This qualification is split into two exams, the SQE1 and SQE2, which test the skills and knowledge you’ll need to practice as a solicitor. The SQE pass rates show that it is a difficult training route, which tests candidates at the level of a day one qualified solicitor.

Become a barrister

Barristers are, in general, self-employed legal professionals who perform a range of tasks. These include giving advice, preparing legal arguments, and presenting cases as advocates. In particular, barristers are highly valued for their specialist skills in advocacy.

What is advocacy?

Advocacy is the skill of presenting a case to convince a court or tribunal to reach a judgement in a client’s favour. Advocacy comes in both oral and written forms and is a specialist skill that requires a trained barrister to perform. If a contentious case needs to go to trial, for example, a solicitor will instruct a barrister to represent the case on behalf of their client.

Everything you need to become a skilled advocate.

Like solicitors, barristers are also involved in both non-contentious and contentious work. However, this is less significant for barristers as much of their work is contentious. As a self-employed legal specialist, a barrister’s career prospects depend on their ability to build a reputation. However, while a barrister’s work tends to be independent, they do have networking and social opportunities in chambers and the Inns of Court.

Barristers are highly valued and highly rewarded for their work. Earnings for trainee barristers, called pupils, can be as high as £100,000. As most barristers are self-employed, their expected earnings vary between £25,000 to £100,000. This is affected most by the area of law barristers practice, with commercial lawyers able to earn as much as £240,000 after five years of experience. Barristers with great reputations and many years of experience can even earn more than £500,000.

To become a barrister, you’ll need to take the Barrister Training Course (BTC). This vocational course ensures you become a skilled advocate with small class sizes that allow you to practise your legal skills and receive feedback.

Become a paralegal

Paralegals assist lawyers in performing legal services. They are qualified to perform a range of tasks including research, preparing legal documents, and providing legal advice. Paralegals can also be hired to assist clients representing themselves in legal matters. Like lawyers, paralegals specialise in an area of law such as criminal, commercial, or employment.

Paralegals are a vital part of a legal team in a variety of different settings, including:

Law firms

Chambers

Private and public sector

Government

Charities

While in training, paralegals will earn between £14,000 - £22,000. This varies between employers and locations. Experienced paralegals can expect to earn over £40,000, and paralegals at larger law firms can earn up to £50,000 - £70,000.

There are a range of routes to becoming a paralegal. One of the most common routes is to complete a law degree. You could also train to be a paralegal through an apprenticeship. Apprenticeships are fast becoming one of the most popular ways to access a law career. They allow learners to earn a wage while gaining the skills and knowledge for the job.

Become a paralegal with an apprenticeship.

How to secure your dream job in law

Build your network

If you’ve ever asked for careers advice, you may have been told to get out there and ‘network’. But what does this mean? Networking is a skill. It is the ability to make meaningful connections with people that are sustained over time.

Networking doesn’t necessarily mean looking to connect with a future employer. It is just as important to network with people that can give you valuable information and share their experiences. Don’t forget that it is as important to connect with your peers as it is with established professionals.

In a highly competitive profession like law, establishing a network will help you to stay informed about any opportunities that come up. If you’re looking to network, then sign up for events such as law fairs, law firm webinars and open days. You should also regularly reach out to and connect with people on LinkedIn.

Did you know?

Many vacancies aren’t advertised. Companies often rely on referrals, or candidates that are already familiar to them to cut back on expensive recruitment costs.

Apply for work experience

There are many opportunities to complete work experience placements and gain legal experience. Both law firms and barristers’ chambers have placement opportunities, called vacation schemes and mini-pupillages.

Work experience has three main benefits:

Shadowing experienced professionals

Practising your skills in a legal environment

Networking with lawyers and legal employers

Wondering how to get legal experience?

Law firms and chambers will often post work experience opportunities on their websites. Follow legal employers on social media to get notified of upcoming vacancies as well as application dates.

If you’re preparing an application for work experience, then you can rely on your network for top tips and advice. This includes your university careers team, who can look over your application and recommend changes. Make sure to also reach out to your contacts, such as your LinkedIn connections, to leverage their experience.

Learn new skills

The field of law is always changing. Make sure you keep learning new skills and pay attention to any key changes in the profession. Changes in technology will also have a big impact to the law profession and will need specialist skills to utilise effectively.

Looking to learn?

You can develop your skills with services such as LinkedIn learning, as well as through work experience opportunities. If you’re a BPP alumni, you can continue to access skills and knowledge development after you graduate through the BPP Virtual Campus.

Read about how AI is changing the legal profession.

Find out more

For more tips on securing your legal career read our comprehensive application guides. Here you’ll learn everything you need to know, including:

Crafting your application

Succeeding in your interview

As well as advice from successful students.

Law firm application guide

Pupillage application guide

What are you waiting for?

Get the skills and knowledge you need with a postgraduate law course.

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Learn the difference between EBIT and PBIT in finance. Understand their meaning, uses, and how they compare to other financial measures.

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Learn the difference between EBIT and PBIT in finance. Understand their meaning, uses, and how they compare to other financial measures.

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The terms EBIT and PBIT are acronyms that are often used in accounting and finance. EBIT stands for ‘earnings before interest and tax’, while PBIT refers to ‘profit before interest and tax’.

EBIT and PBIT are used as a measure of a firm’s profitability that excludes interest and income tax expenses. In this article, we will explore the meaning of EBIT and PBIT, their uses, and the key differences between them.

Looking for a career in accountancy and finance?

What is EBIT in finance?

EBIT, or operating income, is a measure of a firm’s net income earnings before interest and tax expenses. The larger a company’s EBIT value, the more profitable the company is likely to be. EBIT is calculated by subtracting expenses, usually the cost of goods sold, as well as selling and administrative expenses, from revenues.

Find out how to break into the Big Four with our guide.

What is EBIT used for?

In finance, EBIT is used to evaluate a company’s earning potential while serving as a crucial consideration in changing the capital structure of the business. EBIT is also used by investors to identify the most profitable companies in terms of operating efficiency.

It is not recommended to rely solely on EBIT for profitability appraisal, as even significantly leveraged companies can be a poor investment once their debt is considered. Sole reliance on EBIT can also conceal a company’s taxation issues, and in such cases, a seemingly promising investment might turn out to be the opposite.

Understanding PBIT meaning in accounting

PBIT measures an enterprise’s profitability by subtracting operating expenses from profit, while excluding tax and interest costs. PBIT can be calculated by adding net profit, interest, and taxes together. This should not be confused with gross profit.

Everything you need to know about UK accountancy qualifications.

What is PBIT used for?

PBIT is commonly used by creditors to screen companies with minimal depreciation and amortisation activities. These use PBIT because it represents the amount of money companies can earn to pay off creditors.

EBIT vs PBIT: key difference explained

The E and P acronyms stand for ‘earnings’ and ‘profit’. Despite the similarities between these concepts, there are key differences between them.

Earnings, also known as revenue, is the money a company collects. Profit, on the other hand, is the money left after all expenses are paid. Most businesses use their revenue to pay their expenses. The remainder, after all incurred manufacturing or delivery costs, is the profit.

This is represented in the formulas for calculating EBIT and PBIT.

EBIT formula: Operating revenue – cost of goods sold – operating expenses

PBIT formula: Net profit + interest + taxes

EBIT vs net profit: how do they differ?

Net profit is different from EBIT. Net profit refers to the amount of money a business makes after deducting all business costs, interest, and tax expenses.

Net profit is a strong indicator of the financial health of an organisation. It can help determine how a company and its resources are being managed.

EBIT vs revenue: understanding the ratio

The relationship between EBIT and revenue can be seen in the EBIT margin. The EBIT margin shows the EBIT ratio measuring a company’s operating profit against its total revenue.

EBIT margin = Operating income ÷ total revenue

A good EBIT ratio is considered to be 10% and above. This EBIT percentage indicates good company health.

EBIT vs operating profit: is EBIT the same as operating income?

EBIT, operating profit, and operating income are terms that are used interchangeably.

These terms are all used to refer to the revenue a company brings in, minus expenses related to business operations. These expenses include costs such as salaries, goods sold, equipment, and rent. They are used as a metric to calculate how profitable a company’s core business is.

EBIT to net income: how is it calculated?

Net income is the revenue calculated after expenses and taxes.

To work out the net income, you would take minus any interest and taxes from EBIT.

For example:

Net income = EBIT – interest – taxes

EBIT vs gross profit: what’s the difference?

Gross profit is calculated by subtracting the cost of business goods sold from revenue. This is used to calculate a company’s ability to use its resources to produce goods or services.

The difference between EBIT and gross profit is that to work out EBIT, you need to subtract both operating costs and the cost of goods sold.

PBT in finance: how does it compare to EBIT and PBIT?

In accounting and finance, PBT stands for ‘profit before tax’. It is the revenue, minus the operating costs and any interest, before calculating tax.

To work out PBT from PBIT, you can add interest costs back to PBT:

PBIT = PBT + interest expenses

Operating income vs EBIT: are they the same?

Operating income measures the amount of profit gained from business operations after operating expenses. Operating income is used interchangeably with EBIT to refer to the amount of money generated before interest and taxes.

Final thoughts

Whether you’re looking at EBIT, PBIT, or other financial measures like gross profit or net income, understanding these terms is crucial for assessing a company’s financial health. EBIT and PBIT are just two of many tools used by financial analysts and investors to evaluate a company’s profitability and efficiency.

Exploring a career in accounting and finance? View our courses.

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EBIT vs PBIT: understanding the difference in finance

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A case study on our Level 3 Compliance/Risk Officer Apprenticeship

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Forging a career in Compliance with an apprenticeship

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Learner profile

Name: Megan Wheeldon

Programme: Level 3 Compliance/Risk Officer Apprenticeship

Job title: Compliance & Risk Officer

Organisation: JCB Finance Ltd

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My education and background

Whilst studying, I decided that I wanted to look for a job rather than going to university. However, I also knew that I wanted to further my studies. This prompted me to begin looking at apprenticeship programmes and companies which offered these. I had completed work experience at JCB Finance Ltd in my first year of A-Levels and enjoyed my time there, so I enquired about a role with them. Shortly after, in July 2019, I joined JCB Finance as a Compliance & Risk Officer Apprentice.

Why I chose an apprenticeship?

I knew that I did not want to go to university, but that I also wanted to gain further qualifications. Therefore, an apprenticeship seemed to fit the brief! I liked the thought of training alongside work as I have a more ‘hands on’ approach to learning, which suits the style of an apprenticeship. Family members had also gone down this route and been successful, which further influenced my decision.

How did my studies prepare me for my career?

With no previous experience in the compliance and risk industry, the apprenticeship programme provided a base knowledge which could be built on via manager coaching and on-the-job training. The focus on knowledge, skills and behaviours in the programme also helps you identify strength and weakness. This outlines additional training requirements or areas of improvement throughout the programme and beyond. The programme allowed me to work on my presentation and speaking skills, an area of improvement which I highlighted at the start of my apprenticeship. This will be used during my current role and as I progress through my career. I now feel more confident in delivering presentations and the feedback provided by colleagues has identified further chance for improvement.

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My top tip

Planning is key to ensure you meet deadlines, both for work tasks and your studies.

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My advice for others

Ensure that you plan your work, setting appropriate time scales, and agree with your manager the best time to allocate for studying, ideally before you start the programme. Do not worry about online/remote learning, there are plenty of resources on the Virtual Learning Environment and the Coaches are very helpful if you have any queries. This was something that I was concerned about before I started the programme as I had not been involved in this method of learning before.

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My ambition

I would like to complete further qualifications to broaden my knowledge and skill set, ultimately aiming for an ICA Diploma in Compliance. In terms of my job role, I aim to progress through the organisational chart towards managerial roles.

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See our Compliance/Risk Officer Apprenticeship

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Forging a career in Compliance with an apprenticeship

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A case study on our Level 3 Insurance Practitioner Apprenticeship

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Launching an Insurance Practitioner career with Marsh

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Learner profile

Name: Olivia Gikas

Programme: Level 3 Insurance Practitioner Apprenticeship

Job title: Apprentice Client Advisor

Organisation: Marsh

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My education and background

My post-secondary education was at sixth form, where I studied Biology, Economics and Psychology. I took a particular interest in the economic system and decided that I wanted to pursue a career in financial services. During my A-Levels I worked part time as a Customer Service Advisor at a popular retailer. In this role I developed my basic work skills including communication and teamwork whilst maintaining knowledge of current promotions and hitting sales targets. Currently, I am working full-time in London as an apprentice client advisor within the Corporate team at Marsh. I have been in my role for just under a year and a half, having completed the Certificate in Insurance (Cert CII).

Why I chose an apprenticeship?

I knew from an early age that I didn’t want to study at university. I wanted to get straight into the workplace to find out about life in financial services whilst building a firm foundation for my career. When I was 17, I attended a careers fair where a mutual friend spoke about their experience as an apprentice at one of Marsh’s sister companies. I was instantly intrigued by their presentation, drawn in by the opportunity to gain a professional qualification whilst getting involved on real projects with real clients. What also impressed me was the company’s clear dedication to apprentices and their professional development. Later that day I registered for Marsh’s talent network and applied for the role I am in today.

How did my studies prepare me for my career?

The ability to perform in my role as a client advisor relies on technical knowledge to an extent. Through my studies I have developed a knowledge and understanding of the general insurance market and its key elements, including the legal principles that apply to insurance contracts. Studying for the exams also presented an opportunity to enhance my skill set, as I had to balance the demands of my role with revision. The reward for studying hard and progressing technically has offered opportunities on more complex accounts and expanding my professional capabilities.

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My top tip

Find a quiet space and make time for regular breaks, as it can be hard to switch off when working from home.

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My advice for others

Remember that everyone was once a beginner. Embrace being a trainee and use it to your advantage! Ask lots of questions and ask again if you don’t understand. You will find that everyone around you will be friendly and more than willing to help you, plus it shows that you are genuinely interested in your role and might lead you to further opportunities. I often remind myself that it’s better to ask a thousand times than to stay quiet and make a mistake.

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My ambition

I haven’t decided what my ultimate ambition is as yet. Being in the early days of my career means that there is so much I still have to learn and discover. Marsh is a huge business with so many opportunities to be found. However, my short terms goals include completing my apprenticeship and becoming fully competent in my role. I also have ambitions to carry on studying, with the Diploma in Insurance being next.

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See our Insurance Practitioner Apprenticeship

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Launching an Insurance Practitioner career with Marsh

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A case study on our  Level 7 Solicitor apprenticeship

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An innovative route in to a solicitor career with a Level 7 apprenticeship

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Learner profile

Name: Maia Crockford

Programme: Level 7 Solicitor Apprenticeship

Job title: Paralegal/Solicitor Apprentice

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Why I chose an apprenticeship?

The long-established route into law is a competitive and lengthy one, requiring the accumulation of student debt by undertaking a degree and the Legal Practice Course, followed by lots of training contract applications. With the apprentice route, you benefit from no student debt, gain real-life experience and access networking opportunities from the early stages of your career. The qualification also takes the same amount of time as the ‘traditional’ route should.

How did my studies prepare me for my career?

The new Paralegal Apprenticeship and Solicitor Apprenticeship involves full-time work with part-time study to be completed one day a week towards an LLB (Hons). As a solicitor apprentice myself, I can definitely advocate for the fact that being able to draft a defence is proving to be much more invaluable than regurgitating theory from memory.

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My top tip

Don’t be afraid to explore the alternative route in to qualifying which a legal apprenticeship provides!

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My advice for others

I think the general trend is that the legal industry is recognising the value of real-life experience over the typical law degree. With more and more law students graduating from university and the number of training contracts being offered not corresponding with this, CILEx is becoming more popular for those paralegals stuck between the LPC and a training contract.

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My ambition

The profession has recently seen a wave of modern developments regarding routes to qualification including CILEx and the brand-new Legal Apprenticeships. As an apprentice, I feel proud to be involved in such a ground-breaking programme that blends centuries of legal tradition with innovative learning techniques that really is changing the entry into the legal profession. I’m working towards a great career as a future solicitor.

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See our Solicitor Apprenticeship

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An innovative route to become a solicitor with an apprenticeship

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A case study on our Level 6 Financial Service Professional Apprenticeship

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A career in Change Management at TSB Bank

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Learner profile

Name: Faith Elliott

Programme: Level 6 Financial Services Professional Apprenticeship

Job title: Continuous Improvement and Risk Engagement Manager

Organisation: TSB Bank Plc

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My education and background

I knew that university wasn’t the path I wanted to take and was keen to dive straight into a career and seek some sort of independence. Luckily for me, I landed a job at TSB working in the call centre, and instantly fell in love with banking.

During my time in CIO as a governance analyst, I was keen to start to invest in my professional development and started looking at what options were available to me through TSB. Upon researching, I’d discovered the Apprenticeship Levy, and wanted to understand how I could utilise this for my professional development, in line with TSB’s strategy. Fast forward eight years, with roles through telephony, change, branch and CIO, I’m now working in the Central Change team, managing both risk and continuous improvement.

Why I chose an apprenticeship?

Like many others, I’d had this preconception that apprenticeships were for those who had recently left school and wanted to work and gain experience. I had no idea the field for apprenticeships was so wide! My mum has a long career within education, and had completed a Chartered Management course herself. That definitely sparked my interest to do some digging within TSB.

How did my studies prepare me for my career?

Once I’d discovered the Financial Services Professional and Retail pathway, I knew it was the right course for me, with a mix between on-job learning, and additional chartered banker assignments Starting the course in 2019, I didn’t expect my learning to develop so quickly, along with my skills and career progression. I quickly discovered with such a supportive network around me, including a BPP Coach and TSB Learning mentor, and putting in the time and effort, my skills were becoming increasingly noticeable. Not only in the way I carried out individual tasks, but the way I thought more holistically, was more consistent and thorough, and ensured I thought about what I was doing and the impact, not only to myself, but the wider team and TSB’s customers.

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My top tip

Go to a different part of the house and switch off from “work-mode” and go into “uni-mode” if you can.

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My advice for others

Embrace your learning journey! Everyone’s journey will of course be different, but my advice would be to embrace it, dive in and put in both the time and effort. The more you put in, the more you get out. As clichéd as that sounds, it’s very, very true. Now near the end of completing the course, I have submitted my portfolio and entered my End Point Assessment. Throughout the course, I have worked through three role changes, a secondment and a permanent promotion, and I truly put that down to the hard work, perseverance, and the doors this BPP course has opened for me.

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My ambition

When I first joined TSB. I’d gravitated towards a particular woman who was a total inspiration. She taught me all her ways, from creating showstopping executive papers, to teaching me how to deal with difficult situations, and how it’s OK to feel a little overwhelmed at times. Those lessons moulded me into who I am today, and it drove me to achieve my ambition to become a mentor to others the way she was for me. And now I’m here, not only in a management position, but settled in my own style having experienced so many different situations throughout my eight years, adapting my style and mindset, and ensuring I pay it forward to other women within banking, sharing skills, knowledge, an ear, and time. And I hope that my leadership can inspire other women in the way hers did for me.

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See our Financial Services Professional Apprenticeship

View course

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A career in Change Management at TSB Bank

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Developing the skills, capability and knowledge of entry-level and experienced employees

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Helping NatWest Group build their talent pipeline with apprenticeships

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How do apprenticeships help your talent?

Apprenticeships offer the opportunity for new and existing employees to develop their skills, capability and knowledge, building a successful career with NatWest Group whilst gaining a professional qualification. Our apprenticeship programmes give new employees with no previous work experience an opportunity to continue their education, develop new skills and knowledge, start earning a salary and building a career. Existing employees can gain a professional qualification, put the learning into practice, develop their skills and capabilities, whilst staying in their existing role and getting ready for the next role.

What have been the positive effects of an apprenticeship programme?

We have an established apprenticeship programme and over the past five years have brought over 1500 new apprentices into our business. They have brought new ideas, a new perspective, innovative thinking and they challenge the way we do things. They have helped us build young talent pipelines in a wide range of roles across the organisation, ready to support our customers now and in the future.

How has NatWest Group managed new ways of working for apprentices?

We have committed to still recruit and bring apprentices into NatWest Group through 2020 to support our purpose to “champion potential helping people, families and communities”. We have moved all our apprenticeship programmes online, including interviews and inductions being delivered through Zoom. This has taken some tremendous work by our HR teams and working with our training providers to make this possible. Everything from applications, online assessment and interviews, through to induction and enrolment onto their apprenticeship programme were all completed without apprentices leaving their home. We have always tried to maintain a positive apprentice experience, supporting their wellbeing and managing the impact of working from home.

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Apprentices have helped us create a more diverse workforce across the bank and better represent the diversity of our customers, meeting our customer needs now and in the future. We are proud of our work with Leadership Through Sport and Business, who support us with our social mobility apprenticeship programme, which offer apprenticeship opportunities to young people from less advantaged backgrounds across some of the most deprived areas of the UK.

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Mike White, Apprenticeship Manager, NatWest Group

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See how apprenticeships can impact your business

View course

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Helping NatWest Group build their talent pipeline with apprenticeships

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Helping DWF implement a successful apprenticeship scheme

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What kind of work do your apprentices do?

The type of work an apprentice will do very much depends on the practice area they join.  Some will join our Managed Services team, which provides support to a variety of sectors and practice areas.  Others sit directly within fee earning teams such as our insurance team, dealing with catastrophic personal injury and occupational health claims.  Paralegal apprentices will undertake tasks such as preparing court bundles, post-completion work, going to client meetings and preparing updates on claims. The level of responsibility and general workload grows over time, with some apprentices being responsible for managing their own cases.

Apprentices rotate around different departments and teams every 12 months, until the final two years of the programme when solicitor apprentices will rotate departments every 6 months alongside trainee solicitors.

What are the positive effects of an apprentice scheme?

As well as the obvious benefit of being able to deploy the Apprenticeship Levy, our key driver in implementing the apprenticeship programme was to recruit diverse talent and bring in young people with fresh ideas and perspectives. We have been delighted by how our stakeholders have embraced the apprenticeship programme, taking time to understand it and being supportive of the apprentices.

Apprentices have been amongst other employees nominated to receive internal awards for their contribution to the business.  In 2018, DWF achieved Gold standard in the Employers Network for Equality and Inclusion (ENEI) new Talent Inclusion & Diversity Evaluation (TIDE) Awards for our outstanding equality, diversity and inclusion practices, including our work supporting early talent.

What advice would you give to other employers looking to set up an apprenticeship scheme?

We would definitely recommend introducing an apprenticeship scheme.  We have been surprised and impressed by how knowledgeable and adept our apprentices are. We have also been amazed by their ability to juggle work, studies and social lives. Their motivation and determination really adds value to the team and they have been able to introduce fresh ideas and perspectives, such as a task-specific spreadsheet to help track workflow. We would advise firms to invest time in understanding the programme and how it is structured, to work with the business to identify areas where apprentices might be best placed and plan logistics such as how to structure the study day and plan seat rotations. We would also advise employers to choose the right training provider to ensure they fit with the culture of the business, as those relationships are important to the success of the programme.

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BPP provides regular updates on the world of legal apprenticeships to help us navigate through a new and changing programme.

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See our range of legal apprenticeships

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Helping DWF implement a successful apprenticeship scheme

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The route to a career in tech at NatWest Group

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Learner profile

Name: Justina Blair

Programme: Level 6 Digital and Technology Solutions Professional Degree Apprenticeship

Job title: Digital Innovation Apprentice

Organisation: NatWest Group

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My education and background

I was really strong academically, achieving high grades in my GCSEs and A-Levels.  At 18, I was not comfortable in taking on high-levels of debt but deep down, I knew I still wanted a degree. I came across Leadership Through Sport and Business, a social mobility charity which prepares and supports bright young people from disadvantaged backgrounds into meaningful roles in major companies. They were advertising a degree apprenticeship with NatWest group and BPP. A year later, and I’m undertaking my four-year degree apprenticeship in the NatWest Venture: Esme Loans, earning while I learn at BPP University.

My biggest influence towards choosing an apprenticeship / Why did I chose an apprenticeship?

The culture of my previous school was heavily based on university being the ultimate success. The advice I received made me feel that my grades would go to waste if I did not attend university, and my research into apprenticeships was often frowned upon by others. However, employers I have spoken with seem to value experience equally if not more than a degree! I spent hours researching and knowing that I could study for a degree while actually applying this knowledge in the industry, gaining experience and building a network meant this was honestly no longer a decision for me- it became a dream I had to achieve.

How did my studies prepare me for my career?

My day-to-day role involves working towards becoming a developer and project manager: running website releases, publishing blogs, developing and coding pages alongside mini-project management roles in initiating these projects. The learning side of my apprenticeship provided by BPP has direct support and correlation to my role. I have only been in my degree apprenticeship for just over a year and have had several modules that completely apply to providing greater expertise in my role. I have greater awareness of the specialism I would like to choose, and where I want my career to be in the next five years, as a direct result from my experience of these modules.

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My top tip

Comparing yourself to others negatively will set you up for failure, do what works for you.

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My advice for others

From my experience I would 100% recommend the journey you are about to dive into. Employers value experience equally, if not more than a degree. There is lesser expectation to have experience when embarking on an apprenticeship from the beginning, contrasted to those with a university degree who can find the job search more difficult. Apprenticeships I feel, prepare you for that real transition between leaving school and adulthood alongside allowing individuals to change fields.

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My ambition

I am passionate about inspiring others. Ultimately, I want to qualify as a developer and specialise as a data analyst at BPP after the end of my degree apprenticeship. I will utilise these technology skills to further drive a career in management, whilst maintaining my technology knowledge, I want to exemplify my public speaking abilities and just have as much of an impact on as many people as possible.

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See our Digital Technology Solutions Professional Degree Apprenticeship

View course

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The route to a career in tech at NatWest Group

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Building an environment of continuous professional development

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How TSB Bank Plc utilises apprenticeships as part of their the digital transformation strategy?

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How do apprenticeships help your business?

Apprenticeships provide colleagues with industry recognised qualifications, while allowing them to gain skills and evidence their application within their role. They also expose colleagues to projects which impact the ‘real world’, not just the theory, and how these things are applied in the broader marketplace and sector.

What have been the positive effects of an apprenticeship programme?

Increasing the skillset of the organisation, through the continuous sharing of learnings with other colleagues, builds an environment supportive of continuous professional development. In addition, the apprenticeship programme helps to build a pipeline of specialists needed for our continued digital transformation, with a close eye on emerging technologies and market changes.

Flexibility across the BPP product range enables us to define the requirements of specific types of colleagues, which is evidenced by employee retention, excellent exam results, programme passes and colleagues whose passion has been reignited for learning.

How has TSB Bank Plc managed new ways of working for apprentices?

During the last 10 months. colleagues across the bank have had huge challenges to overcome, I am immensely proud that we have continued to support colleagues in their studies with new and existing programmes.  Colleagues have continued to benefit from the support from the programme increasing their skillsets, and in some cases been able to translate the impacts of COVID-19 directly into their apprenticeship programme as a case study.

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We’ve worked in partnership with BPP for almost 10 years. We are supported by knowledgeable and willing staff who deliver excellent ROI through their interactions with TSB colleagues and support us in delivery of our primary corporate objectives. Through their wide range of programmes, we are able to identify the skills needed to support the evolution of our business. I both value and put a great deal of trust in the expertise of the team at BPP who’ve always demonstrated a great appetite in understanding the intricacies of our business and how we translate these into successful apprenticeship programmes.

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Richard Hurlock-Norton, Organisational Effectiveness Manager, TSB Bank Plc

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See how apprenticeships can impact your business

View course

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How TSB Bank Plc utilises apprenticeships as part of their the digital transformation strategy?

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Introducing online modules on ‘how to talk confidently in an unfamiliar setting’ and ‘how to have a difficult conversation’ 

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BPP University  introduces ‘business small talk’ module to help students prepare for world of work

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Lawyers have a reputation for focussing more on what is written than what is said but a university is to start helping trainee lawyers to master the art of small talk so they are better prepared for the world of work.

With findings* that show nearly half (44%) of 18 to 24-year-olds are more comfortable using digital devices to talk to people they don’t know than speaking face-to-face, BPP University Law School – which prides itself on creating graduates who are career ready – has called in a specialist conversation trainer to help.  Georgie Nightingall will design and run a course for students which teaches practical conversation tools to help navigate business small talk and accelerate relationship building.

“Small talk is a soft skill that can be worked on and improved with practice.  It is often seen as a challenge or a bit of waste of time, but it should not be because it is an important way to create trust, connect with people and build relationships,” said Ms Nightingall.

With Covid-19 having a profound impact on office life, the university will also offer online modules on ‘how to talk confidently in an unfamiliar setting’ and ‘how to have a difficult conversation’ through the university’s virtual learning environment (VLE), the purpose-built gateway BPP uses to deliver learning materials and assessments to students.

Ravi Nayer, a BPP graduate and barrister and partner at Brown Rudnick LLP and a champion of diversity within the industry will also launch a speaker programme to help students present themselves with greater confidence in the workplace, especially around those with backgrounds different to their own.

The University will continue its unique partnership with Aspiring Solicitors – an organisation focused on increasing diversity in the legal profession – to create a series of opportunities to build the confidence of student lawyers, and develop their understanding of law firms, their culture and the sector’s wider commitment to diversity and inclusion.

The initiative – the first of its kind within the world of higher education – is being introduced after research from the University showed that a third (30%) of future lawyers don’t feel comfortable talking in front of a group. Two-fifths (43%) of prospective lawyers also worry that they will be judged by the way they speak.

“The new courses are part of a series of initiatives that will focus on an important – but often overlooked – executive skill,” said Jonny Hurst, Head of Outreach and Student Recruitment at BPP University.

“Law is a business of relationships and junior lawyers are expected to start working in a legal environment able to chat easily with strangers before a meeting begins properly, or to ‘work a room’ at firm events.  The ability to have good conversations with colleagues and clients marks out the future partners.  In most cases, no one has taught them how to do it.

“Small talk will never be the most important part of a meeting, but it opens the door to conversations which travel across different subjects and allows relationships to build and flourish.  There is more to law than the transaction, case or advice you impart. Landing a job and working well with clients once you are in a job require good small talk skills.”

The research also highlighted the main worries that students have about going to networking events are being asked a question that they don’t know how to answer (32%), freezing up and not being able to find the right words (20%), talking too quickly (11%), and being too modest about their own achievements (10%).

Ravi Nayer, an alumnus of BPP, added that “even the most outgoing of people can struggle when it comes to making professional conversation.  But having the confidence to find an authentic way to connect with people will help to build relationships.

“We want to help students to have the confidence to make an impact and to build their own networks.”

As a champion of diversity within the legal world and beyond Mr Nayer is keen to urge trainee lawyers to “never shy away from what makes you who you are”.

“Law firms have made huge efforts to diversify their workforce and improve workplace mobility.  But to really drive inclusion, the sector needs to help build this skill so that talented people are equipped to progress, make the impact their talent deserves and truly realise their potential,” he said.

Many law students are yet to be convinced that the sector is as inclusive as it thinks it is.  The research by the University showed four in five (86%) think candidates from less privileged backgrounds still have a hard time fitting in at both law firms and barrister’s Chambers.

Find out more about our law programmes here.

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BPP introduces ‘business small talk’ module

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The viewpoint of Jonny Hurst; Head of Outreach and Student Recruitment at BPP University Law School

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Why is the legal profession still overwhelmingly middle class and what can be done about it?

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Law firms have taken some impressive strides in recent years in making the profession more inclusive. Yes, it’s still very much a work in progress and more needs to be done, especially at senior levels. But compared to where we were, the law is now far more diverse than it was a decade ago.

Yet, according to the Law Society, while over half of all solicitors are female and almost a fifth are from minority ethnic groups, either matching or outstripping their proportions in the general working population, only a third are from less privileged socio-economic backgrounds. Approximately a quarter of solicitors went to independent schools, half are children of graduates and two-thirds have parents with professional occupations – double the norm. The statistics that exist for the Bar are even less encouraging. The law may be less male and less white than it was previously, but it is still overwhelmingly middle class.

The profession isn’t unaware of the problem with many stakeholders putting in place outreach programmes to attract more entrants from traditionally underrepresented backgrounds. Law firms know that it’s not only the equitable thing to do, it also makes commercial sense. Firms which recruit from a wider talent pool create teams who more closely reflect the clients and communities they represent, which helps to build and maintain long-term professional relationships. However, as the numbers above suggest, there is still some way to go.

Part of the ‘social mobility problem’ is identifying those who need support – it isn’t as easy to define class as it is gender or ethnicity. What does it mean in 2021 to be ‘working’ or ‘middle class’, ‘privileged’ or ‘disadvantaged’? Social scientists typically define class referencing occupation, income and education, but these are imprecise proxies for social and economic status and there is little consensus on the ‘right’ metrics to use. So, if the target demographic is difficult define, then the measures we need to introduce to help them are even more challenging to identify.

Added to that is a marked reluctance on the part of many students and new entrants to say they are from underprivileged backgrounds, which is mirrored by an understandable sensitivity on the part of law firms not wanting to appear patronising. Students from so-called disadvantaged backgrounds are well aware that they lack the privileges enjoyed by their better-off peers, but most are reluctant to advertise the fact. Why would they? Candidates, regardless of background, want their careers to progress on their own merits – so they demonstrate they possess the skills, attributes and competences that the profession requires. No one wants to feel like they are being hired so their employer can be seen to be ticking a ‘D & I’ box.

When we surveyed our students at BPP and asked them how confident they feel speaking to people they’ve never met or how they would rate their communication or networking skills, the vast majority rated themselves as ‘excellent’. My experience of having taught LPC students for over 13 years, is that many of them have further to go than they realise.  Whilst a minority of those students come from more privileged backgrounds, there is no doubt that a private education or middle-class upbringing informs those students of the rules of engagement and gives them opportunities to practise from an early age.

If you ask the same question in a different way, you get a different answer. Rather than asking the students to assess their own abilities, we also asked them how they believe the legal profession will perceive them. In the same survey, around four in ten prospective lawyers expressed concern that they will be judged because of the way they speak, while over eight in ten believe candidates from disadvantaged backgrounds will have a hard time fitting in.  Students still perceive that, despite its best intentions, the profession isn’t quite the level playing field it aspires to be. So, what can be done?

Part of the answer is to remind candidates that they do not have to pretend to be ‘somebody else’.  Most employers will judge candidates on their abilities and not on their backgrounds or their aptitude to feign ‘poshness’.  It still makes me cry inside when I recall instances of colleagues with a warm regional lilt temporarily adopting a more RP accent during business meetings.

On the other hand, there are rules that all successful lawyers need to learn. But as long as you express yourself clearly and eloquently, who really cares what accent you have? Nevertheless, poor grammar, over-colloquial text-speak and ‘lazy’ articulation still needs to be unlearned in order to progress careers and network effectively.

Law is a sociable profession – it depends on human interaction. Whilst the skills that oil those interactions are picked up by some early in life, they can be taught and acquired by almost anyone.

To that end, BPP University Law School is putting on a series of workshops designed to help students who feel that they may lack networking or conversational skills. We aim to help them navigate a variety of social interactions that will be integral to their legal career.

It isn’t rocket science. Elevator pitches can be crafted with practice and guidance, and appreciating that conversation is as much about listening as it is about talking requires a simple change of approach. And this will be invaluable for any aspiring lawye..  As anyone who develops a skill for networking knows, effective small talk can create big opportunities.

Jonny Hurst is Head of Outreach and Student Recruitment at BPP University Law School.

Find out more about our Careers Service here.

1 Diversity Profile of the Solicitors’ Profession 2019, published November 2020 by the Law Society

2 Research was carried out online by BPP University Law School during January 2021 among a sample of 369 students currently studying for a professional legal qualification - Law Conversion Course (PGDL), or Legal Practice Course (LPC), or Barrister Training Course (BTC).

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How to implement diversity in the legal profession

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BPP announces TDR Capital investment to support future growth and success

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BPP announces TDR Capital investment to support future growth and success

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BPP, the global leader in professional and vocational education, is delighted to welcome its new investor, TDR Capital (“TDR”), a leading UK-based private equity firm.

The sale of the business to TDR is a strong vote of confidence in the BPP brand, business and management team. It will facilitate investment and support BPP’s strategy of providing more students and partners with access to a leading portfolio of professional courses, apprenticeships and vocational university degrees.

Since 2009, BPP has been part of Vanta Education, a global education network ultimately owned by funds managed by Apollo Global Management and The Vistria Group. TDR is acquiring BPP from Vanta Education.

Following this transaction, BPP will be run as a standalone company under the existing management team and remain headquartered in London.  BPP will retain the strong governance structures which have helped establish its reputation for academic excellence and will maintain its focus on the wellbeing of its students as part of its broader responsibilities as a leading education provider.

BPP has a 45-year track record within the sector, with a leading education brand and established partnerships, providing education for more than 80,000 students each year and training and apprenticeship courses to c.7,000 businesses.

BPP believes that this partnership will provide valuable financial and operational resources to support the delivery of management’s growth strategy and drive long-term benefits for its key stakeholders including colleagues, partners, and students.

TDR’s support and long-term commitment will allow BPP to further invest in improving quality, customer experience and satisfaction, bring in cutting edge data science and digital capabilities and continue on its growth trajectory, expanding its offering to serve the growing demands of students and companies globally for specialist skills and training.

As part of this strategy, BPP looks forward to supporting the Government’s efforts to support training and apprenticeship opportunities for young people, and more broadly equip people and companies with skills needed for the future.

BPP is committed to continuing to offer the broadest and highest quality education to current and future students, all of which is closely aligned to the needs of the industries that BPP has successfully served for over 45 years.

Graham Gaddes, BPP CEO, commented,“This is a significant vote of confidence not only in our business and our management team, but also its strategy and the long-term future of UK higher education and professional training.

“TDR are long-term investors with a strong track record of supporting management teams and investing in businesses to achieve growth. We believe they will prove excellent partners for BPP and we are hugely excited by the opportunity to continue building on our successes and achievements across the whole business, helping thousands of professionals and employers achieve their respective goals, as we continue ‘Building Careers Through Education’”.

Jon Rosen, at TDR, said, “We are excited to work with Graham and his team and support the excellent work they are doing. We believe there are compelling opportunities to build on their strengths in the face of growing demand for high-quality education courses and training programmes.

“We have a history of supporting the successful growth of leading businesses across a number of different sectors, combining ambitious growth plans and strategic focus with targeted investment. This is an exciting time to be investing in education, an important sector for the UK and globally, as the need for highly skilled workers continually increases.”

Larry Berg, Senior Partner at Apollo Global Management, said, “On behalf of the ownership group, we are pleased that BPP will have a strong, local partner in TDR Capital that will continue to support and invest in the school and its students. We know the company will be in great hands with its new owners.”

“We would like to thank the leadership, employees and faculty of BPP and Vanta Education for their tireless dedication in building a highly differentiated and innovative education platform,” added Theodore Kwon, Partner at Apollo Global Management.

Contacts

BPP
Natalie Procter, Head of Brand and Content
NatalieProcter@bpp.com / 07808 005608

TDR:
Tulchan Communications
Jonathan Sibun
Suniti Chauhan
Will Palfreyman
020 7353 4200
tdrcapital@tulchangroup.com

Notes
About BPP
BPP Education Group provides education and training in law, business, finance, accountancy, banking, technology and nursing both through relationships with corporates and directly to consumers across test preparation, university, apprenticeship and professional development. Established for over 45 years, our education is delivered to be as real-world, relevant and innovative as possible.

About TDR Capital
TDR Capital is a leading private equity firm with over €10 billion of committed capital. We invest in market-leading, European businesses and partner with them to develop and grow their operations.
Since our founding in 2002, TDR Capital has been creating value by applying a high impact approach to a focused portfolio of companies. Portfolio companies of TDR Capital include David Lloyd Leisure, EG Group, LeasePlan and Stonegate Pub Group.

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Our Job Profile series explores what it's like to be a paralegal. 

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Learn everything you need to know about the paralegal role, from what legal qualifications you need to how much you can earn.

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Paralegals are legal professionals who generally work in a support role alongside fully qualified solicitors or barristers. They enjoy a variety of responsibilities and have the opportunity to develop law skills that can benefit their future career in the legal sector.

Paralegals can work in several different capacities, from in-house at a law firm to in legal chambers or even public sector organisations. No matter where they work, though, paralegals are an important and integral part of any legal team.

If you’re thinking about becoming a paralegal, we’ll tell you everything you need to know about the role and how it fits into a career in law.

What is a paralegal?

A paralegal is a member of a legal team that has broad knowledge of the law and legal sector duties but isn’t a qualified solicitor or barrister. They work alongside fully qualified solicitors and barristers in a support role, but that doesn’t mean their job is any less important.

Because the role of a paralegal is similar in nature to that of a trainee solicitor, it’s seen as a great way of building experience in the legal sector to kickstart a career that might involve gaining further qualifications. This is part of the reason that available paralegal roles are often highly competitive.

There are several other commonly used names for the paralegal job role, which you might see in job adverts, including clerks, legal assistants, and caseworkers.

Responsibilities

Your responsibilities as a paralegal will vary depending on where you’re employed and what level of experience you have. Despite this, almost all paralegals will have a broad role that involves some or all of the following responsibilities:

Collating and organising case files and litigation bundles

Writing and/or proofreading legal documents

Conducting research ahead of a case, sometimes including meeting witnesses and interviewing experts

Analysing and inputting relevant data and writing legal reports<>

Organising diaries for other members of the legal team

Carrying out general legal administration and office tasks

Building and managing a network of clients and other law professionals

Generally, the more experienced you become as a paralegal, the fewer menial administrative tasks you’ll be responsible for. Instead, you might progress into working more closely with qualified members of the legal team on casework.

Paralegal qualifications

There are no set qualifications that are absolutely required to become a paralegal, and GCSEs and A-Levels are technically sufficient. However, because of how competitive paralegal roles tend to be, you might find it difficult to break into a law career without further education.

Because there are no strict learning paths to becoming a paralegal, you have several options to consider to improve your chances of beginning a career in law as a paralegal.

Paralegal Level 3 Apprenticeship

This apprenticeship is the natural progression for prospective paralegals that have just completed their A-Levels. It combines classroom learning with hands-on experience, meaning after completion you’ll be prepared for the start of your legal career.

During your paralegal apprenticeship, you’ll get to choose two areas of law to specialise in and start to build foundational legal knowledge. You’ll also benefit from wider learning, including how to carry out legal research, act professionally and ethically in a legal setting, and work well with other legal professionals.

Law Conversion Course (PGDL)

Alternatively, if you already have an undergraduate degree but it’s in a non-law subject, the Law Conversion Course (or PGDL) is another first step into a legal career worth considering. The PGDL is a replacement for the now defunct Graduate Diploma in Law (GDL) and it’s designed to provide students with a smooth transition into the legal sector.

You’ll develop your knowledge of legal matters, concepts, and principles, alongside delving into some of the most common specialisms, such as contract law, criminal law, and public law. PGDL graduates can then progress onto completing an LPC or BTC course, to become a qualified solicitor or barrister, respectively.

However, a PGDL doesn’t have to propel you on to further training and you can just as easily start applying for paralegal roles to build your experience instead.

Skills

There are a range of skills, both technical and soft, that are beneficial for paralegals. They include:

Legal knowledge

Pre-existing legal knowledge is a great advantage if you’re considering applying for a paralegal role. As you’ll be working in a team alongside other, more qualified legal professionals, knowing legal terminology and processes from the offset is invaluable.

Strong communication

Your responsibilities as a paralegal will involve significant amounts of both verbal and written communication with your team and external third parties. Clarity and thoroughness of communication are arguably more important in a legal profession than anywhere else, so strong all-round communication skills are imperative.

Teamwork

As a paralegal, your role will be almost entirely team focused. You might be working alongside other paralegals, qualified solicitors, or barristers, so strong teamwork abilities are a big advantage.

Research abilities and critical thought

Several of the key elements of your role as a paralegal are based around researching and dissecting information. That makes both basic research experience and a healthy amount of critical thought valuable qualities.

Attention to detail

Both attention to detail and the capacity to maintain focus over long periods of time are important paralegal skills. They’ll help to make sure you’re accurate and thorough when carrying out duties like proofreading documents or inputting data.

Additional languages

Although far from being essential, knowledge or proficiency in additional languages is a great benefit for aspiring paralegals looking to work for high-street law firms in ethnically diverse areas.

Salary and benefits

Paralegal salaries depend on the level of experience and seniority, but junior paralegals can expect to earn a salary somewhere in the range of £14,000-£25,000. As you develop within your role as a paralegal and progress into mid-weight and senior positions, this salary bracket can extend all the way up to £50,000+.

However, if you’re interested in furthering your career in law, you can complete further training after gaining experience as a paralegal and practice to become a solicitor or barrister, where your earnings will generally be much higher.

Career path

Work experience

Although there’s no specific work experience that’s required to become a paralegal, the competitiveness of the law sector means that anything you have will be valuable. Often, paralegal applicants will have work experience that they’ve gained through hands-on learning as part of a Paralegal Apprenticeship or similar qualification.

If you’re applying for paralegal roles without a relevant qualification, though, it’s even more important that you have experience. This can be gained through pro bono or volunteer work, and even community service experience working with youth groups or elderly citizens can be helpful.

Continuing professional development

Once you’ve secured a paralegal role, there are plenty of options for progression within the legal sector. The most obvious is that you’re able to continue to build experience and advance into more senior paralegal roles, taking on greater responsibilities as you go. The Institute of Paralegals provide qualifications that can help you to advance within your role.

>However, paralegal roles are often seen as a stepping-stone towards a more diverse career in law, utilised by prospective solicitors or barristers. In these cases, continuing professional development often involves returning to higher education and studying for additional qualifications, such as the LPC or BTC.

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Discover what an accounting technician is, their responsibilities, qualifications like MAAT, salary, and career path. Start your journey with BPP today.

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Discover what an accounting technician is, their responsibilities, qualifications like MAAT, salary, and career path. Start your journey with BPP today.

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Whether you’re looking for an in-demand job role, or gaining valuable experience on the path to becoming an accountant, an accounting technician career is a great choice.

In this guide we’ll explore the job profile of an accounting technician, answering questions such as:

What is an accounting technician?

What are the responsibilities of an accounting technician?

What qualifications do accounting technicians need?

What skills do accounting technicians need?

How much do accounting technicians earn?

If you’re looking for an accounting role, read our other guides to find out more:

What is a chartered accountant?

What is a management accountant?

What is an accounting technician?

An accounting technician is a professional that supports the accounting and finance function of a variety of businesses and organisations.

These technicians, sometimes referred to as accounting technologists, work as part of an accounting team to ensure the smooth handling of finance tasks. This role is ancillary, providing essential support to accountants.

Accounting technicians can work in-house within a business, or as part of a dedicated accounting firm.

Responsibilities of an accounting technician

Accounting technicians perform a variety of different tasks. The duties of an accounting technician will vary widely across industries and organisations.

However, in most accounting technician roles, you can expect your responsibilities to include:

Running or supporting the management of payroll and company expenses

Arranging invoice payments

General financial administration

Assisting with the preparation of accounts, reports, budgets, and financial statements

Recording receipts and payments

Preparing and checking ledger balances

Completing and submitting tax returns

Monitoring financial transactions

Liaising with managerial staff and colleagues

As accounting technicians gain more experience, they can take on supervisor responsibilities and more complex tasks like preparing financial reports, planning, and budget control.

Accounting technicians also help qualified accountants with rigorous accounts inspections.

Qualifications for accounting technicians (including AAT MAAT and ACCA CAT)

There are no set qualifications or any standard entry route to becoming an accounting technician.

You could start your career through several pathways:

Applying for a role directly

Undertaking an apprenticeship

Gaining relevant experience for this role

While there are no set routes to becoming an accounting technician, having an entry-level accounting qualification will help you in your career.

An accounting qualification will give you the option of advancing your career further as you gain more professional experience and pass further exams. Many aspiring accountants, for example, start in an accounting technician role gaining valuable experience before moving on to become accountants.

Everything you need to know about accountancy qualifications.

Association of Accounting Technicians (AAT)

The AAT is a globally recognised qualification required by many leading employers worldwide.

There are no entry requirements to train with AAT. Many technicians train while on the job via part-time study or distance learning, or through apprenticeship schemes.

AAT is split into three levels:

Level 2 – Certificate in Accounting

Level 3 – Diploma in Accounting

Level 4 – Diploma in Professional Accounting

If you’re not sure where to start with AAT, use the Skillcheck tool.

As well as completing the AAT qualification, you’ll need a year’s worth of professional experience before applying for full membership.

Once completing your full AAT qualification, you will have formal recognition internationally with a MAAT designation. You will be able to use these letters after your name, and this will represent your achievement.

Read more

Association of Chartered Certified Accountants (ACCA)

ACCA’s Diploma in Accounting and Business is perfect for those wanting to get on the ladder to a career with high potential for progression.

Completing this qualification will mean you become a Certified Accounting Technician (CAT). You can use these letters after your name to represent your formal, internationally recognised achievement.

This involves studying for and sitting three exams:

Accountant in Business (FAB)

Management Accounting (FMA)

Financial Accounting (FFA)

After completing these, you can undertake two of three optional exams to complete the qualification:

Foundations in Taxation (FTX)

Foundations in Financial Management (FFM)

Foundations in Audit (FAU)

Read more

Professional Accounting Taxation Technician Apprenticeship

On this apprenticeship, you will learn how to apply your accounting technician role in a business framework. You’ll understand the systems and processes that have been used, as well as learning about the standards practices that are employed within accountancy.

Once you finish this apprenticeship, you have the option to do the Accountancy/Tax Professional Level 7 Apprenticeship to become a fully qualified accountant.

Read more

What skills do you need to be an accounting technician?

Accounting technicians use a broad range of technical and soft skills.

Numerical skills and problem solving

Numerical skills are vital for those who want to work in accountancy, as you’ll be working with numbers day in, day out.

A methodical approach

Accounting technicians should understand procedure and best practice, whilst having fantastic attention to detail.

Interpersonal skills

Communication is key for accounting technicians, whether that’s with clients or colleagues.

Commercial awareness

Accountant technicians working in commercial sectors will need good business and commercial awareness to succeed.

Digital literacy

Having good IT skills and a keen understanding of technology is becoming ever more important across industries. Learning how to use programmes such as Microsoft Excel will be particularly useful.

Salary and benefits for accounting technicians

Training salaries for accounting technicians typically start around £17,000 to £22,000.

However, once qualified and with good professional experience, accounting technicians can earn £35,000 or more.

Your career path could also lead on to more lucrative opportunities such as becoming an accountant.

Find out how much you can earn as an accountant.

Career path for accounting technicians

Becoming an accounting technician offers the chance to work with other like-minded professionals across a wide range of different industries. It is a position in-demand internationally, offering many exciting opportunities.

By gaining professional experience, and by completing accountancy qualifications, you’ll also have a clear pathway to becoming an accountant. Many employers will support you through your accountancy exams by paying your fees or providing time off for study leave.

Find out how you can qualify for a career in accountancy and tax.

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Accounting technician: roles, qualifications and career path

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Find out all you need to know about being a chartered accountant in our job profile. 

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Chartered Accountants can work in a variety of settings. Find out how to progress and succeed in this career in this job profile.

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For those who are dedicated and proactive, accountancy can be a fantastic career path to pursue. There are plenty of career paths to consider in the accounting and finance sector, but one of the most highly sought after is the route to becoming a chartered accountant.

There are many ways to break into accountancy in general, but the path to becoming a chartered accountant usually involves hitting some key career checkpoints. If you want to be a chartered accountant but you’re not sure where to start, we’re here to help.

What is a chartered accountant?

Chartered accountants are fully qualified accountants that take on a broad and important role. In a nutshell, they analyse and provide information about financial records, with focus areas including financial reporting, taxation, corporate finance, business recovery, and insolvency. They will also often be responsible for auditing accounts and giving financial advice that may be acted upon by the recipient to save money or increase profitability.

Chartered accountants can work in a range of organisations and it’s even possible to work across sectors, in public practice and industry as well as the not-for-profit and public sectors.

Responsibilities of a chartered accountant

The details of your role as a chartered accountant will vary depending on your area of focus and the sector that you work in. However, you can generally expect day to day responsibilities to include:

Managing budgets

Undertaking financial audits

Providing financial advice

Liaising with clients, individuals, and businesses

Analysing risk

Advising on tax planning

Maintaining accounting records and preparing accounts information

Counselling clients on areas of financial improvement

Managing junior colleagues

Liaising with auditors (internal or external)

Producing reports and recommendations following the audits

Preparing financial statements and monthly and annual accounts

Negotiating terms with suppliers

Invoicing

Chartered accountant qualifications

All chartered accountants must qualify to practice, but there’s no one set path that you have to take. In fact, there are many ways in which you can qualify. One route that’s popular is to study for exams alongside working in industry, in which case it’s common for the company you work for to pay for your studies and exams.

Companies that offer training agreements are open to students from a wide range of degree backgrounds, so a degree in finance, maths or accounting isn’t always necessary or preferred. You will however have to demonstrate an interest in accounting, perhaps through work experience.

In terms of the qualifications that you need to receive before becoming a chartered accountant, each of the four routes below are generally regarded well, leaving you to choose the one to pursue the accounting qualification that suits you best.

ACCA Chartered Certified Accountant

The ACCA qualification is a popular route into chartered accountancy. It develops your knowledge, skills and strategic understanding throughout its levels: Applied Knowledge, Applied Skills and Strategic Professional. On completion of your studies you will have exceptional technical accounting expertise as well as ethical and professional skills.

CIMA Chartered Management Accountant (ACMA)

The CIMA qualification develops critical knowledge and skills that are needed to succeed as an accountant. You will learn professionalism, business and leadership skills, ethics and commitment, alongside knowledge in accounting. There are four levels to complete (certificate, operational, management, and strategic), but you can choose to start wherever you want depending on your experience level.

ICAEW Associate Chartered Accountant (ACA)

To become ACA qualified, you take 15 exam papers that are split over three levels: Certificate in Finance, Accounting and Business, Professional Level, and Advanced Level. This qualification is particularly popular because it is all taken as part of a training agreement which includes 3-5 years of on-the-job training that you can undertake at the same time.

ICAS Chartered Accountant

To qualify as a chartered accountant with ICAS, you complete three levels of study: Test of Competence, Test of Professional Skills, and Test of Professional Expertise. Alongside this, you need to gain a minimum of 450 days of relevant practical experience to complement your academic studies.

Skills

Self-motivation

A career in accountancy may not be rewarding straight away. Studying for exams, alongside working, can prove difficult – so self-motivation and commitment are both must-have skills for hopeful chartered accountants.

Organisation

Whilst studying, you’ll need organisation to adequately manage your time between working in accounting and studying for your exams. Once qualified, you’ll need it to manage your workload between clients or projects.

Computing

Computer software plays a large role in the accountant’s workday. Whether it’s balancing budgets in Microsoft Excel, using a database to update client information, or using third party invoicing software, all accountants must be confident in using computers.

Problem solving

Accountants are responsible for balancing books and providing advice to clients. In some cases, this might mean doing research to ensure that problems are solved and averted properly. Using initiative, you should be able to resolve issues proactively in a way that is beneficial for each specific client.

Numeracy

As an accountant, you’ll work with numbers day in, day out. Accountants should have strong numeracy skills and understand how to analyse data efficiently.

Teamwork and leadership

As with any other office-based role, accountants should work well both independently and as part of a team. Having leadership capabilities

Salary and benefits

Starting salaries vary depending on the location and sector of the role. Graduates can expect to earn up to £30,000, but during training, the average earning potential rises to up to £60,000. The average annual salary for a chartered accountant is around £84,500, although some individuals may earn yearly bonuses on top of this sum.

Unsurprisingly, accounting careers in banking and investment attract the highest salaries, with the lowest salaries generally found in the public sector and charity sector. Similarly, larger employers (national and multinational companies) tend to pay more than smaller ones.

Career path

Work experience

Many accountancy firms will prefer candidates who have relevant work experience – whether that’s vacation placements, work experience weeks or even shadowing. Seeking this type of work proves proactivity and dedication, as well as interest in the field within which you are aiming to progress. Even volunteer work as a treasurer in a university society is worth mentioning on your CV.

Continuing professional development

Once qualified, a chartered accountant should keep up to date with technical and business issues. Taking up membership with a professional body like the Institute of Chartered Accountants can help to keep you in the loop, and also assist in continuing professional development (CPD).

In house training on technical skills will also take place in order to help you to succeed in your role. Dependent on the firm you choose to work for, there may be opportunities to specialise in certain areas. Accountants with foreign language skills are in particularly high demand.

Find out more about our accountancy programmes here.

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Find out what skills you need to become a tax inspector here. 

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A tax inspector works for HMRC to monitor and investigate the tax profiles of businesses and individuals. Find out how to become a tax inspector here.

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Tax inspectors work within roles at Her Majesty’s Revenue & Customs (HMRC). The job is important to the functioning of the country, as it ensures that companies and individuals pay their tax correctly and on time. Tax payments from the people of the nation contribute to vital public services like schools, the NHS, and infrastructure, as well as helping families and individuals in need through the Universal Credit system.

Around 95% of tax in the UK is legally paid, and between the years of 2018 and 2019, HMRC secured just under £628 billion in tax. That’s due, in part, to the role that tax inspectors play. The HMRC has around 60,000 employees all over the country and they’re one of the most popular graduate employers.

If you’re thinking of becoming a tax inspector, whether that’s your dream role or a stepping stone in a larger career in tax or finance, read on to learn everything you need to know about the job role.

What is a tax inspector?

Tax inspectors are responsible for investigating tax evasion and may even represent HMRC at independent tribunals with the aim of receiving unpaid tax money. The role involves a certain degree of customer service, as tax inspectors are likely to work directly with individuals, accountants, and businesses on tax-related issues.

Responsibilities

The work of a tax inspector can be diverse and challenging, but the responsibilities of the role will gradually shift as you progress through the stages of your career.

Although they vary, the responsibilities of a tax inspector will usually include:

Being familiar and comfortable with tax legislation for companies, partnerships, organisations and individuals

Examining and researching accounts

Fraud investigation

Giving expert advice on tax

Negotiating tax settlements

Representing HMRC at tribunal

Inspecting finances of businesses

Reviewing business accounts in detail

Examining records

Visiting business premises for investigational purposes

Presenting a case in a written report and in-person

Tax inspector qualifications

The route to becoming a tax inspector requires the completion of the Tax Professional Graduate Programme (TPGP). This qualification, run by HMRC themselves, is the basis for a career in public sector taxation.

However, that’s not to say it’s the only qualification you should consider if you’re striving for a career as a tax inspector. In fact, to gain entry to the TPGP, you’ll need a 2:2 degree or the equivalent. There’s no specific course you need to take, but an undergraduate degree in the finance or tax area of study would be most beneficial. If you’re not a university student, you can gain equivalent knowledge and experience through other accountancy and tax qualifications.

Association of Taxation Technicians (ATT)

Achieving the ATT demonstrates an understanding of the basic UK tax system and will show your ability to provide tax advice and services. This qualification is an essential step towards Chartered Tax Advisor (CTA) status – you can study them consecutively or alongside each other.

Chartered Tax Advisor (CTA)

There are four levels of the Chartered Tax Advisor qualification. You must complete each CTA level, as well as have three years’ relevant and recent professional tax experience to qualify as a member of the Chartered Institute of Taxation (CIOT). It is also possible to study for the CTA through an apprenticeship, which will help you to gain the valuable on-the-job training that you need to progress.

Skills

Problem solving

A tax inspector might often be considered to be a bit of a detective – piecing parts of a puzzle together to understand the finances of a business under investigation. You’ll need excellent problem-solving skills for this.

People skills

As a tax inspector you should be comfortable with working with people from all walks of life. You’ll be required to liaise with solicitors, accountants, and business owners as well as individuals – and will have to converse about taxation in a way that’s accessible. Whatever the task, you’ll need to take a customer-focused approach.

Analysis

As a tax inspector, you’ll be able to fuse your knowledge of tax law with being able to crunch the numbers. Combining these two factors will make you excellent at analysis.

Reporting and investigation

Whether you’re investigating tax fraud or offering advice to new businesses, measuring and reporting will be a large part of your role as a tax inspector.

Dedication

The role of a tax inspector requires at least three years of dedicated training through the Tax Professional Graduate Programme, as well as any professional qualifications you have gained separately. Each course and qualification will require dedication and commitment to complete.

Teamworking

Teamworking is a vital aspect of the role, although tax inspectors should also follow their own initiative to complete tasks to deadline. An openness to change and flexibility will also be beneficial.

Salary and benefits

The starting salaries for recruits on the HMRC Tax Professional Graduate Programme are £30,260 or £34,400 with London weighting. Upon successful completion of the programme, at salary band 7, the starting salary is £50,010 nationally or £56,270 with London weighting.

The benefits of being a civil servant are generally seen very positively. Not only is the salary above average, the pension and maternity/paternity schemes are competitive too.

Career path

Work experience

As mentioned above, whilst studying for the CTA, candidates should undertake three years’ work experience. Gaining this through a tax-focused apprenticeship is a good way to progress. During your study on the TPGP, you will also undertake work placements within HMRC that include shadowing as well as mentoring and supervision. However, prior to this, work experience in taxation is not necessary to gain entry onto the Tax Professionals Graduate Programme.

Continuing professional development

The Tax Professionals Graduate Programme lasts three years and by the completion of the programme, graduates will be able to deal with complex tax cases, negotiate confidently and lead and influence teams.

The training is thorough, comprehensive, and has a modular structure to provide a broad insight into the range of work undertaken by HMRC. At the end of each three-month module, you will need to pass an exam.

Tax legislation is complex and changes frequently. As a result, tax professionals are expected to take part in continuing professional development, or CPD. This might take the form of training, taking part in conferences or reading around the subject. This is widely considered as being part of the job role, so a willingness to do this is fundamental to success.

Find out more about our accountancy programmes here.

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Discover what it's like to be a financial manager here. 

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Learn everything you need to know about the financial manager role, from what qualifications you need to how much you can earn.

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Financial managers provide financial guidance to colleagues and clients to facilitate sound business decisions. Financial management is crucial to a company’s success, so financial managers should be good with numbers, complex modelling, and data analysis, while also maintaining a high level of knowledge about economic systems and procedures.

Financial managers operate in a variety of private and public sector organisations, including multinational corporations, financial institutions, universities, and charities. If you’re thinking about becoming a financial manager, we’ll tell you everything you need to know about the role and how it fits into a career in finance and management.

What is a financial manager?

A financial manager’s role is generally split into two parts: finance and management. Primarily, financial managers monitor company finances and ensure that legal requirements are met. On the management side, they supervise employees who do financial budgeting and reporting.

The role has evolved in recent years due to technological advancements; producing financial reports, for example, requires significantly less time, while businesses across all sectors tend to take greater advantage of data analysis.

Responsibilities

The role of a financial manager can vary enormously from company to company. Strategic analysis plays a central role at larger companies, while financial managers at smaller organisations might be responsible for the collection and preparation of accounts. Despite the role's diversity, financial managers are generally responsible for:

Providing and interpreting financial information in a clear, concise manner

Monitoring cash flows and predicting future trends

Analysing change and advising accordingly

Developing strategic and long-term business plans

Researching and reporting on factors influencing business performance

Analysing competitors and market trends

Developing financial management mechanisms that minimise financial risk

Conducting reviews and evaluations for cost-reduction opportunities

Developing external relationships with appropriate contacts, e.g. auditors, solicitors, bankers, and statutory organisations such as the Inland Revenue

Producing accurate financial reports to specific deadlines

Financial manager qualifications

While a career in finance is open to all relevant graduates, the following subjects may be particularly helpful. Some of the following may also entitle you to exemptions from some professional examinations:

Accountancy and tax

Business

Data

Economics

Financial services

Leadership and management

Mathematics

Statistics

A relevant postgraduate certification may be useful but is not essential. In certain niche areas, however, specialised knowledge gained through a postgraduate programme may give you a competitive advantage. Graduate schemes in finance, for instance, generally require further study for professional qualifications.

Entry into the profession is possible with A-levels (or equivalent) or an HND or HNC, generally by studying for financial qualifications from providers including the:

Association of Chartered Certified Accountants (ACCA)

Institute of Chartered Accountants in England and Wales (ICAEW)

Professional memberships

Gaining membership with a professional organisation is advantageous as it highlights your interest and commitment to the sector. Registration with professional bodies is open to individuals with A-levels (or equivalent) or above, so you do not have to wait until you've graduated to join.

Several organisations offering finance graduate schemes, as well as accountancy professional bodies, hold presentations on university campuses and at careers fairs, where you can talk to representatives and recent graduate trainees in order to get an insight into the nature of the work and tips on what helped them to succeed.

Skills

There is a range of skills, both technical and soft, that are beneficial for financial managers. They include:

Mathematical proficiency

Working with large sums of money and data sets, financial mangers rely on their advanced mathematical abilities to compile and analyse data. Effective financial managers are usually well versed in algebraic mathematics and can understand and create formulas. Sound knowledge of international finance is also crucial in deciphering a large variety of financial documents.

Teamwork and leadership

Financial management has a significant team-focused element – you might be working alongside other professionals such as auditors, solicitors, and bankers, so strong teamwork abilities are a significant advantage. Negotiation and the ability to influence others are further crucial skills that fulfil the role’s leadership requirements.

Technological skills

Traditionally tasked with handling spreadsheets and ledgers, financial managers must now keep abreast with the latest software as advancements in technology and automation gather pace. The most competent financial managers are comfortable with technology and efficiently utilise various programs and applications to their advantage.

Attention to detail

Financial managers must maintain accuracy when dealing with numbers. Tasked with overseeing company spend and profit accumulation, financial managers must divide their attention to many financial functions of a business. When writing or analysing contracts, for instance, financial managers must apply their comprehensive knowledge of domestic and international law.

Salary and benefits

Financial manager salaries depend on the level of experience and seniority, but junior managers can expect to earn a salary somewhere in the range of £24,000-£35,000. As you develop within your role as a financial manager and progress into mid-weight and senior positions, this salary bracket can extend all the way up to £100,000+.

Note that salaries vary widely according to the type, sector, size, and location of the employing organisation. The highest salaries tend to be in London and the surrounding areas, while the private sector, most notably the banking and capital markets sector, tends to pay more than the public sector.

Career path

Work experience

Relevant work experience can be valuable and there are many opportunities available. Some employers run vacation placements or short work experience taster courses but remember to apply early as competition for places can be fierce.

Moreover, many professional accountancy bodies offer traineeships, while some employers offer industrial placement years, which can be taken as part of a four-year sandwich degree. It pays to be proactive when seeking work experience in the finance sector, so do not be afraid to approach a firm directly for work experience, even if they have not advertised placements.

Continuing professional development

Most financial managers are qualified accountants. To become qualified, you need to pass (or be exempt from) a series of professional examinations and undergo a period of practical training.

Professional accountancy training is mostly on the job, and you will study for your examinations on a part-time basis. Employers usually support this activity and may help to fund the studies.

You may follow a structured graduate training scheme, which will provide insight into a range of different functions and prepare you for a role in financial management. You will also complete a training log to show evidence your training and experience.

Aside from graduate training schemes, some financial managers gain their initial training in accountancy firms. There are several UK-based chartered accountancy bodies offering professional examinations, including:

Association of Accounting Technicians (AAT)

Association of Chartered Certified Accountants (ACCA)

Chartered Institute of Management Accountants (CIMA)

Chartered Institute of Taxation (CIOT)

Institute of Chartered Accountants in England and Wales (ICAEW)

Institute of Chartered Accountants of Scotland (ICAS)

Find out more about our financial services programmes here.

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Learn everything you need to know about being a project manager, here. 

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If you’re interested in becoming a project manager, learn everything you need to know about the role here, including the job description, salary, and more. 

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For those who love working with people and are organised enough to manage multiple projects, schemes and resources, a career in project management could be ideal. As a project manager, you’ll develop transferable skills that will prove invaluable as your career in management progresses.

If you’re the organised, confident, and dedicated type and you’re interested in how to become a project manager, read on to find out everything you need to know about the role.

What is a project manager?

Project managers work within all sorts of industries to deliver a range of projects. Working as part of a wider project team, as a project manager you’re likely to oversee idea generation, deadline-setting, resourcing, and risk analysis. Depending on the scale of the projects you work on, you may be responsible for managing multiple projects through from beginning to end at one time.

Project managers are particularly required in industries like construction, engineering, IT and marketing, where work is client-focused and requires overall coordination. Whatever the industry, project managers increasingly use technology to manage and track their workload.

Responsibilities

The responsibilities and job description of a project manager will vary depending on sector and company. You can also expect your responsibilities to shift in line with career progression.

Generally, as a project manager, you will be required to:

Research and execute processes

Budget projects from beginning to end, including contingencies

Manage resources: staff, as well as consumables

Set goals and objectives

Produce client schedules and timelines

Create project plans and presentations

Motivate and lead a project team

Work with both an internal and external focus

Work with stakeholders

Carry out monitoring to determine progress

Identify and manage risk

Report regularly to management and clients

Project manager qualifications

You won’t need a degree in anything specific to get a job in project management. However, candidates will need a good commercial awareness that can be gained through degrees in marketing, management, business, or finance. At postgraduate level, it’s possible to specialise even further to increase your understanding through courses like an MSc Management with Project Management.

As a graduate, it’s unlikely that you will go straight into a role as a fully-fledged project manager without significant experience. On a graduate scheme you may start off in a junior or assistant role, with the opportunity to progress as your experience develops.

In certain industries, sector knowledge will be more important than commercial experience. Where this is true, you can move into project management from various technical roles after gaining project management experience.

Skills

Although it might sound simple at first, the challenges of project management can be anything but. There are very few technical skills that you’ll need to get ahead in this career, but plenty of soft skills that will make you a better project manager.

Organisation skills

You’ll need to be a forward-planner to work in project management, so your organisation skills should be top notch. Whether you’re planning staff tasks or organising resources, you’ll have to be able to prioritise and manage your time well.

Interpersonal skills

As a leader, the ability to work well with people is a must. You should be able to consider their wants and needs in work, as well as recognising success and achievement and pushing your colleagues to work to the best of their availability.

Budgeting

Whether you have formal qualifications in budgeting or just a wealth of experience, you’ll definitely put these skills to use on a regular basis within your role as a project manager.

Communication

Common responsibilities as a project manager include delivering presentations, liaising with colleagues, and pitching for new clients, so you’ll put your communication skills into daily use in any project management role.

Assertiveness

As a team leader, you’ll need to be able to use your initiative to make decisions under pressure, get stakeholders on board with your ideas, and effectively delegate work. Assertiveness can be essential in any managerial role, and that’s no different with project management.

Salary and benefits

Starting salaries in project management tend to range from £20,000-35,000, depending on the sector, company, and region you work in. Working hours and benefits will also vary depending on your employer.

Once experienced, you can expect to earn between £40,000-80,000 p/a, again dependent on sector. If you decide to go freelance, you can set your own rate, with common day rates ranging between £300-500.

Career path

Work experience

Work experience in the sector that you eventually want to work in as a project manager will stand you in good stead for your application. Graduates with experience volunteering for charities or student societies will stand out from the crowd, especially those with trustee or committee experience.

It is possible to undertake internships or even sandwich years in order to progress within project management whilst at university. Consider joining a professional body, like the APM or PMI, as a student member. These organisations will provide you with networking and conferencing opportunities.

Continuing professional development

Professional qualifications in project management aren’t necessary to secure your dream job, but there are plenty of opportunities for continuing professional development through postgraduate training courses.

Courses like Project Management in Practice or a project management apprenticeship can set you apart from others in your field, and strengthen all of the skills and knowledge you use on the job to make you a better project manager overall.

Find out more about our leadership and management programmes here.

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If you want to pursue a career as a data scientist, read our job profile for everything you need to know about the role. 

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Learn everything you need to know about the data scientist role, from what qualifications you need to how much you can earn.

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Part mathematician, part computer scientist, and part trend-spotter, data scientists are employed to convert raw data into meaningful information that organisations can use to improve their businesses.

In the current big data climate, companies use increasingly large data sets during their everyday operations. From predicting consumer habits to tackling plastic pollution, data scientists identify patterns and use empirical methods to solve the problems businesses face.

If you’re thinking about becoming a data scientist, we’ll tell you everything you need to know about the role and how it fits into a larger career in data science.

What is a data scientist?

A data scientist is employed to extract, analyse, and interpret large amounts of data from a range of sources, including artificial intelligence, machine learning, statistical tools, and more, to make it accessible to businesses. They then present their results in a concise, digestible manner. Data scientists are coveted across several sectors, as companies seek to boost revenue by unearthing data-driven insights.

Data scientists will generally work in an office, but there may be times, particularly on short-term projects, where working outside of core office hours or at weekends is necessary. Some organisations also offer remote and flexible working opportunities.

Responsibilities

Your responsibilities as a data scientist will vary depending on where you’re employed and what level of experience you have. Despite this, almost all data scientists will have a broad role that involves some or all of the following responsibilities:

Working closely with your business to identify issues and use data to propose appropriate solutions for effective decision making

Building algorithms and design experiments to merge, manage, interrogate, and extract data – you’ll then provide this information to colleagues and customers in a concise, engaging manner

Testing data mining models and selecting the most appropriate for use on a project

Conducting research that will serve as a platform for prototypes and proof of concepts

Using machine learning tools and statistical techniques to produce effective solutions to complex problems.

Data scientist qualifications

While there are no set qualifications that are absolutely required to become a data scientist, you will stand a better chance with a degree in a computer science, mathematical, or science-based subject. Candidates will be expected to know some programming languages, such as Python or Java, and show strong database design or coding skills.

Because there are no strict learning paths to becoming a data scientist, you have several options to consider to improve your chances of beginning a career in data science.

Level 4 Data Analyst Apprenticeship

This apprenticeship introduces students to a range of essential skills, from data analysis tools to programming software such as Python and R. During your data analyst apprenticeship, you’ll develop skills across the board that will enable you to generate insights to inform better decision making, which is crucial to any modern business.

Level 6 BSc Digital and Technology Solutions Professional Degree Apprenticeship (DTS)

Ideal for new and existing employees in digital and technology roles, this programme offers a solid foundation for professionals in software engineer, data science, cyber analysis roles, and IT consultancy.

The degree apprenticeship is available in four core specialisms: Software Engineer, Cyber Security, Data Analyst, and IT consultant – therefore on this course, you will select the data analyst pathway. The specialist section of the course takes place in the final year, when you will gain a solid grounding of the detailed technical knowledge required to work as a data analyst.

Level 7 MSc Applied Data Analytics Apprenticeship

The MSc Applied Data Analytics Apprenticeship is aimed at the future stars of data analysis who will tackle real world problems using data science. Upon completion, graduates will be able to  leverage the power of both big data and domain knowledge to generate insights and devise strategies for a range of industry leading organisations.

Data science graduate training schemes

Some employers offer data science graduate training schemes, which typically take two years to complete. Many of these schemes are open to graduates from any discipline, while others specify the degree subjects they will accept.

Skills

SQL

SQL, or Structured Query Language, is the ubiquitous industry-standard database language. Regarded by some as a graduated version of Microsoft Excel due to its smooth management of substantial data sets, most modern organisations require an SQL specialist.

Critical Thinking

Data analysts uncover and synthesise connections that are not always clear, so the ability to think critically is essential.

Machine Learning

With AI and predictive analytics at the forefront of data science, a comprehensive understanding of machine learning is a key component of the data analyst’s toolkit. To excel in this area, consider boosting your statistical programming skills.

Presentation Skills

Data analysts are required to generate insights and present their findings in a clear and engaging way to their colleagues or clients. Telling a compelling story with data is also a key aspect of the role, and analysts often employ eye-catching, high-quality graphs and charts to convey their findings effectively.

Salary and benefits

Salaries for junior data scientists tend to start at around £25,000 to £30,000, rising to £40,000 depending on your experience. With a few years of experience, you can expect to earn between £40,000 and £60,000. Chief data scientists can earn upwards of £60,000, reaching more than £100,000 in some cases. The benefits for data scientists vary by organisation, but are likely to include a company pension scheme, flexible or remote working, performance bonuses and private medical insurance.

Career path

Work experience

Data science internships are available at several major employers, particularly in the finance, retail, and travel industries. You could also approach small to medium-sized enterprises for internship or shadowing opportunities. Most internships or placements are advertised in the autumn. Bear in mind that with smaller organisations, you may need to make targeted speculative applications.

Is work experience essential?

Many organisations require their entry-level data scientists to have demonstrable work experience before applying. But don’t worry if you haven’t, as any self-directed learning in data analysis or programming will highlight your commitment and enthusiasm for the role.

Data science competitions

Data science competitions represent another option for aspiring data scientists. Used by employers to spot new talent, organisations such as Topcoder and Kaggle host events, while the government backed Data Science Challenge aims to ensure that science and technology contribute to the UK’s defence and security.

Continuing professional development

While there is no official accreditation for working in data science, you will build on your analytical and technical skills as you gain experience in the role. Some major employers offer two-year data science graduate training schemes. In contrast, others provide additional training in their operating procedures or encourage you to attend sector-specific events to help your understanding of potential issues, new developments, or emerging trends.

Find out more about our data and tech programmes here.

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Our Job Profile series explores what it's like to be a retail banker. 

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Learn everything you need to know about the retail banker role, from what qualifications you need to how much you can earn.

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Retail bankers – also known as consumer bankers – help individuals manage their money, providing expert advice, financial services, and products. Their daily tasks include facilitating the movement of funds via payment mechanisms, setting up savings accounts and bonds, and organising loans and overdraft facilities.

If you’re thinking about becoming a retail banker, we’ll tell you everything you need to know about the role and how it fits into a wider career in banking and finance.

What is a retail banker?

Working in a hybrid finance/customer service role, retail bankers help individuals manage their money and provide advice. As a retail bank manager, you’ll also oversee the strategic management of a bank branch. The role requires a flair for sales (financial products and services), as well as the ability to attract new customers and manage a team of staff.

Responsibilities

Your responsibilities as a retail banker will vary depending on where you’re employed and what level of experience you have. Despite this, most experienced retail bankers will have a broad role that involves some or all of the following responsibilities:

Managing, recruiting, and coaching staff

Implementing new products, services, and processes

Dealing with complex customer queries and requests, which may include reviewing their financial circumstances

Representing the bank in the broader community and building relevant contacts

Opening and closing the branch daily and ensuring that the premises are fit for business

Meeting sales targets and managing budgets

Writing reports and keeping financial and statistical records.

Junior level retail bankers are typically responsible for:

Dealing with customer queries face to face, over the telephone, or in writing

Processing payments and withdrawals

Recommending suitable products and making sales

Processing paperwork, including change of customer details and closure of accounts

Keeping abreast of the latest products, services, and processes.

Retail banker qualifications

Graduate management training programmes are widely available in retail banking. Fortunately, they are open to all graduates, so you don't need to have a finance-related degree to be considered.

Retail banks typically require candidate to have a 2:2-degree classification or above, while some require at least a 2:1.

While a specific subject is not required, undergraduate degrees in the following subjects are useful when applying for a retail banking position:

Accountancy and tax

Business management/business studies

Economics

Financial services

Law

Mathematics

Is a degree compulsory for a retail banker?

If you don't have a degree, you may be able to join a bank in an entry-level customer service role. Here, you can work your way up to management level through in-house management courses, some of which are fast-track programmes.

Apprenticeships

Apprenticeships are another valuable option to consider to gain entry to retail banking, as they combine paid work with part-time study and are available at a range of levels, including degree-level. BPP offers apprenticeships in career-specific disciplines including financial services, leadership and management, and accountancy and tax.

Skills

There are a range of skills, both technical and soft, that are beneficial for retail bankers. They include:

Communication skills

As a retail banker, you will need good written and verbal communication skills for both drafting client reports and interacting with people – both customers and colleagues – who may not have expertise in your area. Therefore, the ability to convey complex information in a clear, engaging manner is crucial.

Customer service

Customer service encompasses communication and problem-solving skills, as well as the ability to empathise and listen. Good retail bankers understand their customers and what makes them happy, and demonstrate the capacity to win new, and retain existing business.

Numeracy

Numeracy skills involve working with numerical and graphical information, drawing conclusions, and explaining your findings. Retail bankers should have an aptitude for numbers as they are required to manage clients’ money and provide expert advice on various financial services and products.

Emotional intelligence

All financial organisations, be it actuarial, regulatory, or consumer banking, rely on strong relationships. Much of a retail banker’s time will be spent discussing potentially sensitive information with clients, so effective listening skills and empathy are imperative.

Teamwork and leadership

Retail banking has a significant team-focused element – you might be working alongside other professionals whose expertise lay elsewhere, so strong teamwork abilities are a significant advantage. The management strand of the role requires strong negotiation skills, as well as the ability to influence others when making a sale or retaining an account.

Salary and benefits

On a graduate management trainee programme, you could earn in the region of £18,000 to £25,000. Some companies also offer bonuses for joining and other training incentives. After training, your salary could rise to anywhere from £21,000 to £40,000, with bonuses for your first retail branch management role.

Senior managers may earn in the region of £40,000 to £60,000, with those in regional offices and specialist management roles earning more than £80,000. In addition to bonuses, many employers offer a range of benefits, including a contributory pension, private healthcare, share schemes and life insurance.

Career path

Work experience

When seeking a retail banking role, demonstrable work experience in a financial environment is desirable. This may include:

Part-time work

Sandwich placements

Internships and temporary or permanent work experience.

Several major banks provide summer internships for penultimate year students. If students impress, they are often considered for the organisation's graduate training scheme.

For those without work experience in a financial setting, experience in sales, marketing, and customer service will strengthen your application. Moreover, if you are considering a job placement to boost your application, consider one that focuses on communication and customer service skills, as well as meeting financial targets.

Continuing professional development

Banks often introduce their products and services to new employees through an induction process, which also involves customer relations and risk management modules. Once qualified, employees will receive regular training sessions to ensure that they are up to date with the bank's products.

Those undertaking a graduate management scheme will follow a structured training programme. This typically involves spending some time in the branch to gain an understanding of the team member's roles - particularly those you will be managing. You will also become an expert in your bank's products and services, such as loans, credit cards, and in some cases, small business banking.

Find out more about our leadership and management programmes here.

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Business administrators can work in a number of different settings, requiring many different skills. Find out all you need to know, here. 

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As a business administrator, you’ll work within a wider team to provide both clerical and administrative support to a specific area of a business. Find out more about the role, here.

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Business administrators play a central role in businesses of all types, with responsibility for handling the essential but often overlooked admin work that keeps an office running. Accordingly, they take on a wide range of duties.

Depending on the sector and company that you work for, your role as a business administrator will vary. However, there are some elements of the job that are consistent no matter where you’re working. Read on to learn everything you need to know if you’re considering a career in business admin.

What is a business administrator?

As a business administrator, you’ll work within a wider team to provide both clerical and administrative support to a specific area of a business. As well as being responsible for daily administration tasks, you may also take on office management – answering phone calls and managing enquiries.

It seems like a vague role until you know the details, but in summary you can expect to oversee and assist with the businesses’ daily operations to ensure that company goals can be met.

Responsibilities

As we’ve mentioned, the responsibilities you’ll take on as a business administrator will vary depending on your level of experience and the business you’re working for. With that said, you can generally expect the following responsibilities to make up the majority of your day-to-day work:

Writing correspondence

Dealing with enquiries

Printing, scanning, and photocopying documents

Organising and processing paperwork

Creating and maintaining filing systems

Keeping diaries and managing schedules

Attending meetings, creating agendas, and taking minutes

Ordering and maintaining stationery and other office supplies stock

Business administrator qualifications

No specific qualifications are required for a role in business admin, making it the perfect first step into a career for someone without exposure to further education.

While qualifications aren’t generally expected, employers may look out for candidates with good grades in English, Maths, and a foreign language, depending on the nature of their business. You’ll also most likely have an edge over other candidates if you’ve pursued and attained other related qualifications, including professional development courses.

Skills

Organisation

As a business administrator, strong organisational skills will be required to maintain and prioritise your workload. Depending on your role, you may be required to work cross-departmentally, where your organisation skills will help you to succeed.

Attention to detail

Whether you’re typing letters, scheduling meetings, or dealing with enquiries, attention to detail is vital for administrators. In fact, businesses almost rely on the accuracy of work carried out by admin staff to ensure smooth running.

Communication

Speaking one to one with potential clients or customers, replying to emails and writing formal letters will all be part of your day to day as a member of an admin team. That means that strong communication skills will stand you in good stead.

Team working

Admin teams within businesses can be made up of tens of people, so knowing that you can work well as part of a team is important. With that said, it’s also useful for you to be able to work comfortably by yourself.

Salary and benefits

Depending on the sector in which you’d prefer to work, salaries will vary. However, starting salaries generally range from £14,000-19,000 or £18,000-24,000 with London weighting.

As you gain experience and take on extra responsibilities, your salary could increase and surpass £30,000.

Career path

Work experience

Work experience in administration will be an advantage when applying for a business administrator role. Not only will this show your commitment to the role, but also will reassure a potential employer that you understand what the role requires. Often, employers might value experience over qualifications.

Finding work through office agencies is common but applying for jobs directly with companies is also effective.

Continuing professional development

Training will be provided by your employer, but you may be offered opportunities to continue your development through third party qualifications – this will increase your chance of progression.

Consider taking courses in audio transcription, business and administration, IT, and typing.

Find out more about our professional development programmes here.

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Learn everything you need to know about the data scientist role, from what qualifications you need to how much you can earn.

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Data analysts gather and organise data, using it to reach meaningful conclusions that will benefit their employer. The role is integral across almost every sector, from sales and social media to the mainstream media and government. The data-driven insights analysts bring to an organisation can be valuable to employers who seek information pertaining to their customers’ or users’ needs.

If you’re thinking about becoming a data analyst, we’ll tell you everything you need to know about the role and how it fits into a larger career in data science.

What is a data analyst?

Data analysts use specialised computer software and calculation applications to establish numerical patterns and emerging trends in their specific industry. They regulate, normalise, and calibrate the data so that it can be extracted, used in isolation, or input into a broader data set while maintaining its integrity.

From this numerical foundation, data analysts organise and interpret the data, before presenting their findings to management in a concise, engaging manner using graphs, charts, tables, and graphics.

Due to their proficiency with numbers, data, and trends, data analysts are often asked to advise department heads and project managers on how their insights can improve performance in specific parts of the business.

Responsibilities

Your responsibilities as a data analyst will vary depending on where you’re employed and what level of experience you have. Despite this, almost all data analysts will have a broad role that involves some or all of the following responsibilities:

Identify areas to increase efficiency and automation of processes

Develop, produce, and track key performance indicators

Liaise with internal and external clients obtain a comprehensive view of data content

Gather and document specific business requirements using appropriate tools and techniques

Mine and analyse large datasets, draw valid inferences, and present them to management using specialist software (e.g. Google Analytics for marketing analysts)

Data analyst qualifications

While there are no set qualifications that are absolutely required to become a data analyst, you will stand a better chance with a degree in a computer science, mathematical, or science-based subject. Candidates will be expected to know some programming languages, such as Python or Java, and show strong database design or coding skills.

Because there are no strict learning paths to becoming a data analyst, you have several options to consider to improve your chances of beginning a career in data science.

Level 4 Data Analyst Apprenticeship

This apprenticeship introduces students to a range of essential skills, from data analysis tools to programming software such as Python and R. During your data analyst apprenticeship, you’ll develop skills across the board that will enable you to generate insights to inform better decision making, which is crucial to any modern business.

Level 6 BSc Digital and Technology Solutions Professional Degree Apprenticeship (DTS)

Ideal for new and existing employees in digital and technology roles, this programme offers a solid foundation for professionals in software engineer, data science, cyber analysis roles, and IT consultancy.

The degree apprenticeship is available in four core specialisms: Software Engineer, Cyber Security, Data Analyst, and IT consultant – therefore on this course, you will select the data analyst pathway. The specialist section of the course takes place in the final year, when you will gain a solid grounding of the detailed technical knowledge required to work as a data analyst.

Level 7 MSc Applied Data Analytics Apprenticeship

The MSc Applied Data Analytics Apprenticeship is aimed at the future stars of data analysis who will tackle real world problems using data science. Upon completion, graduates will be able to  leverage the power of both big data and domain knowledge to generate insights and devise strategies for a range of industry leading organisations.

Data science graduate training schemes

Some employers offer data science graduate training schemes, which typically take two years to complete. Many of these schemes are open to graduates from any discipline, while others specify the degree subjects they will accept.

Skills

As well as excellent numerical and analytical skills, data analysts should possess the following hard and soft skills to thrive in a data science career:

Machine learning

With AI and predictive analytics at the forefront of data science, a comprehensive understanding of machine learning is a key component of the data analyst’s toolkit. To excel in this area, consider boosting your statistical programming skills.

SQL

SQL, or Structured Query Language, is the ubiquitous industry-standard database language. Regarded by some as a graduated version of Microsoft Excel due to its smooth management of substantial data sets, most modern organisations require an SQL specialist.

Critical thinking

Data analysts uncover and synthesise connections that are not always clear, so the ability to think critically is essential.

Presentation skills

Data analysts are required to generate insights and present their findings in a clear and engaging way to their colleagues or clients. Telling a compelling story with data is also a key aspect of the role, and analysts often employ eye-catching, high-quality graphs and charts to convey their findings effectively.

SEO knowledge

Search engine optimisation (SEO) is the process of improving a website’s visibility on search engines (e.g. Google) for relevant queries. Improved visibility is a key predictor of increased sales, making SEO knowledge crucial (but specifically in marketing analyst roles).

Salary and benefits

Salaries for junior data analysts tend to start at around £23,000 to £25,000. Graduate schemes in data analysis and business intelligence at larger companies tend to offer a higher starting salary of £25,000 to £30,000, and with a few years' experience, salaries can rise to between £30,000 and £35,000. Experienced, high-level, and consulting jobs can command £60,000 or more.

The benefits for data analysts vary by organisation, but are likely to include a company pension scheme, discretionary bonuses, and private medical insurance.

Career path

Work experience

Data science internships are available at several major employers, particularly in the media, consulting firms, telecommunications, and the government.  You could also approach small to medium-sized enterprises for internship or shadowing opportunities. Most internships or placements are advertised in the autumn. Bear in mind that with smaller organisations, you may need to make targeted speculative applications.

Is work experience essential?

Many organisations require their entry-level data scientists to have demonstrable work experience before applying. But don’t worry if you haven’t, as any self-directed learning in data analysis or programming will highlight your commitment and enthusiasm for the role.

Data science competitions

Data science competitions represent another option for aspiring data analysts. Used by employers to spot new talent, organisations such as Topcoder and Kaggle host events, while the government backed Data Science Challenge aims to ensure that science and technology contribute to the UK’s defence and security.

Continuing professional development

While there is no official accreditation for working in data science, you will build on your analytical and technical skills as you gain experience in the role. Some major employers offer two-year data science graduate training schemes. In contrast, others provide additional training in their operating procedures or encourage you to attend sector-specific events to help your understanding of potential issues, new developments, or emerging trends.

Find out more about our data and tech programmes here.

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Discover what it's like to be a software engineer in our job profile. 

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If you’re interested in a career as a software engineer, read on to learn what you need to about this exciting job role.

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Software is increasingly important in a world that runs on digital technology. That makes software engineers increasingly valuable members of the workforce. Although competition in the field is growing, working towards a career in software engineering is a great way to build a future that’s secure, exciting, and important.

The role of a software engineer is constantly evolving due to continuing technological advances, which makes it the perfect job for someone who likes a fluid and challenging position. It’s an especially suitable career path for people with great technological literacy and a knack for problem solving.

If you’re interested in a career as a software engineer, read on to learn what you need to about this exciting job role.

What is a software engineer?

Software engineers are on the front line of creating, maintaining, and auditing computer systems and software. They can work in house for companies developing apps, software, or websites, or as part of a third-party development agency working with several clients at once.

The role requires a wide range of skills including creativity and an in-depth knowledge of computer programming. But outside of the technical skills, you’ll also need good communication skills to work cross-departmentally and ensure development processes are smooth.

Depending on the organisation that you work for, your role will vary greatly. Job titles in this growing industry are not standardised, so you may also be referred to as a programmer or developer.

Responsibilities

There are no standardised responsibilities for a software engineer, as they’re largely required to tackle whatever problems they’re presented with. However, there are some general responsibilities that you can expect from most roles, including:

Analysing websites or apps for faults and problems

Writing and testing code

Utilising a good understanding of user demographics and needs

Evaluating software systems for shortfalls

Creating technical specifications

Writing operational documentation

Investigating or developing new technologies

Software engineer qualifications

As competition levels are fairly high in the field of software engineering, employers have the liberty to seek graduates or those with comparable experience to work in this field. A degree in computer science, computer engineering, electronics, information systems, mathematics, or physics will stand you in good stead.

For those who don’t wish to go to university, apprenticeships are a great way into the sector as you’ll gain practical work experience as you learn.

Level 4 Software Developer Apprenticeship

In this apprenticeship, you’ll learn how to program in Java, use a range of data types, arrays, loops and conditions all whilst working towards the Java SE8 programming certification. Then, you’ll be able to test, deploy and maintain programmes, as well as interpret software designs and specs. Alongside developing technical abilities, you’ll learn how to manage projects, work better as part of a software development team, and understand how your role fits into a wider business plan.

Skills

To beat out the competition, applicants for software engineering roles should be prepared with a portfolio of work and be ready to complete a skills-based task as part of the application process. Make sure you’re prepared for the responsibilities expected of you by brushing up on skills including your:

Knowledge of computer systems

General competency in common programmes

Communication skills

Attention to detail

Creative approach to problem solving

Commercial awareness

Teamwork skills

Workload prioritisation

Interest in new technologies

Understanding of Java, HTML and CSS

Salary and benefits

Junior roles in software engineering might start off around £18,000 a year, going up to between £25-50,000 once experienced. At management level, software engineers earn £45-70,000, depending on the company they work for.

Working hours are typically 9am – 5pm, Monday to Friday, however, longer hours are often necessary at certain stages of software development or approaching deadlines. It is also possible to become self-employed or work freelance in this field.

Career Path

Work experience

Work experience is an excellent way to demonstrate interest in the sector. You should attempt to gain work experience through placements, work shadowing, or a year in industry.

Continuing professional development

Software engineers need to keep up to date with technological advances in order to stay abreast of technologies they might be working with or problems they might encounter. With that in mind, be prepared to be proactive in pursuing further training and professional development even as an experienced software engineer.

On a short-term basis, industry conferences and networking events are a great way to further your knowledge. At a later stage, especially if you want to progress into more senior management roles, you might also consider further training in business, management, or finance.

Find out more about our data and tech programmes here.

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If you are passionate about pursuing a career in HR consultancy, read our job profile for more information. 

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HR consultants address human resource management tasks and decisions. Find out exactly what the job entails here.

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A human resources department is an essential part of any large company with lots of employees. HR staff are responsible for managing the human side of a business’s resources, including involvement in recruitment, payroll, training, and employment procedures.

People who work in HR may often act as a mediator between employees and managers and can be on hand to help staff with questions about company policy. Secondary to this, they can also help to research and develop long term strategies for company growth and professional development – something that is vital to the success of any business.

If you’re interested in a career in HR, here’s everything you need to know about being a HR consultant.

What is a HR consultant?

Human resource consultants work in house at a company or offer their services as part of a third-party consultancy team. Their role revolves around addressing human resource management tasks and decisions, assisting staff and management teams with issues surrounding employment law and internal processes. They should be great communicators with an in-depth understanding of company procedure and UK employment legislation.

While the majority of a HR consultant’s time will be spent in a general role, they’ll also sometimes be asked to focus on particular departmental issue or problem. In cases like these, they might be asked to research, assess, and audit a particular element of a company from a human resources management perspective, and develop a report offering a solution.

Responsibilities

HR consultants take on a broad and varied range of responsibilities, including:

Advising companies on the administration involved in human resource management

Leading and managing other members of the team as well as employees around the business

Serving as an internal consultant on various different parts of a business

Analysing a company’s HR structure and recommending solutions to problems

Adapting to organisational changes

Researching and developing HR policies and procedures

Ensuring HR programmes and services are compliant with UK employment law

Preparing reports and business plans related to HR projects

Data analysis and reporting

Completing HR audits to ensure compliance

Providing staff training

Building good working relationships

Working on payroll or staff on-boarding

HR consultant qualifications

It’s uncommon for a HR consultant role to require a specific qualification, you will need a thorough knowledge of human resources management. This can be attained through a bachelor’s or master’s degree in a relevant subject such as human resources or business administration. It is also possible to gain experience in human resources through studying for an apprenticeship.

Although most roles will be agnostic towards specific qualifications, instead seeking applicants with the right skillset, you can bolster your chances of success in the field of HR by completing a HR qualification, like the ones on offer at BPP.

HR Support Apprenticeship

The HR Support Apprenticeship is perfect if you’re aiming to build a foundational understanding of HR concepts and practices. Throughout the course of the apprenticeship, you’ll develop logical and analytical skills that’ll help you secure a future role. You’ll also be able to improve the soft skills that relate to HR positions, such as communication and sensitivity.

HR Consultant/Partner Apprenticeship

Throughout the programme of study on our HR Consultant/Partner Apprenticeship, you will develop a deeper understanding of HR and explore relationship management, processes, and best practice. You will also learn how to build successful teams and how to manage people – all whilst gaining an understanding of UK employment law.

Upon completion of this apprenticeship, you’ll qualify as an HR Consultant or Partner and as an Associate Member of the CIPD, alongside having gained experience in industry, both of which will help you as you apply for roles in the field.

Skills

HR consultants should have a broad and generalist skillset to enable them to tackle the wide range of responsibilities that they’ll take on. However, special focus is often placed on the following skills.

Project management

As an HR consultant you’ll be managing projects from beginning to end – whether that’s overhauling a company’s recruitment procedure or researching new training methods. Project management is an essential skill in the HR consultant’s arsenal.

Knowledge of employment law

HR Consultants will need to have good working knowledge of UK employment legislation in order to ensure that company procedure lines up with what is recommended by law. This can be achieved and strengthened by studying and keeping up with news about employment law.

Research and analysis

Whatever project you’re working on as an HR consultant, you’ll need top notch skills in research and analysis to ensure that your new policy and procedure is going to work perfectly. These skills are honed naturally in most people through the process of studying for further education qualifications.

Communication

You’ll work with both employees and management teams as a HR consultant, so you should be an excellent communicator adept at relating to people on all levels. Confidence also ties into the HR consultant’s role, as your responsibilities might include making presentations, writing emails, and speaking on the phone.

Commercial awareness

Because HR teams generally work side by side with other departments within a business, good commercial awareness and understanding of business administration are great skills to have. They’ll help to make sure you’re never out of the loop or a step behind.

Salary and benefits

The salary you can expect as a HR consultant will vary massively depending on large range of factors, including your experience level, where you work, and whether you’re in house or external. The average base salary for a HR consultant is in the region of £40,000 but starting salaries might be lower if you have minimal experience.

It’s likely that, as you amass experience and expertise, you can gain more senior positions that will come with an increased salary.

Career path

Work experience

Because HR consultants aren’t expected to have a specific qualification, work experience in the field is hugely valuable. You can gain relevant work experience in a number of ways, including through volunteering, work placements as part of an apprenticeship programme, and internships.

Continuing professional development

There are many opportunities for progression for HR consultants that can be accessed through continuing professional development courses or training. Dependent on your organisation, you can expect to progress into roles as an HR Manager, HR Director or Head of Human Resources as you gain more experience and knowledge.

To demonstrate your ambition, enrol on courses with CIPD – the Chartered Institute of Personnel and Development. The organisations offer courses on three levels: Foundation, Intermediate and Advanced – from A-level equivalent to postgraduate-level.

Find out more about our leadership and management programmes here.

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Discover what it's like to work as a financial services professional, here. 

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Learn everything you need to know a role in the finance sector as a financial services professional, from what qualifications you need to how much you can earn.

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The financial services industry comprises a broad range of businesses that specialise in consulting and money management within the banking and insurance sectors. ‘Financial services professional’ is an umbrella term for the workers in this area and covers a range of advisory roles tasked with dispensing financial advice, recommending products, and offering negotiated terms on mortgage applications.

What is a financial services professional?

Financial services professionals perform an essential public service by offering private and corporate customers options for deals on investments, insurance, tax, pensions, mortgages, and loans.

While administrators are usually office-based, professionals such as financial advisors may be required to visit customers at home or on business premises. Moreover, independent financial advisors, or IFAs, are required to follow the exact letter of the UK law and provide their client with the best current options when offering financial services and giving advice.

Therefore, financial services professionals should be effective communicators, adept with numbers, and have an analytical mind.

Responsibilities

Your responsibilities as a financial services professional will vary depending on where you’re employed and what level of experience you have. Despite this, almost all financial services professionals will have a broad role involving some or all of the following responsibilities:

Gather client information (e.g. age, income, and family size) to assess clients’ service options while keeping sensitive information confidential

Develop and maintain long-term rapport with customers and clients to facilitate profitable relationships

Keep abreast of latest product and service innovations to offer customers the most suitable services

Assist the sales team in generating business via cross-selling and effective marketing strategies

Coordinate with the branch manager to analyse applications, prepare sales strategies, and produce data-driven reports

Maintain and apply knowledge of branch procedures, ethics, and codes of conduct at all times

Financial services qualifications

Because financial service professionals work in a wide variety of roles, there is no strict learning path into the finance sector. For some positions, a strong set of GCSEs and A-Levels is sufficient, but others require a certain degree of technical understanding and theoretical knowledge gained from further education.

While a career in finance is open to all relevant graduates, the following subjects may be beneficial. Some of the following may also entitle you to exemptions from some professional examinations:

Accountancy and tax

Business

Data

Economics

Financial services

Leadership and management

Mathematics

Statistics

BPP financial services courses

Whether you’re looking to start an apprenticeship, gain a professional qualification, or continue your professional development, we have over 90 courses to suit various finance career stages. From specialist programmes through to globally recognised professional qualifications and one-day CPD sessions, you’ll gain industry expertise and technical ability that sets you apart and opens up career paths in multiple financial services sectors.

Financial Services Professional Apprenticeship

As a financial services professional, you must have excellent communication skills, the ability to understand, interpret and fulfil client requirements to the highest standards, demonstrating an ethical and professional approach. This apprenticeship could be for you if you are ambitious, enjoy financial services, and are aspiring for a career in either investment management, operations, or retail banking.

CISI Capital Markets Professional Qualification

The CISI Capital Markets Programme is a wide range of qualifications for individuals working within the financial services industry. Our CISI Capital Markets programme has been designed specifically for professionals looking to further their career in financial services.

Skills

There are a range of skills, both technical and soft, that are beneficial for financial services professionals. They include:

Communication skills

As a financial services professional, you will need good written and verbal communication skills to interact with a broad range of customers who are unlikely to have expertise in your area. Therefore, the ability to convey product and service information in a clear, engaging manner is crucial.

Numeracy

Numeracy skills involve working with numerical and graphical information, concluding, and explaining your findings. Financial service professionals should have an aptitude for numbers as they are required to assess the most suitable financial services based on their customers’ financial circumstances.

Customer service

Customer service encompasses communication and problem-solving skills, as well as the ability to empathise and listen. Good financial service professionals understand their customers and what makes them happy, and demonstrate the capacity to win new, and retain existing business.

Emotional intelligence

All financial organisations, be it actuarial, regulatory, or consumer banking, rely on strong relationships. Much of a financial services professional’s time will be spent discussing potentially sensitive information with clients, so effective listening skills and empathy are imperative.

Salary and benefits

Salaries depend on the specific role, level of experience, and seniority, but junior financial services professionals can expect to earn a salary somewhere in the range of £18,000-£35,000. As you develop within your role and progress into mid-weight and senior positions, finance salaries can extend up to £100,000+.

Note that salaries vary widely according to the type, sector, size, and location of the employing organisation. The highest salaries tend to be in London and the surrounding areas, while the private sector, most notably the banking and capital markets sector, tends to pay more than the public sector.

Career path

Work experience

Relevant work experience can be valuable and there are many opportunities available. Some employers run vacation placements or short work experience taster courses but remember to apply early as competition for places can be fierce.

Moreover, many professional accountancy bodies offer traineeships, while some employers offer industrial placement years, which you can take as part of a four-year sandwich degree. It pays to be proactive when seeking work experience in the finance sector, so do not be afraid to approach a firm directly for work experience, even if they have not advertised placements.

Continuing professional development

When completing Continuing Professional Development (CPD), financial services professionals should identify the relevant CPD requirements to carry out their role effectively as well as build a plan towards their career ambitions.

CPD requirements in financial services range from 12 hours for a qualifying Institute of Financial Services student up to 35+ hours for fully qualified financial advisors, planners, and investment specialists. CPD requirements for financial advisors are not solely limited to technical learning but should also embrace soft skills that are essential to management, business, and professional people skills.

Find out more about our financial services programmes here.

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Financial Services Professional Job Profile 

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The SQE launches in September 2021, giving future law students a choice of routes. Here’s how to decide if the LPC or SQE is better suited for you.

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Should I do the LPC or SQE? What are the differences between the LPC and SQE? This article from BPP addresses all your questions. Discover more!

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For decades, the Legal Practice Course (LPC) has been the route to become a qualified solicitor in England and Wales. Students were required to graduate with a qualifying law degree (LLB) or have undertaken a law conversion course such as the Graduate Diploma in Law (GDL) or the Postgraduate Diploma in Law (PGDL), before undertaking the LPC.

Students who wish to qualify as solicitors and started their ‘law journey’ on or after 1 January 2022 are required to qualify via the Solicitors Qualifying Examination (SQE) pathway. For these purposes the start of a ‘law journey’ is, in most cases, the start of an LLB or a law conversion course, such as the GDL, or Law Conversions Course (PGDL). Most students who started their law journey prior to 2022 will have the choice of qualifying as a solicitor via the LPC or SQE pathway.

We’re here to make things a little clearer for you if you’re unsure of what exactly the differences are, and which route is most suitable for you, so that you’re confident in the knowledge that you’re setting yourself on the right track. First, let’s take a look at the differences between the two.

What are the differences between the LPC and SQE?

Entry requirements

Under the LPC route, you will need to have graduated with an LLB or taken a Graduate Diploma in Law or a Postgraduate Diploma in Law.

The SQE has opened the doors for students from a variety of backgrounds and disciplines to qualify as a solicitor. You’ll need a UK undergraduate degree, or a qualification or work experience which is equivalent to a UK degree. For example, this could be a solicitor apprenticeship.

The SQE assessments are rigorous and demanding in testing skills and knowledge, and we strongly recommend that before attempting the SQE, non-law graduates take a course that gets them to the same level of knowledge as an LLB, GDL or Law Conversion Course (PGDL) graduate.

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Cost

When the SRA announced the implementation of the SQE, one of the key reasons for this new route was to reduce the cost of qualifying as a solicitor and widening access to the profession, along with the option to work and study at the same time. However, it is apparent that this may not be the case.

Assessment fees for the LPC are included within the course providers fees, meaning you pay one set fee. The SQE exams, however, are centralised assessments, and the cost of sitting both of them amounts to £4,115. On top of this, aspiring solicitors will need to pay for a high-quality preparation course that will give them the best chance of passing the exams first time, as resit fees are also high - £1,622 for both components of SQE1, and £2,493 for SQE2.

Consequently, a comparison of SQE and LPC programmes of similar quality and content will reveal that there is little difference in the overall cost between the two routes.

Examinations and assessment: LPC vs SQE

The LPC

The LPC is divided into two parts. Stage one comprises core modules which are the same for everyone. The most important part of this stage are the core practice areas that will complement your law degree or your graduate conversion course. These are Business Law and Practice, Civil Litigation, Criminal Litigation, and Property Law and Practice.

In addition, you will gain a whole host of skills such as Advocacy, Interviewing and Advising, Practical Legal Research, Drafting and Legal Writing.

During stage two, you will choose between three electives which allow you to specialise in the areas which align with your career goals. These may include Corporate Finance, Commercial Law and Intellectual Property, and Family Law, amongst many others.

LPC exams are varied – with multiple-choice questions, written examinations, oral examinations, and take-home assessments.

The SQE

The SQE is a standardised external exam for aspiring solicitors.

The first part of the SQE, SQE1, is divided into two papers which examine practice areas, such as Business and Dispute Resolutions, Civil and Criminal Litigation, Property Law and Practice, and Criminal Law, as well as ‘black letter law subjects, which include Contract Law, Tort Law, Administrative Law, Estates and Trusts amongst others.

These two SQE1 papers comprise 180 multiple-choice questions and each last 5 hours and 6 minutes.

A lthough some students believe that multiple-choice are straightforward, all five options in the answer will look plausible, because they are written on a ‘single best answer’ basis, which will make it extremely difficult if you are not fully prepared with a suitably robust programme.

T he second stage of the SQE, SQE2, assesses your skills in the contents of the SQE1 syllabus mentioned above. The skills include face-to-face assessments for oral skills, including Client Interviewing and Advocacy. These are also online assessments which test your written skills, such as Case and Matter Analysis, Legal Research, Legal Writing, and Legal Drafting.

Read more about SQE

Qualifying Work Experience vs Training Contract

Under the LPC route, you are required to complete a training contract, which is two years of regulated work-based training, typically undertaken with just one employer.

If you follow the SQE route to qualification, you will need to undertake two years of Qualifying Work Experience (QWE), which can be carried out in a maximum of four periods, at up to four organisations. This provides you with flexibility and the opportunity to develop your knowledge and skills in a range of different settings.

QWE can be acquired before, during or after your SQE assessments.

Read more about QWE

SRA requirements for Character and Suitability

Whether you take the LPC or SQE route to qualification, you will need to meet the SRA requirements for character and suitability in order to be admitted as a solicitor.

The character and suitability requirements are in place to ensure that those applying to be a solicitor are able to protect and serve the public and the public interest, as well as maintain public trust and confidence in legal services.

Character and suitability will be checked at the point at which you apply to be a solicitor.

Do law firms prefer LPC or SQE?

The position of law firms on whether they’re looking for students to take the LPC or SQE route to qualification will vary from firm to firm. In practice, both pathways are still acceptable to many firms although the number of LPC training contracts is expected to diminish over the next few years as firms switch from the LPC to the SQE, which will be expected around 2023/2024.

Those who have studied the LPC or would still prefer to qualify through that route (note that you must have started your legal training before 1 September 2021 to qualify under the LPC route) need not panic, with firms emphasising that choice is paramount. Firms who are running SQE training programmes may run parallel intakes for LPC graduates, and other may require  LPC graduates to take the SQE2 exam alongside or before they start qualifying work experience.

Are firms expecting non-law graduates to have studied a preparation course?

As we’re still so early into the SQE route to qualification, there is no significant data on pass rates or new courses. However, firms have suggested that for non-law graduates, an SQE test-prep course will not provide enough depth  and breadth of the law. Trainees will need to showcase additional a solid foundation in the law from day one of their training contact knowledge/QWE and the only way non-law graduates can reach a similar position to their LLB peers is by first undertaking a quality law conversion course, such as the Law Conversion Course (PGDL), before embarking on the SQE.

Which is the right route for you?

For those who started their law journey prior to 2022, you can choose either pathway. Whether you choose to take the LPC or SQE route is ultimately your decision as it is based on your personal circumstances.

If you’re a non-law graduate who hasn’t yet started your ‘law journey’, only the SQE route is open to you.

View SQE courses

Still unsure about whether to do the LPC or SQE? Check out our four case studies to see which is most suitable to you.

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Here’s everything you need to know about Qualifying Work Experience (QWE) and how you can go about securing some.

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How do you access QWE? How can you secure Qualifying Work Experience? Discover the answers to these questions and more in this article from BPP.

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If you’re taking the SQE route to become a qualified solicitor, you will need to complete two years of full-time qualifying work experience.

Similar to a training contract, QWE is essentially gaining practical experience of providing legal services that will allow you to develop and enhance the core competences that are needed to successfully practice as a solicitor. Any QWE you undertake must be confirmed by a solicitor or compliance officer for legal practice.

So, without further ado, here’s everything you need to know about QWE and how you can go about securing some.

How do I access QWE?

Unlike the LPC route which requires you to undertake a two-year training contract, typically in one firm, the SQE enables you to complete your QWE in up to four organisations, and there is no minimum or maximum amount of time that you need to spend at each organisation. This can be taken in one full block or in different stages – flexibility really is key here. It can also be taken at any time during your SQE journey.

This gives you the opportunity to gain experience within a variety of different firms, while allowing you to balance your QWE with your studies.

The Solicitors Regulation Authority states that QWE can comprise of paid or volunteer work which may include the following:

On placement during a law degree

Working in a law clinic

At a voluntary or charitable organisation

Working as a paralegal

On a training contract

The Qualifying Work Experience needs to help you to build the skills, knowledge, and behaviours that you need as a qualified solicitor. If, for example, you’re completing one task repeatedly or carrying out administrative duties, this wouldn’t satisfy the SRA’s definition of QWE.

When can I undertake QWE?

You can begin your QWE at any point during your SQE journey. For instance, you may want to get the SQE out of the way and begin your QWE once you’ve passed your professional exams, similar to the LPC route. Alternatively, you may wish to start work in a firm before you start your studies or align the two together. These ‘new’ routes when it comes to QWE will most likely be the most common, as it enables you to build practical understanding of the law while being able to finance your studies.

How is QWE recorded and confirmed?

You will be required to record your QWE, and this will then be signed off and confirmed by a solicitor or compliance officer for legal practice before you can apply for admission as a solicitor. As advised by the SRA, it is a good idea to check with the firm or organisation in which you are undertaking your QWE to see what processes are in place to record your experience. You can also check you’re on the right track by recording your time through appraisals or monthly meetings.

The SRA offers a QWE training template which allows you to record your work experience. Through this template you are able to record physical evidence, as well as the ways in which you believe you have met the competences in the Statement of Solicitor Competence.

What type of QWE should I consider?

What type of lawyer do you want to be? Where do you see yourself working? Which area of law would you want to specialise in? What sort of firm do you see yourself working in? It’s important to ask yourself these questions before you begin your QWE journey, as future organisations will be looking at your QWE and whether this represents the career you aspire to. It’s not about the easiest or the quickest route to qualification – but the one which aligns with your career goals.

How are firms approaching QWE?

The way in which firms approach their trainees gaining qualifying work experience will differ from firm to firm. Some leading law firms have said that they will continue to operate a ‘seat rotation’ scheme which will allow trainees to spend time in different specialisms/areas of the firm to widen their knowledge and skillset. This is also helpful for trainees who are not yet sure which area of law they want to specialise in.

Other firms have adopted a different approach, where trainees will stay in that one area of practice to gain a deeper knowledge and understanding of that specialism. One of the benefits of the SQE is that firms can now consider their approach to qualifying work experience, and trainees can look at what the firms are offering and whether or not it is suited to their goals.

How can I secure my QWE?

It’s time to take advantage of the flexibility QWE offers under the SQE route. Make connections and discuss opportunities with your current or prospective employer to find out what training is available to you.

BPP has connections with leading law firms within the UK and further afield. Through our focus on employability and our careers service, we can assist you with networking opportunities to help you secure your QWE.

Read more about our approach to the SQE here.

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QWE: Qualifying Work Experience for the SQE 

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BPP are pleased to announce winners that took part in the 2021 BPP Apprentice of the Year Awards. There has been an incredible amount of nominations received with talent being recognised across a range of industry sectors.

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BPP Apprentice of the Year Awards - 2021 Winners Announced

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BPP are pleased to announce winners that took part in the 2021 BPP Apprentice of the Year Awards. There has been an incredible amount of nominations received with talent being recognised across a range of industry sectors.

Our annual awards acknowledge the apprentices and employers who have gone the extra mile throughout the delivery or work during an Apprenticeship. Although the pandemic has made this year extremely difficult, we have seen and heard many inspiring stories about the incredible work from our apprentices and how this has positively impacted their workplace.

This year we have introduced a new category, the Resilience Award, which aims to highlight those who have been passionate about their own journey and building a future through the apprenticeship despite the challenges this year has brought.

We have also chosen to dedicate the Apprentice Champion of the Year Award to one of our coaches, Suzanne Finch, who sadly passed away in 2021. Suzanne advocated the power of Apprenticeships and education, having pledged her life to helping others succeed. Her spirit and personality are heavily missed, so the BPP Group wanted to ensure an annual award continued to recognise those who champion Apprenticeships in the way Suzanne always did.

The Suzanne Finch Apprentice Champion Award celebrates someone who has gone above and beyond for Apprenticeships and for our Apprentices. They are a true advocate for furthering the future of others and promoting the value of Apprenticeships and Apprentices in and out of the workplace. The Suzanne Finch Apprentice Champion truly encompasses the spirit of ‘Apprenticeships’.

Categories include Apprentice of the Year, Employer of the Year, Suzanne Finch Apprentice Champion of the Year, the Inclusion and Diversity Champion, and BPP’s new addition in the Resilience Award.

The judging panel this year included;

Sally-Ann Burnett – Deputy Vice Chancellor

James Hammill – Executive Director of Apprenticeships

Nikki Botterill – Director of Apprenticeship Quality

Farhia Abukar  - Diversity and Inclusion Officer

Sarah-Jane Compson- Head of Safeguarding

Suzanne Finch Apprentice Champion of the Year Award

1st - Samantha Ross (Bevan Brittan LLP)
1st – Michelle Tunney (Bryan Cave Leighton Paisner LLP)
2nd- Maia Crockford (Dac Breachcroft LLP)
3rd – Tori Stammers (Eversheds Sutherland)

Apprentice of the Year - Level 3

1st – Craig Heron (Bank of America)
2nd – Olivia Gikas (Marsh Limited)
3rd – Megan Pitt (Cripps Pemberton Greenish LLP)

Apprentice of the Year - Level 4

1st - Georgia Brown (Grant Thornton)
2nd – Vincent Vinnicombe (Royal Bank of Canada)
3rd – Maisie Adams (Royal Bank of Canada)

Apprentice of the Year - Level 5+

1st – Tegan Johnson (Kennedys Law LLP)
2nd – Samantha Ross (Bevan Brittan LLP)
3rd – Paige Cairns (Criminal Defence Milton Keynes)

Inclusion and Diversity Champion of the Year

1st – Zoe Lunn (Hill Dickinson)
2nd – Hosanna Adeniji (Willis Towers Watson)
3rd – Kajal Patel (Mazars LLP)

Small/Medium Apprentice Employer of the Year

1st – Rhotic Media
2nd – Legal Advice Centre (University House)

Large Apprentice Employer of the Year

1st – Bryan Cave Leighton Paisner LLP
2nd – Eversheds Sutherland (International LLP)
3rd – Willis Towers Watson

Resilience Award

1st – Georgina Ellis (RSM)
2nd – Sam Robertson (NatWest)
3rd- Hannah Campbell (Horwich Farrelly Solicitors)

All first place and runner up apprentices and employers will receive an award certificate and a letter of congratulations.

Find out more about our range of apprenticeships here.

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BPP Apprentice of the Year Awards: 2021 Winners 

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Read our top tips on how you can fund your legal studies at BPP.

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Read our top tips on how you can fund your legal studies at BPP.

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We understand that it can be a challenge to self-fund your postgraduate legal studies. We have a huge range of funding options available to you at BPP to help you pay for your course in a way that works for you.

Postgraduate loan funding of up to £12,167
You can access government-funded postgraduate loans of up to £12,167 across each of our law programmes by simply upgrading to an LLM (Master of Laws) – you can do this in a few ways:

LLM Legal Practice Course
Add the ‘Law Review and Reform’ and ‘Practice Ready (Negotiation and Case Analysis)’ modules to your LPC to qualify with an LLM Legal Practice (Solicitors).

Law Conversion Course (Master's)
Add either a professional project, SQE 1 preparation or our BTC Part 1 to your PGDL to qualify with an LLM Law and Legal Practice.

Barrister Training Course (Master's)
Qualify with an LLM Legal Practice (Bar) by adding either a professional project or SQE1 preparation to your BTC.

You can find further details of these funding options here.

BPP University scholarships
With over £1m available in our fund, we offer a variety of full and partial fee awards including the Dean of BPP University Law School Scholarship, Future Leader Scholarship, Chancellor’s Scholarship and Career Commitment Scholarship – all of which are applicable across our law programmes.

In addition, there’s the Diversity Access Scheme for LPC students, STEM Scholarship for PGDL students, and BTC Excellence and Advocacy Scholarships for the BTC.

Click here to check out the scholarships and the deadlines for application.

Third party loans
Personal loans can be used to finance your studies, in addition to existing student finance options from Student Finance UK. If you choose this option, we strongly urge you to choose a reputable loan provider that is registered with the Financial Conduct Authority (FCA).

We work with two trusted lenders, Future Finance Loans and Lendwise, who are specialists in providing loans for educational purposes - and are authorised by the FCA.

Future Finance Loans enables students to borrow between £2,000 - £40,000 to cover tuition costs. Loans are offered to UK, EU and international students with a UK domiciled address.

All BPP University courses are eligible for a Lendwise student loan. UK resident students, of any nationality, can borrow towards tuition fees and living expenses for postgraduate or professional qualifications.

You can find out more about these lenders here.

Flexible payment plans
Spread the cost of your fees across a number of instalments through our flexible payment plans. Simply pay your deposit upfront then spread the remaining cost over a maximum of 16 instalments.

If you have questions about the funding options available for you, you can call our advisers on 03300 603100 or request a call back here.

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Discover what it's like to study for an apprenticeship in financial services. 

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Financial services apprenticeships can open many doors into the industry. You can learn practically whilst studying for qualifications such as CISI and CFA II and III. 

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For a time, careers in financial services were inaccessible unless you had a good degree from a top university. Fortunately, apprenticeships have opened many doors, and the financial services industry is no different.

The financial services sector is one of the economy’s most important and influential sectors. It contains things like banks, insurance companies, finance companies and investment houses.

The work that people in this industry do has a direct impact on our daily lives. Therefore, diversifying the workforce by opening up opportunities to everyone, not just those with a degree, is beneficial to everyone involved.

BPP offers a vast range of apprenticeships within the financial services sector, working alongside FTSE100 companies to produce high-quality courses. These apprenticeships enable students and businesses alike to shape the future of this fast-moving field.

We’ve produced this guide for employers and students to explain what apprenticeships are and why they are important. We have also consulted our students to hear what their experience of financial services apprenticeships are and what advice they may have.

What is a financial services apprenticeship?

Because the financial services sector is so diverse, this label can apply to many different roles. Generally, a financial services apprenticeship allows students to complete academic study alongside paid practical work.

Throughout the apprenticeship, you will have daily tasks and responsibilities as well as exams, and you will work toward achieving a final qualification (such as the CII Certificate).

Upon completing the apprenticeship, you will be qualified as a competent financial services professional.

What do financial services apprenticeships involve?

Again, because this is such a broad industry, your daily tasks you will depend on the area you work in and the company you study with. Additionally, apprenticeships in the financial sector operate at different levels, which will also determine the work you carry out.

Some of the tasks that you can expect to do are as follows:

Allocating cash and receipts

Updating spreadsheets

Speaking to customers

Using specialised software

Keeping track of business expenses

Selling products

This is by no means an exhaustive list, and there are plenty of other tasks that roles across the sector require.

Aside from your daily work tasks, you will have a set number of days per week to complete your studies. Studies can involve attending lectures – online or in-person – and tutorials, as well as independent study. Megan Wheeldon at JCB Finance Ltd described her experience: “It was agreed with my Line Manager at the start of the programme that I would have two half-days per week to complete my studies. This time was flexible, which became more important as we started to work from home following the Covid-19 outbreak. I was given new tasks and had to adjust to a new style of working, so the flexibility of study time allowed me to plan my work around priorities.”

In your working environment and your educational one, you will have a tutor or a mentor to support you. You will work toward qualifications as well as the final End Point Assessment, which concludes every apprenticeship.

Why are financial services apprenticeships beneficial?

The financial services industry is a notoriously tough nut to crack. Usually, you would need the right experience at the right companies, advanced mathematical skills and a stellar CV to even get an interview.

However, allowing practical learners and students from disadvantaged backgrounds to earn while learning opens doors to a previously inaccessible career path.

Julian Kitson from AIG spoke to us about why he decided to study an apprenticeship, saying, “My company has a good relationship with BPP, and so when the opportunity arose to enrol onto an apprenticeship with them, I knew it would benefit my personal and professional development. I had heard the successes that previous cohorts had in the past.”

For employers, it means sourcing fresh talent and training them into the perfect professionals. It allows companies to broaden their horizons to become more diverse and to have better representation within their ranks. Apprenticeships also allow employers to further train employees they believe to have potential.

Additionally, many employers are supported by the Apprenticeship Levy, meaning the government pays for the tuition. Otherwise, a company is liable for 5% of fees, and the government pays the rest. It’s a win-win situation.

Different types of financial services apprenticeships

As we’ve already mentioned, at BPP we have many apprenticeships in the financial services sector, at varying levels with different requirements. Here are just a few:

Financial Services Customer Adviser

This entry-level apprenticeship requires 2 GCSEs, including English and Maths, or the equivalent OR, alongside significant work experience to gain a place. Through this apprenticeship, you will work for a financial organisation, developing the skills you need to have a successful career in the industry.

Typical roles performed with this apprenticeship are branch cashier, banking assistant, and contact centre operator. Upon completion, you will have achieved the Financial Services Customer Adviser Level 2 Apprenticeship qualification.

Investment Operations Specialist

This Level 4 apprenticeship requires 3 A-Levels or Equivalent, with GCSE Maths and significant work experience to gain entry. As well as working toward the Level 4 apprenticeship, you will gain the Chartered Institute of Securities and Investment (CISI) Investment Operations Certificate.

Investment operations specialists work in the operational and administrative areas of businesses in the financial sector. With this qualification, you will be in an excellent position to pursue a rewarding career in financial services in several areas.

Senior Investment/Commercial Banking Professional

This is a 24-month long course with entry requirements set by each individual employer. To be eligible to apply, you must be in a role relevant to this high-level programme. There are many different qualifications to be gained, depending on the pathway chosen. These could include:

IMC + CFA, II and III

CFA II and III

Chartered Banker Diploma

Advanced Diploma in Banking and Leadership in a Digital Age

Upon completion, the apprentice will be qualified to enter a senior role aligned with the one they have studied with.

Financial services apprenticeships application process

Because there is a vast range of financial roles at different companies – with different cultures and workloads – the application process will vary.

Most companies tend to do a traditional application process involving a CV and cover letter, whereas others may ask you to complete assessment days. Or, it may not involve any of these things at all.

Financial services work experience

It is essential to gain some relevant work experience before you apply. Work experience is a requirement for many financial services apprenticeships, and is as important as GCSEs and A-Levels. So, contact companies to gain some experience, as it’ll aid your application.

How to get a financial services apprenticeship

Again, it’s difficult to provide strict guidelines because every company and apprenticeship is different.

However, some general advice can be given. When looking for an apprenticeship, do a lot of research. The more you know about a company and an apprenticeship, the more invested you will seem in your career. Moreover, it will show a level of dedication, and display how well you will fit into the company’s culture. Alongside this, it will give you a good feel for the different roles, and you can discover which one you think you will enjoy most.

Try to display your experience as best as you can. You may think a part-time job as a cashier isn’t relevant but look at it from a financial services lens; perhaps you had to do stock counts or manage your own till float. All experience is good experience, and you should draw on this as much as possible for a financial services apprenticeship.

Olivia Gikas, a Marsh employee currently completing her Level 3 Insurance Practitioner apprenticeship at Marsh, references her previous employment as follows: “During my time studying A-Levels, I worked part time as a Customer Service Advisor at a popular retailer. In this role I developed my basic work skills including communication and teamwork whilst maintaining knowledge of current promotions and hitting sales targets.”

It’s important to make the most of your experience and show why it is relevant to the apprenticeship you are applying for.

Alongside experience and academic qualifications, there are a number of skills that recruiters will look out for. They will check to see if you:

Communicate effectively

Are able to multi-task

Have good spelling and grammar

Are motivated and enthusiastic

Have a good eye for detail

Are adaptable and focused

Where can I complete a financial services apprenticeship?

There are a wide range of companies who partake in financial services apprenticeships in partnership with BPP, such as:

Natwest

KPMG

Marsh

TSB

JCB Finance

Santander

Virgin Money

AIG

Aviva

And many more! For more information on our financial services apprenticeships, take a look at our website.

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A Guide to Financial Services Apprenticeships 

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Discover what it's like to study for a law apprenticeship here. 

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Law apprenticeships are a direct route into the legal profession, offering the chance to combine academic study with hands-on work experience. 

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It’s a common misconception that you need to go to university to have a successful career in law. For many years, the traditional university method was the only entry into legal life, but there are more options nowadays.

Law – or legal – apprenticeships are a direct route into the profession. Law apprenticeships involve working practically at a firm whilst studying for recognised qualifications and allow students to earn whilst they learn.

Here at BPP, we offer a broad range of law apprenticeships, as well as partnering with some of the country’s best legal practices. We’ve composed this guide alongside some of our expert partners, including BCLP, DWF, Bevan Brittan and Burges Salmon, to help students and employers alike gather information on law apprenticeships and the benefits they can bring.

What is a law apprenticeship?

As we’ve already mentioned, these courses combine academic study with a practical element. BPP work alongside employers to find apprentices to study at their firms whilst gaining hands-on experience.

These are innovative programmes helping to train future talent, diversify the legal profession, and introduce new career routes.

Apprenticeships are funded either by the Apprenticeship Levy or split between your employer and the Government. This makes them a viable choice for people from disadvantaged backgrounds, as it provides a route into the legal profession with less of the attached student debt.

Aside from this, you can also earn a salary while you learn. So, you can support yourself whilst gaining a valuable entry point into the career of your dreams.

What do law apprenticeships involve?

The work that you will do in your law apprenticeship depends on multiple factors. It will primarily depend on the type of apprenticeship you study and the legal firm you choose.

Generally, apprentices spend the majority of their time working in a hands-on position within a law firm. There, they will develop skills, commercial awareness and legal knowledge in a wide variety of different areas. At DWF, apprentices rotate around various departments and teams every 12 months until the final two years of their course, whereas solicitor apprentices rotate every 6 months alongside trainee solicitors.

Daily tasks could include things like:

Attending court

Negotiating contracts and other documents

Conducting legal research

Drafting correspondence with clients

Attending meetings and interviews and taking minutes

In many law firms, you may also need to keep notes of your daily tasks. Even where this isn’t required, it’s a valuable practice to track your progress and the skills you have gained and used.

BCLP says, “The initial 6 months are a steep learning curve. The apprentices need to understand how to conduct themselves in a professional manner whilst learning key skills such as time and financial management. We constantly review our structured training programme, which is delivered in both technical and soft skills by our Learning and Development team and our Knowledge Development Lawyers.”

Alongside your working week, you’ll be afforded  time for your academic courses. This could involve in-person or online classes and workshops or independent study. In both environments, you will be supported by a mentor or tutor, to whom you can direct any questions or concerns. You will complete qualifications along the way, and work toward the End Point Assessment, which concludes every kind of apprenticeship.

Why are law apprenticeships beneficial?

Law apprenticeships are beneficial to students and employers alike.

For students, they provide a valuable entry point into the previously inaccessible legal profession, opening the door to any candidate with the ambition and drive required to have a successful career in law. Law apprenticeships also provide opportunities to those who feel the university route is not for them, or who would prefer to learn while they earn.

For employers, law apprenticeships offer the chance to snap up fresh talent and train them to be the perfect professionals. Helping someone gain their qualifications through practical experience allows you to impart the exact skills required to excel at your firm and further afield. Bevan Brittan states, “A key driver for Bevan Brittan was to attract candidates with different and diverse backgrounds, to be more inclusive when looking at our future generation of lawyers.”

Additionally, it often costs little to nothing, with the introduction of the Apprenticeship Levy.

Different types of law apprenticeships

There are two kinds of law apprenticeship at BPP:

Paralegal apprenticeships

Studying for a paralegal apprenticeship with BPP and one of our partners will allow you to combine practical experience with academia in to gain their qualifications. With BPP, you will work toward your Paralegal Level 3 Apprenticeship Certificate of Higher Education (Law and Legal Practice). This is typically a 2-year course and requires a minimum of three A-Levels (96 UCAS points) and five GCSEs at grade C (or 4) and above.

As a Paralegal, you will develop an understanding of legal matters, client requests and other demands. Following your qualification, you can remain working as a Paralegal. Paralegals are required in every industry to provide advice, and you could find yourself working anywhere, from media to government.

Solicitor apprenticeships

Solicitor apprenticeships are a viable route towards becoming a legal professional. BPP’s course will help you gain your Solicitor Level 7 Apprenticeship LLB (Hons) Law and Legal Practice, studying core topics like legal writing, case analysis and legal research. The entry requirements are a minimum of three A-Levels (128 UCAS points) and five GCSEs at grade C (or 4) and above.

This is a 6-year course, so it requires dedication and commitment. However, balancing study with practical work-life will prepare you for the high intensity of the legal profession, and give a realistic view of the work you will be expected to put in. It is a passport to a busy, satisfying, and lifelong career.

Burges Salmon says, “Apprentices start out as paralegal apprentices, but the business looks for people with the potential to go through the six-year solicitor apprenticeship programme, and the scheme is promoted externally in that way.” So, you may find you begin as a paralegal apprentice and end with your solicitor qualification.

Law apprenticeship application processes

The application process can vary from firm to firm, but they are often very similar to job applications. Some firms may require a CV and cover letter, whilst others pose firm-specific questions or tasks like aptitude tests.

The application process at Bevan Brittan, for example, is generally as follows:

“We follow similar recruitment processes to our trainee recruitment – an online application and verbal reasoning test followed by an assessment centre with group exercises and an interview with a partner and HR.”

How to get a law apprenticeship

Again, there isn’t really a straight answer on this one. Law, in general, is one of the most competitive professions there is, and legal apprenticeships aren’t any different.

The only cemented advice we can offer is to do your research - and do it well. Many different firms offer law apprenticeships, so try to find a firm that suits your ambitions and will allow you to excel.

Because an apprenticeship is designed to provide you with practical experience, this won’t be as important as your personality and the skills you demonstrate. Firms will be on the lookout for someone who fits in well with their company culture, so it’s important that you’re aware of what that is.

DWF looks for these qualities in their apprentices: “We look for those candidates with the potential and drive to progress from the paralegal to the solicitor apprenticeship, and those who are eager to learn. This means that as well as good academics, we look for candidates who are resilient, motivated, and proactive. They should also have good oral and written communication skills and attention to detail. We want to see candidates who we think will be a good fit with the values of the firm and who will fit in well with our people.”

You should also demonstrate the skills directly related to law through your existing experience. Skills that firms look out for are:

Strong interpersonal skills

Commercial awareness

Excellent communication, both written and verbal

Initiative and independence

Ability to work in and lead a team

Which law firms offer apprenticeships?

A vast range of law firms employ apprentices nowadays, as it’s a great way to diversify their workforce and seek out new talent that they can train from the ground up.

Again, do some research and reach out to firms you are interested in to see if they offer apprenticeships. For more information on the law apprenticeships we offer, visit our website.

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Mazars launches new Digital Skills programme for Professional Services 

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Mazars launches new Digital Skills programme for Professional Services 

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Mazars, the international audit, tax and advisory firm, today announces the launch of a comprehensive upskilling programme designed to equip its people with the knowledge and capabilities required to excel in a digital-led world.

The programme designed and delivered by BPP Education Group, a leading professional education provider, focuses on developing those in-demand skills across data analytics, artificial intelligence, cybersecurity and more.

With specific focus towards qualified accountants, the programme will help professionals identify and understand key developments in technology that affect the accounting profession. It will also help them appreciate the implications of Big Data and the role of key tools to understand crucial cybersecurity considerations and more. The course features eight taught sessions and will be delivered via BPP’s award winning Online Classroom Live, providing individuals with a seamless experience.

Mazars’ recently launched four-year strategy places committing to the future with purpose at the heart of the firm’s ambitions. Through investing in skills which will carry its team throughout their careers, and focusing upon digital transformation across both the firm and its people, this programme will have a direct impact upon the quality of advice and service which Mazars’ team can offer its clients.

Toby Stanbrook, Partner and Chief Operating Officer at Mazars, commented:

“We are committed to investing in our people to ensure they have excellent levels of digital capability. Digital technology is transforming our world and this programme will help ensure that we are at the forefront of providing relevant advice and support to our clients.”

Paul Rowlett, Dean of BPP School of Technology, said:

“We are delighted to be partnering with Mazars to launch this strategic initiative. BPP has decades of experience in providing training and education to the professional services sector, and already provide a wide range of training to Mazars. By combining this experience with the in-depth expertise of our School of Technology we will be able to support the crucial digital transformation agenda.”

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Mazars launches new Digital Skills programme

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Our Job Profile series explores what it's like to be an assistant accountant. 

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Learn everything you need to know about the assistant accountant role, including responsibilities and skills needed. 

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If you're considering a career in accountancy, the assistant accountant job description guide will help you learn about the role of assistant accountants. Read on for answers on questions you might have about assistant accountants, including:

What does an assistant accountant do?

What are an assistant accountant's duties and responsibilities?

Who do assistant accountants work with?

What qualifications do you need to become an assistant accountant?

What is the average assistant accountant salary?

This article will also cover the best way to access a career in accountancy.

Gain an accountancy qualification.

What does an assistant accountant do?

An assistant accountant, sometimes called an accounting clerk, supports a company's accounting department.

An assistant accountant's responsibilities are:

Maintaining financial records

Preparing reports

Raising invoices and credit notes

Purchase ledgers

Filling out purchase orders

An assistant accountant's duties can also include:

Supporting payroll, credit control, and debt chasing

Processing expenses

Managing petty cash

Filing

Many accounting assistants are given more responsibilities and duties as they develop their skills. As they become more experienced, they work closer with the employees they support, such as accountants.

Who does an accounting assistant work with?

Assistant accountants support a company's accounting department. Assistant accountants will report to a financial accountant, management accountant, or finance manager, and help with day-to-day tasks in different areas of the business.

Assistant accountant's duties play an important role in freeing up the time of the senior finance team to allow them to focus on complex issues. Many assistant accountants also have the opportunity to perform entry-level accounting.

Assistant accountant education and training requirements

To become an assistant accountant, you do not need a degree or equivalent qualification. The basic qualifications you will need for this job are at least five GCSEs at grades 9-4 (equivalent to A*-C).

Any further qualifications or experience, such as A-Levels or work experience, will help make your CV stand out. If you would like to gain a qualification before starting your career, having a degree in business, finance, or accounting will equip you with the skills you need for an accountancy career.

There are no specific assistant accountant education requirements because you will receive on-the-job training to learn your role. However, completing an accounting qualification will give you the skills directly relevant to an assistant accountant role and help fast track your career progression.

You could complete:

AAT Level 2

AAT Level 3

AAT Level 4

AAT Level 2 is perfect for school leavers looking to pursue a career in accountancy and finance. You can then progress onto the following levels. Alternatively, you could undertake an accountancy apprenticeship. This will allow you to work while studying for a qualification.

What skills do assistant accountants need?

Digital and data skills

Assistant accountants must be confident using computers to record and calculate data, and to perform research. Many financial teams use specialised accounting software, so you will need digital skills to learn to use these. You will also be regularly using Excel, to compile and present data.

Maths

A career in accountancy revolves around figures, so you will need to be good with mathematics to succeed. While you will often use software to help with complex calculations, accounting assistants need to be able to spot numerical errors and ensure accuracy. You will also need to be able to perform tasks including determining interest charges, balancing billing vouchers, and performing internal auditing.

Attention to detail

Part of an assistant accountant's responsibilities involves ensuring that there are no accounting errors, requiring keen attention to detail. To produce accurate financial reports, you will need to be skilled at avoiding and spotting any mistakes. Assistant accountants regularly update statements, record transactions, and check records for accuracy in figures, postings, and reports, so you will need to have a keen eye for detail.

Integrity

As part of any finance team, keeping records transparent and having integrity is important to avoid misusing company funds. To do so, you must use financial information property and ethically and keep information confidential where appropriate. You will also need to inform supervisors of any discrepancies in reports or transactions.

Assistant accountant salary

The average starting salary for an assistant accountant is £20,00. Once assistant accountants have gained some experience, this rises to an average salary of £29,000.

However, as it is an entry-level role, the salary and benefits offered will depend highly on where you are working. Salaries will depend on factors such as the size of the company, the location, and your experience.

Final thoughts

Assistant accountants have many important duties and responsibilities that make it an exciting role with lots of potential for development. When applying for assistant accountant jobs, you may notice that organisations require you to have at least one year of experience in a similar role.

By completing placements at companies that offer on-the-job training, you can develop the necessary skills and experience required to begin your career. You could also opt for either the AAT Level 2, or an accountancy apprenticeship. Both routes will help you access a career in accountancy while gaining important qualifications.

Find out more about BPP's accountancy programmes

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Discover what a chartered accountant is, their responsibilities, qualifications, salary, and career path.

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Discover what a chartered accountant is, their responsibilities, qualifications, salary, and career path.

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A chartered certified accountant is a highly qualified professional role that offers a varied and rewarding career. If you’re interested in becoming a chartered certified accountant, this job profile will tell you everything you need to know. We’ll guide you on the roles and responsibilities of a chartered certified accountant, what qualifications you’ll need, the salaries and benefits you can expect, and your career development path.

Find out how to become an accountant.

What is a chartered certified accountant?

A chartered certified accountant is a qualified accountant who has completed their training through the ACCA pathway. The term ‘chartered certified’ is legally protected and can be used only by a member of ACCA.

Not every chartered accountant needs to be certified, and an employer will specify if they require a chartered certified accountant. Employers may have a preference for different accounting qualifications, such as ACA or CGMA.

Read the accountancy qualification guide.

Responsibilities of a chartered certified accountant

As a chartered certified accountant, you will be highly qualified to perform a range of accounting tasks, including:

Financial forecasting

Investigating financial anomalies

Auditing

Qualifications for becoming a chartered certified accountant

To become a chartered certified accountant, you need to:

Complete the ACCA qualification

To begin the ACCA professional qualification, you will need three GCSEs, and two A-levels, or equivalent qualifications. If you have a degree, you may be exempt from some of the exams in the qualification route.

If you don’t meet these requirements, ACCA has a foundations entry route that will open up your path to becoming a chartered certified accountant.

ACCA’s professional qualification is made up of three levels. These are Applied Knowledge, Applied Skills, and Strategic Professional.

During the Strategic Professional level, you’ll also need to complete the Ethics and Professional Skills module.

See the full list of ACCA exams.

Earn three years of professional experience

You’ll need to have acquired three years of professional experience in a role related to accountancy. To qualify, a role must have you working mostly on tasks such as accounting, finance, audit and assurance, or areas such as forensic accounting, taxation, or insolvency.

Become an ACCA member

Having completed your qualification and professional experience, you’ll be invited to become an ACCA member.

This will allow you to use the letters ACCA after your name, designating you as a highly qualified chartered certified accountant.

Everything you need to know about the ACCA qualification route.

Skills required for becoming a chartered certified accountant

To become a chartered certified accountant you will need a range of skills.

These include:

Commitment

The ACCA qualification is challenging, and accountancy is a highly competitive field. You will need good commitment to complete your studies while earning professional experience.

Time management

You will often find yourself with a busy schedule. For both becoming a chartered certified accountant, and during your career, you will need effective methods of managing your time, and prioritising tasks.

Numeracy skills

While many tasks can be carried out by software, you will need to be able to check for errors, as well as correct them. A strong grasp of mathematics will be important in order to carry out your role.

For a full list of the skills you need as a chartered accountant, read the guide.

Salary and benefits for chartered certified accountants

Your starting salary will vary considerably depending on the location and size of the firm you work for, the sector and your qualifications. As a graduate, you could start on a salary of around £25,000 while you earn your qualification and complete your professional experience.

Once qualified, your salary can range from £26,000 to £45,000 for more senior accounting roles.

Chartered certified accountants with significant experience can earn over £100,000, with added benefits such as large bonuses. This could be the case if you find yourself as the director of a large company.

Starting salaries for the corporate sector are generally higher than the public sector, so salaries for chartered certified accountants working in banks and insurance companies will reflect this.

Some organisations can offer additional benefits, such as profit-sharing schemes, private health insurance, pensions, or car allowances and bonuses.

Career path for chartered certified accountants

As a chartered certified accountant, your opportunities for career development are limited only by the company you work for. You can progress to senior roles as your experience grows and your skills develop further, and with these roles comes greater responsibility.

You could become the manager of your financial team, or even move onto director level roles.

Looking to become a chartered certified accountant?

View ACCA courses

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Chartered certified accountant: roles and career path

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Find out what skills you need to become a management consultant here. 

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Learn everything you need to know about management consultant jobs, from what qualifications you need to how much you can earn. 

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Management consultants are on hand to assist organisations with different issues they may be facing. They prioritise performance and use their expertise to offer advice, working alongside companies to help them grow and improve their performance. If you are interested in a career in management consultancy, we have all the information you need including the necessary qualifications, skills and more.

What is a management consultant?

Management consultants help organisations to solve issues, create value, maximise growth and improve business performance. They do so by using their business expertise and skills to provide objective advice and to help an organisation develop any specialist skills they may be lacking.

They are concerned primarily with the structure, management, strategy and operations of a company and their role is to identify options they may have, as well as make recommendations for change.

Management consultants can find themselves in many lines of work, including human resources, marketing, information technology and supply chain management. You could work either as a freelance consultant or for a consultancy firm, which can offer end-to-end solutions to smaller or more niche firms.

Responsibilities

Management consultants carry out a wide variety of different tasks and their responsibilities will vary greatly depending on the kind of business they are advising, as well as the services required of them. However, responsibilities generally include:

Conducting analysis

Carrying out research and data collection

Running focus groups and facilitating workshops

Preparing business proposals and presentations

Identifying issues and forming hypotheses and solutions

Leading and managing those within the team

Liaising with the client to keep them informed of progress and to make relevant decisions

Management consultant qualifications

This is a career path open to graduates and those with apprenticeships. You do not need a specific degree or apprenticeship, but a degree/apprenticeship which is numerical or analytical is often desirable and will put you ahead in some firms.

Additionally, if you have a degree relevant to the industry you wish to work in, this can also be a help. Competition for graduate schemes and entry-level roles is fierce, and you will require a 2:1 in any degree you have.  You don’t need a postgraduate degree; however, it can be helpful to the work you will carry out if you choose a relevant discipline. Additionally, you could also undergo a management-related course to help you refine your skills.

If you wish to get into consultancy work after university, you could apply for positions at the beginning of your final year to establish experience. You can demonstrate full commitment to the profession by gaining membership of the Institute of Consulting – but this isn’t necessary.

Skills

To be a management consultant you will need to have a wealth of business knowledge, but also the following skills and more:

Teamwork

Your role will require you to work alongside management teams and other departments within an organisation. You will need to be able to work with a range of different people, all from different backgrounds and from across the business, to come up with solutions and plans for the organisation to develop.

Commercial awareness

To provide expert advice, you need to be consistently up to date with things that are happening in the industry, as well as what the organisation does and how to improve it.

Analytical skills

Oftentimes your work will revolve around analysis and how to use this analysis to improve the business, you need to be able to compartmentalise information from across the board and use this to come up with solutions.

Work well under pressure

This can be an intense role and it has its challenges; you need to be able to cope with the pressure and continue to work to the best of your ability, meeting deadlines and achieving any targets you decide to set.

Salary and benefits

For junior consultants, salaries can be in the region of £25,000 to £30,000 for larger firms. Smaller consultancies can offer lower levels of pay, but this does vary greatly depending on the location, type and size of the consultancy. With around 3-5 years’ experience, management consultants could earn up to £50,000 and at senior level with significant experience, you could earn up to £125,000 – especially where profit share and bonus schemes are available.

After considerable experience you could work on a consultancy basis, charging a considerable day rate or project fee. Other benefits may include car allowance, private health insurance, pension schemes, childcare vouchers, and on-site gyms.

Career path

Work experience

Work experience can work as much as qualifications, as well as part-time or voluntary work in a relevant role. Work experience for this role could include extracurricular activities like a club membership, team sports, or society involved with team building, business or finance.

Development

You will usually begin your management consultancy career in an analyst role, carrying out data collection and research. Once you’ve gained experience, you can move to a full consultancy role, and then onto senior or management roles. At this level, you will lead teams, and design and develop projects, It’s possible to take on project management roles, and you could specialise in a specific industry to become an expert in that area.

Find out more about our leadership and management programmes here.

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Explore what it's like to be a barrister's clerk in our job profile. 

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Learn everything you need to know a role in the legal sector as a barrister's clerk, from what qualifications you need to how much you can earn.

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Barristers' clerks are responsible for managing the practice and business activities of the barristers within a set of barristers' chambers. As a barristers' clerk, you'll provide crucial business and administrative support to your members or barristers. As such, your role is integral to the success of a set of chambers, both as an individual legal practice and as a business.

What is a barristers’ clerk?

Barristers’ clerks manage a legal practice’s diary, ensuring its smooth operation. Therefore, the role involves scheduling meetings, negotiating fees on behalf of your barristers, maintaining excellent client relationships, and much more. Bear in mind the term ‘clerk’ is historical and doesn’t accurately reflect the role’s responsibilities or intricacies. Being a successful barristers’ clerk is a profession in its own right and therefore should not be used as a stepping-stone to becoming a barrister – chambers will seek candidates who demonstrate a true passion for this demanding role.

Responsibilities

Typical responsibilities for barristers’ clerks can widely vary, but all clerks will be tasked with managing their practice’s diary, which involves:

Scheduling meetings

Arranging for court documents and files to be taken to and from the relevant court

Negotiating fees on behalf of your barristers

Recommending specific barristers for cases according to their practice areas and experience

Marketing and developing the business of members to optimise workflow

Maintaining excellent client relationships with solicitors and other professional clients

Keeping abreast of compliance matters and ensuring systems are up to date and accurate

Salary

Starting salaries for junior clerks in London are usually around the London Living Wage, rising to £27,000+ after a few years of experience. For senior clerks, salaries can vary widely and depend on the size and income of the chambers, as well as their specific area of law. As a rough guide, these salaries can be anywhere from around £90,000 upwards, with many of today’s senior clerks earning six-figure salaries. Salaries elsewhere in the country are generally lower. Some chambers offer senior clerks a bonus payment commensurate with the barristers’ salaries, but generally, salaries are ultimately determined by responsibility, ability, and experience, with barristers' clerks in leading chambers earning substantial salaries.

Qualifications

Although there are no set requirements to become a junior clerk, chambers will expect you to have GCSEs in maths and English at grade 4 or above (or equivalent). Chambers will likely also ask for further GCSEs at grade 4 or above (or equivalent). As many barristers’ clerks have higher qualifications like A-levels or a degree (some chambers prefer law-based degrees), it’s worth exploring these courses.

You might also be able to enter the profession by taking a higher apprenticeship in law and/or business administration. Having relevant work experience, skills and personal qualities is particularly important. Some chambers may recruit clerks with previous management or administrative experience. Because there are no strict learning paths to becoming a barristers’ clerk, you have several options to consider to improve your chances of beginning a career in law.

Paralegal Level 3 Apprenticeship

Predominantly catering to paralegals, the Paralegal Level 3 apprenticeship provides a choice between two areas of law to specialise in and start to build foundational legal knowledge – making it equally relevant for aspiring barristers’ clerks. You’ll also benefit from wider learning, including how to carry out legal research, act professionally and ethically in a legal setting, and work well with other legal professionals.

Law Conversion Course (PGDL)

If you already have an undergraduate degree but it’s in a non-law subject, the Law Conversion Course (or PGDL) is another route to a legal career worth considering. The PGDL is a replacement for the now defunct Graduate Diploma in Law (GDL) and it’s designed to provide students with a smooth transition into the legal sector. Here, you’ll develop your knowledge of legal matters, concepts, and principles, alongside delving into some of the most common specialisms, such as public law, contract law, and criminal law.

PGDL graduates can then progress onto completing an LPC or BTC course, to become a qualified solicitor or barrister, respectively. However, a PGDL doesn’t have to propel you on to further training and you can just as easily start applying for barristers’ clerk roles to build your experience instead.

Skills

To become a proficient barristers’ clerk, you'll need to have:

Legal knowledge

Pre-existing legal knowledge is an excellent advantage if you’re considering applying for a barristers’ clerk role. As you’ll be working in a team alongside other, more qualified legal professionals, knowing legal terminology and processes from the offset is invaluable.

Strong communication

Your responsibilities as a barristers’ clerk will involve significant amounts of both verbal and written communication with your team and clients. Clarity and thoroughness of communication are arguably more important in a legal profession than anywhere else, so strong all-round communication skills are imperative.

Teamwork

As a barristers’ clerk, your role will be almost entirely team focused. You will be working alongside paralegals, solicitors, or barristers, so strong teamwork abilities are a significant advantage.

Attention to detail

Both attention to detail and the capacity to maintain focus over long periods of time are essential skills for barristers’ clerks. They’ll help to make sure you’re accurate and thorough when carrying out duties like proofreading documents or inputting data.

Additional languages

While not essential, knowledge or proficiency in additional languages is a great benefit for aspiring clerks looking to work for high-street law firms in ethnically diverse areas.

Research abilities and critical thought

Barristers’ clerks are responsible for researching and dissecting critical case information, making research skills and critical thought imperative.

Career path

Work experience

Although there’s no specific work experience that’s required to become a barristers’ clerk, the competitiveness of the law sector means that anything you have will be valuable. If you’re applying for roles without a relevant law qualification, though, it’s even more important that you have experience. This can be gained through pro bono or volunteer work, and even community service experience working with youth groups or elderly citizens can be helpful.

Continuing professional development

Your training is mainly done on the job, learning by working with an experienced clerk. What is more, employing chambers will often provide practical training and may support further training through relevant organisations such as the IBC.

With experience, you will develop knowledge and expertise in the specific areas of law undertaken by your chambers, such as:

Civil

Commercial

Criminal

Employment

Family

Pensions

Property

As a barristers' clerk, it’s essential you keep up to date with current legal issues, as well as market changes and administration issues. An IBC membership will be extremely useful for networking and finding career opportunities.

Find out more about our law programmes here.

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We use our close relationships with our firms and chambers to build a deep understanding of what they want from their trainees, keeping an eye on any changing trends. 

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We use our close relationships with our firms and chambers to build a deep understanding of what they want from their trainees, keeping an eye on any changing trends. 

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We use our close relationships with our firms and chambers to build a deep understanding of what they want from their trainees, keeping an eye on any changing trends. The emergence of new skills in areas such as digitisation, automation and leading teams, means that knowledge of the law and legal skills are just a part of the requirements of a practising lawyer.

We have profiled some of the wider set of business and personal skills that you will need to thrive as a practising lawyer including:

Digital literacy

The ability to use digital tools and technology to drive efficiencies in the workplace.

You will use a range of digital tools to communicate, collaborate, prepare documents, and compile information for your clients. The rapid development of technology will enable you to be more efficient in how you work and add value for your clients.

Business acumen

The ability to appreciate the client’s business, commercial objectives and the sectors and business environments in which they operate, and an understanding of the law firm as a business.

Whether it is drafting or negotiating contracts or advising on the legal position as it applies to your client, you will need to understand the commercial objectives that your client is looking to achieve. Having an interest in and an understanding of the business context in which your clients operate will help you appreciate the challenges they encounter and allow you to build a stronger relationship with those clients.

Organisation and planning

To be able to organise your own workload and to plan and manage transactions and cases from start to finish.

As a lawyer you will be constantly juggling different tasks and having to manage a varied workload to meet court and client deadlines. You will need to organise your own time, diarise tasks and make decisions about how to prioritise. For more complex projects, you will need to plan and manage phases of work, liaising with others across different disciplines and jurisdictions to ensure that the necessary steps are completed on time.

Communication

The ability to convey ideas, advice, and information clearly and effectively through a variety of different media, adapting the tone and content according to the individual recipient and the purpose of your communication.

Excellent communication skills are crucial. You will need to be able to relay legal terminology in a concise manner and set out advice clearly. At times you will need to show sensitivity in communicating difficult messages, whether that be to clients or colleagues. When negotiating with a counterparty or advocating in court, you will need to present your arguments persuasively. However, this is more than about the words you use. You will need to listen acutely and adopt appropriate body language and tone depending on who you are speaking to, and the outcome you need to achieve.

Accuracy and attention to detail

The ability to keep focus, to spot key pieces of information and ensure that there are no errors in the documents that you draft.

Have you heard of the expression “the devil is in the detail”? This is absolutely true for lawyers. You will have to review and draft lengthy or complex sets of documents and missing a piece of crucial detail could impact the case that you are trying to build. A misplaced or incorrect word could change the entire meaning of a clause or contract, which could lead to problems for your client down the line.

Collaboration

Recognising and respecting the contribution of others with different skillsets and expertise, creating a positive team environment, and delegating where appropriate.

Lawyers deal with huge amounts of information, so will often pool their resources together and focus on different aspects of a case. Achieving your client’s objectives and solving complex issues is likely to involve a team of people with different areas of expertise, from different organisations and possibly even different parts of the world. You will need to show respect and empathy, taking on board different views and opinions.

Creativity

The capacity to be open to new ideas and ways of thinking, to think creatively in order to challenge the norm and find innovative ways of working and solving client problems.

Lawyers must be able to think creatively and flexibility to solve client problems and meet objectives whilst still complying with the law. Fast-paced developments in technology have made it even more important to creatively explore different ways of working. An innovative mindset allows you to challenge and question the norms and find better, more efficient ways of achieving objectives.

Resilience

Resilience is the capacity to recover quickly from challenges or difficulties, remain calm and positive under pressure, and be able to deal with and, most importantly, learn from setbacks.

Where you’re a barrister or a lawyer, things won’t always go your way. You may have worked for months or even years on a particular transaction or case – how will you react when something goes wrong? If the court judgement goes against your client, or the transaction fails through? How will you keep a positive mindset, learn from the experience, and use that in a positive way?

Emotional intelligence

To be able to recognise your own emotional reactions and how that can impact on those with whom you interact, self-awareness and the ability to empathise with others.

High levels of self-awareness and an ability to put yourself in the shoes of others will help boost your ability to persuade, influence and lead, all of which are attributes of a great lawyer. Emotional intelligence will help you build stronger relationships and instil trust with your clients and colleagues. It is an essential competency within a collaborative working environment.

Find out more about our law programmes and how they help prepare you for practice.

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The skills a future lawyer needs for practice

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Why You Should Take a Preparation Course for the SQE

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Why You Should Take a Preparation Course for the SQE

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The introduction of the Solicitors Qualifying Examination (SQE) means that you are no longer required by the Solicitors Regulation Authority (SRA) to have a law degree or law conversion course (such as a PGDL or GDL) - or follow a specific postgraduate solicitor training programme. The new route simply requires that you have a degree (in any subject), pass two stages of exams (SQE1 and SQE2), complete two years’ Qualifying Work Experience and pass the SRA’s character and suitability assessment.

This crucial change in legal training gives you the benefit of choosing the solicitor training that you feel will get you through the challenging SQE assessments while preparing you for success in practice.

Gain the knowledge, skills and experience you need to succeed

Preparing for the SQE will take serious commitment and dedication.

While the SQE offers new and different pathways to qualify as a solicitor, the knowledge, skills and experience necessary to perform well remain unchanged.

Each stage of the SQE involves answering 360 multiple choice questions that test your knowledge of fundamental legal principles and practice across core areas. In addition, there are 16 assessments that test those practice areas across a variety of skills. Each paper takes five hours and six minutes to complete.

Which is exactly why significant preparation and understanding are key to passing these challenging and rigorous assessments.

At BPP, we believe that aspiring solicitors need to choose training courses that develop their critical legal knowledge, competencies and skills to ensure success in the SQE assessments and in practice. Our approach to the SQE has been developed to meet the demands of the UK’s leading law firms, in consultation with our regulators and professional bodies. Meaning we know exactly what they’re looking for, and we know how to get you through the assessments and ready for a fulfilling and exciting career in practice.

Pass first time

By choosing the right SQE preparation course, you’ll be able to sit the assessments with the confidence, knowledge and skills you require to pass first time - and avoid costly re-sit fees.

The total cost of both SQE assessments is £3,980. If you fail you will need to pay in full each time to re-sit: you can have up to three attempts to pass each stage – meaning one initial sitting, and two re-sits can be taken.

Gain the skills legal firms demand

Our sector research has shown that simply passing the assessments won’t be enough for many legal recruiters. 77% of firms expect future trainees to have undertaken additional training and gained key legal skills and specialist knowledge before starting their qualifying work experience. Which is why we created our Essentials for Practice course, which focuses on building your legal knowledge in the specialist areas of law and practice that employers are looking for. It also develops those key skills that will enhance your employability and provides you with that all-important competitive edge.

Find out more about the skills aspiring solicitors need.

Choosing the right course for you

Whether you choose to study remotely or in-centre, full-time or part-time, our range of SQE courses provides you with the choice and flexibility to progress through your solicitor training on the SQE route in a way that suits you.

You can opt for a standalone course that progresses your legal training to the next stage or choose a more comprehensive package of courses which will give you better value.

Non-law graduates

Discover our SQE training package for non-law graduates.

Law graduates

Discover our SQE training package for law graduates.

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Passing the SQE: legal training course is crucial

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Apprentices can help provide firms with a strong talent pipeline, new ideas and new perspectives, explains Liz Ritter

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Apprentices can help provide firms with a strong talent pipeline, new ideas and new perspectives, explains Liz Ritter

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Liz Ritter

Head of Business Development, BPP University Law School

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Apprentices can help provide firms with a strong talent pipeline, new ideas and new perspectives, explains Liz Ritter.

Legal apprenticeships offer a unique point of entry into the profession, affording candidates the opportunity to earn as they learn and giving firms and other employers access to a large pool of legal talent.

From an apprentice’s point of view, the benefits are clear. In addition to having the cost of their education covered, they are also able learn from experienced professionals right from the word go. They get to know their firm, its clients, values, systems and processes inside out at the same time as completing an academically rigorous course.

It is no wonder firms report that by the time apprentices are in their final two years they are working at a level equivalent to a newly qualified solicitor who has chosen the traditional route. Because they are so immersed in the way their firm works, apprentices are able to develop a level of maturity that allows them to take on responsibilities at a far earlier point than might have been expected. Some even have their own case-loads and are contributing to their employer and developing their own skills at an exceptionally high level. That they are able to do so is down, largely, to the diverse experiences apprenticeships enable candidates to gain on the job.

Those experiences are, by definition, many and varied. Graduates who have chosen the traditional training contract route typically spend their time rotating around their law firm’s departments in four- or six-month bursts. As apprentices spend six years working with their employer before qualifying, their opportunities to learn are far greater. As well as the different practice areas, they have the scope to spend time in business support and technology and innovation teams, developing the crucial range of practical skills, knowledge and behaviours that future lawyer should possess. Being able to understand how a firm works in such a granular way is invaluable for the business leaders of tomorrow.

Owing to the unique way apprentices learn – with 80 per cent of their time spent learning on the job and 20 per cent in the classroom environment – they can take what they learn in the virtual classroom and apply it to the work they do. As with their peers who have chosen the traditional route, apprentices learn the black letter law, but they are given the opportunity to apply it beyond a purely academic setting. There are clear benefits to being able to contextualise what the textbooks say with a real-life client in mind.

That flow between on- and off-the-job learning cuts both ways, with candidates able to take what they have learned dealing with clients and drafting documents back into the classroom, too. Having the opportunity to apply academic learning in a workplace setting enables apprentices to transfer what they have learned into long- term memory in a way that is much harder for full-time undergraduates to do. Unsurprisingly, apprentices’ performance on university assessments to date has been excellent and there is every indication that when the first cohort of apprentices graduates next year it will do so with a strong set of results.

Law firms have long been able to pick and choose from a deep well of junior talent and cast them into the kind of lawyers they want them to be. The beauty of the apprenticeship scheme is that it allows other organisations – law centres, local authorities, in-house legal teams – to do that, too. Thanks to the apprenticeship levy, which is paid by organisations whose wage bill is more than £3m a year, employers that would not previously have had the resources to support junior lawyers through to qualification now have the opportunity to do so.

Perhaps the greatest benefit to participating employers, though, is that it opens up a career in law to people who may otherwise have been put off for financial reasons. Widening access benefits the entire profession because it creates an opportunity to attract a more diverse candidate base. Being able to bring on fresh talent from a variety of backgrounds can only be a good thing: embracing different perspectives and adapting working cultures is how the profession will maintain – and enhance – its vitality.

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The Business Case for Expanding Apprenticeships

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For decades, the Legal Practice Course (LPC) has been the route to become a qualified solicitor in England and Wales. 

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For decades, the Legal Practice Course (LPC) has been the route to become a qualified solicitor in England and Wales. 

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For decades, the Legal Practice Course (LPC) has been the route to become a qualified solicitor in England and Wales. Aspiring solicitors would need to have graduated with a qualifying law degree (LLB) or have completed a law conversion course, such as the Graduate Diploma in Law (GDL) or the Postgraduate Diploma in Law (PGDL), before undertaking the Legal Practice Course.

The introduction of the SQE means that you are no longer required by the Solicitors Regulation Authority (SRA) to have a law degree or law conversion course - or follow a specific postgraduate solicitor training programme. The new route simply requires that you have a degree (in any subject), pass two stages of exams (SQE1 and SQE2), complete two years’ Qualifying Work Experience and pass the SRA’s character and suitability assessment.

This crucial change has set a key challenge for training providers to consider how to design training programmes that will instil the relevant knowledge and skills that trainee solicitors will need to pass each stage of the SQE and prepare for a career in practice.

Emphasis on future skills

Our ongoing collaboration and extensive research with several of the UK’s leading law firms that we partner with highlights the gap between the knowledge and skills assessed as part of the SQE and the specialist knowledge and broader skills that employers seek from their new trainees.

This analysis of the future skills needed by solicitors has been vital for fine-tuning our SQE training courses that have been designed in close collaboration with leading law firms, regulators, and professional bodies. They reflect the high standards that employers want, with options to develop the specialist knowledge you’ll need for the area of practice you aspire to, and the wider professional skills you’ll need for your successful career, while giving you every chance of success in your assessments.

What you can expect from our courses:

Teaching built around real-world case studies to help build your legal knowledge and skills

Realistic cases, transactions, scenarios, and issues that mirror legal practice in a law firm through our innovative Virtual Practice Environment

Build an online portfolio of professional skills that demonstrate your ongoing development and establish a habit of reflection

Live collaborative workshops, led by expert tutors from practice

Gain depth of knowledge and understanding through lively discussions and smaller group work

Experience our AI-powered learning platform, BPP Adapt, which tracks and consolidates your learning progression to identify your strengths and areas for improvement

Your successful career is our focus

BPP’s focus has always been to prepare students for a successful and rewarding career. Our range of SQE courses and packages has been specifically designed to not only help you pass the challenging SQE assessments but to also build and develop the specialist legal knowledge and broader professional skills that employers seek beyond the basic SQE curriculum.

The kind of knowledge and skills that enhance your employability by providing you with the edge you need in a competitive employment market. The courses that will help you become the solicitor you want to be.

Find more about our range of SQE courses and packages here.

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The career-focussed SQE programmes are designed to give trainees a competitive edge in a buoyant recruitment market.

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The career-focussed SQE programmes are designed to give trainees a competitive edge in a buoyant recruitment market.

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With the Solicitors Qualifying Exam (SQE) coming into force at the start of this month, BPP University Law School has revealed details for its new courses.  The career-focussed programmes are designed to give trainees a competitive edge in a buoyant recruitment market.

The University – which prides itself on preparing around half of its graduates for a City law career – has carefully developed its courses following extensive collaboration with some of the UK’s leading law firms, as well as consultation with regulators and professional bodies. As part of a considered approach, BPP has also gained valuable insights from students who are amongst the first to prepare and sit the new assessments to refine the content and delivery of its SQE courses.

The full-time, part-time and online-only packages have each been built to reflect the high standards expected by leading law firms and their clients.  They draw on best practice to ensure students have every chance of success in their assessments and the opportunity to develop the crucial knowledge and wider professional skills needed to be a successful lawyer.  BPP’s first SQE courses will start in February

BPP will continue to offer its highly regarded PGDL (Law Conversion Course) to non-law graduates to ensure they have a deep understanding of the legal concepts forming a considerable part of the SQE curriculum and that are usually covered in an undergraduate law degree.

And while BPP will offer dedicated SQE1 and 2 prep courses, the University has also designed a specialist ‘Essentials for Practice’ course in collaboration with several prestigious law firms. This three-month programme will advance the skills required for the SQE2 assessment, alongside building knowledge across a range of specialist legal practice areas that match students’ career goals. It will also allow students to build crucial commercial and digital skills that are essential for future working environments.

All students will get access to BPP’s own, purpose-built, virtual practice environment which offers a series of online experiential learning tasks for each learner to contextualise and embed their knowledge for SQE and beyond.

The Virtual Practice Environment emulates real-world practice and helps keep students motivated and engaged as they identify with the typical tasks of a future trainee.  It has been designed to familiarise all learners with the interface they will typically use in practice, simulate realistic document handling and case management, and crucially provide them with the opportunity to consolidate and apply their new knowledge.

Additionally, BPP’s students will also be able to take advantage of new learning technology – BPP Adapt.   Alongside tutor- led workshops this new AI-powered learning platform, ensures students benefit from the optimum balance of expert teaching and feedback, collaborative peer learning, and reflective self-study. Regular testing integrated across the prep courses will help ensure maximum retention and recall.   And multiple-choice question assessment practice will also help make every student is ‘exam ready’.

Students – including distance learners – will also be able to undertake work experience at the law school’s Pro Bono Centre under the supervision of practising solicitors.

Prices for non-law graduate will start from £13,500. (excluding exam fees) For a law graduate, prices will start from £9,500 (excluding exam fees).   The University will be applying discounts when multiple courses are committed to.  Postgraduate funding of up to £11,570 will also be available when selected courses are bought together as part of a package.

Jo-Anne Pugh, newly appointed, Dean of BPP University Law School, said: “As well  ensuring our high-quality SQE programme give students the knowledge they need to pass both exams, we have also been working closely with our leading law firm partners to ensure we give our students the opportunity to grow and apply their professional skills.  We’ve always made it our business to understand the broader skills that firms want from their trainees,

“The overwhelming message from firms was they will be seeking applicants with specialist knowledge, skills, and behaviours that are well beyond the SQE curriculum.

“We think that our method of teaching, combining tutor contact time with innovative educational technology really is the optimum way to learn and retain the SQE syllabus.  We are confident these will be the very best courses to help students pass both stages of the assessment and qualify.”

The SQE replaces the Legal Practice Course (LPC). It was formally approved by the Legal Services Board in October 2020. Students currently studying for the LPC will be able to qualify as a solicitor or barrister either under the current regulatory requirements or under the new, subject to the SRA’s transitional rules on the SQE.  The first SQE1 assessments will take place in November this year. The first sitting of SQE2 will be take place in April 2022.

Commenting on her appointment to Dean of BPP University Law School, Jo-Anne added: “I’m excited to take on this role at such a significant time in legal education.  Having worked closely on the redesign of our SQE programmes, I am very confident that our approach will give our students every chance of success in their assessments.”

Prior to this appointment Jo-Anne spent four years as Director of Programme Design where, she played an integral role leading on the redesign of the Law Schools’ programme portfolio to meet the new regulatory frameworks of the SRA and BSB.

Find out more about our SQE programmes here.

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Find out all you need to know about the Solicitors Qualifying Examination (SQE).

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What is the SQE? How do you prepare for the SQE1 and the SQE2? Find all about what the Solicitors Qualifying Examination (SQE) is in this article from BPP.

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The Solicitors Qualifying Examination (SQE), is a new and accessible route for students to qualify as a solicitor.

Until 2021, if you were looking to pursue a career as a solicitor in the UK, the most common route towards qualification was studying the Legal Practice Course (LPC) and securing a two-year training contract at a legal firm or practice. Put simply, the LPC qualification demonstrated your academic knowledge, while the training contract would showcase your skills and ability to successfully practice law.

The LPC exams would be taken and assessed with law training providers, such as BPP, in the UK. With the Solicitors Regulation Authority’s (SRA) introduction of the SQE, there is now a centralised set of exams to ensure the knowledge that is being assessed is standardised across the profession.

How does the SQE work?

There are 4 main elements to the new SQE approach for candidates who want to qualify as a solicitor. These are:

A requirement for a degree in any subject, apprenticeship or equivalent work experience

Two stages of SQE assessments to test identification and application of legal skills, principles and knowledge

Undertaking two years of Qualifying Work Experience which can be done across four organisations

Meeting the SRA’s suitability requirements (no criminal record, dishonesty or credit/financial issues)

Assuming you meet the minimum entry criteria of a degree in any subject, apprenticeship qualification or equivalent experience, you can sit the first stage of the SQE, known as SQE1.

How is the SQE1 exam structured?

If you’re eligible, you can pay the assessment fee of £1,558 and sit the first stage of the SQE assessments which cover ‘Functioning Legal Knowledge’ (FLK). This involves two sets of 180 multiple choice questions, over two days, that “tests the identification and application of legal knowledge and principles”. These  questions cover English and Welsh law, where you will be expected to demonstrate and switch between different principles of law – or Functioning Legal Knowledge.

The SQE1 Functioning Legal Knowledge (FLK) assessments will test the following:

Business Law and Practice; Dispute Resolution; Contract; Tort; Legal System of England and Wales; Constitutional and Administrative Law and EU Law and Legal Services (FLK 1)

Property Practice; Wills and the Administration of Estates; Solicitors Accounts; Land Law; Trusts; Criminal Law and Practice (FLK 2)

(Source: sra.org.uk)

There will also be a focus on the principles of taxation in the context of Business Law, Property Law, and Wills and Administration of Estates.

Resit fees for the SQE1 are £1,558, with up to three attempts being allowed within a six-year period.

How to prepare for SQE1

While there isn’t a requirement to undertake a preparation course to get you ready for the SQE1 assessment, you may still want to consider how tough the first stage of the SQE exams will actually be. The SQE1 exams require a deep knowledge of law if you want to have any chance of passing and progression towards the next set of assessments. This is because you’ll need to answer 360 multiple-choice questions across a range of topics. The assessments, which last a total of 10 hours, will test both your academic and mental strength as you will only have around 1.7 minutes to read, analyse and answer each question.

On paper, having just over one minute to tackle a multiple-choice question may seem generous. But under exam conditions with a wide range of subject areas and 360 questions to answer, it’s actually a lot tougher than you might think.

So, depending on your existing legal knowledge, going into the SQE exams without any formal legal training could be considered a high-risk approach, especially as you can only resit the assessments a limited number of times and will need to pay in full for each resit.  Developing the relevant knowledge, on top of a degree level understanding of law, while practising online tests and getting expert support from law tutors is a good base from which to approach the new assessments.

It’s worth remembering, the knowledge you develop in preparing for the SQE1 iwill need to be recalled in the SQE2 assessment , so it’s worthwhile investing in the right training and preparation beforehand because it will help you in the long term.

Textbooks and learning materials are also commercially available to help you prepare.

How is the SQE2 exam structured?

In order to sit the SQE2 assessments you will need to have successfully completed SQE1. Similar to SQE1, there is no requirement to complete a preparation or training course to sit the final assessment. It costs £2,422 to sit  SQE2 which tests the application of legal knowledge and practical legal skills through 16 written and oral tasks, and 14 hours of assessments across a range of legal skills.

The assessments take place over six days in total, with the oral and written tests taking 2.5 and 3.5 days to complete respectively.

The legal skills assessments in SQE2 are:

Client interview and attendance note/legal analysis

Advocacy

Case and matter analysis

Legal research

Legal writing

Legal drafting

(Source: sra.org.uk)

The above skills will be assessed in the following practice areas:

Criminal Litigation (including advising clients at the police station)

Dispute Resolution

Property Practice

Wills and Intestacy, Probate Administration and Practice

Business organisations, rules and procedures (including money laundering and financial services)

(Source: sra.org.uk)

It’s worth remembering that the skills  assessed in SQE2 will use aspects of Functioning Legal Knowledge covered in SQE1.

Resit fees for the SQE2 are £2,422, with up to three attempts being allowed within a six-year period.

How to prepare for SQE2

The final stage of the SQE assesses your practical legal skills. In terms of formal preparation, there isn’t an obligation or requirement to study an SQE2 preparation course before the exams – this is entirely down to your choice.

However, the second stage of the SQE assessments will offer a difficult proposition to even the most ardent law students and professionals who have prepared in advance. Even with the grounding of the SQE1 qualification behind you, the challenging six-day assessment format presents a significant risk of failure without adequate training and guidance.

Having an opportunity to practice SQE2 style assessments, which also look at the application of law, would naturally give you a potentially better chance of succeeding in the assessments. There’s also a new dynamic with the oral tests, compared with the SQE1 exams, that students will have to consider preparing for.  That’s why we would also recommend students to consider a preparation course for the final stage of assessments.

SQE for non-law graduates - can I take the SQE without a law degree?

The SQE entry requirements specify a degree qualification or equivalent. That means you don’t need a law degree to take the exam. However, SQE1 still requires a level of legal knowledge that only law/ LPC graduates, or existing professionals with relevant work experience, would potentially feel comfortable with. So a graduate, with no existing legal skills or knowledge, would struggle to successfully pass the challenging SQE assessments.

That’s why BPP’s requirements and approach for non-law graduates includes a law conversion course to ensure a smooth transition into legal study.

In addition, as a non-law graduate, recruiters and firms actively look for legal talent from non-law backgrounds. This is because they can offer a more diverse set of skills and specialisms compared to existing law graduates.

What is Qualifying Work Experience?

Qualifying Work Experience, or QWE, is the work experience element of the SQE qualification. It offers future solicitors an opportunity to develop some of the ‘competences needed to practise as a solicitor’.

Students who previously studied the LPC would look to secure a two-year ‘training contract’ at a law firm or legal practice after their studies. Under the SQE approach, Qualifying Work Experience is similar to what the training contract element was in terms of demonstrating your ability to practise.

To qualify as a solicitor under the SQE route, students must complete two years of full-time QWE. This could include, but is not limited to, placements, paralegal or law clinic roles. Periods of work undertaken during QWE must be grounded in legal work to qualify, rather than placements that involve purely administrative or non-legal work.

Your Qualifying Work Experience must also be confirmed and signed off by one of the following professionals:

The Compliance Officer for Legal Practice (COLP)

A solicitor of England and Wales from the organisation where you have done your QWE

Another nominated solicitor of England and Wales who is from outside the organisation, but with direct knowledge of your work

You can combine experience from up to four organisations to count towards your two years of QWE.

How do I get Qualifying Work Experience?

Part of being a legal professional is building good relationships with partners, colleagues and clients. This is one of the attributes that can help you with your endeavours in finding a legal placement for QWE, but if you’re new to the legal profession it can be quite daunting to approach employers and organisations for a placement.

BPP has a dedicated Careers Service which offers advice for students who are looking to secure the QWE needed to qualify as a solicitor. This service also helps with guidance on law applications, CVs and employability for anyone who studies an SQE course with us.

Reviewing opportunities with current or prospective employers is a good place to start, with further information on our dedicated blog around QWE.

Can I take the SQE without a preparation course or training?

Yes you can. However, the likelihood of passing the SQE exams without the right knowledge and coaching will be slim. As the assessment fees are in excess of £1,500 and £2,400 for SQE1 and SQE2 respectively, you’ll want to make sure that you have every chance of passing to avoid additional resit costs.

For example, if you had to re-sit both stages of the SQE just once, it would cost a total of nearly £8,000 to sit both SQE exams twice. While the new SQE approach makes entry to the legal profession more accessible, there are major costs involved if you don’t prepare in the right way.

We highly recommend, for both law and non-law graduates, to invest in a preparation course from a recognised law training provider like BPP.

Our successful approach is trusted by the UK’s biggest legal firms and we are the preferred choice for over 150 organisations. These include chambers, local councils, in-house teams, and law firms from the Magic Circle to the high street, commercial giants to niche practices. So when the profession trusts us, you can too.

If you want to learn more about our SQE training options, speak to an expert adviser using the Live Chat function or get in touch.  We’d be happy to help.

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From February 2022, the AAT are introducing a bookkeeping and accounting qualification that features a new syllabus, known as Q2022. 

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From February 2022, the AAT are introducing a bookkeeping and accounting qualification that features a new syllabus, known as Q2022. 

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From February 2022, the AAT are introducing a bookkeeping and accounting qualification that features a new syllabus, known as Q2022.

What is AAT Q2022?

Industry bodies that develop qualifications will continuously look to ensure that the credentials and awards they offer are still relevant and meet the needs of their audiences.

This continuous review, which has laid the foundations for the new Q2022 qualifications, ensures that organisations and students benefit from a new bookkeeping and accounting qualification that is up-to-date and in line with employer and industry requirements.

The Q2022 will enhance the relevance and value of the AAT qualification which is widely used by entry-level and senior accountancy professionals.

When can I study the AAT Q2022 qualifications?

The first date you can register for the new AAT Q2022 qualification is the 1 February 2022. If you’re studying the AQ2016 qualification, there will be a transition period until 30 June 2023 to sit and complete the existing assessments. Both qualifications will run simultaneously until June 2023 when the AQ2016 will end.

The June 2023 deadline is for you to complete the AQ2016 Level you are studying. Once you complete the level you are on, your next level will be studied under Q2022, meaning there will no longer be a time restriction to complete your subsequent level(s).

The last date for registration on the AQ2016 qualifications will be 31 January 2022.

31 January 2022 – last date for registration under the existing AQ2016 qualification

1 February 2022 – first date for registration under Q2022

30 June 2023 – final date for sitting an AQ2016 assessment

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Main Changes / Syllabus Changes / FAQs

What are the differences between AQ2016 and Q2022?

Q2022 is being introduced to ensure future accounting professionals have the skills and technical knowledge to be well prepared for evolving and future business environments. It will also look to enhance future career options for prospective professionals in bookkeeping and accounting. In addition, there are four ‘themes’ which run throughout the qualification:  technology, communication, ethics, and sustainability.

The main differences are:

Removal of repeated syllabus content between levels

Fewer assessments per level

Removal of Level 2 Accounting Software, Level 3 and Level 4 Synoptic Assessments (for non-apprentices)

Introduction of new units, these being Level 2: The Business Environment and Level 3: Business Awareness

Some units have also been combined

Level 3: Advanced Bookkeeping and Financial Accounts Preparation have been combined into one unit called Financial Accounting: Preparing Financial Statements (FAPS)

Level 4: Budgeting and Decision & Control have been combined into Advanced Management Accounting (AMAC)

Additional changes

The End Point assessment (EPA) will now sit outside of the qualification for Levels 3 and 4, meaning the synoptic assessment at these levels only needs to be taken by apprentices.

Guided learning hours have been reduced for both Level 3 and 4, while the Level 2 and 3 Bookkeeping qualifications will also be graded as either Pass, Merit or Distinction.

New: AAT Level Subscription Fees for Q2022

Unlike AQ2016, annual membership fees will be removed for Q2022. This will be replaced with a one-off subscription fee that’s payable to AAT upon becoming a student member. This is valid for the full level being studied, rather than a fee that is paid on an annual basis. However, if you were to switch from studying AQ2016 to Q2022, you would still need to pay the full fee for that level, regardless of the number of units you had left to study.

What does the Q2022 syllabus change mean for apprentices?

As an apprentice, you should look to complete the level you're on with AQ2016. When you progress to the next level of the apprenticeship, after February 2022, you would continue your studies under Q2022 for the next level of the apprenticeship.

While it is possible to transfer from AQ2016 to Q2022 while midway through a level, we don't recommend it. This is because a maximum pass mark of 70% from AQ2016 is transferable to Q2022. However, should you still wish to pursue transition arrangements, please refer to AAT’s transfer rules.

Main syllabus changes in full

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Introduction to Bookkeeping (ITBK) and Principles of Bookkeeping Controls (POBC)

The content will not change significantly from the current material, but has been rewritten to enable a more relevant and varied assessment that will better equip learners for both the workplace and the financial accounting unit at Level 3.

Principles of Costing (PCTN)

The changes mostly focus on the introduction of budgeting and have been developed so that students are introduced to a fixed budget and associated variances at Level 2 and then a flexed budget with more complicated variance analysis at Level 3. A new Learning Outcome has been introduced to support students in familiarising themselves with formatting and mathematical formulae used to support cost calculations.

The Business Environment (BESY)

This is a new unit that has been introduced and is the only synoptic assessment at Level 2. Working effectively in finance continues to be assessed under this unit, but it also introduces business environments and ethics. The Business Environment unit contributes towards 70% of the synoptic asses

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Financial Accounting: Preparing Financial Statements (FAPS)

There will now be a single financial accounting unit at Level 3 that replaces the Advanced Bookkeeping and Final Accounts Preparation units from AQ2016. The unit content will be largely unchanged. However, the funding of investments in non-current assets will move to Management Accounting Techniques and the units of production method of depreciation will be removed from the syllabus, as will changes in partnerships. There will be a new learning outcome on calculating and interpreting basic profitability ratios.

Management Accounting Techniques (MATS)

This unit will no longer include the last-in-first-out (LIFO) method, process costing (although accounting for wastage will remain), just-in-time, long-term investment appraisal or limiting factor decision making. The high-low calculation for semi-variable costs will now be included.

Standard costing and budgeting will be made more explicit and will build on the fixed budgets introduced at Level 2 to include flexing for volume and an understanding of rolling budgets. Variances will be tested for changes in revenue as well as costs and will include a basic operating statement. Financing investments will be moved from the financial accounting under AQ2016 and a new Learning Outcome on cash management and liquidity ratios will be introduced. Spreadsheet skills, like those tested under SPSH under AQ2016, will be tested in this unit. Human marking will therefore be required for the exam.

Tax Processes for Businesses (TPFB)

Coverage of VAT will be largely unchanged from Indirect Tax, except that Making Tax Digital (MTD) will be specifically referenced, and there will be slightly more content on the special schemes that affect small businesses. There will be a new, knowledge-based learning outcome on payroll. The Q22 assessments in 2022 will be based on FA21.

Business Awareness (BUAW)

This is a new unit that has been introduced at Level 3 but most of the AQ2016 Ethics for Accountants content, including pared down coverage of money laundering, will continue to be assessed here.

The law content currently in AQ2016 Final Accounts Preparation relating to preparation of financial statements for different entities, including the content and effect of partnership agreement has been included alongside analysing the external environment using the PESTLE model, the micro-economic environment, importance of sustainability, the Impact of technology & data within an organisation and communication to relevant stakeholders.

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Level 4 Diploma in Professional Accounting

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Applied Management Accounting (AMAC)

This unit is a combination of the MABU and MDCL units under AQ2016 with the syllabus for the new management accounting unit being much the same as currently for MABU and MDCL. However, there are a few changes being introduced, including calculations for linear programming, investment appraisal being brought in from the Level 3 MMAC unit, and a small amount on data analysis and cognitive computing. Backward variance calculations will however be removed.

Drafting and Interpreting Financial Statements (DAIF)

The content remains much the same as FSLC under AQ2016.

Internal Accounting Systems and Controls (INAC)

The unit is largely unchanged but with big data being introduced and the impact of technology on accounting systems.

Optional Units

Business Tax (BNTA)

For the new Business Tax unit, IR35 and Research and Development have been removed and duplication with Personal Tax has been addressed as appropriate. Understanding the tax implications of business disposal has been introduced. The Q2022 assessments in 2022 will be based on FA21.

Personal Tax (PNTA)

The new Personal Tax unit will remain largely unchanged however learners will only be required to gain an understanding of inheritance tax (IHT), the requirement for IHT calculations has been removed. Some new reliefs have been introduced for CGT. The Q22 assessments in 2022 will be based on FA21

Audit and Assurance (AUDT)

Additional content will include corporate governance and the role of the audit committee.

Credit and Debt Management (CRDM)

The content will remain largely unchanged from AQ2016.

Cash and Financial Management (CSFT)

Cash and Financial Management will have less focus on treasury management. Instead, there will now be a greater focus on managing finance and liquidity.

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What are the AQ2016 and Q2022 transitional arrangements?

Details of the transitional arrangements are explained in the tables below:

AQ2016 | Transitional arrangements | Qualifications 2022

AAT Advanced Diploma in Accounting- Level 3
(Scotland Level: 6)

Level 3 Diploma in Accounting
(Scotland Level: TBC)

Unit / Assessment name | GLH | Assessment | | Unit / Assessment name | GLH | Assessment
No equivalent | No transfer | Business Awareness (BUAW) | 70 | Unit assessment

Advanced Bookkeeping* (AVBK)
+
Final Accounts Preparation* (FAPR)

90
+
90

Unit assessment
+
Unit assessment

Achievement directly transfers

Financial Accounting:  Preparing Financial Statements (FAPS)

150

Unit assessment

Management Accounting:  Costing* (MMAC)
+
Advanced Synoptic assessment

45

N/A

Unit assessment
+
Synoptic Assessment

Achievement directly transfers

Management Accounting Techniques (MATS)

120

Unit assessment

Indirect Tax (IDRX) | 60 | Unit assessment | Achievement directly transfers | Tax Processes for Businesses (TPFB) | 60 | Unit assessment
Ethics for Accountants* (ETFA) | 50 | No unit assessment | No transfer | Unit content included in 'Business Awareness'
Spreadsheets for Accounting* (SPSH) | 50 | No unit assessment | No transfer | Unit content included in 'Management Accounting Techniques'
Total | 390 | 5 assessments | | Total | 400 | 4 Assessments

*Unit assessed as part of the synoptic assessment

AQ2016 | Transitional arrangements | Qualifications 2022

AAT Professional Diploma in Accounting - Level 4 (Scotland Level: 8)

Level 4 Diploma in Professional Accounting (Scotland Level:  TBC)

Unit / Assessment name | GLH | Assessment | | Unit / Assessment name | GLH | Assessment

Management Accounting: Budgeting* (MABU)
+
Management Accounting: Decision Control* (MDCL

60
+
90

Unit assessment
+
Unit assessment

Achievement directly transfers

Applied Management Accounting (AMAC)

120

Unit assessment

Financial Statements of Limited Companies* (FSLC) | 90 | Unit assessment | Achievement directly transfers | Drafting and Interpreting Financial Statements (DAIF) | 90 | Unit assessment
Professional Synoptic (PDSY) Assessment (Plus Accounting Systems and Controls) | 60 | Synoptic Assessment | Achievement directly transfers | Internal Accounting Systems and Controls (INAC) | 60 | Unit assessment
Optional units - two must be completed | Optional units - two must be completed
Business Tax (BSTX) | 60 | Unit assessment | Achievement directly transfers | Business Tax (BNTA) | 60 | Unit assessment
Personal Tax (PLTX) | 60 | Unit assessment | Achievement directly transfers | Personal Tax (PNTA) | 60 | Unit assessment
External Auditing (ETAU) | 60 | Unit assessment | Achievement directly transfers | Audit and Assurance (AUDT) | 60 | Unit assessment
Cash and Treasury Management (CTRM) | 60 | Unit assessment | Achievement directly transfers | Cash and Financial Management (CSFT) | 60 | Unit assessment
Credit Management (CDMT) | 60 | Unit assessment | Achievement directly transfers | Credit and Debt Management (CRDM) | 60 | Unit assessment
Total | 420 | 6 assessments | | Total | 390 | 5 assessments

*Unit assessed as part of the synoptic assessment.

AQ2016 | Transitional arrangements | Qualifications 2022

AAT Professional Diploma in Accounting - Level 4 (Scotland Level: 8)

Level 4 Diploma in Professional Accounting (Scotland Level:  TBC)

Unit / Assessment name | GLH | Assessment | | Unit / Assessment name | GLH | Assessment

Management Accounting: Budgeting* (MABU)
+
Management Accounting: Decision Control* (MDCL

60
+
90

Unit assessment
+
Unit assessment

Achievement directly transfers

Applied Management Accounting (AMAC)

120

Unit assessment

Financial Statements of Limited Companies* (FSLC) | 90 | Unit assessment | Achievement directly transfers | Drafting and Interpreting Financial Statements (DAIF) | 90 | Unit assessment
Professional Synoptic (PDSY) Assessment (Plus Accounting Systems and Controls) | 60 | Synoptic Assessment | Achievement directly transfers | Internal Accounting Systems and Controls (INAC) | 60 | Unit assessment
Optional units - two must be completed | Optional units - two must be completed
Business Tax (BSTX) | 60 | Unit assessment | Achievement directly transfers | Business Tax (BNTA) | 60 | Unit assessment
Personal Tax (PLTX) | 60 | Unit assessment | Achievement directly transfers | Personal Tax (PNTA) | 60 | Unit assessment
External Auditing (ETAU) | 60 | Unit assessment | Achievement directly transfers | Audit and Assurance (AUDT) | 60 | Unit assessment
Cash and Treasury Management (CTRM) | 60 | Unit assessment | Achievement directly transfers | Cash and Financial Management (CSFT) | 60 | Unit assessment
Credit Management (CDMT) | 60 | Unit assessment | Achievement directly transfers | Credit and Debt Management (CRDM) | 60 | Unit assessment
Total | 420 | 6 assessments | | Total | 390 | 5 assessments

*Unit assessed as part of the synoptic assessment.

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See our range of

AAT courses

or contact us on 03300 603 100 to find out more.

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A first of its kind initiative within the world of higher education.

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Nine in ten students receive no advice from their university about how to make the financial transition from life as a student to the world of work, says a new survey.

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-  A first of its kind initiative within the world of higher education -

Nine in ten students receive no advice from their university about how to make the financial transition from life as a student to the world of work, says a new survey.

And with post-Covid recruitment drives and a summer ‘pay war’ bumping up graduate salaries, one university will start teaching money management skills this term so that its graduating law students avoid excessive risk and are better able to cope with any newfound wealth.

With findings* showing that 75% of soon-to-be lawyers expect to be in a higher earning bracket than either of their parents, BPP University Law School – which prides itself on preparing around half of its graduates for a City law career – has called in the country’s top financial planner to help.

Paul Welsh – the UK’s Certified Financial Planner Professional of the Year – who has designed and will run the course says that “people often come out of education with very little idea of the importance of money management. Budgeting, debt and savings can be quite dull subjects and it’s easy to make mistakes.  Our emotions and ‘rules of thumb’ often affect our financial decision-making.  People think that they make rational decisions but, without advice, they tend to behave more like Homer Simpson than Mr Spock.”

Starting salaries at some City law firms have reached almost £150,000 and experts fear that ‘personal finance literacy’ among 20-something graduates hasn’t kept pace with the growth in earnings or the proliferation of often dubious ‘get-rich-schemes’ designed to attract the novice investor.

The BPP course has been created following research [from F&C Investment Trust] which suggested that one in six British 18-23 year olds invested for the first time in the 12 months to May 2021.  More than half of these Gen Z investors directly followed investment advice from social media.

Mr Welsh says investment misinformation has grown exponentially in recent years and professionals are not immune to getting trapped.

“There is a lot of dangerous advice and get-rich-quick films across social media. TikTok, for example, is full of films of people in glamorous locations saying they can teach you to trade currencies or build a commercial property portfolio, so you only need to work a few hours a day.  The films make you think ‘that’s the lifestyle I want’, so you listen to the advice. Many of the people watching don’t understand that there is always an element of risk when it comes to investment.”

“Often there is an unawareness of the irrationality in our financial thinking, and we are all susceptible. Graduates and professionals can be more susceptible to that fallacy because, they think, they are more educated and rational,” he added.

In addition to warning students about unaccountable social media influencers and explaining the importance of investments, wills, tax, and pensions, the university will also offer modules on ‘how to acquire good financial habits from your first day in the office’ and ‘how to manage your budget in your first year of work’. Chris White, a former corporate solicitor who founded Aspiring Solicitors – an organisation focused on increasing diversity in the legal profession – will also offer a programme for students to help them avoid some of the investment missteps he took during his time as a “working class” boy enjoying the benefits of a City law firm salary.

The BPP initiative – the first of its kind within the world of higher education – is being introduced after research from the University showed that 93% of its students had not been given any advice while studying elsewhere as an undergraduate about how to make the financial transition from life as a student to the world of work.  Only half (50%) said that they felt confident when it comes to managing money.  And three in five (59%) said that worries about money had impacted their mental wellbeing.

A report published in March this year by the Financial Conduct Authority warned that a growing number of young investors were taking big financial risks when investing in high-risk products including cryptocurrencies and foreign exchange trading.  The regulator warned young women from an ethnic minority background were often particularly at risk.

Jonny Hurst, Head of Outreach & Student Recruitment at BPP University said that “it’s understandable that many young people aren’t that interested in personal finance until they start to receive a significant paycheque.  But they really do need sound financial education before then.  There are so many ‘get rich quick’ schemes out there and you need to know, or work with an expert to help you know, the difference between the real opportunities and the scams.

“Our research showed us that less than half (47%) of students say that, after securing their first legal job, they would be willing to pay for financial advice on matters such as repaying loans, saving and options for retirement. Our programme is designed to explain why sound money management is so important, even at the start of a career, and to highlight areas which are frequently overlooked or misunderstood by the junior lawyer community when dealing with their personal finances,” added Mr Hurst.

The research from BPP also highlighted that one in five (22%) prospective lawyers said they would feel embarrassed talking to friends and family about their financial circumstances and two thirds (65%) feel a tension between living in the moment and trying to exercise some level of financial self-control.  Two in five (39%) said they feel pressured to keep up with the spending habits of their friends.

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University to teach money management skills for high-earning 20-somethings

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How we created a Data Fundamentals short course for TSB.

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How we created a Data Fundamentals short course for TSB.

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The Challenge

TSB were looking for a benchmark understanding of data literacy across the organisation, empowering colleagues to develop a data-led mindset underpinned by a clear framework. Their focus was on those who were not specialists in the field of data, but whose roles required them to analyse and share data with strong recommendations for stakeholders. This upskill would be delivered through a Data Fundamentals training course – a large-scale programme needed for more than 250 employees.

BPP’s short course division were already developing data courses based on the increasing need for data professionals across a multitude of sectors. Having already partnered with TSB for more than a decade, and with a team of data experts in our School of Technology, we knew we could collaborate quickly to co-create a data programme that would be tailored to meet the needs of TSB.

The Solution

The Data Fundamentals short course was designed and delivered through the BPP Hub – the most efficient and effective way of upskilling TSB’s employees’ knowledge of data. The course provided learners with a set of practical, actionable skills while changing their mindset and self-perception of the use of the data – leading them to be better equipped to manage their own development and more confident in tackling tech-related issues.

Throughout the course we reviewed each session with TSB, reflecting on feedback and adapting our methods along the way. Because of this, we were able to create a bespoke learning environment which aligned the sessions to TSB’s vision and values, using real TSB case studies to bring the learning to life.

The Success

By the end of the course, learners demonstrated a fuller understanding of data principles and could articulate the concept of data literacy and its relevance to their individual roles. Feedback showed that participants saw an uplift in knowledge and confidence in working with data, were tackling tasks differently, and were able to carry out routine tasks more efficiently. They found ways of using their new skills to make business improvements and were inspired to be more innovative with data.

Many participants expressed a desire to expand their learning further by showing an interest in additional data courses such as Data Visualisation, Data for Decision-Making, or a Data apprenticeship.

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“BPP reacted quickly to our request, paying particular attention to the strategic drivers and ROI metrics we’d built. Effective collaboration on a skills diagnostic to create content that matched our skills gap and flexing to meet our tone meant that TSB Partners would feel less anxious about technical skills training, all taught with a narrative of the end user.”

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Richard Hurlock Norton, Organisational Effectiveness Manager, TSB Bank Plc

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Download our free Skills Revolution Report today to find out how you can futureproof your staff for the skill requirements of tomorrow.

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Discover the top 5 future skills your organisation needs. 

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Discover the top 5 future skills your organisation needs. 

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Digital transformation is profoundly changing the nature of work, with forward-thinking leaders recognising that we’re living amid what is referred to as: ‘The Great Acceleration’.

HR professionals had already been planning for the future of work for some time, however the Covid-19 pandemic has greatly accelerated the growing skills gap and the need to upskill employees across all sectors.

The World Economic Forum’s 2020 Future of Jobs Survey has estimated that by 2025, 85 million jobs will be displaced by shifting the division of labour between humans, machines, and algorithms. Millions of new roles will also emerge as a result of technological advancements in the workplace.

Download our Skills Revolution Report or APAC Skills Revolution Report for APAC regional insights.

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What are the most crucial future skills?

BPP recently surveyed 1,500 professionals and asked them to identify the skills they think people in their profession need in order to develop over the next five years. We found that in industries like law, professional services and accountancy, automation is changing the nature of traditional tasks. Alongside this, there is an increased demand to understand not only how to use these tools, but how to manage the outputs and disseminate across key business stakeholders.

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Data

Data is a fundamental asset to any organisation – with employees in every role and function being exposed to greater volumes of data; however, many are unable to capitalise on the data within their business due to a shortage of specialists with the fundamental data skillset.

To get the most out of data, it needs to be understood holistically. What information/data is being collected? How can it be used to develop and grow a business? What are the challenges?

Key data skills include:

Data extraction (the process of collecting or retrieving data out of sources for either processing or data storage)

Trend identification (collecting information data and looking for key patterns)

Data visualisation (the visual display of data in the form of charts, diagrams and others)

Data security (the protection of digital data)

Data analytics (inspecting and interpreting data to discover useful information to support growth and decision making within a business).

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Digital

Digital skills involve understanding everyday applications, software and systems in order to work efficiently and share information effectively in a digital world.

The UK government has outlined 5 essential digital skills ‘for life and work’: communicating, handling information and content, transacting, problem solving, and being safe online.

Tech

There are many different types of technical skills but more and more rely on tech knowledge. Organisations look for individuals who are skilled in the areas of: programming, operating systems, software, and project management.

Communication

The ability to communicate effectively cannot be replicated by machines or algorithms. Effective communication is crucial within any role – knowing how to listen, show respect, offer and take feedback, and communicate ideas clearly and confidently.

Forbes recently cited empathy as the most important leadership skill, particularly in the post-pandemic era when many employees are experiencing burnout, stress, and the challenge of adapting to a new working environment. The ability to empathise with employees and colleagues creates a positive environment and experiences for teams and can “drive significant business results”.

Leadership and coaching

There are many different approaches to leadership. A strong and effective leader will have a variety of skills including communication, project management, problem-solving, delegation, empathy, conflict management, decisiveness, and motivation.

Many organisations invest in leadership and coaching training in order to fast track future leaders, however, as new technology changes the way in which teams function, these skills are hugely beneficial to individuals across a multitude of roles and levels as it opens up new ways of interacting and coordinating on a day-to-day basis.

Download our Skills Revolution Report or APAC Skills Revolution Report for APAC regional insights.

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Building skills and empowering talent

As we identify the need to build both soft and technical skills, it is clear that these are entwined and must therefore be reviewed as part of leadership’s overall business strategy.

For HR leaders, understanding a capability strategy should not be limited to leadership and development functions, as it fulfils the need of the HR lifecycle. Identifying skill requirements can fill gaps through ‘recruitment’, ‘performance’, and ‘talent management’, while also providing a competitive edge for buying and building capabilities for employers in the future.

It is important that HR professionals begin to instate formal processes in order to revisit and address skills gaps to ensure these gaps are plugged and the business is able to adapt and grow in the ever-changing global workplace.

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Our latest insights

Download our Skills Revolution Report

Download Report

Download our APAC Skills Revolution Report

Download Report

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Skills of the future: what are the top trends?

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BPP Education Group announces the acquisition of Estio Training to support its growth in the delivery of Digital and Technology programmes

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BPP Education Group announces the acquisition of Estio Training to support its growth in the delivery of Digital and Technology programmes

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Estio Training, a specialist apprenticeship training provider of IT and Digital apprenticeship programmes.

Estio Training were established in 2014 and have become a leading provider of IT and Digital apprenticeships. Estio provides flexible, tailored training that puts apprentices and employers at the centre. Their high-quality apprenticeship programmes are built around the real-world use of modern technology so that the skills created can be directly applied to the digital needs of today’s businesses.

BPP believes that this partnership will provide valuable growth opportunities for both entities and will create both revenue and operational synergies to support the delivery of management’s growth strategy.

BPP’s support and commitment will allow Estio to further invest in improving quality, customer experience and satisfaction, bring in cutting edge data science and digital capabilities and continue on its growth trajectory, expanding its offering to serve the growing demands of learners and companies for specialist skills and training.

Following this transaction, Estio will continue to run as a standalone company under the existing management team and remain headquartered in Leeds.  BPP will work with Estio to share best practice and extend the opportunities available to Estio as a member of the BPP Education Group.

The acquisition of Estio will help to facilitate BPP’s focus on delivering a broader portfolio of programmes to provide more learners and clients with access to a leading portfolio of professional courses, apprenticeships and vocational university degrees. This links to BPP’s future growth strategy, with backing from their sponsor TDR Capital, looks to expand its portfolio and geographical reach with the strategic acquisition of relevant education businesses.

Graham Gaddes, BPP CEO, commented, “The acquisition of Estio Training is an exciting addition and a great strategic fit to the BPP Education Group, as we look to expand our offering in IT and digital technology programmes. By collaborating with Estio, a market leader in IT and Digital apprenticeship programmes, we look to offer our learners and clients a broader range of innovative technology programmes to help them bridge the digital skills gap that many organisations now report”.

Lee Meadows, Estio CEO, said, "Joining with the BPP Education Group is an exciting new chapter for Estio Training, and I’m delighted to bring together our shared beliefs, values and passion for learning. Our new joint venture means together we will be able to offer digital and IT apprenticeships from level 3 up to higher degree level 7. With BPP’s experience as a global education leader and our specialist expertise, I am confident we can create the highest quality learning experience for our learners, and drive future workforce capability for today’s employers"

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BPP announces acquisition of Estio Training 

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BPP University Pro Bono Centre is launching a new Welfare Rights Legal Advice Clinic in London and Leeds.

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BPP University Pro Bono Centre is launching a new Welfare Rights Legal Advice Clinic in London and Leeds.

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There has been a surge in demand for welfare rights advice since the pandemic that started in March 2020. The lack of Legal Aid means that access to social security law largely within the realms of charity work, while demand has inevitably increased as resources for such legal services have decreased.

In response to this growing need, BPP University Pro Bono Centre, is launching a new Welfare Rights Legal Advice Clinic in London and Leeds.  Under the supervision of a qualified solicitor,  Pamela Lalbachan, BPP law students will reach out to our most vulnerable and provide free legal advice. The service will offer advice in a range of areas from applying for welfare benefits, via benefit sanctions, to making appeals to Tribunals.

This new Welfare Rights Legal Advice Clinic builds upon the success of BPP’s other pro bono legal advice clinics, in which almost 400 students were involved in providing free advice to 473 clients in 2020/21.  BPP has a 94% client satisfaction rate for its legal advice clinics.

The new Clinic is part of the LawWorks network of pro bono clinics.

Since 2015 BPP’s Legal Advice Clinics have held the Advice Quality Standard (AQS), the only sector-owned, independently audited quality standard which is awarded to services delivering social welfare legal advice. Of the 700 advice centres that hold the AQS, just three are law school clinics.  In June 2021, we passed the latest AQS audit with flying colours.  We are not required to put ourselves through the audit process; we do so because we know that our policies, processes and service level can stand the scrutiny of auditors and exceed all levels of expectation in terms of what we deliver.

Pamela Lalbachan was previously a welfare rights solicitor at South West London Law Centres.  She made a career change into the legal profession after working in the media and the arts and was a Justice First Fellow.

Pamela said:

“While free legal advice can already be found in much needed organisations like Citizens Advice Bureaus and Law Centres, the Welfare Rights Legal Advice Clinic hopes to offer support to existing services by drawing on its solicitors’ and barristers’ expertise to supervise BPP law students who give their time and skills to supporting the community. Students are very keen to assist in community work that can make a difference while at the same gaining valuable practical experience in the profession they have chosen for their future careers.”

Tony Martin, Head of Clinics at BPP, said:

“We are very proud to be able to expand our clinics to meet the need of some of the most vulnerable in society.  At BPP we believe that pro bono work is a vital part of the working lives of many solicitors and barristers, and we aim to install a pro bono ethic in our students: the lawyers of tomorrow.  Pro bono work is vital to help people who cannot afford to pay for legal advice to get access.”

Find out more about our law programmes here.

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BPP launches Welfare Rights Legal Advice Clinic 

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What are data and analytic skills and why are they crucial today?

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What are data and analytic skills and why are they crucial today?

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The global demand for data analysts and data science roles is rapidly increasing, with the number of applications for data science in accountancy, law and actuarial science multiplying every year.

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Data and analytics will be integral to almost every role across every sector.

The Royal Society’s report ‘Dynamics of data science skills’ found that between 2013 and 2018:

The demand for data scientists increased by 1827%

The demand for data engineers increased by 452%

The demand for data analysts increased by 43%

This type of demand cannot be met through Higher Education alone. The analysis of Higher Education Statistics Agency data prepared for the UK Government’s Data Skills Taskforce estimated that the ‘potential supply of data scientists from UK universities is unlikely to be more than 10,000 per year’* - meaning that HR leaders and L&D specialists will need to look at upskilling their current talent in order to plug the data skills gaps within their organisation.

Download our Skills Revolution Report or APAC Skills Revolution Report for APAC regional insights.

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Let’s explore these three roles and how they can add value to organisations:

Data scientist

A data scientist is able to take data in its raw form and break it down into useful insights that can help organisations to drive their business forward.

Data engineer

A data engineer will support in building or maintain systems and algorithms that will manage and explore data, while looking for key trends that will have a significant business impact.

Data analyst

Data analysts are responsible for interpreting data and providing insights through clear visual, written, and verbal communication.

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What does ‘analytics’ mean?

Analytics is the process of using data to do one of four tasks:

Descriptive analytics: using data to describe a situation

Diagnostic analytics: using data to make inferences and draw conclusions as to why something has happened

Predictive analytics: using the data we already have to predict what is likely to happen in the future

Prescriptive analytics: using the data we already have, and the predictions that have been made, to prescribe what should be done in order to achieve a specific outcome in the future.

What type of specialist roles and skills are organisation’s recruiting?

According to research by the UK Government, 48% of businesses that were surveyed were recruiting for roles that required data skills, the most common of which was data analyst.

BPP and professional services firm Grant Thornton came together to find out which skills organisations needed in order to get the most out of their data, and identified three key areas:

1) Technical (hard) data skills
2) Generalist (softer) skills relating to good work practice in the context of data
3) Data literacy and confidence in using data

Download our Skills Revolution Report or APAC Skills Revolution Report for APAC regional insights.

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Technical skills

Many organisations are unable to capitalise on the data within their business due to a shortage of specialists with technical data skills, such as data science, scripting languages, big data, SQL databases and machine learning.

Developing your data specialists ensures that you have teams with the technical knowledge and skillsets to work with complex data architectures, including programming for data analytics, big data architectures and big data analytics, in addition to AI, machine learning and robotic process automation.

Generalist skills

Data does not sit in isolation, and neither should the data scientists who use it. Those working with data need to understand how these skills are applied at a more strategic level, understanding the types of decisions and problems that data can help solve. They will need a strong commercial mindset and collaboration skills to gather meaningful data and be able to transform this into insight that drives change.

There is a great desire for data ‘storytellers’ – those with the critical thinking and communication skills to present findings through stories. They can then link these insights to the real world, in a way that resonates with senior stakeholders, informing business decisions and adding tangible value to an organisation.

Data literacy and data confidence

We’re not just lacking in data scientists, but also in ‘data citizens’ – people in a non-digital profession who have sufficient levels of confidence in how to use data in their everyday role. What is needed is an uplift across organisations to build fundamental data skills and overall confidence in using technology to benefit individual roles.

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Our latest insights

Download our Skills Revolution Report today to find out how you can futureproof your staff for the skill requirements of tomorrow.

Download Report

For our Asia Pacific readers, you can read more about the HR trends in the region in our APAC Skills Revolution Report here.

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Data and analytics: the most in-demand skills

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The Bronze win celebrated BPP’s initial emergency response and how they strategically navigated a very complex situation.

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The Bronze win celebrated BPP’s initial emergency response and how they strategically navigated a very complex situation.

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​BPP are pleased to announce they have been awarded ‘Bronze’  for ‘Best Digital Learning Transformation programme implemented in response to Covid-19’ in the recent Learning Technologies 2021 event.

The education provider was shortlisted for their response to the Covid-19 pandemic and how, as a group, they faced the many challenges faced across the business in the immediate aftermath of lockdown, and over the following 12 months.

The Bronze win celebrated BPP’s initial emergency response and how they strategically navigated a very complex situation.

The objective was to provide a business-as-usual approach to supporting learners, as well as introducing new technologies and adapting/evolving ones already in place.  This ranged from scaling up the Hub project to creating a fantastic online student community.

Heather Gough, Head of Digital Product Management at BPP said

“The way in which BPP dealt with significant change in such unusual circumstances demonstrated how so many people and teams can work together with one aim.  The reality for BPP is that planning for such events began years earlier with highly detailed BCPs which were put into full use at the start of the pandemic. Not only did we react quickly, but we had the technical infrastructure to advance existing projects quicker than expected and also introduce a raft of new features which will be in place for the longer term.”

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What's a career as a solicitor really like? All you need to know.

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What's a career as a solicitor really like? All you need to know.

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Being a solicitor is both rewarding and challenging. While you may be looking at the potential training options to consider, there is much more to consider as you embark on the pathway to becoming a qualified legal professional.

What does a solicitor do?

Solicitors will normally work and specialise in a particular area of law. They will provide expert advice to clients on matters while usually working within a law firm or a legal team in a commercial or other organisation. This is a dynamic role where professionals act on behalf of, and give legal advice to, commercial and private clients.

Some of a solicitor’s typical duties will include, but are not limited to, the following:

Communicating with clients to understand their objectives and explaining how the law applies or the steps that need to be taken to achieve their objectives

Research on cases and legislation

Managing all legal aspects of transactions or cases from start to finish

Drafting legal documents

Negotiating agreements

Liaising with other professionals depending on the nature of the legal issue (for example surveyors, doctors, accountants, project managers and barristers)

As a solicitor, you may deal with clients who want legal guidance across a range of matters, or those who require specialist advice in a particular area. If you’re dealing with commercial clients such as companies, you could be expected to work on corporate transactions such as mergers, contracts or takeovers. If you’re dealing with private clients, your tasks could include conveyancing, family issues such as divorce or drafting a will, or personal injury claims.

How to become a solicitor

The way of becoming a solicitor is changing. There are currently two ways to qualify as a solicitor in England and Wales. The route you can take depends on where you are in your current legal studies.

If you have started or completed either a qualifying law degree or conversion course before 31 December 2021*

For many years, the pathway to qualifying as a solicitor for law graduates was to study and pass the Legal Practice Course (LPC), complete a short Professional Skills Course (PSC) which is usually paid for by the firm/organisation you are training with) and then complete a two-year ‘Period of Recognised Training’ with an employer, more commonly referred to as a ‘Training Contract’.  This route is being abolished in 2032, but it is likely that legal training providers will begin to phase out their LPC courses from the mid-2020s.

In addition, under the LPC pathway, non-law graduates were required to study a law conversion course before studying the LPC. However, the LPC route will be closed to non-law graduates after 31 December 2021 if they have not started their law conversion course by then.

Alternatively, law graduates can now also qualify via the new Solicitors Qualifying Examination (SQE) training route. It is the biggest change in solicitors’ training for nearly 30 years as it will eventually replace the LPC pathway.

If you haven’t started your legal training before 31 December 2021

If you start your journey to qualification after 31 December 2021 (which in most cases means you don’t start your law degree or conversion course until 2022or later), the SQE route will be the only route available to qualify as a solicitor. SQE candidates are required to pass two sets of assessments (SQE 1 and SQE 2) and complete two years’ of Qualifying Work Experience (‘QWE’) to become qualified, the latter of which is replacing the traditional Training Contract.

The SQE route is also open to unqualified legal professionals with experience of legal practice, as well as law and non-law graduates.

SQE and LPC courses

Training for both the LPC and the SQE can be done on either a full or part-time basis, with online and face-to-face study options available. If you’re considering your legal training pathway, we’d highly recommend speaking to a careers adviser or your preferred legal training providers directly to see which route might be more suitable for you.

How many hours do solicitors work?

While most employees in the UK are contracted to work between 35-40 hours a week, working for 50+ hours a week for a legal professional is not rare during busy periods or when working for international and/or demanding clients.

With remote working and the progression of flexible working, many legal professionals can work from home or in a way that suits them if demands of the job are met.

Where does a solicitor work?

Once qualified, there are several possibilities open to you. For newly qualified solicitors, the main options are likely to be a choice between working at a law firm or at an organisation with an in-house legal department.

The majority of new trainees will end up at a law firm. While working at a law firm requires knowledge of the areas you’ll specialise in, there is likely to an additional focus on your overall contribution to the firm, such as client relationship management, business development and the number of your ‘billable hours’ to clients. While the latter helps to monitor what you do, it also gives the firm an indication of the time and money spent on cases, and, ultimately, how profitable the work you are doing actually is. However, with more dynamic ways of working and clients wanting to know costs upfront, some firms offer fixed-fee or other arrangements which, for some, will negate the pressure of hitting financial targets.

If you choose to work ‘in-house’ for a company or other organisation, you’ll usually focus on the needs of your employer. This could include reviewing and implementing policies around compliance and regulatory demands.

Is it hard to get a job as a solicitor?

While having a good academic record is often a prerequisite and, having some legal work experience is desirable, knowing how best to approach applications and interviews will give you a much better chance of securing a training contract or QWE. Non-work experience is just as important, especially an ability to discuss what you have learned and the transferable skills you have acquired, as are your extra-curricular activities. Employers are looking for a diverse set of ‘rounded’ candidates rather a particular ‘type’ of trainee.  In addition, firms and recruiters will also consider the quality and depth of your training and breadth of your knowledge of the law and practice before considering you for an interview.

How much does a solicitor earn?

The salaries which some new and experienced solicitors earn can be very enticing. There are several sources that feature this information with varying ranges, including thelawyer.com, Law Society and The Lawyer Portal whose figures are mentioned here as a benchmark.

While salary will depend based on the firm and employer, for trainee solicitors, the Law Society recommends a minimum of £22k in London and £19k for other areas. However, if you manage to secure a trainee place at a prestigious Magic Circle firm or other leading organisation, such as a number of those where BPP have exclusive links, you could earn in excess of £50k a year.

Based on figures from The Lawyer Portal, an average trainee solicitor wage is between £35,000 and £48,000 in London and £18,000-£35,000 beyond the capital. As not every future solicitor will work at a big firm, these starting salaries could also include organisations, such as high street practice or smaller boutique firms that offer different types of practice.

We also calculated average salaries based on a 2021 report from thelawyer.com of the UK’s largest law firms’ trainee and newly qualified solicitor salaries. The average salary for trainees was £33k a year, with newly qualified solicitors earning around £50k pa.

Legal careers advice to get started

If you’re looking pursue a successful career as a solicitor, we recommend getting advice from a dedicated legal careers service or, if you have any, friends/family that work in practice. Many of our students don’t have such connections, so all the more reason to connect with our team at BPP and attend our events before applying to BPP. With a number of options available for both work and training, defining a plan to help you get started and reviewing your training options is a useful place to begin.

Visit our law courses page to see where you could potentially start your legal career.

*Applies to students who have accepted an offer to study a conversion course by 31 August 2021, or by 21 September 2021 for those studying a qualifying law degree for courses starting before 31 December 2021. For more information on transitional arrangements, visit the SRA website.

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This free career development course will help aspiring lawyers prepare for their future careers.

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This free career development course will help aspiring lawyers prepare for their future careers.

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BPP University Law School is pleased to announce the launch of the Bridge Programme, a free career development course to help aspiring solicitors and barristers prepare for their future careers.

The Bridge Programme, which comprises a range of online modules to undertake alongside undergraduate studies, will bridge the gap between a degree and the next stage of legal training.

A first of its kind, this exciting opportunity is available to final year students at selected partner universities. So far, 8 universities have joined forces with BPP including Birkbeck, Essex, LSE, Leicester, Lancaster, Nottingham, Queen Mary University of London, and Royal Holloway.

The Bridge consists of two programmes and students choose the one aligned to their career aspirations: ‘Bridge to the SQE’ for prospective Solicitors, which includes modules such as Navigating the SQE, Virtual Vacation Schemes, and an Introduction to Legal Technology; and ‘Bridge to the Bar’ which includes Preparing for the BTC, a Virtual Mini Pupillage and an Advocacy Masterclass for aspiring Barristers.

The highly relevant content will empower students with the information they need to make their career-related decisions, as well as developing some of the critical competences students will need to demonstrate in the recruitment process.

Students who complete at least half of the relevant Bridge Programme have the chance of being awarded a BPP scholarship, which is provided by way of a course-fee reduction against the cost of BPP's Law Foundation Course, LPC, SQE, BTC or any of the related Master’s programmes.

Each partner university will award one £5,000 Social Mobility scholarship to one of its eligible students and up to three more awards worth £2,000 each.  All students who complete the Bridge will be awarded a Certificate of Completion.

Dr Nigel Spencer (Professor of Education Innovation & Professional Practice) at Queen Mary University of London said

“I see BPP’s Bridge programme as a great platform for our students to use as they clarify their career thinking and plan their next steps.  At their own pace, they can work through modules which give guidance on the skills employers seek, offer practical exercises in virtual vacation schemes, or simulated mini pupillages, build their communication skills, and help them to learn about key topics for the future such as the use of technology in legal practice.”

Jonny Hurst, Head of Outreach and Student Recruitment at BPP said

“We’re really excited to be launching the Bridge Programme, which will have a significant positive impact on all students looking to enter the profession, particularly those from underrepresented backgrounds. We’re heavily invested in providing all students with the best opportunities to develop their careers and so we are delighted to report that we are close to concluding similar partnerships with a number of other universities in the near future”.

The programme which commenced a little over month ago has over 100 students registered already with many more expected to enrol over the Christmas vacation.

Find out more about our law programmes here.

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BPP launch Bridge Programme for law students 

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What's a career as a barrister really like? All you need to know.

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What's a career as a barrister really like? All you need to know.

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Being a barrister offers a cerebral and stimulating career in the legal profession. If you’re looking to take a step towards the Bar, you should certainly consider the training and work that it requires.

What does a barrister do?

As a barrister, you will be trained to provide specialist legal advice in conference and in writing, as well as represent your clients in courts and tribunals. Most barristers’ careers evolve to a position where they focus on practising in a limited number of specialised areas of the law.

Some of the typical duties as a barrister include:

Oral and written advocacy

Preparation of legal opinion, arguments, and court documents

Understanding and interpreting the law

Negotiating settlements

The type of clients and people you could be dealing with depends on the area(s) of law you choose to specialise in. Barristers are frequently instructed by solicitors to represent a client in court or to provide expert advice in a similar way to how a GP refers a patient to a specialist. However, clients and businesses do employ barristers directly for both personal and commercial work.

Some of the areas you could specialise in, include:

Commercial law

Chancery law (estates and trusts)

Common law (e.g., family, housing, and personal injury law)

Criminal law

Entertainment law

Environmental law

Sports law

How to become a barrister

There are five main steps towards qualification:

Firstly, you need a law degree in England and Wales or a non-law degree plus a pass in a validated law conversion course such as the GDL, PGDL, CPE or Law Foundations Course.

Before you move onto a validated Bar course, you need to pass the Bar Course Aptitude Test (BCAT). This is a multiple-choice test of verbal reasoning, logic, comprehension and other core skills which a successful barrister needs to have. In the words of the Bar Standards Board (BSB), “the aim of the test is to ensure that those undertaking the Bar Training Course have the aptitude to succeed on the course”.  Because of the nature of the BCAT, there is only very limited preparation you can do for it.

You’ll also need to join one of the four Inns of Court, which are professional membership associations for barristers in England and Wales.

Once you’ve passed the BCAT and joined one of the Inns Court, you will be permitted to progress onto the final stage of your formal academic training and study for the Bar at a provider authorised by the Bar Standards Board. The name of the course varies between providers: at BPP our Bar course is the ‘Barrister Training Course’. Once you have passed this course, you can be called to the Bar.

The final stage of your training involves a practical work-based element, known as pupillage, which normally last for one year. This features a practising and non-practising period, both of which normally last six months under the supervision of a qualified barrister.

Training for barristers can be done on either a full or part-time basis, but it will depend on where you go.

How many hours do barristers work?

A barrister’s workload in chambers can be very unpredictable, which may vary extremely between one period to the next. As barristers who work in chambers are self-employed, there is no minimum requirement to work a set number of hours. But during busy periods and especially during a trial, working 50+ hours per week would not be unusual. This is partly because court proceedings take place during traditional ‘office hours’, so any preparation, research or additional work is likely to take place beyond the regular ‘9-5’.

Where does a barrister work?

The majority of qualified barristers will end up working in ‘chambers’. This is known as a ‘tenancy’. A ‘set’ of barristers’ chambers is a group of barristers, all of whom operate from a designated set of offices, usually within the same building. Their specialist fields are often complimentary within one of the broad practice areas of the Bar, such as Chancery or Common Law. As part of their tenancy, barristers will pay towards the upkeep of the offices, clerical and administrative support and marketing the tenants and chambers itself.

Barristers who don’t work in chambers can go on to work for a law firm, business or other organisation as ‘in house counsel’, including roles at local and central government, the CPS, and in industry.  These roles tend to be salaried, rather than the self-employed approach of chambers.

How do you secure a role as a pupil barrister in pupillage?

There are more candidates looking to secure pupillage and a career as a barrister than there are roles available. While having qualifications and work experience, such as a mini pupillage, is advantageous, knowing how to approach applications, assessments and interviews will give you a better chance of securing a pupillage – with many chambers beginning the hiring process a year in advance.

Vacancies for pupillage can be found on the pupillage gateway here.

How much does a barrister earn?

From January 2021, the minimum award set by the BSB is £18,960 for pupillages in London and £16,601 for everywhere else – both based on 12-month pupillages.

Once you are qualified, earnings will largely be influenced by the chambers and specialist areas you choose to work in. Commercial law barristers can potentially earn in excess of £70k upwards in their first year, with other areas of practice offering between £20-55k after pupillage.

Legal careers advice to get started

If you’re looking to pursue a successful career as a barrister, we recommend getting advice from a dedicated law careers service and networking with members of the profession by attending events online and those organised by your university Bar Society. With a number of options available for both work and training, defining a plan to help you get started and reviewing your training options is a useful place to begin.

Visit our BTC page to see where you could potentially start your legal career.

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How we can support you in identifying and plugging skills gaps within your business.

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How we can support you in identifying and plugging skills gaps within your business.

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The skills gap crisis

The World Economic Forum recognises that skills gaps will remain the most significant challenge when it comes to delivering successful digital transformation. It estimates that 50% of employees globally will require re-skilling by 2025, and for employees who remain in their current role, approximately 40% of their core skills will need to be shift.

Although 78% of leaders recognise that capability building is very or extremely important, only 16% have started to build priority capabilities and strategies (McKinsey). This of course causes an immediate challenge for HR leaders and Learning and Development teams as they discuss future skills, job functions and roles, while ensuring that they meet the internal requirements to identify and understand both current and future capability gaps. Despite the urgency, it is clear that HR teams do not always have the time, resource, or knowledge to address this issue quickly and effectively.

Download our Skills Revolution Report or APAC Skills Revolution Report for APAC regional insights.

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Helping you understand your skills gaps

BPP has developed Capability+ to help you to understand both your current and future capability needs. Our unique diagnostic process allows us to review the current skills and levels of proficiency in your organisation and anticipate the skills your people will need in the future; profiling the skills needed for roles from entry-level all the way through to senior management.

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Our diagnostic process in action

1. First, we get to know your business in a consultative session, to understand your strategic direction, people strategies and workforce plans and how the changing skills landscape will impact them.

2. We then use our skills matrices, developed using insight from industry professionals, institutes and employers, to analyse both your current learning needs and future skills requirements for the roles in your organisation.

3. We heatmap the skills your people need, identifying high priority skills that require training both immediately and in the future.

4. Finally, we’ll deliver a Capability+ report that summarises the skills data we collected on your employees throughout the diagnostic process and outline subsequent recommended training solutions.

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Our approach in action

In 2020 we teamed up with a leading global insurance provider to understand and plan for their capability needs. Read the case study here.

Explore our approach and speak to us today

As your strategic talent partner, we will work to understand your individual business needs and goals and provide training that upskills your employees from day one.

Find out more

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How you can achieve a people-first culture through your people.

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How you can achieve a people-first culture through your people.

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The cultural change journey

Change is never immediate. It is a continuous journey.

Identifying the cultural change journey of an organisation must be done through its people. Here are some of the ways this can be achieved:

See your employees as your customers. This helps to increase ‘customer’ satisfaction and supports with aligning business and people priorities.

Ensure that internal values and behaviours are aligned.

Create an employee value proposition that enables a highly engaged workforce, which in turn will increase talent retention and attract high-calibre talent to the business.

Reduce silos and increase collaboration.

Improve management and leadership capabilities.

Digitise and improve internal communications, learning platforms and HR systems to ensure employees have access to the information they need.

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The impact of change leaders

It is crucial to identify change leaders that sees the cultural change journey through. Change leaders are defined by soft-skill characteristics such as:

Visionary leadership

Capable and efficient manager

Clear and compelling communicator

Astute listener

Motivator

Effective lobbyist

Decision-maker

Astute

This talent may be future leaders identified by senior members of the business, or those who are passionate about championing and leading projects. It is important that change leaders are representative across all aspects of the business.

The power of collaboration

Effective collaboration in the digital era is challenging and vital.

Collaboration must be led from the top to ensure that cultural change is implemented. Key functions to champion this change will be from IT, HR, and Brand/Marketing.

IT will facilitate the infrastructure and tools to allow employees to collaborate effectively, aligning systems and processes and managing communications across multiple sites and territories

HR will put policies in place, ensure talent is managed effectively, address wellbeing, oversee performance management and talent development

Brand/Marketing will effectively communicate to the business from one common voice, communicating to the right groups at the right time ensuring consistency and alignment of tone with the brand of the business.

Defining a brand from the inside out

The real secret to successful cultural change is when a brand is clearly defined from the inside out.

Organisations must be clear on who they are, what they stand for, and what they are trying to achieve.

They need to define their core values and understand why they exist beyond the motive of profit.

Ensuring that this is defined and understood will automatically align the organisation internally, around one single vision and purpose.

Cultural change in a digital world

Every employee manifests the values and behaviours of a business, and individually contributes to the organisation’s collective ‘personality’.

People are the power to change. They bring the mission and values to life.

It is the responsibility of HR leaders to identify change leaders to ensure that this culture is ingrained, the strategy is mapped out, and that it is implemented successfully. This will always be a collaborative effort across departments and functions.

As organisations across the globe shift to a digital or hybrid way of working, digital tools must be implemented to facilitate collaboration and ensure that the core values of a brand and its people remain.

Speak to us today to learn more about how we can partner with you to excel your digital transformation journey.

Learn more

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Building a people-first culture in a digital world

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BPTC graduate Andréa Hounto shares her inspiring story to pupillage.

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BPTC graduate Andréa Hounto shares her inspiring story to pupillage.

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Having secured pupillage in 2021, after five rounds of application from 2017, Andréa will be starting pupillage at One Pump Court Chambers. However, the path to pupillage wasn’t an easy ride.

At the age of 10, Andréa moved to the UK following the divorce of her parents. As the oldest of four siblings, she started high school education at one of the most underachieving schools in northwest London. “Thankfully, my mum had always encouraged me to dream big and reach for the stars so I knew that if I wanted to be a lawyer, I could do it with hard work and determination. I was able to get good GCSE grades and get into a more selective sixth form where I was provided with more guidance and encouraged to apply to Russell Group universities.”

Influences on deciding towards a barrister career

During her early education, Andréa enjoyed subjects which allowed an analysis of information and putting forward well-reasoned and evidence-based arguments, such as English Literature, History and Humanities. In addition, during various leadership positions, she discovered an affinity for public speaking and particularly wanted to use her voice to advocate on behalf of disadvantaged groups in society.

After sixth form, Andréa studied History and Politics at the University of Exeter, graduating in 2016.

Choosing a Law School

Prior to completing her degree, Andréa had already made plans to study a law conversion course in her efforts to follow a legal career. With a number of options available, it was through connections and word of mouth that helped to convince her about choosing BPP. “I had heard about BPP through solicitors and barristers – it seemed like everyone had attended BPP! I also decided to apply due to BPP’s reputation of being one of the more diverse law schools, and having a wide range of pro-bono opportunities available.”

Andréa was awarded the BPP Law School Dean’s Scholarship to study the Law Conversion Course (PGDL) at BPP Bristol from 2016-2017, followed by an unconditional offer for the BPTC, which Andréa validates as being “a no brainer.”

With a place on the BPTC secured, things couldn’t be going any smoother. Until, during one of her advocacy mocks, a crisis of confidence reared its head. This left Andréa at odds with her own self-belief and place within the course itself. “Notably, I remember bursting into tears during one of my advocacy mocks because I felt out of my depth. The tutor sat me down and gave me some of the best advice to overcome imposter syndrome, which I carry with me to this day. He explained to me that a large part of being a barrister is about confidence, and that if I don’t believe in myself and my abilities, it’s unlikely that anyone else will.”

Even before this encouragement had helped, Andréa had already changed her accent to play to potential stereotypes and grandeur of the profession, assuming it may make her sound more like a barrister. “Another advocacy tutor also convinced me that I didn’t need to change my accent to ‘sound like a barrister’, because a barrister ‘sounds like me.’ He made me realise that what makes advocacy persuasive is the strength of my argument and my knowledge of the law, not my accent or trying to put on a voice.”

Just the beginning

After finishing the BPTC at BPP, then being called to the Bar in 2018, Andréa was awarded the Middle Temple Bristow Scholarship which allowed her to spend six months as a Stagiaire (Judicial Assistant) at the European Court of Justice in Luxembourg. Her development continued over the next two years working as a Caseworker in an immigration law firm and for a human rights charity – before finally securing pupillage at One Pump Court. Andréa is looking to a longer-term ambition to qualify as a human rights barrister, specialising in immigration and asylum, prison law, actions against the police and criminal defence.

“It sounds cliché but: find your purpose and keep going until you get there. Pick yourself back up after each rejection and remind yourself why you, you decided to pursue this path in the first place. Get feedback, find opportunities for growth and development, you can even take a break to recoup if you need to, and then try again. All you need is that one yes, and you never know how close you are to it, so don’t give up prematurely. Some people get pupillage on their first try, some, like me, take a little longer and get it after 4,5,6 or even 7 rounds. Resilience is key for a profession at the Bar, so either way, it will be worth it.”

If you’re looking to pursue a career as barrister, you can get started with our Law Conversion Course (PGDL) if you’re a non-law graduate, or our Barrister Training Course if you’re an existing law graduate.

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The scheme offers law firms an opportunity to enhance their ED&I strategies.

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The scheme offers law firms an opportunity to enhance their ED&I strategies.

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BPP University is pleased to announce the launch of its ‘Reverse Mentoring Scheme’ which is set to offer law firms an opportunity to enhance their ED&I strategies.

The innovative new scheme will help organisations gain an insight into the mindsets and experiences of students from a diverse range of backgrounds. Using the experience and alternative insights that law and non-law graduates offer, the initiative aims to influence accessibility and drive change in the ED&I space.

In a flip to the traditional mentoring concept, the scheme enables law firm mentees to learn from their law student mentors, through a four-month partnership. This time allows for a series of mentor/mentee consultations that will review a firm’s ED&I strategy across a range of areas.  These could include the firm’s website, social media presence, recruitment and progression policies as well as the employees’ perception of what ED&I means to the firm.

Through the BPP Reverse Mentoring Scheme the mentee will have an opportunity to assess and challenge its ED&I strategy from a different perspective and to implement positive change. The mentor gains new skills and is introduced to company culture, values, and business strategy. In addition, the mentor can tap into years of industry experience accrued by the mentee.

Before the scheme begins, the student mentor and firm mentee agree clear boundaries as to the remit of the mentor’s role and the focus of their consultations.  Each session is considered from the ‘lived experience’ of the student mentor and include aspects of the student mentor’s identity which they feel are relevant or impact upon their experience. Both parties are required to keep an open mind throughout the process, to keep the conversation relevant and be as authentic as possible.

The composition of the legal industry remains widely populated by a largely similar racial and gender group. According to the latest *ABA National Lawyer Population Survey, 86% of lawyers are white, a statistic that hasn’t changed much over the past decade.

To date, BPP University has partnered 60 law students with the following firms across Leeds and Manchester: JMW, Stephensons, DWF, Horwich Farrelly, Stowe Family Law, Gateley PLC, Mills and Reeve, Gordons LLP, Weightmans, Hudgell, Brabners and Blacks. This impressive response demonstrates the desire from the sector to learn and create change.

Tim Maddison and Victoria Walden, Heads of Law at BPP University Law School in Leeds and Manchester respectively, said “We couldn’t be more delighted to launch BPP’s Reverse Mentoring programme out of our Leeds and Manchester law schools. The uptake from both our regional law firms and our students has been incredible which illustrates our mutual passion for Diversity and Inclusion and affirms how seriously the legal industry is taking this issue.

BPP’s student body is fantastically diverse, and we hope this programme will help to widen access to the legal profession not only for our students, but for all future lawyers. We very much look forward to hearing the findings and recommendations from the programme and to rolling out the scheme on a national basis.”

Charles Heppenstall, partner at Weightmans LLP said “Weightmans are extremely keen to take part in the Reverse Mentoring scheme. The students’ feedback will allow us to tailor the guidance we are able to give, and thus maximise the benefit we can offer. We are very much looking forward to hearing what the students have to say!”

If you are a law firm or a BPP student and would like to know more about the BPP Reverse Mentoring Scheme, please contact timmaddison@bpp.com or victoriawalden@bpp.com

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BPP partners with law firms to launch ‘Reverse Mentoring Scheme’ 

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Why the first SQE results prove that an SQE Preparation course is essential.

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Why the first SQE results prove that an SQE Preparation course is essential.

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Last week the Solicitors Regulation Authority (SRA) released the pass rates of the first set of assessments for the Solicitors Qualifying Examination (SQE), with an overall global pass rate of 53% - showing just how demanding these exams actually are.

Despite the removal of a requirement to undertake prescribed training, it is clear that undertaking a high-quality SQE preparation course will help candidates succeed in these rigorous and challenging assessments.

Out of a small group of 17 apprentices who are currently preparing for the SQE with BPP, 14 passed both papers, with a number of learners achieving marks well above the overall average for the first sit.

“SQE1 was my most challenging assessment to date. Previously my examinations have been modular, and knowledge limited to a single area,” explained Will Preston, Solicitor Apprentice at Eversheds Sutherland, “The SQE required me to draw upon my knowledge of multiple areas of law under intense conditions.”

Joseph Forbes, Legal Apprentice, who works in-house at DPDgroup UK shared a similar experience; “Although I expected the assessments to be difficult, the sheer number of questions and the length of time of each assessment paper was particularly challenging”.

At BPP we developed our approach to the SQE by working extensively with law firms, regulators, and professional bodies to develop the best possible training for future solicitors. Courses are designed to ensure a deep understanding of the topics on the SQE curriculum, meaning knowledge can be recalled quickly, and legal skills applied accurately.

Our unique learning platform, BPP Adapt, enables students to track their learning and see an accurate view of their progress, helping them to understand their strengths and target areas for improvement, ensuring they’re fully prepared to pass the SQE.

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“Adapt proved essential to my revision as it provided me with a basis for constantly testing what I was learning, as well as what I was recalling.”

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Will Preston, Solicitor Apprentice at Eversheds Sutherland

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The results of this first cohort of SQE students have shown how legal training providers can continue to develop and enhance their preparation courses to maximise the success of solicitor trainees.

“The detailed breakdowns provided by the SRA of how students performed globally across different knowledge areas have given us valuable insight, and we are continuing to learn from this data and feeding this into our programmes,” stated Jo-Anne Pugh, Dean of BPP University Law School.

We asked our solicitor apprentices what advice they would give to the next cohort of students who will be sitting SQE1:

“During the assessment there will be questions on topics that you may not be prepared for. It is important to remain calm, draw upon what you do know, and narrow down the options where you can. When you’re unsure and it comes to deciding between your remaining options, gauge what seems the most logical outcome based on the facts,” advised Will.

Joseph emphasised the importance of preparation; “My main advice would be to start preparation as early as possible. Getting your notes in order ahead of time and starting to learn the basics provides a really strong platform for the revision period… I would also encourage students to make the most of the forums to raise queries with tutors and fellow students. I found this invaluable in my preparation by having my own queries answered and also validating my own knowledge by attempting to answer queries from my peers.”

Congratulations to our students on their success. We look forward to welcoming learners onto our February and September intakes this year.

Find out more about our SQE preparation courses here.

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SQE results affirms value of SQE preparation course

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Apprentices who have studied with BPP share their biggest learning experiences.

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Apprentices who have studied with BPP share their biggest learning experiences.

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As we recognise National Apprenticeship Week 2022, we reached out to professionals who have studied an apprenticeship with BPP to find out more about their experiences.

What attracted you to studying an apprenticeship?

“The apprenticeship route was appealing to me as I liked the idea of studying whilst working as that would help me embed the knowledge. There are other incentives too such as receiving a wage and networking with and learning from other professionals, which has been beneficial to my role.”

Harry Price
Compliance/Risk Officer Level 3
Transaction Monitoring
Santander

“As I was becoming increasingly interested and experienced in investment products and services, the apprenticeship seemed a less scary option compared to tackling the exam text alone. I was still quite new to the industry and felt the extra support and guidance BPP provide would make this leap more manageable. Knowing I would be guided by a coach and supported by an experienced tutor made me feel like I would not be doing this on my own.”

Katherine Burge
Investment Operations Specialist Level 4
Wealth Analyst
Natwest

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Did you have any expectations of studying an apprenticeship, and if so, was it what you expected?

“I knew it would be hard work (and it is!) however, I thought I would have very little support and the majority would be self-learning. I have found the support from my coach and my seminar tutor really helpful and I’ve been able to build my learning and translate the examples from other industries to my own industry.”

Myles Curnock
Improvement Specialist Level 5
Journey Support Manager
TSB Bank plc

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How did your apprenticeship prepare you to develop or pursue your professional career?

“The apprenticeship has equipped me with a broad and deep understanding of business and accounting. I’ve also attended BPP courses on Data Science and External Auditing, all of which have been invaluable in providing me with the skills and knowledge to effectively carry out my day-to-day role.”

Indy Singh
Professional Accounting Taxation Technician Level 4
Audit Associate
Grant Thornton UK LLP

What or who was your biggest influence when making the decision to study an apprenticeship?

“The work experience I had at Mazars. I had very limited knowledge on what an apprenticeship was like and what it involved until I did this work experience. It was an eye-opener and I realised I was going to enjoy studying an apprenticeship afterwards.”

Jane Jiang
Professional Accounting Taxation Technician Level 4
Corporate Assistant
Mazars

What have been the most valuable skills you have learnt during your apprenticeship?

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“The ICA knowledge around building a compliance team and running a compliance programme has been invaluable and has reformed the way I run the programme at work. Soft skills like communication and managing expectations has helped my team to work more efficiently.”

Emma Willis
Senior Compliance/Risk Specialist Level 6
Group Compliance Manager
Kindertons Group

“The programme has given me skills to understand and tackle data in totally new ways. I gained an insight into process automation and was able to deploy multiple projects that have saved BPP countless hours of work across multiple departments. I’ve created dashboards to enable more efficient data sharing across teams. The programme also made me reflect and compare my management and leadership styles, developing these to help my team.”

Paul Collis
Level 7 MSc Applied Data Analytics
Senior Relationship Manager and Data Champion – Client Services
BPP Education Group

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How do you think your apprenticeship has helped you build your knowledge and skills for the future?

“The apprenticeship has helped me see that spending time on learning and development leads the way to your future career. I’ve developed habits that benefit my development, such as reflecting on my progress and identifying targets. I am continually looking for ways to improve and be prepared for any challenges that my area of business may face.”

Julia Payne
Business Administrator Level 3
Senior Executive Assistant
A Global Insurance Company

“The skills and knowledge I gained are definitely ones that are needed for a changing work demographic. Current and future employees need managers who are able to empower them. A culture of coaching and a growth mindset enables me to really support both the organisation and employees.”

Deon Pillay
Coaching Professional Apprenticeship Level 5
Head of Marketing Operations
Legal and General Group plc

What advice would you give to learners about to embark on an apprenticeship?

“I would carry out research on the qualification to get an overall idea as to how many exams are involved, the different types of content you will be learning, and how long the course lasts. It is a great idea to network with other individuals who are also about to embark on the same apprenticeship – it’s never too early to form connections!”

Lauren Martell
Accountancy and Taxation Professional Level 7
Corporate Tax Associate
Grant Thornton UK LLP

“This is a great opportunity to apply what you learn to your role. If you learn best by doing, an apprenticeship allows you to do this in a clear and straightforward way. Do an apprenticeship with the intent to learn, improve and grow. Most importantly, embed what you learn to your role and your organisation.”

Janine Patterson
Associate Project Management Level 4
Lead Project Manager
TSB Bank plc

“Ensure you research the content and requirements of your programme – this will hep you gauge the professional and personal commitment required. Get involved with your peer group and definitely be part of the live sessions – embrace the challenge!”

Arlene Jamieson
Coaching Professional Apprenticeship Level 5
HR Coach
BPP Education Group

Find out more about our apprenticeships today

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Find out how we supported Mazars in developing modern skills.

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Find out how we supported Mazars in developing modern skills.

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As one of the biggest names in its industry, Mazars is trusted by a host of firms to deliver audit, tax and advisory expertise to businesses across a range of sectors. This also means that it needs talent who are ahead of the curve with knowledge and willing to develop, keeping pace with skills of the future while enabling commercial growth.

The skills gap faced by modern auditors

Mazars had launched a transformation strategy which consisted, in part, of bringing in new talent, reskilling and upskilling where there were areas of demand.

While some of the emphasis on this strategy was to promote growth, another element of this was to deal with the changing role and practices of the auditing profession, with a view to covering current and emerging skills gaps. BPP’s own research has previously highlighted the impact of machine learning, AI and automation on a number of industries, including audit.

For example, as the audit profession becomes more automated, employees can spend more time analysing and reporting on the outputs, rather than managing a volume of mundane tasks. In addition, the application of machine learning means that every transaction can be vetted to identify potential anomalies that can be investigated.

The new methods available for a modern auditor therefore requires new skills. They will need to work alongside evolving technology and be familiar with machine learning, blockchain, robotic process automation and new analytic methods. It also means auditors have more time to assess the implications of their audit, with more time to invest in communicating those findings to the business. In essence, auditors such as those at Mazars would need greater communication and soft skills, on top of the ability to work with new tech.

Mazars’ strategy would also address the pending skills gaps born from newer technologies and way of working for audit professionals. This would require upskilling programmes to be part of the training pathways to meet the digital transformation requirement.

Why did Mazars choose BPP for this brief?

Beyond the reputation as a leader within the apprenticeship market, BPP were already supporting Mazars in other apprenticeships areas. BPP were able to support where demand was required for further development programmes and apply Professional Development and digital modules to the apprenticeships.

“BPP already had the infrastructure in place to cope with the demand from the business as Mazars continues to grow, understanding the importance of future skills.” Miranda Smith, Head of Leadership and Executive Development at Mazars.

Our solution

BPP worked with Mazars to identify and create bespoke modules that supported the digital skills requirement for its audit professionals. In addition, BPP incorporated these digital modules as part of the apprenticeship within ACA for Audit, Accounting and Outsourcing and TAX service lines. Additional guidance from BPP’s dedicated School of Technology also plays a further part in aiding clients, such as other professional services firms, through digital change and adopting new skills.

Another facet of the solution included an MSc apprenticeship option to upskill staff in advanced data analysis and communication techniques. This would equip qualified staff with the right strategic and technical skills, enabling delivery of the best possible service to clients.

“Knowing BPP had the expertise in the School of Technology gave us the confidence in their proposal and also allowed us to create a Level 7 Master’s programme in digital and technology solutions for some of our intake which has enabled us to create specialist focus on future skills.”

A common challenge within the professional services sector is adoption to change or new ways of working. To combat this, the business would be encouraged with buy-in from senior leaders within Mazars.  While change needs to be driven from the very top, it also needs to resonate with employees within different roles and levels within the structure. As such, BPP’s approach included development opportunities for all staff to ensure a minimum digital skills benchmark to encourage transformation, specialist programmes for experts within a business to aid futureproofing, and development of data and tech skills to help the business monitor and build solutions within a business setting.

BPP’s wider work and constant analysis of the skills landscape means that solutions are researched and developed on a constant basis. In this case, it featured experience within the tax and accountancy world, having currently worked with leading firms in these realms. In addition, BPP’s Capability+ approach can help any business identify digital and data skills gaps, which in turn helps to recognise the relevant training or upskilling requirements. Part of this also involves research and consulting with major firms to monitor the changing skills landscape, with training for all levels of seniority considered for any business.

The ROI and success factors

As a result of the approach, Mazars recognised the shifting mindsets of its early careers talent through the digital programmes on offer to adapt with change occurring within the business. Feedback from the modules and enhanced programmes has been positive, while Mazars has seen more demand from senior employees in supporting junior members of staff. BPP have also supported the digital upskilling of senior staff members by creating a digital skills for professional services programme, with positive feedback already after starting in 2021.

The latency between training and skills being deployed was also short. With the MSc option, senior employees would undertake a professional work-based project. This meant an instant impact to the business from the programme, enabling talent at Mazars to add value to the business immediately.

In addition to laying the platform for efficiency and growth, BPP has enabled Mazars to offer a seamless career pathway for employees that focuses on all round development: “What’s great about the apprenticeship, is that it focuses on their skills and behaviours development as well as the technical skills, particularly the importance of reflective practice, and passing the End Point Assessment gives both us as a firm and the trainee validation for the investment in their apprenticeship training.”

We make sure that our approach and delivery of apprenticeships is built to work with what your business needs as part of any overall strategy for growth, transformation or otherwise. This includes research and a measured response to thrive across all levels within an organisation.

If you want to learn more about how we do it, or discuss the potential of apprenticeships within your business, request a callback and speak to one of our expert advisers.

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Helping Mazars achieve growth with modern skills

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Check out our top tips on getting the most from your 20% apprenticeship development time.

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Check out our top tips on getting the most from your 20% apprenticeship development time.

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The apprenticeship 20% development time enables apprentices to learn outside of their day-to-day working role, but within their contracted working hours.

Learning must be directly relevant to the apprenticeship and could include lectures, online learning, practical training, mentoring, and writing assessments.

We understand that for apprentices it is not always easy to work this 20% development time into their busy roles, which is why we’ve pulled together some top tips on how to utilise this time.

Plan ahead

“I try to plan in all my webinars and activities ahead of time, then when I have more free time, I can spend it on the programme modules and activities.”

David Wright
Level 5 Coaching Professional Apprenticeship
Insurance Coach
BPP Education Group

Add the time into your calendar

You know that you’ve got a quieter week coming up and this is the perfect time to use your development time. Before you know it, your calendar can fill up and that free time you thought you had is now full. Be sure to add your development time into your calendar and set expectations.

Understand what contributes to your development time

“I’ve found that there are so many activities I do through the week that can already contribute towards the 20% development time – more than you think. It’s important to understand this.”

Janine Patterson
Associate Project Management Level 4
Lead Project Manager
TSB Bank plc

Balance your time

Development time doesn’t have to be taken as one full day per working week, it just has to be 20% of your working time as an apprentice – meaning you can be more flexible when it comes to balancing your day-to-day role and your development time.

Speak to your manager

“It’s not always easy but allowing some development time is very important. I encourage you to do this from day one and agree with your manager what this will look like.”

Arlene Jamieson
Level 5 Coaching Professional Apprenticeship
HR Coach
BPP Education Group

Work with your coach

As an apprentice you will work with a 1-2-1 coach who will take the time to review your progress and track your development time to ensure you’re correctly recording your off-the-job learning hours. Use this 1-2-1 time to reflect and assess your progress to make sure you’re utilising your time.

Find out more about our apprenticeships here.

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Tips on utilising the 20% development time

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Take a look at the top HR trends you need to know in 2022.

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Take a look at the top HR trends you need to know in 2022.

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The global workplace has shifted on an unprecedented level over the past two years. Hybrid working is driving business transformation. Rising turnover is increasing the competition to find and retain talent. Pressure is mounting for organisations to set and make progress across diversity, equity, and inclusion (DEI) initiatives.

Research and consulting company Gartner recently released a HR report which explored the top 5 priorities for HR leaders in 2022, having surveyed over 500 HR leaders across major sectors in 60 countries.

The report identified six business priorities as seen by these leaders:

Improve operational excellence

Execute business transformations

Grow the business

Innovate for success

Optimise costs

Manage risk and regulatory demands

These priorities have therefore shaped the HR agenda both in terms of priorities and challenges for 2022.

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1. Building Critical Skills and Competencies: Top priority for 59% of HR leaders

A pressing challenge is that HR leaders are unable to meet the growing skills demand and find solutions to develop these skills. The evolving skills landscape has led to an increasing skills gap as employees need new skills to develop their role and support the growth of their organisation.

Gartner suggests that HR leaders should look to structure talent management around skills, not roles.

2. Organisational Design and Change Management: Top priority for 48% of HR leaders

Employee burnout is rising due to rapid workplace change and the demands on roles. This has a huge effect on productivity, performance, team collaboration, and employee retention.

Gartner suggests that HR need to build a ‘positive change experience’ by paying attention to everyday changes that are easily overlooked, building trust, and empowering teams to shape their own change experiences.

3. Current and Future Leadership Bench: Top priority for 45% of HR leaders

Almost a quarter of HR leaders surveyed felt that they do not effectively develop midlevel leaders. The primary barriers to lack of advancement and underrepresented talent were identified as unclear career paths and steps to advancement, too little exposure to senior leaders, lack of mentors or career support.

Gartner suggests that the new imperative is to equip midlevel managers to lead with empathy.

4. Future of Work: Top priority for 42% of HR leaders

Post-pandemic disruption has upended workforce planning, with almost half of HR leaders saying they do not have an explicit future of work strategy. HR leaders need to understand how the impact of the pandemic will alter the strategic goals and plans of their organisation.

Gartner suggests that HR leaders be able to identify the future of work trends most relevant to their business in order to effectively implement strategic workforce planning.

5. Diversity, Equity, and Inclusion: Top priority for 35% of HR leaders

HR leaders say they struggle to hold business leaders accountable for DEI outcomes. Progression of underrepresented talent often stalls in the middle, as these groups experience slower rates of promotion and worse perception of leadership potential.

In order to address DEI outcomes, Gartner suggests that HR leaders adapt a consequential accountability DEI strategy and ensure that this is measurable.

[Source: 2022 Gartner HR Priorities Survey]

How HR teams can address these priorities

Following the release of the Gartner report, Mandy Matthews, Group HR Director at BPP, and Emma O’Dell, Director of Client Capability at BPP, gave their interpretation of the report and the ways in which HR leaders can address these priorities and challenges.

Building skills and retaining talent

“Gartner’s research really resonates with us at BPP, particularly in terms of building the right skills for the future and attracting and retaining talent, our people are our products, and we need to attract a wide range of talent,” explained Mandy. “In the current market, it’s crucial that HR leaders understand the skills to develop and that employees are experiencing the optimal technical and social environment in which to work, and that wellbeing and resilience are prioritised.”

The need for productivity and flexibility

“Over the last two years, the psychological contract and expectations of employees has changed,” noted Emma, “This new world should balance the need for productivity with flexibility, and the need to create and reinvent, whilst fighting the effects of stress and fatigue on mental health.”

Skills development solutions

40% of HR leaders surveyed for the Gartner report said they can’t build skill development solutions fast enough to meet evolving skills needs – and future skills are difficult to predict, which is where finding a one-stop training provider to identify and address those skills gaps can really help.

“Whether HR professionals need support with researching, identifying, describing or measuring role-specific or organisation-wide capabilities, we can help,” Emma continued. “We use online workshops and diagnostic tools to engage employees at foundation, core and strategic levels. We then create a heatmap of skills their talent needs and identify those high-priority skills that require training, both immediately and in the future.”

Your strategic talent partner

At BPP we pride ourselves on understanding the needs of your business and finding solutions that plug that all-important skills gap. Our courses are designed to be practically applied and have instant business impact from day one.

Speak to us today to find out more about how we can support your HR goals in 2022.

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We share our top tips to help you land a training contract or QWE.

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We share our top tips to help you land a training contract or QWE.

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What is a training contract?

A training contract (taken via the LPC route to qualification) is where trainee solicitors put into practice the skills they’ve learned while studying towards becoming a solicitor. Otherwise known as a period of recognised training, a training contract is typically completed at one firm, on a full-time basis over a period of two years, however some firms do offer a part-time training contract which takes longer to complete. Once you have completed your training contract, you’ll be a fully qualified solicitor.

*It’s key to note here that training contracts are only required as part of the LPC route to qualification.

The introduction of the SQE

The Solicitors Regulation Authority (SRA) introduced the Solicitors Qualifying Examination (SQE) in September 2021 – and those who start their legal training under the SQE route will now have to complete Qualifying Work Experience (QWE) instead of the previously required training contract.

What is QWE?

Like a training contract, QWE is essentially gaining practical experience of providing legal services that will allow you to develop and enhance the core legal competences that are needed to successfully practice as a solicitor. Unlike a training contract, the SQE route offers the flexibility to complete your QWE in up to four organisations – and this time can be taken in one full block or in different stages.

Research the market

Gain an understanding of where your interests lie and the type of law you’d want to specialise in. Building knowledge of high-profile legal cases will also help to impress law firms, in both your application and interview. It proves that you’re aware and interested in the legal sector and demonstrates that you’ve put in the time to research and widen your knowledge.

Understand your strengths and weaknesses

It’s really important to be self-aware and write your applications in a way that will leverage your skills. Start with making a list of your strengths and weaknesses and work out the ways in which you can address those perceived weaknesses and turn them into strengths.

Take the time to build core soft skills such as time management, perseverance, attention to detail, and communication. Building resilience is crucial too. Take time to practice interview scenarios and feel comfortable in remaining still, keeping calm, and speaking clearly and concisely.

Build your experience

When sharing your experience in your applications, remember that it doesn’t have to be directly related to the legal sector. Commercial and charity experience provide real-world insight and commercial awareness, which is really valuable when it comes to your applications. Take the time to build this experience before pursuing a training contract/QWE.

Explore paralegal work

Paralegals support solicitors, barristers and legal professionals in research, negotiations, project management, document drafting and administrative tasks. Working as a paralegal builds confidence and legal skills, provides workplace experience, and helps you to build contacts within the legal world to build your network.

Legal internships

Internships or summer vacation schemes help to prove you’re serious about a career in law.

Legal interns will work in an in-house legal department and get involved in a variety of tasks like proofreading documents, attending meetings, document management, drafting correspondence and legal documents.

Perfect your application

Your application is the first thing a firm will look at. Make sure that it is presented well and looks professional. Your cover letter should be well structured and easy to read. It is essential that you check your spelling and grammar and proofread thoroughly for any mistakes.

Before you send off your application, check who you should address the application to so that you have somebody to follow up with if you don’t get a response.

Post-interview

After you’ve had your interview, follow up with the panel or your contact by sending a thank you note via email – this helps to leave a good impression and show’s you care.

Are you ready to start your journey to becoming a qualified solicitor? Find out more about our SQE courses.

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BPP continues to secure exclusive SQE training agreements with a host of firms.

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BPP continues to secure exclusive SQE training agreements with a host of firms.

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As details of the first SQE results are being published, BPP continues to secure exclusive SQE training agreements with a host of firms.

Law firms such as BCLP, Cripps Pemberton Greenish, Dentons, DWF, Kennedys, KPMG, Osborne Clarke, Travers Smith, Walker Morris, and Weightmans are just some of the major firms who have chosen BPP as their provider for a range of SQE training programmes and Graduate Solicitor Apprenticeships which will both prepare their future trainees for the SQE and for success in their legal careers.

This comes after The City Consortium, a group of leading City law firms, appointed BPP University Law School to deliver a suite of market-leading and innovative programmes which will commence later this year.

The career-focussed programmes have been designed to give trainees a competitive edge in a buoyant recruitment market. The University has carefully developed its courses following extensive collaboration with some of the UK’s leading law firms, as well as consultation with regulators and professional bodies.

Courses are designed to ensure a deep understanding of the topics on the SQE curriculum, meaning knowledge can be recalled quickly, and legal skills applied accurately.

Furthermore, BPP’s unique learning platform, BPP Adapt, enables students to track their learning and see an accurate view of their progress, helping them to understand their strengths and target areas for improvement, ensuring they’re fully prepared to pass the SQE and provide them with the crucial knowledge needed to be a successful lawyer.

Annabel Goh, Emerging Talent Manager at Cripps, says, “This is a time of great change for students entering the profession and we are delighted to continue working with BPP as we adjust our training contract programme to ensure our trainees’ success under the new pathway.”

Jo-Anne Pugh, Dean of BPP University Law School, said, “We are delighted that we continue to build fantastic relationships with so many firms who put their confidence and trust in our SQE delivery approach. The growing number of firms joining us demonstrates that our unique method fosters credibility from these firms. We really believe that our method of teaching, combining tutor contact time with innovative educational technology is the optimum way to learn and retain the SQE syllabus as demonstrated in our recent SQE results."

*Following the first release of SQE results, BPP were extremely pleased that the initial group of apprentices who studied with BPP overall achieved pass rates and average marks well above the global statistics released by the SRA, with a number of BPP’s learners sitting in the top quintile of candidates.

Find out more about our SQE programmes here.

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More firms choosing BPP for SQE training 

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KPMG and BPP have joined forces to be the first to offer the ‘Digital Accountant’ training programme across the Crown Dependencies.

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KPMG and BPP have joined forces to be the first to offer the ‘Digital Accountant’ training programme across the Crown Dependencies.

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KPMG and BPP have joined forces to be the first to offer the ‘Digital Accountant’ training programme across the Crown Dependencies. This makes KPMG the only Big Four firm operating in the Crown Dependencies of Jersey, Guernsey, and the Isle of Man to currently offer this training programme to its staff.

BPP is an established global training provider based in the Channel Islands and are the sole provider, outside of the UK, to offer this advanced course, developed by their UK office. The partnership with KPMG in the Crown Dependencies will help to ensure that KPMG is at the helm of professional services firms operating in a digital era.

Designed to be compatible with both ACA and ACCA studies, all new starters enrolled on either training programme will become digitally astute in order to successfully tackle technology related challenges and support their clients through this rapidly changing environment.

The course will encompass cybersecurity, big data, AI, ethical issues in technology, data analytics and digital innovation. With BPP, trainee accountants across the three islands will be provided high-quality tuition and support throughout the three years of Professional Qualification training; all candidates will qualify as either ACCA or ICAEW members, along with completion of the Digital Accountant programme.

Steve Stormonth, Partner at KPMG in the Crown Dependencies and based in Guernsey, commented, “With BPP, we have a fantastic training partner with a proven track record of excellent exam results who continues to drive forward bold ideas for the next generation of digital accountants. The bespoke training programme will be fundamental in ensuring KPMG is at the forefront of accountancy in the future years to come.”

Stuart Chandler, Commercial Director at BPP CI, commented, “We are delighted to be able to pioneer our digital training programme with KPMG in the Crown Dependencies. The need for digital literacy across financial services is vital and has driven our development of the product. Working with such a prestigious organisation as KPMG indicates their desire to develop leaders in their field.”

Find out more about our accountancy programmes here.

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KPMG leads the way in digital accountancy with BPP

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BPP covers five common questions about the SQE, from SQE preparation courses, SQE exams, to QWE. Find out everything you need to know!

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BPP covers five common questions about the SQE, from SQE preparation courses, SQE exams, to QWE. Find out everything you need to know!

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Since the implementation of the Solicitors Qualifying Examination (SQE), we’ve been running a series of webinars and outreach projects to help candidates understand this new qualification route.

In this blog, we’re taking a look at the six most common questions we’ve been asked about the SQE.

Is the SQE harder than the LPC (Legal Practice Course)?

Yes. There is no doubt that the SQE is more challenging to pass.

The SQE exams are a very different type of assessment than the Legal Practice Course (LPC). Whereas the LPC tests students at the level of a day one trainee solicitor, the standard of the SQE is that of a day one qualified solicitor.

The pass rates for the SQE1 exams, for example, have been just above 50% since it was introduced, which is much lower than most LPC pass rates.

This is partly because in the SQE1 exams you will be presented with multiple-choice questions in which each answer will be plausible. The questions are marked on a single best-answer basis, requiring a much broader depth of legal knowledge than the LPC.

Do I need to do an SQE preparation course to pass the SQE exams?

An SQE preparation course is essential for passing the SQE exams. Preparing for the SQE is not as simple as refreshing your knowledge from your undergraduate law degree or law conversion course. Not only are law and legal practice continually changing, but half of the SQE syllabus is made up of practice-based subjects that you may not be familiar with.

Although there is no requirement under the SQE route to take a preparation course, the high standard required to pass the exams means that an SQE preparation course that supports your learning needs will maximise your prospects of passing the SQE first time.

Our SQE preparation courses combine interactive classroom teaching (whether in-person or online), with a dedicated learning platform driven by AI. You will also have plenty of opportunities to practise the multiple-choice questions for SQE1 and the skills assessed in the SQE2 exams.

Does it matter what SQE preparation course I take?

Picking the right SQE preparation course matters. While your main aim will be to pass the SQE exams, there are a wide range of courses on the market, and some will prepare you for the SQE and your career better than others.

Law firms will be looking for candidates who have not only passed the SQE, but have a well-rounded combination of legal skills, knowledge, and experience to succeed in their career.

A master’s programme, like the LLM SQE1&2, balances this career development with SQE preparation.

This course has three main benefits:

More time and materials to prepare for the SQE assessments

Postgraduate master’s funding

Essentials for Practice module including additional specialist learning valued by law firms

What’s the difference between Qualifying Work Experience (QWE) and an LPC training contract?

The key difference between the practical on-the-job training of QWE and a traditional LPC training contract is that QWE is much more accessible.

A training contract will generally take place at a law firm or legal employer and will be completed after finishing the LPC. They take two years to complete, during which you are supervised by dedicated professionals such as a training partner or a graduate recruitment team.

SQE candidates, however, have flexibility in how they choose to complete QWE. You can complete your two years of QWE either before, during, or after you attempt the SQE exams. Your QWE can be completed at a single employer, much like a traditional LPC training contract, or at up to four different employers.

Your QWE will need to be tracked with a Solicitor’s Regulation Authority (SRA) training template and signed off by a solicitor.

Do non-law graduates need a law conversion course before attempting the SQE?

Yes. It is unlikely that any candidate with a non-law background would pass the SQE, without completing a law conversion course.

While the SRA has removed the requirement for a law degree or law conversion course, the SQE pass rates show that even those with 2:1 and first-class law degrees are finding the SQE exams challenging.

Without a law conversion course, non-law graduates would also be at a disadvantage in their careers. Law firms have made it clear that they would expect anyone coming through the SQE route to have had some form of formal legal training.

Ready to start your SQE journey with BPP?

See our SQE courses.

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The five most common questions about the SQE

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Find out the ways in which data science skills can benefit actuaries. 

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Find out the ways in which data science skills can benefit actuaries. 

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Written by David Johnson, Actuarial Tutor at BPP Actuarial Education

Why data science is crucial for actuaries

You might be wondering why actuaries need to learn about data science. After all, are actuaries not financial data scientists already?

The actuarial toolkit certainly overlaps significantly with the data science toolkit, and actuaries are well placed to extend their knowledge into the burgeoning field of data science. However, it’s best not to think of data science as another potential field of work for actuaries, instead – see it as a powerful set of tools that can discover patterns and insights that traditional actuarial methods cannot.

What’s important to note is that data science tools can be applied across the full spectrum of actuarial problems, and a skilled practitioner doesn’t need to be limited by traditional boundaries. I’ve seen actuaries apply data science techniques for personalised marketing and complaints handling – areas that historically would rarely involve an actuary at all.

When is an actuary NOT an actuary?

It’s becoming increasingly clear that graduates see actuarial science and data science as competing fields for their talents, often without outlining the distinction between the two.

The role of a ‘data scientist’ can cover a wide range of skills and experience. An actuary must pass rigorous exams and demonstrate ongoing professional development, which places professional obligations upon actuaries to understand the models they use, to communicate the results, and understand the inherent risks, whereas the data science industry is often focused on predictive accuracy of models.

But, as any actuary knows, the past may not be a good guide to the future, and it is key to be able to understand the circumstances when a model may fail and be able to quantify and communicate that risk.

As always, judgement and critical thinking remains essential.

The right tools for the job

Data science theory is now introduced in the actuarial exams, with a focus on theoretical understanding and visualisation, however, this only scratches the surface of what can actually be achieved with proper training.

The exams also introduce the R statistical programming language, which is a far more powerful tool than the actuary’s traditional weapon of choice: Microsoft Excel. If you’re used to spreadsheet modelling, don’t worry – it’s certainly not difficult to transform these techniques to achieve far more with the right tools, including Python, MS Power BI (Business Intelligence), and other specialist visualisation packages.

Lead, don’t follow

We are witnessing an explosion in data science, with large volumes of data and computing power becoming accessible to more and more people. Not only does this mean more opportunities for those who are able to solve problems with data, but for those who understand what questions can be asked of data in the first place.

Actuaries are well placed to take advantage of these opportunities due to their combination of technical knowledge, risk assessment and communication skills, a view put forward by John Taylor when he was president-elect of the Institute and Faculty of Actuaries (IFoA). However, actuaries are also at risk from others embracing this data science to solve traditionally actuarial problems.

Used well, data science capabilities can enable a business to extract huge value from its data. Organisations that fail to keep pace with this change risk failing behind innovative competitors or becoming unable to meet the needs of their clients.

Organisations that set up good systems that generate reliable and accessible data to help meet operational and financial goals can embed a culture of data-driven decision making, with actuaries helping to drive those decisions.

Your strategic talent partner

At BPP we pride ourselves on understanding the needs of your business and finding solutions that plug that all-important skills gap. Our courses are designed to be practically applied and have instant business impact from day one.

Speak to us and find out how we can support your skills gaps and business goals.

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David Johnson, Actuarial Tutor at BPP University Business School

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About David

David Johnson joined BPP University Actuarial Education in 2020. He is an actuary with 15 years of post-qualification experience in the insurance industry, most recently specialising in data science.

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Data science – a new set of tools for actuaries 

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Our students share what they'd wish they'd known before starting law school.

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Taking the next steps towards becoming a lawyer? Read BPP's top tips before starting law school, with insights and advice from our students. Read now!

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The journey towards a career in law is incredibly rewarding but can be intense at times. To make life easier, we've asked our students for their top tips on starting law school.

These tips will help you prepare to succeed at BPP University, so you can get off to a great start from day one. Our students have shared insights on the course experience, important guidance they received, and their advice for how to tackle studying postgraduate law.

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A step up from undergraduate law

Andrea Hounto, BTC (Master's)

I remember bursting into tears during one of my advocacy mocks because I felt out of my depth. My tutors at me down and gave me some of the best advice to overcome imposter syndrome, which I carry with me to this day. He explained to me that a large part of being a barrister is about confidence, and that if I don't believe in myself and my abilities, it's unlikely anyone else will.

Lorena Turbatu, LPC

The level of work and manner of teaching is completely different from your usual undergraduate degree or taught master's. You are no longer writing academia and analysing the opinions of a particular judge, instead you are taking the actual law, applying it to client scenarios, and providing the appropriate advice. Problem question techniques learned from your undergraduate degree are your best friend - the earlier you grasp them, the better!

Tom Fennelly, Law Conversion Course (PGDL) and LPC

As the LPC is a postgraduate course, there is a clear understanding that the work needs to be done efficiently and to a high standard. It may seem daunting, and there may be times you feel as though there are students who can understand concepts easier than you, but if you apply yourself the course is very manageable.

Managing your time

Carla Fischer, Law Conversion Course (PGDL)

I think time management is key. I like doing a lot of different things and just scheduling them in. Having a few hours of learning and then breaking that up with pro bono work, and even speaking to a student adviser about what we're looking to do. It's more of a variety, so I never get bored of one thing.

Jennifer Chandler, LLM Law Conversion with SQE1

Try and keep on top of your work as much as possible, but also make sure to take time for yourself. I find working in the centre helpful so I can associate home with more relaxing activities, and because there are tutors on hand to help and books to help you. Most evenings after finishing I'll just relax, but this can also be a time to work on some of the pro bono opportunities BPP offers.

Tom Fennelly, Law Conversion Course (PGDL) and LPC

A good section of the PGDL and LPC is 'self-taught', and this may be challenging at first. However, it all makes sense when it comes to undertaking your exams - as your ability to condense and understand key concepts through your own research, which is further compounded through group discussion led by tutors, is invaluable.

Stay organised

Callum Martin, LLM SQE1&2

The best piece of advice is to stay organised. It sounds simple, but it's really not. There are so many different modules that you need to revise. If you stay organised throughout your entire course, you will have access to all your notes, you'll know exactly where to look for things, and revision will be so much easier.

Tom Fennelly, Law Conversion Course (PGDL) and LPC

Time management, punctuality, organisation, and responsibility are all paramount to succeed on a law course. There is simply no way around this. It's a good idea to begin work on these practices before starting law school so that you've developed the habits and are in the best possible position when you begin your course.

Lorena Turbatu, LPC

The LPC is very fast-paced, and the need to consolidate 1-2 days after your seminar is paramount to ensure you have grasped the key points while they're still fresh in your mind. This equally saves a lot of time when it comes to revision.

Make the most of online resources

Simran Kaur, LLM SQE1&2 (part-time)

The BPP Hub helpfully lists out all of the prep that you need to do for each workshop, and all of the slides for that prep are found on BPP Adapt. On Adapt you have different elements which essentially contain the slides for each bit of reading that you need to do.

Taking advantage of pro bono opportunities

Carla Fischer, Law Conversion Course (PGDL)

Pro bono completed the course. Learning the theory of law, but then also having an opportunity to apply that right away and get that client-facing experience. A lot of the law isn't thinking about it, it's applying it. There's also a lot of recognition for your work. There are pro bono awards with different categories and it's not only an appreciation for the hard work that you've done, it's something you can put on an application.

Lorena Turbatu, LPC

Practice and academic law are entirely different. Life in practice is exactly what the LPC teaches, and the earlier you get work experience in practice, the better you will grasp and understand the necessary knowledge and skills to succeed as a great legal professional.

Planning for life after law school

Lorena Turbatu, LPC

The earlier you start to research and apply for open days, vacation schemes, training contracts, and qualifying work experience, the better. Open days and vacation schemes will give you first-hand insight into a career in law, along with the opportunity to network with individuals in the profession who may be able to provide valuable insight into pursuing a law career.

Alexia Radu, Law Conversion Course (PGDL)

The careers service was really helpful. They reviewed my application, gave me extra pointers, and told me what I can improve. It was great using their feedback because applying for these vacation schemes is a tiring process, but I feel like they do make it better.

Andrea Hounto, BTC (Master's)

Pick yourself back up after each rejection and remind yourself why you decided to pursue this path in the first place. Get feedback, find opportunities for growth and development, you can even take a break to recoup if you need to, and then try again.

Alexia Radu, Law Conversion Course (PGDL)

I'm not sure whether I want to be a barrister of a solicitor at the moment, but BPP gives me the opportunity to pursue either route, so I'm going to decide what I want to do next and then continue studying at BPP and then qualify. But the University has supported me in exploring both options so I feel quite positive about that.

Some quotes have been edited for length/clarity.

Don't miss out, there's still time to apply for our postgraduate law programmes this September.

View postgraduate law courses

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Don’t let funding stand in your way. At BPP we offer a range of SQE courses with a variety of funding options available. Find out more about studying the SQE with BPP.

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Looking at funding for SQE preparation courses? From postgraduate and third-party loans to scholarships and sponsorship – BPP tell you all you need to know. Read now!

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There are many ways of funding your SQE preparation course. It’s most likely that you will combine a number of these options in order to fund your studies in a way that suits you.

Postgraduate loans

Opting for a master’s version of an SQE preparation course is an excellent way to fund your studies, with Student Finance England offering postgraduate loan funding of up to £12,167 for the 2023/24 academic year, though it’s worth noting that not all SQE providers are universities that can offer this option.

Whilst this sum will make up a significant amount of your course fees, you will probably need to look at some of the other options to fund the difference.

At BPP we offer two master’s programmes that are eligible for postgraduate funding: our LLM Law Conversion with SQE1 which is aimed at students from a non-law background who need to build core foundational legal knowledge before the Functioning Legal Knowledge (FLK) areas that are assessed in SQE1. Our LLM SQE1&2 is designed for those with a law undergraduate degree or who have completed a law conversion course and are looking to prepare for both the SQE1 and SQE2.

Self-funding through third-party loans

You may choose to self-fund your SQE by taking out a bank loan to fund your studies.  As well as High Street banks, there are also other lenders who specialise in lending to postgraduate law students.

We strongly recommend that you only choose reputable loan providers that are registered with the Financial Conduct Authority (FCA).

View third-party loans

SQE scholarships

There are many scholarships available to students – from small discounts to full-fee scholarships, depending on the provider.

At BPP, we operate a large scholarship fund of £1.25m+ for the 2023/24 academic year to support a wide range of future talent across all law postgraduate programmes. BPP has a strong commitment to help widen participation in and access to the legal profession, which is why a significant proportion of our scholarships fund is awarded to students from backgrounds which have been traditionally under-represented in the legal profession.

We recently launched the free Bridge Programme to help ‘bridge the gap’ between your undergraduate degree and postgraduate vocational training. One student from a socially mobile background from each participating university will be awarded a £5,000 scholarship towards their course fees, with further scholarships also being available to other participating students.

View scholarships

Firm sponsorship

The vast majority (if not all) of law firms who previously sponsored students for their LPC have confirmed that they will fund the SQE course fees and the centralised assessment fees of their SQE trainees. Securing qualifying work experience with one of these firms (many of whom send their trainees exclusively to BPP) is a very competitive process, but the good news is that there are many leading firms who fully sponsor their trainees (with most paying a maintenance grant alongside course and exam fees), and a number of them have an annual intake of around 100.

Work while you study

One of the benefits of the SQE is its flexibility. At BPP, our courses can be completed on a full-time or part-time basis, online or face-to-face. You can also fund your training and the exams by working while you study. Alternatively, you could choose to work full time to fund SQE1, and then work for a little more time to fund SQE2.

There’s also the option of both graduate and solicitor apprenticeships. The solicitor apprenticeship route enables future solicitors, who typically begin working in a law firm after they’ve completed their A levels, with a pathway to qualify as a solicitor in six years. By undertaking this route, you’ll have acquired six years of legal work experience, completed the SQE, and qualified without any student debt. In contrast, graduate apprenticeships, which are likely to become more popular over the next few years, will combine working for a firm, typically straight from your undergraduate degree, with completing your qualifying work experience, alongside your SQE studies and assessments.

View law apprenticeships

Don’t let funding stand in your way. At BPP we offer a range of SQE courses with a variety of funding options available. Find out more about studying the SQE with BPP.

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What can we do to break the bias around women in tech?

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What can we do to break the bias around women in tech?

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Written by Nichola Hay MBE, Chief Operating Officer at Estio Training

The digital economy is one of the fastest growing industries in the world right now. However, the gender gap (fuelled by the gender pay gap), means that females are severely underrepresented in this evolving field. Through encouraging women to explore tech careers from a young age, this industry has the power to be a leader in promoting gender equality. Unfortunately, studies show that this is still a male-dominated field, with a need for more and more women to become a part of it.

Promoting opportunities from a young age

The gender gap begins at school where for a lot of students, this will be their only chance to learn about technology. In a research survey by technology leader Sheridan Ash, it was founded that only 27% of female students would consider a career in IT compared to 61% of males and, only 3% of females would choose a career in IT as their first choice.

With such a startling difference you’ve got to wonder, why?

What does #BreakTheBias mean for Women in Tech?

In honour of International Women’s Day, we are supporting to break the bias by addressing the current lack of women in technology, which is tainted by gender stereotypes built through previous generations.

Gender stereotypes can push girls into taking part in non-technological subjects where they lack exposure to learn the technical skills which are needed to thrive in the digital and IT sector. If girls aren’t encouraged to take part in tech subjects from a young age, they will lack confidence within these increasingly vital skills.

Through working together to unpiece this bias, it helps us to dismantle it and move forward. This in turn brings together new opportunities for both women and men, as they learn and work together.

What can businesses do to Break the Bias?

As it stands, the skillsets in the digital world are not moving at the rate at which the digital economy is growing, and organisations across the world are witnessing increasing skills gaps.

Businesses can support bridging the gender gap by actively encouraging women into the workforce.

Having a diverse workforce and investing in upskilling and training helps to improve retention and support women in feeling encouraged and recognised. This alone can support to break the bias, close the gender gap, and uplift women into more senior roles.

Supporting women in the workplace

Together, BPP and Estio Training are working to break the bias by supporting women in training towards successful careers in technology through delivering a broad portfolio of programmes across professional courses, apprenticeships, and vocational university degrees. No matter where you are in your career journey, it’s never too late to follow your passion – whether that’s considering a new career path in tech related roles or continued professional development. Let’s Break the Bias together!

Find out more about our data and technology programmes here.

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About Nichola Hay MBE

Nichola is the Chief Operating Officer and a Board Director at Estio Training. She is also the Chair of the Association of Employment and Learning Providers (AELP).

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Learn about the recent changes to the ACCA time limit rules and make sure your exam passes don't go to waste. Book your next ACCA course today.

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Learn about the recent changes to the ACCA time limit rules and make sure your exam passes don't go to waste. Book your next ACCA course today.

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A

CCA have relaxed their time limit rules, meaning you no longer have 10 years from starting your studies to sit your final exam. For students that have previously studied ACCA papers but have not yet progressed to full qualification, it could take just four papers or less for you to become fully ACCA qualified. Previously, ACCA students were required to complete all exams within 10 years of their initial registration date.

Under the new rules, exams completed in the Applied Knowledge and Applied Skills levels are frozen and safe.

However, there is a time limit to complete the Strategic Professional level exams. You will have seven years to pass Strategic Professional, starting from the point of the first exam pass at this level.

Find out more about the ACCA time limit.

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Complete your ACCA studies

If you’re looking to continue your ACCA qualification after a period away, then we’ve provided resources below that will get you back on track.

At BPP, we have a wide range of ACCA course options, including flexible start dates and study modes which will ensure your previous exam passes don’t go to waste.

Choose your level below to book your next course or call us on 03300 603100 to discuss your next steps.

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Applied Knowledge

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Applied Skills

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Strategic Professional

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How long to complete ACCA: time limit changes

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Read our top tips on how you can secure a pupillage after your BTC.

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Read our top tips on how you can secure a pupillage after your BTC.

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What is a pupillage?

Following successful completion of a Barrister Training Course (BTC) a pupillage is the final step towards becoming a qualified barrister. It usually lasts around 12 months and is split into two six-month periods known as ‘sixes’. During your pupillage you will be given practical training under the supervision of a barrister.

First six

The first six is known as the non-practising stage, where you will shadow a barrister for six months, or two barristers for two three-month periods. You’ll accompany barristers to court, consultations, and conferences, as well as assist barristers with their papers and administrative tasks.

Second six

The second six is the practising stage, where you’ll obtain a provisional practising certificate, enabling you to provide legal services to the public under the supervision of your supervisor(s). Depending on the chambers, you may also appear in court during this stage, and opportunities for advocacy at the criminal bar will increase. If you’re in a commercial set you will focus more on written opinions, pleadings, and other administrative work.

Securing a pupillage

Pupillages are highly competitive placements, so it’s super important that you do your research, revise, and practice your interview technique. Remember – it’s likely that there will be as many as 10 times more people applying than there are pupillages available in any given year, so you certainly shouldn’t consider not winning your first pupillage as a failure.

We’ve pulled together some top tips to help ensure you’re ready, along with some example questions that you may encounter during the interview process.

Mini pupillages

Mini pupillages are a brilliant way to decide which area of law you may which to practice in and which chambers suits you best. It also builds and enhances your experience which you can draw on in your interview.

Pro bono work

Along with mini pupillages, pro bono work is really useful for your CV and application. It will also help you enhance your skill set and better your understanding of real-world law. Our award-winning pro bono service is available to you throughout your studies at BPP – so make sure you utilise this.

Research the chambers

You’re guaranteed to be asked why you’re applying for a pupillage at that particular chambers. In order to ask this question properly, you need to have researched the types of law they practice, who works there, and if possible – the people who will be interviewing you. Read any news or articles about the champers to build your contextual knowledge. Don’t go for a generic answer – make sure you’ve really thought it out.

Know your application inside out

It’s crucial that you memorise your application in such a competitive environment – as those interviewing you will ask many questions that you need to be prepared to answer. This may begin with questions based on your skills and experiences. You could be asked about your degree, exam results, as well as any extra-curricular activities you’ve taken part in. Being able to answer these questions confidently will really help you get off to a great start.

Example questions:

Talk us through your relevant experience

What kind of extra-curricular activities did you take part in while at university?

What were your favourite modules at university and why?

Prove your enthusiasm

Why do you want a career in law? Interviews will expect to see how passionate you are about a career as a barrister, and you’ll be asked questions about different aspects of the bar to determine your level of understanding.

Make sure you stay up to date with recent developments in the sector. Discuss any relevant work experience, university assignments that stood out to you, and your motivations for wanting to become a barrister. What sparked your personal experience? Link this with your skills and attributes that directly match the requirements of the role.

Example questions:

What skills does a successful barrister have?

Why do you want a pupillage here?

How have you prepared for a career at the bar?

Prepare to be challenged

Go into the interview expecting your interviewers to challenge some of the points you’ve made in your application. Be prepared to stand your ground and defend your arguments. Remain calm and use well-balanced, reasoned arguments to avoid being caught out. Remember – don’t be afraid to take a pause and gather your thoughts before answering the question.

Get the basics right

It might sound obvious – but the ‘basics’ are key. Make sure you come across as polite, enthusiastic, and professional throughout the interview. Speak clearly with confidence, dress smartly, arrive early, and make sure you have a few questions to ask your interviewers at the end of the interview.

Don’t take it personally

We’ve said it before, but pupillages are extremely competitive. Most aspiring barristers are unsuccessful when applying for their first pupillage – so don’t let this deter you. Keep a positive mindset and keep applying – you’ll get there!

Find out more about our Barrister Training Course (BTC) here.

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What are digital and data skills and why are they essential for accountants?

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What are digital and data skills and why are they essential for accountants?

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Written by Daniel Clark FCA, Head of Technology Professional Development at BPP University School of Technology

Last year, BPP surveyed 1,500 professionals and asked them to identify the skills they thought were most important for those in their organisation to develop over the next five years and unsurprisingly, data and digital skills were amongst the top of those chosen. Let’s take a closer look at these skills and why they are crucial for accountants.

Data is an old concept, but it was supercharged in the 20th century by developments in computing technology. Data could now be generated, processed, and used in ever greater quantities and at ever greater speed. In 2020, IBM research found that 150 trillion gigabytes of data will require analysis by 2025, and that a staggering 2.5 quintillion bytes of data are created every single day.

Data is ‘big’, and this trend is accelerating and transforming our world in numerous ways. First of all, let’s delve into what exactly data and digital skills are.

What are data skills?

Data skills include extraction (whereby you collect or retrieve data for processing or storage), trend identification (collecting data and looking for patterns), visualisation (the display of data in the form of charts, diagrams, and other formats), security (the protection of data), and analytics (examining and interpreting data to support growth and decision making within an organisation).

What are digital skills?

Digital skills are essentially the skills you will require to use and utilise digital devices, applications, programmes, and systems in order to share information and work efficiently in the developing digital era.

Why are these skills crucial for accountants?

Occasionally there is talk of accountants being replaced by data scientists or even machines, but we think this is very far from the case. What will need to happen though, is a shift in the skillset of accountants. Understanding how transactions are accounted for and reported, how to undertake financial analysis and all the other core skills of accountants are still needed. But we think it is possible to see that there are two types of changes required for accountants to add as much value as possible to their employers and their careers.

Understanding and utilising technology tools

A good understanding of technology tools and keeping up with new ones is essential. Microsoft Excel remains the bread-and-butter tool for most accountants, and it needs to be second nature, including some of the more advanced tools like Get & Transform, PivotCharts, slicers, and macros. However, Excel is slowly being replaced (or at least supplemented) by other tools, notably Power BI, which also needs to be in an accountant’s toolkit. Aside from specific data tools, accountants also need to understand general purpose technology tools such as Power Automate. The good news is that these are getting easier and easier to use. They will of course be replaced in turn, but the ability to master new tools as they develop is in itself an invaluable skill, and like all skills, requires practice.

The ability to use professional judgement

Aspects of finance work that are rule-based and repetitive will increasingly be automated. Although this may seem like a negative, it actually increases the importance of skills which only humans can exercise. Machines can pick out anomalies and maybe even write financial commentary, but they cannot exercise professional judgement about the way to account for a complex transaction, balance the tax risks involved in a situation, explain findings in a persuasive way to a client or colleague, or tailor advice that is relevant to an organisation’s financial situation. A recent piece of research by Burning Glass and BHEF concluded that the most employable and successful people in the modern world not only have ‘Digital Building Blocks’ (skills with technology tools), but also have ‘Human Skills’, in dealing with people and ‘Business Enablers’, which bridge the gap between the two, such as project management and business process.

Your strategic talent partner

BPP is unique in combining deep expertise in training and supporting accountants with a dedicated School of Technology. Bringing these two together, we have created a range of courses which can support your accountants in adapting to changing technology, helping them add value to your organisation, and future-proof their careers.

View courses

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About Daniel

Daniel Clark FCA has many years’ experience in finance, management and HR roles and has worked in professional education since 2007. He currently manages our portfolio of technology-related short courses, working closely with corporate clients to design programmes addressing the need for improved digital skills. He is currently conducting PhD research into the development of digital literacy and digital skills, with a particular focus on accountants.

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Importance of data and digital skills for accountants

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What are Environmental, Social and Governance (ESG) factors and why do you need to know all about them?

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What are Environmental, Social and Governance (ESG) factors and why do you need to know all about them?

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What is ESG?

The term ESG stands for environmental, social and governance factors, all of which are critical to an organisation’s overall strategy.

Investors are increasingly evaluating companies’ compliance with ESG as a way to decide which businesses they want to invest in. But ESG doesn’t just impact the engagement of investors.

Customers, employees, and shareholders are demanding that brands consider the environmental and social impact of their business. Does it make a positive contribution to society? Does it prioritise ESG? Does it provide a positive working environment for its employees?

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Environmental, social and governance – ESG explained

Environmental

It’s no secret that some of the world’s largest companies have come under fire for being responsible for over 70% of worldwide emissions. In 2021, Greenpeace and WWF reported that ‘the UK’s finance industry creates 1.8 times more emissions than the whole of the UK’.

When looking to the financial services landscape in Asia, policymakers’ recent pledges to carbon neutrality by 2050 (Malaysia, Japan and South Korea) and 2060 (China) also represent a critical step towards net-zero and have a snowball effect across business that can accelerate climate action among other countries across the region.

Consumers are demanding that organisations reduce their environmental impact, and investors are choosing to factor sustainability issues into their investments.

Environmental issues may include the use of fossil fuels and raw materials, as well as concerns over waste management, biodiversity, deforestation, and greenhouse gas emissions.

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Social

Organisations are being called on to implement diversity, equity and inclusion (DE&I) strategies, with research showing that the most diverse companies are ‘more likely than ever to outperform less diverse peers on profitability’.

People are an organisation’s best assets and there is a growing strategic importance on engaging them through learning and development opportunities whilst working in a safe, diverse and inclusive workplace.

Companies also need to consider their social responsibilities: how they can support and ignite positive change in local communities, prioritising employee welfare, and considering the ethics of their supply chains.

Governance

Governance essentially looks at how an organisation polices itself – making sure they’re accountable and transparent.

Concerns around governance also look into the ethics of the business, shareholder rights, employee relations and retention, employee compensation, and management structure.

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Why is ESG important for HR professionals?

At BPP we carried out skills research amongst professionals working in the Financial Services sector in January 2022 to find out more about their views on their company’s ESG strategy.

What we found is a lack of awareness and understanding of ESG. Of those we surveyed, just over half said they understood ESG factors, and 71% felt only ‘some’ of their organisation understood ESG factors. 52% of our respondents think shareholders pay attention to ESG factors, yet only 11% of businesses surveyed say all their senior leaders have ESG responsibility.

It’s clear that a business’s ESG strategy is becoming more and more significant when it comes to securing investors and ensuring engagement from customers. Not only this, Millennials and Gen Z in particular are seeking value-based employers, meaning an understanding of ESG is vital to employing the brightest talent.

It’s therefore crucial that leaders and HR professionals understand the importance of ESG and its impact on stocks, brand value and long-term business viability.

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Diversity, equity, and inclusion: attracting the best talent

Perhaps one of the most significant ways that HR leaders can strengthen ESG criteria is to continue to create and implement strategies to recruit a diverse range of talent.

Incorporating diverse perspectives across gender, ethnicity, age, disability, and the LGBTQ+ spectrum enables organisations to innovate through learning from and understanding different experiences. HR leaders must be actively recruiting in a way that engages and recognises candidates from diverse pools.

While DE&I will have a positive impact on a business’s success, it can be one of the most difficult ESG issues to measure. PwC has outlined 3 ways to measure and report on DE&I: through emphasising a company’s values, aligning leaders on reporting, and using a data driven approach.

How can HR leaders build understanding of ESG?

The need for upskilling is now. In roles that are client facing, having the confidence to understand and advise on ESG criteria will add more credibility to a business, as well as providing the best possible client service.

However, there’s an argument that HR should be first in line to get basic ESG training, with almost 80% of the professionals we surveyed believing that HR roles required this fundamental training in order to embed these principles within the organisation and when attracting future talent.

Your strategic talent partner

At BPP we pride ourselves on understanding the needs of your business and finding solutions that plug that all-important skills gap.

We offer a wide range of ESG courses from awareness courses to professional qualifications, which are recognised by global bodies such as CFA. Each course is designed to build your organisations’ understanding of ESG and the ways in which it can positively impact the future of your business.

Speak to us today to find out more about how we can support your HR goals in 2022.

1 BPP surveyed 169 professionals across the Financial Services sector between December 2021 and January 2022

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Why you need to know about Environmental, Social and Governance (ESG) factors

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Why the financial sector needs to understand the importance of ESG on organisations.

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Why the financial sector needs to understand the importance of ESG on organisations.

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Environmental, Social and Governance (ESG) is fast becoming a strategic priority for organisations across the world, as investors increasingly use this as a way to measure whether or not a business is worth investing in.

Despite this, there are many people within organisations that do not have an understanding of ESG and its impact on business performance.

We carried out research amongst professionals working with the Financial Services sector between December 2021 and January 2022, and here’s what we found.

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Importance of ESG

Only 53% of participants said that ESG was ‘extremely important’ or ‘very important’ to their organisation. When looking at the breakdown of ESG factors, 44% believed that environmental factors were the most important category for their organisation, and 10% said that no ESG factors were important for their organisation.

Understanding ESG

Our research showed that there was still a lack of understanding of ESG. Just over half (51%) felt they understood what ESG is, and 71% felt that ‘some’ of the people in their organisation had a ‘good’ understanding of ESG factors.

ESG has been shown to not only impact the decisions of investors on companies, but also employee morale/retention, and customer loyalty. 52% of participants thought that shareholders pay attention to ESG, and 64% believed that employees want to work for businesses that have good ESG practices.

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Awareness of ESG

We believe it’s crucial to build awareness of ESG through training across organisations. We asked participants whether they would like to see their organisation run an ESG training course, with 63% saying yes. 42% agreed that a training course would be useful for all staff within their organisation.

When asked which activities does their organisation do to help them understand the level of ESG awareness amongst their staff, 46% said that their organisation doesn’t measure ESG awareness amongst staff.

Investment in ESG training

63% of professionals said they thought that business that invest in ESG skills and training will see an improvement in business performance. Similarly, 62% stated they would want to be trained by training providers that have good ESG practices.

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Your strategic talent partner

At BPP we pride ourselves on understanding the needs of your business and finding solutions that plug that all-important skills gap.

We offer a wide range of ESG courses from awareness courses to professional qualifications, which are recognised by global bodies such as CFA. Each course is designed to build your organisations’ understanding of ESG and the ways in which it can positively impact the future of your business.

Speak to us today to find out more about how we can support your HR goals in 2022.

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The importance  of ESG across Financial Services

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Want to know how to get the most out of your vacation scheme? Check out our top tips.

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Want to know how to get the most out of your vacation scheme? Check out our top tips.

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Vacation Schemes (also known as ’Vac Schemes’) are used by many law firms as an integral part of the recruitment process for a training contract. They are also a fantastic way for aspiring solicitors to gain invaluable experience of the legal profession while boosting their CV. Most schemes last between one and two weeks and will give you plenty of opportunities to enhance your legal knowledge and develop the core skills you need to be successful at the start of your career.

If you secure a Vac Scheme, take confidence

Whether or not your Vac Scheme leads to a training contract offer, securing one will mean that you have already stood out from the crowd in an intense competitive process. Take that as a vote of confidence in who you are, what you’ve achieved to date and use your time at the firm to prove that the graduate recruitment team got it right when considering your application.

Let’s explore 5 ways in which you can get the most out of this opportunity.

Do your research

Who are the partners, associates, and junior lawyers that you will be working with in the department(s) you will be assigned to? Research their LinkedIn content and the firm’s company bios, as well as researching their major clients and any recent reported cases and deals they have been involved with.  Undertaking your research thoroughly, will give you opportunities to show the depth of your preparation and commitment to the firm during the Vac Scheme, which can only enhance your employment prospects with the firm

Ask good questions

Whether this is your first Vac Scheme or your fifth – it’s crucial to seize the opportunity, ask good questions (e.g., where the answer can’t be found on the firm’s website) and constantly observe what’s happening around you. The skills and knowledge which you will gain through experience in practice is invaluable and will help you stand out in any other applications you may make for training contracts or qualifying work experience.

Go in with the right attitude

Creating a good impression is key and showing your enthusiasm and willingness to learn and work hard is guaranteed to show you have a great attitude. Not only will this help you get the most out of your Vac Scheme, it’s sure to create a lasting impression on those that you are working with.

Ask yourself whether you enjoyed the experience

Vac Schemes will provide you with a real-world taste of what it’s like to work in the legal profession. While you’re learning, working, and building your skills, ask yourself if you’re enjoying what you’re doing. If you are, it’s likely that you’ve chosen the right path and possibly the right firm for you if the feeling is mutual! But if the Vac Scheme does not fulfil your expectations, don’t rush to judge whether or not you wish to be a solicitor from that one experience. Try to secure another Vac Scheme or two at a range of firms who focus on different practice areas and then review your options.

Keep a written record of your Vac Scheme experience

Keeping a log of what you’ve done, legal knowledge you have acquired and key advice you have received is essential. Not only will this help with future applications and interviews, over time, you simply won’t recall all of the detail unless you log it as you go along. For example, you may need a more in-depth account of your Vac Scheme experience when, perhaps, you apply for a role at the same firm after you have trained and qualified somewhere else.

View courses

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How to get the most out of a Vacation Scheme

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Understand how best to meet the new demands of your employees in order to determine the future success of your organisation.

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Understand how best to meet the new demands of your employees in order to determine the future success of your organisation.

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As the world emerges from the pandemic, the global workforce has fundamentally changed. Leaders and managers need to understand how best to meet the new demands of their employees to determine the future success of their organisation.

Enhancing soft skills in the workplace

Last year, Forbes found empathy to be the most important leadership skill according to research. This, along with leadership and management skills, can be difficult to learn as they are often embedded within our personalities. However, addressing the need for these crucial skills is critical when it comes to attracting and retaining the best talent, especially in a world in which we’re seeing a significant shift to hybrid or remote working.

The importance of management skills

Deloitte pointed out that the future focus of work will switch from maximising output to ‘unleashing potential’, by encouraging talent to harness and fulfil their own potential in order to add the most value to an organisation. This, along with focusing on the uniquely human values of adaptability and creativity would also be key to an organisation’s ability to be resilient in the face of unexpected change.

This change in mindset is truly critical for achieving results beyond simply doing what has been done previously, what is cheaper, or faster. Instead – leaders need to think about what is needed tomorrow and be able to tune into the skills and talent within an organisation to ensure that it is able to succeed in a world which is constantly changing and evolving.

In 2021, BPP carried out HR Professionals Learning and Development Research and we found that employers ranked ‘business’ skills and ‘leadership and management’ skills as their current top two areas of training within their organisation, and these were chosen over ‘digital, data and technology’ skills which have certainly been a dominant focus over the past two years.

Emma O’Dell, Director of Client Capability at BPP, noted that “softer skills, such as coaching, emotional intelligence, adaptability and developing trust, are now more important than ever to grow leadership effectiveness, workplace motivation, and commitment to goals across an organisation.”

Through our work with HR leaders across a variety of sectors, Emma has seen that many employees are experiencing:

A desire for balance between productivity and flexibility

Pressure to create and reinvent

Effects of stress and fatigue on mental health

An increased want for transparency across diversity, equity, and inclusion initiatives

A desire for belonging, both holistically and inclusively

How to develop and improve your talents’ soft skills

“Many of the skills we’ve mentioned are relevant to all employees, not just managers and leaders,” explains Emma, “we’ve been helping our clients to create organisational-wide skills frameworks that are agnostic to role in order to develop the strategic capabilities that are needed both now and in the future.”

BPP currently offers a range of training solutions designed to ensure the individual needs of employers are met, and outputs for leadership effectiveness, workplace motivation, and commitment to goals across the organisation is maintained.

Such short courses include:

Building Effective Coaching Skills

Emotional Intelligence

Resilience and Wellbeing

Agile Thinking in a Changing Business World

Leading in a Changing Business Environment

Your strategic talent partner

We’re able to support capability identification through the use of online workshops and diagnostic tools to engage employees at foundation, core, and strategic levels. We then work with our clients to identify high-priority skills that require training both immediately and in the future.

The outcome of our process summarises the skills data we’ve collected with tailored capability plans and training programmes to help plug those all-important skills gaps.

Find out how we supported a leading global insurance provider in understanding and planning for current and future capability needs.

Speak to us

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The importance of soft skills for your leaders

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BPP and the O Shaped Lawyer are delighted to announce their new collaboration, working to embed O Shaped attributes in BPP’s range of new solicitor training courses for the SQE

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BPP and the O Shaped Lawyer are delighted to announce their new collaboration, working to embed O Shaped attributes in BPP’s range of new solicitor training courses for the SQE

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BPP and the O Shaped Lawyer are delighted to announce their new collaboration, working to embed O Shaped attributes in BPP’s range of new solicitor training courses for the SQE. As part of BPP ’s Essentials for Practice module, students will study a range of material introducing the O Shaped five O’s and 12 attributes and their application in real world legal practice.

Using a reflective portfolio, students will develop their client and people-centricity skills, developing their personal strong foundations for the growth mindset needed to thrive in today’s legal services market.

Dan Kayne, Founder of the O Shaped Lawyer said “this partnership represents a milestone in modernising legal education.  Jo has been involved with the O Shaped working group from the outset and been a real ally in bringing O Shaped to life at BPP.  BPP work with many of the leading law firms in the country and train a significant proportion of aspiring lawyers. By embedding the O Shaped mindset, skills and behaviours into their Essentials for Practice module, it will introduce the critical human and business skills to many of our next generation of legal professionals, laying the foundations for them to enter the profession practice ready.  I am really looking forward to working with Jo and the team at BPP”

Jo-Anne Pugh Dean of BPP law School said ‘I am delighted to be working closely with the O Shaped Lawyer. I was involved in many of the early meetings and whole-heartedly endorse the great work being done by Dan and his committed team. We wanted to collaborate with O Shaped lawyer in a way that will have the most widespread impact on the early years of professional training. By embedding the five Os and the 12 Attributes in our solicitor training courses, I am confident that we are giving an opportunity to a significant number of aspiring solicitors to embark upon their legal career with the right skills and mindset.

With a range of options available at BPP, students can progress through their SQE legal training in a way that suits them. They can opt for a standalone exam preparation course for SQE1 or SQE2 or choose a more comprehensive programme where the ‘O shaped’ principles are embedded to ensure the best chance of success in the SQE examinations and a future legal career.

For more information visit https://www.bpp.com/courses/law/postgraduate/sqe

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 BPP and O Shaped Lawyer combine to boost law student success

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BPP Professional Education Ltd is delighted to announce that it has been awarded ‘Good’ in its recent Ofsted inspection.

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BPP Professional Education Ltd is delighted to announce that it has been awarded ‘Good’ in its recent Ofsted inspection.

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BPP celebrates as Ofsted award ‘Good’ grade after inspection

BPP Professional Education Ltd is delighted to announce that it has been awarded ‘Good’ in its recent Ofsted inspection.

The ‘Good’ grading was awarded after a four-day inspection carried out between 8-11 March 2022.

Over the last two years, BPP has revised its approach to how they monitor and enhance the quality of apprenticeship programmes in line with the Ofsted Education Inspection Framework. This starts with two of the most important aspects of its offer, teaching and coaching.  A redesign of the observation process, observation training, an "enhancing excellence" webinar series for tutors and coaches, and the introduction of an online graded observation form were just a few key examples of changes that BPP performed.

BPP has approximately 9,800 apprentices with various employers across the country, undertaking apprenticeships ranging from levels 2 to 7. Around half of the apprentices take the level 7 Accountancy and Taxation professional programme, with other programmes on offer including Investment Banking, Compliance and Risk, Financial Services, Human Resources, Insurance and Business Administration.

Speaking about the outcome Nikki Botterill, Director of Apprenticeship Quality said, “We are extremely proud to have achieved a ‘Good’ rating. The success of an inspection is never just about the four days inspectors are in, it’s about the everyday experience.   Our staff are educated about the expectations of an inspection, receive thorough high-quality training, and robust quality assurance processes to monitor and measure impact.

Our data plays a powerful tool which supports our progress at BPP. As a management team we are able to see where our focus is required and where best practice can be shared. This gives our learners the best possible experience and education at BPP”

James Hammill, Executive Director of Apprenticeships said “Our learners will always be our number one priority. As a group, we all share one common goal which is to ensure we provide outstanding education. The way the team came together for this inspection was brilliant and it’s a reminder on how far we have come. We started off in 2012 with less than 100 apprentices, fast forward 10 years and we’ve been through seven Ofsted visits and have over 11,000 live learners spread across more than 30 different programmes. Our ambition is to be ‘Outstanding’ and we are making strong progress towards achieving this”

Extracts from the report.

“Apprentices enjoy learning in a safe environment, within a supportive culture, which they describe as being ambitious for their success”

“Apprentices have an excellent understanding of how their training benefits them, their employers and society”

“Apprentices benefit from high-quality skills training and focused ‘skills days’ that enable them to link the theoretical knowledge they acquire in lessons with workplace practice”

“Staff promote a culture of equality and diversity to apprentices, which they embed well within the programme. Apprentices have access to a suite of resources to support their well-being

“They recognise the benefits of learning from experts in the industries in which they work. Attendance is high because most apprentices enjoy their programme and value what their coaches and tutors have to say”

BPP has in excess of  10 years’ experience in delivering high quality apprenticeships, working in collaboration with 7 of the 10 major UK banks and 20 of the UK’s largest corporations.

Find out more on BPP’s Apprenticeships here.

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What is ESG and why is it crucial in reporting and the financial sector? 

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What is ESG and why is it crucial in reporting and the financial sector? 

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Written by Chris Usher, Managing Director of BPP CI

What is ESG?

Environmental, social, and governance (ESG) are the key principles of performance that can be used to assess a company's or country's influence on society and environmental sustainability. Stakeholders, from investors and employees to consumers and governments, can decide how they interact with a company by understanding its strategy and performance in each area.

What is ESG reporting and why is it important?

There is an increasing sense of urgency to adopt a uniform strategy to address these issues by agreeing on standard metrics in each ESG area, which organisations will be expected to report on to demonstrate their commitment to improvement. This allows for meaningful and reliable comparisons between organisations, as well as an indication of their resilience to external variables like economic shocks or pandemic crises.

Governments and regulators around the world are enthusiastic to demonstrate just how serious they are about their plans for a greener, cleaner and fairer society. Amid claims of ‘greenwashing’ (where a company or government is disingenuous about its ESG implementation plan), there has been a huge focus on ensuring that companies and other entities report their climate impact, sustainability metrics and social impact honestly and clearly. The various ESG reporting regimes aim to keep companies and governments honest, in what is likely to be the most significant element to impact our society in 100 years.

Notwithstanding that ESG has actually been around for decades, we are only at the start of this seismic shift in society and the way in which governments, companies and individuals conduct themselves over the coming decades. The change to society, business and our institutions will be significant and includes all members of the team, not just the board of directors and the senior team. ESG is truly an area where the collective actions of individuals matter and everyone can have an impact, whether that be positive or negative.

New reporting requirements will bring further debate on what it is to be ‘ESG friendly’ and demonstrate sincerity in the quest to improve our society and reduce carbon emissions as we move towards ‘net-zero’ and a more sustainable eco-system.

How has ESG reporting changed?

On March 21st 2022, the Securities and Exchange Commission introduced important new rules regarding the disclosure of climate related risks for businesses in the United States. The new rules include requirements in relation to both direct and indirect carbon emissions. A lack of effective disclosure would likely raise red flags for investors in businesses and call to question the sincerity of boards in fighting for ESG related issues.

Dr Kevin Kelly, an expert on Corporate Governance and ESG recently commented in an interview with BPP, ‘Companies can demonstrate their commitment to ESG by effectively managing their potential for both positively and negatively impacting their stakeholder base and through the timely and accurate reporting on their success and failures in respect of each of the pillars of ESG’.

Why does this matter to businesses elsewhere, such as the United Kingdom? Clearly, the rules relating to disclosure and reporting will become a global benchmark with the harmonisation of standards over the coming years. For businesses, the scale of the task is huge and the sooner they start their ESG journey the better. In any event, the UK introduced its own requirements for reporting in 2021, which only adds to the plethora of reporting frameworks that have arisen over the past 10 years or so. Reporting frameworks will continue to drive regulatory requirements and change collective behaviour.

The Task-Force on Climate-related Financial Disclosure (TCFD) has been around since 2015 and encourages businesses to report on various aspects of their environmental impact and the financial risks pertaining to them.

The TCFD framework is split into three scopes, with one and two being direct emissions that come from a company’s operations, such as energy use in an office. Scope three covers more opaque factors, such as employees’ behaviour around commuting to work and financial emissions, which covers any investments the company undertakes.

On this basis, it’s essential that all employees understand that ESG includes everybody in a business, not just those tasked with completing the reports.

How to incorporate ESG into your business

So how can everyone contribute? Here are just a small number of ideas under the different elements of ESG to show that individuals can make a difference when acting collectively.

Environmental

Social

Governance

Turn off your PC at the end of the day

Employ fair working practices in your team

Carry out effective risk management in supplier relationships to reduce the risks of bribery and corruption – raise awareness of matters such as money laundering risk

Do you really need to print that email?

Encourage colleagues to have work/life balance

Ensure company records are kept up to date and in good order to protect all stakeholders

Developing ESG awareness

Although the above ideas seem relatively simple, businesses will want to begin the journey to developing a sustainable and coherent response to their ESG challenge as soon as possible. Without the right skills and awareness, this challenge will likely be significant if not insurmountable. Understanding the breadth of the ESG taxonomy of skills will require a long term partnership approach to learning and in order to raise awareness, there needs to be a monumental shift in the collective consciousness of business.

As well as developing awareness of the ESG landscape, it will be essential for certain job families to become experts in complex areas such as the auditing of ESG compliance, sustainability reporting, ESG factors in commercial lending or ESG for investment professionals.

The importance of ESG skills

ESG is important because it provides a focused framework within which governments, businesses, and individuals may work together to address severe global concerns. It is based on a shared moral commitment to do the right thing for people and the environment, but it tries to measure progress in ways that have never been possible before.

ESG performance is a measure of an organization's resilience, and businesses that implement an ESG strategy are better prepared to respond to new challenges. They can adapt to change and continue to develop value in the future. This is appealing to investors who want to maximise their profits. The link between financial and environmental performance is stronger than ever. The benefits of the transition from financial to stakeholder capitalism will benefit the overall society, not just those seeking economic gain.

BPP is your strategic talent partner and has been building careers through education for over 40 years.

BPP is unique in combining deep expertise in training and supporting professionals, we have created a range of courses which can support your team in adapting to the ESG learning challenge.

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Chris Usher is the Managing Director of BPP CI

Chris has over 20 years’ experience in international financial services, working both in the UK and offshore, for major financial institutions such as Barclays Wealth and Santander.

Formerly an International Investment Manager he advised both individuals and corporate entities on complex investment scenarios. He now specialises in delivering training in investment management, taxation and regulatory matters in international finance centres around the world.

Chris is a specialist chairman of a number of high-profile events, including conferences such as the Annual Compliance & Economic Crime Symposium and the International Taxation Conference. As an expert in the financial crime risks posed to international offshore financial centres, Chris was invited to speak at the Association of Certified Anti-Money Laundering Specialists (ACAMS) conference on the topic of ‘Understanding the Criminal Vulnerabilities of Offshore Products and Services’.

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Find out how you can qualify as an accountant today with the ACCA vs CIMA guide from BPP. Read now and find out which career path is best for you.

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Find out how you can qualify as an accountant today with the ACCA vs CIMA guide from BPP. Read now and find out which career path is best for you.

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If you're planning your career in accountancy, you may be wondering which accounting qualification you should complete. While both ACCA and CIMA are popular qualifications for aspiring accountants, they are aimed at different types of accounting careers.

Read this ACCA vs CIMA guide to help you decide which professional qualification is best for you, where we'll explore the key differences between ACCA and CIMA, including which route is longer and which is more difficult. We will also compare each level of the accounting professional qualifications, and help you decide whether you should choose ACCA or CIMA.

Explore accountancy qualification paths.

The difference between ACCA and CIMA

Having a professional qualification in ACCA or CIMA is highly respected internationally, across a variety of organisations. Both qualifications will teach you the fundamental principles of accounting, such as compliance and financial reporting. However, these qualification routes are aimed at different career types and job roles.

ACCA vs CIMA: which should I choose?

Your choice will depend on your long-term goals.

CIMA focuses on developing knowledge for strategic and business leadership roles. Job roles that would suit a CIMA qualification include management accountant, business analyst, project manager, and finance controller.

ACCA concentrates on the advanced skills and principles of accounting. Job roles that would suit an ACCA qualification include accountant, financial consultant, tax manager, and internal auditor.

Each professional qualification has an accessible route to study, with foundation and entry-level qualifications available.

If you have no previous accountancy experience or training, see the CIMA Certificate in Business Accounting and ACCA Foundations in Accountancy. These provide a base of knowledge and skills which will allow you to progress towards earning your accountancy qualification.

If you have a relevant degree qualification, both ACCA and CIMA provide exemptions on certain papers, helping you save time and money.

Find out more about ACCA exemptions.

Is ACCA longer than CIMA?

Both accountancy qualifications are challenging, especially at the later levels.

The comparative pass rates for ACCA vs CIMA in 2023 sitting were:*

ACCA Applied Knowledge: 73% | CIMA Operational: 64%
ACCA Applied Skills: 54% | CIMA Management: 67%
ACCA Strategic Professional: 43% | CIMA Strategic: 62%

*Results based on the ACCA June 2023 sittings, and the CIMA May 2023 sittings.

ACCA vs CIMA levels

By comparing the different modules for each professional qualification, you can see which specialist skills and knowledge areas you will develop.

Both ACCA and CIMA have three main levels.

Level 1

ACCA | CIMA

Business & technology

Managing finance in a digital world

Management accounting | Management accounting
Financial accounting | Financial reporting

Level 2

ACCA | CIMA

Audit and assurance

Managing performance

Corporate business law
Financial management | Advanced management accounting
Financial reporting
Performance management | Advanced financial reporting
Taxation

Level 3

ACCA | CIMA

Strategic business leader

Strategic management

Strategic business reporting | Risk management
Two optional papers | Financial strategy

During the final level of ACCA you will need to complete two essential and two optional papers. You can choose between:

Advanced audit and assurance

Advanced financial management

Advanced performance management

Advanced taxation

Is CIMA better than ACCA?

If you're looking to pursue a management or strategic business role, then a CIMA qualification may be better for you. However, both qualifications are highly respected and globally recognised. An ACCA qualification may be more suited to you if you are aiming to gain specialist accounting knowledge and skills.

Can I study ACCA or CIMA via an apprenticeship?

You can complete the ACCA and CIMA qualifications as an apprenticeship. Apprenticeships offer a structured path for qualifying into the career you want while gaining valuable on-the-job experience and earning a salary.

Final thoughts

Making a choice between ACCA and CIMA will depend entirely on your career goals. Both professional qualifications will give you specialist skills and knowledge to perform a range of important job roles.

Once you have an idea of an organisation or sector you would like to work in, look through our ACCA and CIMA course pages. Evaluate which specialist skills and knowledge areas would help you secure your career.

If you have any questions or would like to speak to a friendly advisor, call us on +44 (0) 3300 603 100.

View courses

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Discover what a chartered accountant is, their roles, responsibilities, qualifications, and career path in the UK. Start your journey with BPP today.

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Discover what a chartered accountant is, their roles, responsibilities, qualifications, and career path in the UK. Start your journey with BPP today.

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Becoming a chartered accountant is one of the most highly sought-after career paths in the accounting and finance sector. Chartered accountants play an important role in the business functions of a wide range of organisations, across industries and sectors.

If you’re looking for a role as a chartered accountant, this guide will help you learn everything you need to know.

We’ll look at some of the most common questions people ask about chartered accountants, including:

What are chartered accountants?

What do chartered accountants do?

What does chartered accountant mean?

What is the role of a chartered accountant?

What skills do chartered accountants need?

What qualifications are required to be a chartered accountant?

If you’re interested in becoming a chartered accountant, see our accountancy courses.

What is a chartered accountant?

A chartered accountant is a fully qualified accountant who can take on a broad and important role within a variety of organisations. They analyse and provide information about financial records, focusing on areas including financial reporting, taxation, corporate finance, business recovery, and insolvency. They will often be responsible for auditing accountants and giving financial advice.

Chartered accountants generally work in four primary areas:

Applied finance

Financial accounting and reporting

Management accounting

Taxation

What does chartered accountant mean?

Being chartered means that an accountant has achieved a high level of professional qualification and experience within accountancy.

Chartered accountants are recognised by the professional bodies through which they qualified. As accounting professionals, they will be members of these professional bodies for which they will pay an annual membership fee.

Read the accountancy qualifications guide.

Roles and responsibilities of a chartered accountant

A chartered accountant’s job description will vary widely depending on a number of factors. What chartered accountants do day-to-day depends on their specialist area, the sector they work in, and what kind of company they work for.

Between different organisations, the role of a chartered accountant can be quite different, especially if they have a small or large team around them.

Day-to-day responsibilities may include:

Managing budgets

Undertaking financial audits

Providing financial advice

Liaising with clients and businesses

Analysing risk

Advising on tax planning

Maintaining accounting records

Counselling clients on areas of financial improvement

Producing reports and recommendations

Preparing financial statements

Negotiating terms with suppliers

As a chartered accountant, you could also oversee managing a team of junior colleagues, while reporting to senior and board members of an organisation.

What skills do chartered accountants need?

Having such an important role with a large number of responsibilities, chartered accountants need a wide range of different skills to effectively perform their duties.

Numeracy

Accountants work with numbers day in, day out. Accountants should have strong numeracy skills and understand how to analyse data efficiently.

Problem-solving

Accountants are responsible for balancing books and providing advice to clients. In some cases, this could mean doing research to ensure that problems are solved and averted properly. Chartered accountants should be able to resolve issues proactively in a way that is beneficial for each specific client.

Organisation

While studying, you’ll need good organisational skills to adequately manage your time between working in accounting and studying for your exams. Once qualified, you’ll need it to manage your workload between clients or projects. You’ll also need to organise information in order to present it to others.

Teamwork and leadership

Accountants must be able to work well both independently, and as part of a team. Having leadership capabilities is important for chartered accountants, as they will often need to manage employees.

Self-motivation

A career in accountancy may not be rewarding straight away. Studying for exams while working can be difficult, so self-motivation and commitment are both must-have skills for hopeful chartered accountants.

Chartered accountant qualifications

The qualification path for chartered accountants starts with three possible routes:

An undergraduate degree in any subject

A degree in accountancy, finance, or a related subject will help you achieve your career goals. A degree in one of these subjects may make you eligible for exemptions from some of the exams during the next stage of your accounting qualification.

An entry-level accounting course

Regardless of what qualifications you have, there is an accountancy pathway available to you.

AAT is an entry route to accountancy which will help you access high-level accounting qualifications. This route is available to anyone looking for an accounting career, including school leavers, career changers, and graduates.

You could also complete a foundation certificate, such as the Certificate in Business Accounting foundation qualification. You’ll gain the skills and knowledge needed to progress onto the full CIMA CGMA Professional Qualification.

An accountancy apprenticeship

An apprenticeship is a popular route into an accounting career. This route allows you to earn while you work, gaining valuable professional experience while earning your qualifications.

Become a chartered accountant

ACCA Chartered Certified Accountant

The ACCA Chartered Certified Accountant qualification is a globally recognised pathway to becoming a chartered accountant. This route develops knowledge, skills, and strategic understanding through three levels, Applied Knowledge, Applied Skills, and Strategic Professional.

After completing the ACCA qualification route, you will have exceptional technical accounting expertise as well as ethical and professional skills.

CIMA Chartered Global Management Accountant (CGMA)

The CIMA CGMA qualification develops critical knowledge and skills that are needed to succeed as an accountant. You will learn professionalism, business and leadership skills, ethics and commitment, alongside accounting knowledge.

There are three main levels to the CIMA CGMA qualification, Operational, Management, and Strategic.

ICAEW Associate Chartered Accountant (ACA)

To become ACA qualified, aspiring chartered accountants will need to take 15 exam papers split over three levels, Certificate in Finance, Accounting and Business, Professional Level, and Advanced Level. The qualification is particularly popular as it is incorporated into a training agreement which includes between three-five years of on-the-job training that you can undertake at the same time.

ICAS Chartered Accountant

ICAS stands for the Institute of Chartered Accountants of Scotland. To complete this qualification route, aspiring accountants will need to complete three levels, Test of Competence, Test of Professional skills, and Test of Professional Expertise.

To become chartered, you’ll also have to have a minimum of 450 days of relevant practical experience with an ICAS partner employer.

You can enrol onto ICAS training with a partnered employer.

Chartered accountant salary

Chartered accounts hold much responsibility within a company, and this role has high earning potential as a result. According to Reed, the average salary for a chartered accountant in the UK is around £46,000. As chartered accountants gain more experience, their earning potential can rise to over £100,000, with large bonuses.

There is high regional variation in how much chartered accountants earn, with average salaries in London around £60,000.

How much chartered accountants earn will depend widely on a number of factors, including the sector they work in, and their specific role and specialism.

For example, chartered accountants in the charity sector will generally earn less than those working in the banking and finance sector. Similarly, larger employers (national and multinational companies) tend to pay more than smaller ones.

Final thoughts

Becoming a chartered accountant promises a highly rewarding career path with a wide variety of options in terms of company, specialisms, and industries.

If you’re looking to go down the chartered accountant route, there are several ways you can advance your career.

Work experience

Many accountancy roles require relevant work experience. This may include placements, professional experience, and shadowing. Seeking this type of work proves you are proactive and dedicated, as well as interested in the field you are applying for.

Volunteer work is also worth mentioning on your CV, especially something such as working as a treasurer at a university society, or organising a fundraiser.

Continuing professional development

Throughout your training and career, you should keep up with technical and business issues. Membership in a professional body such as ACCA or ICAEW will help keep you in the loop.

Accountants with other skills such as digital literacy or foreign languages are particularly in-demand.

If you’re looking to become a chartered accountant, start by learning about our accountancy and tax courses.

View courses

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This article explores when law firms will start using the SQE for their law trainees.

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This article explores when law firms will start using the SQE for their law trainees.

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With the transition to the Solicitors Qualifying Examination (SQE) – a comprehensive and rigorous assessment for prospective solicitors – well underway, we took a temperature check with law firms to see how things are going.

Questions were raised over whether candidates would still benefit from the foundational skills taught under the previous route, the Legal Practice Course (LPC). It became clear that law firms still expected candidates to undergo legal training well above the minimum required to complete the SQE exams.

Firms were also concerned about candidates being instilled with the future skills required for a dynamic legal workforce.

What skills do firms expect in the post-SQE era?

We conducted a survey of law firms aiming to look at their response to the challenges of the SQE. We were particularly interested in the skills law firms and legal professionals expected new entrants to have, and what they could improve on.

The ten key skills identified can be grouped into three broad categories – spotlighting, strengthening, and sustaining.

New skills not currently catered for sufficiently in legal education that need spotlighting

Skills that are currently taught but that require strengthening

Skills that new entrants currently possess that should be sustained

Skills to be spotlighted were:

Technology and digital skills

Creativity

Resilience and adaptability

Skills to be strengthened were:

Commerciality

Written communication skills

Skills to be sustained were:

Professionalism

Teamwork

Client care

Legal knowledge

Management and organisation

Read the full report.

To help develop these skills, law firms have taken the decision to put trainees through SQE preparation courses which focus simultaneously on the SQE exams and making sure learners are career ready.

When will law firms move to the SQE?

2023 is likely to be the point where we will see more law firms offering SQE for their trainees, with fewer LPC cohorts from 2024 onwards.

During this period of transition, several firms will continue with their LPC cohorts for the mid-short term. But with the number of SQE students and those undertaking Qualifying Work Experience (QWE) increasing, firms have a different dynamic to think about.

Many law firms have already partnered with BPP to offer the SQE. These include all six City Consortium firms, Freshfields Bruckhaus Deringer, Herbert Smith Freehills, Hogan Lovells, Linklaters, Norton Rose Fulbright, and Slaughter and May.

What law courses are students doing?

At present, students will be either be studying the LPC or a suitable SQE preparation course based on their legal knowledge. For students who are already undertaking a training contract or qualifying work experience, they will study a course based on the preference of the law firm they’re employed by.

What about SQE training contracts?

Training contracts, commonly referred to as TCs, are taken under the LPC route to qualification. If you’re qualifying via the SQE route, you will instead undertake QWE.

Are firms taking on LPC and SQE candidates at the same time?

As there are two routes for trainees to follow, firms are likely to see applicants with different legal qualifications. But the SQE won’t put students at a disadvantage against their LPC counterparts.

“All the firms I’ve spoken to…they tell me that if the candidate’s good enough, if they’ve done the LPC or done the SQE or not done either beforehand, if they’re good enough, and they want to hire them, they will make it work.”

Jonny Hurst – BPP University Law School

It’s worth noting, even after 2025, there will be some LPC legacy graduates taken on by firms, though they may have to complete the SQE2 exams and QWE once the training contract pathway ends.

Final thoughts

The SQE is here to stay, and over the coming years law firms will be embracing it as their primary training route. While there are some reservations about how prepared candidates will be for entering the legal workforce, law firms are looking for training providers to deliver high-quality, well-rounded, and future-proof training. As we have seen by major law firms such as the City Consortium, finding a trusted training provider has encouraged more firms to move over to the SQE route.

The SQE is here to stay, and it’s changing the landscape of legal training. Are you ready to embrace the future of law? View our SQE courses to get started.

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Law apprenticeships offer an alternative route into rewarding and varied careers. Read the guide to find out everything you need to know.

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Law apprenticeships offer an alternative route into rewarding and varied careers. Read the guide to find out everything you need to know.

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Law apprenticeships have become increasingly popular over the past few years – and it’s not hard to see why. Paralegal and solicitor apprenticeships offer a structured path to a rewarding law career. They enable you to work and study for your career at the same time, gaining practical experience while earning a salary.

If you’re considering a legal apprenticeship, read this guide to find out everything you need to know, including some top tips for your application. You’ll also learn what you can expect to do and earn as a legal apprentice.

Who can study a law apprenticeship?

Apprenticeships play a key role in widening participation in the law profession. They do this by removing barriers that have historically made accessing law careers difficult for many people. These barriers include the need for university qualifications, finances, or even the idea that lawyers must fit a certain stereotype.

Although it may be perceived that the majority of law apprenticeships are aimed at school leavers, those who are looking to change their career or those looking for an alternative to the university route may also wish to study an apprenticeship.

Find out how BPP students are smashing lawyer stereotypes.

What law apprenticeships are there?

There are a variety of legal apprenticeships, and these are fast becoming a popular way of entering the law profession.

At BPP, we train apprentices in three pathways:

Solicitor apprenticeship

Graduate solicitor apprenticeship

Paralegal apprenticeship

As well as accessing a legal career, completing an apprenticeship will give you a qualification that represents your knowledge and experience. If you’re looking to gain a degree-level qualification through an apprenticeship, then a law degree apprenticeship such as the solicitor apprenticeship will be for you.

What do law apprentices do?

The role of a legal apprentice will vary between which apprenticeship route you take and whether you are working in a firm or in-house legal team. On average, you’ll work 30 hours per week and set aside 20% development time to complete your legal training. This may be studying face-to-face at your firm’s chosen education provider or studying online.

You can expect to complete a variety of tasks, including:

Drafting legal documents

Attending client meetings

Researching cases

Maintaining legal records

Attending court hearings

Communicating with clients

During your study time, you’ll learn the skills and knowledge you need to practice law.

Some of the transferrable skills you’ll pick up include:

Legal research

Legal writing and drafting

Communication

Negotiation

Advocacy

How long is a law apprenticeship?

Depending on which apprenticeship you pick, you could spend anywhere from 30-72 months working and training as an apprentice.

A full-time solicitor apprenticeship will take you 72 months to complete, at which point you will be a fully qualified solicitor. A full-time graduate solicitor apprenticeship, on the other hand, takes 30 months.

What is the average salary of a law apprentice?

The average salary of a legal apprentice is around £23,000. This will vary between different law firms or in-house legal departments and will often increase as you progress through the apprenticeship.

You’ll also have access to a variety of benefits offered by your employer, as well as avoiding large debts incurred from the university legal route.

Why study a law apprenticeship?

If you’re looking to pursue a career as a paralegal or solicitor, studying an apprenticeship offers many benefits. Apprenticeships are paid for by the employer, meaning you can avoid costly student debt while earning money as you train.

An apprenticeship also allows you to gain the skills and knowledge you need for your career in a working environment. You’ll have the opportunity to put what you learn into practice.

What grades do I need to study for a law apprenticeship?

Typically, those who are looking to study a legal apprenticeship will need five GCSEs including English and maths minimum C/4 or equivalent and three A-Levels minimum grade C. If you’re looking to apply for a graduate solicitor apprenticeship, you’ll need a bachelor’s degree in law with a minimum grade of 2:1 or a pass in a law conversion course.

How to get a law apprenticeship

To apply for a legal apprenticeship, you’ll need to apply to an employer directly.

Careers within the legal sector are competitive, and apprenticeships are no different. Look at your CV and try to build up some legal experience that could strengthen your application. You could do this by applying for vacation schemes, internships, and work experience at law firms.

The application process for a law apprenticeship will vary based on the employer, but it’s always a good idea to ensure you research the company you’re applying to and tailor your CV/cover letter accordingly. That way you’ll show a keen interest in the firm you’re applying to.

Read the law firm application guide for more tips.

Ready to apply?

See legal apprenticeships

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Find out everything you need to know about the ACCA papers with the ACCA exams list. Read the guide from BPP today and become ACCA qualified.

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Find out everything you need to know about the ACCA papers with the ACCA exams list. Read the guide from BPP today and become ACCA qualified.

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In this article, we’ll explore the full list of ACCA exams. We’ll look at how many ACCA papers there are, the three ACCA qualification levels, and the knowledge areas you’ll cover before sitting each exam.

Learn about the difference between the CIMA and ACCA accountancy qualifications.

How many ACCA exams are there?

There are a total of 14 ACCA exams. This is made up of 13 ACCA papers across three levels, and an additional ethics exam. You also have the option of developing specialist knowledge areas through two elective papers during the final ACCA level. Below, we’ll break down the ACCA exam list in full.

Read our ACCA exam dates guide to find out when you can sit each exam.

What are the ACCA Levels?

The three main ACCA levels are:

Applied Knowledge

Applied Skills

Strategic Professional

Each level contains multiple ACCA papers that you will need to complete. Learners will also undertake an ethics module before becoming fully qualified. ACCA recommends you complete the Ethics and Professional Skills module before taking on your Strategic Professional exams, although you can complete this at a later date.

List of ACCA exams

The following is a list of ACCA exams for each level and the knowledge areas you’ll cover in an ACCA course before sitting them.

Applied Knowledge exams

Business and Technology (BT) | Financial Accounting (FA) | Management Accounting (MA)

You'll focus on business organisation, structure, governance, and management, while considering environmental influences. You'll also cover a selected history of accounting and knowledge on managing a team.

You will review financial reporting, qualitative characteristics of financial information, and bases of accounting. Includes an overview of double entry, accounting systems, and how to prepare a trial balance, statements, and group accounting basics.

Covers the nature and purpose of cost and management accounting. Specifically cost classification, behavior, and purpose. This paper also includes a focus on business mathematics and electronic spreadsheets, cost-accounting techniques, and short-term decision-making methods.

Applied Skills exams

Corporate and Business Law (LW) | Taxation (TX) | Financial Reporting (FR)

You will study the general legal framework relating to business, including a focus on areas linked to corporate accounting.

This paper will enhance crucial knowledge and skills relating to the tax system for business and individual purposes.

Develop the knowledge to help you prepare, present, analyze, interpret financial statements to relevant accounting standards.

Performance Management (PM) | Financial Management (FM) | Audit and Assurance (AA)

Learn how to apply management accounting techniques to quantitative and qualitative information. Also includes a renewed focus on previous topics, including absorption and marginal costing.

This paper covers the expectations of a financial manager, including specific issues that influence investment and financing.

You will explore skills specifically for the process and application of performing an audience assurance engagement.

ACCA Strategic Professional exams

Strategic Business Reporting (SBR) | Strategic Business Leader (SBL)

You will learn how to apply and evaluate concepts, principles, and practices for the preparation and interpretation of corporate reports in several contexts.

You will grow the skills of an effective leader while supporting senior management. Also includes a focus on the Ethics and Professional Skills module.

And a choice of two optional ACCA exam papers:

Advanced Audit and Assurance (UK & INT) (AAA) | Advanced Financial Management (AFM)

This paper covers how to obtain, plan, control, and conclude audit and assurance engagements. It is recommended to study this alongside the SBR.

You will develop an understanding of senior financial executive expectations that link directly to the financial management of an organization.

Advanced Performance Management (APM) | Advanced Taxation (ATX)

Covers the evaluation of skills for business performance through the application of strategic management accounting techniques.

You will learn how to apply relevant knowledge and previous skills to evaluate the impact of major taxes, focusing on both individuals and organizations. Will also help you to master any rule changes since your last study period.

ACCA Ethics and Professional Skills module (EPSM)

This module should be taken before completing any Strategic Professional level exam. EPSM uses realistic business simulations to develop a number of professional skills such as leadership, communication, and commercial awareness.

View and book your next ACCA course today

Study using BPP Momentum, with higher pass rates than the ACCA global average through a unique exam-focused approach.

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Discover the ACCA levels

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Introductory
Applied Knowledge

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Build on existing knowledge
Applied Skills

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Become Chartered
Strategic Professional

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The ACCA exams list: becoming a chartered accountant

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We explore the benefits of digitisation on internal audits with Grant Thornton's Matt Porter.

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We explore the benefits of digitisation on internal audits with Grant Thornton's Matt Porter.

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Automation is rapidly developing the audit sector. As processes become automated, auditors can spend more time on the outputs and inputs of the audit.

The application of machine learning means that every transaction can be vetted, and algorithms can identify discrepancies that can be investigated by the auditor.

Industry expert: Matthew Porter

We spoke to Matthew Porter, Manager (Business Risk Services) at Grant Thornton UK LLP, about the impact and benefits of digitisation on internal audits.

BPP: Where have you already seen the biggest impact of digitisation on the internal audit function?

MP: I think over the past few years the digitisation of internal audit has led to teams really embracing new tools, new skills, and new ways of working. Internal audit teams understand that they need to be tech savvy in order to work efficiently as a modern audit team.

One way I am seeing this is through the interaction with more data-focused tools. I am now commonly seeing organisations and internal audit teams use visualisation tools such as Power BI or ETL (Extract/Transform/Load) tools such as Alteryx.

This trend has certainly led to a new focus within the audits. I am seeing a shift into specific data areas, master data management, holistic data governance reviews, and end-user computing.

This shift in skills, approach, and focus has now developed a real appetite for progression, we are seeing more and more internal audit teams looking to see how they can take their tools and skills further and look into automation. These teams are in turn seeing the benefits of digitisation and understand that automation of their testing and embedding this within the business, could drive real positive change.

BPP: How could data analytics transform internal audits?

MP: Data analytics can transform almost all areas of internal audit, right from planning through to fieldwork, reporting and beyond. I believe this is when we will see the greatest benefits. When internal audit teams are using analytics in the planning of audits to scope risks, and when they’re embedded in reports using statistical analysis and visualisation, this adds additional value to reporting.

I believe this is why automation should be front and foremost in auditors’ minds, because when you have effective automation, where analytics are continuously available at your fingertips, it means you can use analytics at all stages of an audit to make it more efficient, timely, risk-based decisions.

Also, I think with UK SOX coming in and a need for compliance to the tighter controls of regulations, this will mean more time and effort for organisations, but if they’re able to embed analytics or the automation of controls, this will drastically decrease the burden on internal audit teams.

BPP: What skills do you think the modern internal auditor will need by 2030?

MP: I think there will be a wider skillset within internal audit teams by 2030. There will be a desire for more tech-focused skillsets and a greater understanding of advance technology.

At a basic level, it will start with increased use of visualisation tools such as Power BI, and tools that introduce analytics and can be embedded into reporting. More advanced teams will then look to build on this with enhanced tools, and I think we will see much more automation of testing being brought into internal audit as it’s the natural progression to establish risk-based, continuous testing that drives real-time benefits to an organisation.

I think the scope of internal audit will also change, with a need for a much deeper understanding of more advanced technological processes. I think this will cover everything from cyber security right the way through to artificial intelligence and machine learning. To audit these, teams may not need to be technical experts, but they will be required to have understanding, frameworks, and procedures in place to audit them in the same way we now audit processes such as accounts payable and payroll, as these areas are growing in importance, and this is where value against risk is most effectively invested.

BPP: How will this benefit an organisation and the work that they do?

MP: The technological evolution of internal audit into a more tech-focused proposition will have many benefits to an organisation.

Organisations will need to stay on top of new and emerging tech risks, both internally and externally. A well prepared and skilled internal audit team will have the ability to understand these new risks, how to audit them, and how to deliver value through their audits.

The use of analytics and automation will give greater coverage and comfort when testing, enabling testing of 100% of populations and to focus on high-risk exceptions rather than relying on old methods, such as sampling. Automation will then allow more real-time exception testing, not just seeing what the organisation has been doing wrong, but what the issues are now, and testing them in a timely manner to ensure failures in processes and controls are remediated before the impact is felt.

Finally, with the implementation of UK SOX and other potential regulations, a robust analytics resource in an internal audit that understands its organisations systems and controls will enable much easier compliance to any new regulation and will drive much greater consistency and comfort.

Our partnership

The BPP and Grant Thornton partnership brings together the strength of BPP’s history as a leading provider of financial and professional services education, and Grant Thornton’s recognised status as one of the world’s leading organisations of independent advisory, tax and audit. Our blended experience and expertise has resulted in the creation of two high quality data apprenticeships that amalgamates the technical skills requirements of data analytics and internal audit with extensive real world business insight. The result are programmes with practical application from their outset.

If you’re looking for specific data courses to plug skills gaps in your internal audit team or you require a more in-depth consultation to support with workplace planning, we’re here to help.

View courses

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Matthew Porter

Matthew is a Manager within Grant Thornton’s Business Risk Services team and has over 10 years’ experience specialising in data analytics across internal audit, external audit and bespoke analytics.

He has a wide range of experience within data analytics, from running graduate training programmes through to embedding analytics at FTSE 100 clients.

Matthew has experience across multiple sectors, from charitable through to retail and manufacturing and has delivered analytics from controls automation through to data governance.

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The impact of digitisation on internal audit

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Supporting Social Mobility Awareness Day at BPP

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Supporting Social Mobility Awareness Day at BPP

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Written by Emma Blackstone, Joint Head of Pro Bono at BPP

Social Mobility Awareness Day has been established to raise awareness of social mobility and the organisations that are committed to bringing about impactful change.

What is social mobility?

Social mobility is a cause that is widely misunderstood. Defined through the lens of government bodies – social mobility is often measured by a person’s income, status, or occupation.  In fact, how socially mobile a society is will depend upon the level of access to opportunities given to individuals from less-advantaged backgrounds.  In terms of education and career outcomes, social mobility is about achieving equity, rather than equality.  Differences in outcomes may remain, but these should be unrelated to an individual’s background or to economic social circumstances.

Sadly, statistics show that the UK still has a mountain to climb to create equity in social mobility.  In 2021, the Social Mobility Commission’s State of the Nation report confirmed that “…today, you are still 60% more likely to be in a professional job if you were from a privileged background rather than a working class background.”

However, socio-economic diversity, equity, and inclusion is now a major focus for many organisations, including BPP.  Social Mobility Awareness Day encourages everyone to share their story and experiences with social mobility, to create momentum for the movement and to inspire and encourage others to consider how they are going to put social mobility on their agenda.

So, what is BPP’s story?

Social mobility has been on BPP’s agenda for some time.  In 2017, the BPP Pro Bono team launched a project which would tackle some of the most woeful statistics emanating from the legal field in relation to social mobility – both with respect to entry to and progression within the profession. The 2017 Chambers Student Guide’s School Survey revealed that 55% of trainees joining leading law firms were privately educated (despite only 7% of the population attending private schools). In August 2017, the Solicitors Regulation Authority reported a similar lack of diversity in the profession, with 36% of partners in the largest firms surveyed (those with 50 plus partners) having attended fee paying schools. This was particularly frustrating, given findings in the Bridge Group’s 2018 report on Socio-economic Background and Early Progression in the Law, which highlighted that those from lower socio-economic backgrounds are more likely to be the highest performers in their firm and yet, on average, appear less likely to progress to senior positions.

BPP’s response was to launch the Law Ambassador Programme (‘LAP’); a project specifically targeted at increasing diversity in the law. BPP recognised that, to change perceptions and raise aspirations in a meaningful way, there needed to be an enduring partnership between young people from lower socio-economic backgrounds and those working in the legal profession.   The LAP offers a free, tailor-made, two-year programme of legal workshops, experiences and challenges for sixth form students attending state schools, facilitated by BPP with the support of legal professional and law student volunteers.

The LAP has gone from strength to strength in the last five years and is currently supporting 145 Law Ambassadors in partnership with law firms such as Squire Patton Boggs, Gateley, Irwin Mitchell, Gordons and Weightmans.  In 2018 the LAP won the Yorkshire Legal Award for its work in support of social mobility.  The Programme was also shortlisted in the 2019 UK Social Mobility Awards.

The conversation around social mobility does not stand still and, at BPP, established social mobility projects like the Law Ambassador Programme are complemented by the regular addition of new initiatives.

The Bridge Programme is one example. Developed in 2021, the Programme partners BPP with universities to provide access to free professional development programmes for final year undergraduates.    Students access modules including a Virtual Vacation Scheme or Virtual Mini pupillage, an Advocacy Masterclass or Legal Technology module, advice from BPP’s special law careers advisors about how to ace legal recruitment processes, plus a host of other employability modules.  As its name suggests, the Programme aims to bridge the gap in skills, knowledge and experience that some students may feel make a career in law unreachable.  At the heart of the Bridge Programme is BPP’s commitment to widening participation into the legal profession.  The Programme is available without charge to final year students studying at one of BPP’s nine (and growing) partner universities.  This ensures that the essential knowledge, experience and the skills needed for a professional career are accessible for many students from a range of backgrounds, not just the few who are fortunate enough to secure a vacation scheme or mini pupillage. Every year, each of BPP’s Bridge partner universities can award to a participant one £5,000 scholarship based on social mobility criteria, with additional £2,000 scholarships also available.  BPP believes these scholarships will help talented students from underrepresented backgrounds with their journey into the legal profession.

BPP offers an example of how to design and deliver innovative initiatives that champion social mobility.  But this is not the only way to support the cause.  Developing external partnerships where there is an existing infrastructure focused around supporting social mobility provides an opportunity to make an immediate impact.  BPP has done that too.  BPP is a founder member and gold supporter of the Aspiring Solicitors Foundation, which seeks to remove the restrictive financial barriers that smart, ambitious, and positive aspiring solicitors can face to a career in the legal profession.  BPP is a partner with the new RISE initiative, which has been driven by the accountancy profession to improve social mobility and support skills development for young people.  BPP also supports the work of the social mobility charity, Leadership Through Sport and Business, and has just completed the delivery of their first para-legal apprentice bootcamp.

So, that’s BPP’s story…so far.   Social mobility is firmly on BPP’s agenda and the above are just some examples of how BPP is seeking to drive change.  But there is always more to be done.  Across the business, our people will continue to develop initiatives and partnerships that support social mobility, not only in law but across a range of professional careers.

Spread the word and tell your story this Social Mobility Awareness Day. #SocialMobilityDay

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Stay updated with the comprehensive list of CIMA exams for 2023. Explore now to plan your CIMA qualification journey.

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Stay updated with the comprehensive list of CIMA exams for 2023. Explore now to plan your CIMA qualification journey.

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This article provides the CIMA exams list for the main CIMA qualification. You will need to complete all the exams on the list if you want to become a CIMA qualified accountant. However, you may be eligible for exemptions based on your academic or professional qualifications.

Find out if you're eligible for CIMA exemptions.

This guide to the CIMA exams is updated regularly.

CIMA exams structure

The CIMA professional qualification consists of three levels.

These are:

Operational level

Management level

Strategic level

The Operational level covers the delivery of strategy and its performance for the short term. You'll then progress onto the Management level which involves a medium-term focus on articulating strategy, monitoring performance and taking corrective action when necessary. Finally, the Strategic level concentrates on long-term strategic decisions and the contexts in which those decisions are applied.

Within each level, you'll need to complete 3 Objective Test exams, followed by a Case Study exam. You can only attempt the Case Study exam once you've completed all three Objective Tests for that level.

The three pillars of CIMA

Each of the Objective Tests fall into one of three pillars across each level. These are the Enterprise pillar, Performance pillar, and Financial pillar.

The Enterprise pillar covers the preparation of a strategy and its effective implementation.

The Performance pillar explores techniques of management accounting and develops risk management skills to ensure that any strategy in place is realistic, while monitoring its delivery.

The Financial pillar looks at financial accounting and reporting obligations. The fundamentals of business tax and financial strategy are also covered.

How many CIMA exams are there?

There are 12 CIMA exams in total, consisting of nine Objective Tests and three Case Study exams.

The Objective Tests are available on-demand and last for 90 minutes each, while the Case Study exams last for three hours and can be taken during four exam windows throughout the year.

These windows take place in February, May, August, and November.

Objective Tests and Case Study assessments are computer-based exams which you can complete at one of 5,000 test centres worldwide.

What is the CIMA Certificate in Business Accounting?

The CIMA Certificate in Business Accounting is an entry route to qualifying through CIMA if you have no accounting experience.

The CIMA Certificate levels are:

BA1 Fundamentals of Business Economics

BA2 Fundamentals of Management Accounting

BA3 Fundamentals of Financial Accounting

BA4 Fundamentals of Ethics, Corporate Governance

The CIMA Certificate takes roughly 12 to 18 months to complete, after which you can move onto the Operational level of the CIMA professional qualification.

CIMA Exams list

Below is a full list of CIMA modules with details on what each exam covers. Each Objective Test exam represents one of the (E) Enterprise, (P) Performance, or (F) Financial pillars.

Operational level

E1 Managing Finance in a Digital World | P1 Management Accounting | F1 Financial Reporting

Study the role of finance and tech that play a crucial part in the finance function. Learn how to use and review data to create and preserve value

Explore the use of costing alongside methods for where digital costing is used. Learn about budget prep and its implementation in a business, alongside its effect and methods to ensure short-term decisions against risk and uncertainty

Covers regulators and regulation. Explore how to arrange basic financial statements using financial reporting standards, identifying tax types while calculating corporation taxes and identifying taxation matters. Also covers tools to ensure an organisation has enough cash for ongoing operations

Operational level Case Study exam

The Case Study exam for this level simulates the role of an entry-level finance professional. You must demonstrate the relevant knowledge, skills, techniques, and mindset required by a professional in this position.

Management level

E2 Managing Performance | P2 Advanced Management Accounting | F2 Advanced Financial Reporting
Explores business models and their role in improving organisation performance. See how different types of leadership can help towards achieving organisational goals. Also features a review of project management concepts and techniques for effective delivery of strategy | Reviews cost management, quality, and process management, alongside value management that can deliver cost advantages. Discover relevant standards and criteria to advance and deliver projects. Also explores analysis of medium-term risks | Introduces types of funds, sources and their cost to an organisation. Covers financial reporting standards and their importance against certain financial statements, including group accounts. Also includes key elements of the International Integrated Reporting Framework

Management level Case Study exam

The Cast Study exam for this level simulates the role of a finance manager. You must demonstrate the relevant knowledge, skills, techniques, and mindset required by a professional in this position.

Strategic level

E3 Strategic Management | P3 Risk Management | F3 Financial Strategy
Study core aspects of strategic management and the dynamics of this within a business. Explore how strategic options are built via the demands of an organisation, along with their delivery and analysis. Additional focus on change management and the tools to empower transformation | Covers enterprise risks, and how to manage and evaluate them. Discover where risks to a strategy can be identified, and how managing threats affect regulatory controls. Also reviews when internal protocols can affect risk management within an organisation | Offers a focus on strategic financial objectives and options that organisations can adopt. Reviews the funding options available through to finance strategy delivery, alongside financial risk causes and managing the fallout. Also include analysis of valuation techniques for business value and its context in integrated reporting

Strategic level Case Study exam

The Case Study exam for this level simulates the role of a senior finance manager. You must demonstrate the relevant knowledge, skills, techniques, and mindset required by a professional in this position.

Final thoughts

The CIMA exams list gives an overview of the knowledge and skills you will develop before sitting the Objective Tests and Case Study exams.

When preparing for these exams, make sure you:

Learn all the materials for each CIMA module

Answer mock questions to test your knowledge

Get detailed feedback on your progress and improvement points

CIMA training at BPP sets you up for success with comprehensive study materials, a dedicated Performance Support Team, and regular mock tests.

If you're already in a professional role, then it's likely that you're eligible to complete the qualification through an apprenticeship.

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Discover the CIMA levels

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Introductory
Certificate

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First full part of qualification
Operational

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Build on existing knowledge
Management

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Become Chartered
Strategic

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CIMA exams list 2023: your comprehensive guide

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BPP Education Group announces the acquisition of Firebrand Training to support its growth in the delivery of Digital and Technology programmes.

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BPP Education Group announces the acquisition of Firebrand Training to support its growth in the delivery of Digital and Technology programmes.

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Firebrand Training, a specialist IT and Digital training company.

Firebrand delivers accelerated technical skills training in the form of IT certifications, IT apprenticeships, and intensive IT skills bootcamps across the UK and Europe.

Firebrand Training were established over 21 years ago in 2001 and have become a leading provider of IT and Digital training with industry recognised certifications. In 2012, Firebrand started to deliver IT apprenticeships that were developed alongside leading employers in the IT industry to provide cutting edge digital skills. Firebrand’s differentiated ‘accelerated learning’ approach underpins both its commercial training and apprenticeship programmes providing the fastest route to certification through focused, immersive learning.

BPP believes that this partnership will provide valuable growth opportunities for both entities and will create revenue synergies to support the delivery of each entity’s growth strategy.

BPP’s support and commitment will allow Firebrand to fast-track their growth trajectory, whilst further investing in improving quality, customer experience, and expanding its offering to serve the growing demands of learners and companies for specialist IT skills and training.

Following this transaction, Firebrand will continue to run as an independent business, under the leadership and management of their existing teams. BPP will work with Firebrand to share best practice and extend the opportunities available to Firebrand as a member of the BPP Education Group.

Following BPP’s acquisition of Estio Training in October 21, the acquisition of Firebrand will help to facilitate BPP’s focus on delivering a broader portfolio of programmes to provide more learners and clients with access to a leading portfolio of professional courses, apprenticeships and vocational university degrees. This links to BPP’s future growth strategy which, with backing from their sponsor TDR Capital, looks to expand its portfolio and geographical reach with the strategic acquisition of relevant education businesses.

Graham Gaddes, BPP CEO, commented, “The acquisition of Firebrand allows BPP to further grow their presence in the IT and Tech skills market. Offering our customers the ability to study specialised IT certifications, in addition to our existing portfolio of IT apprenticeship programmes and degree courses really does stand the BPP Education Group apart from competitors. We can now cater for customers that have training needs throughout the whole lifecycle of an IT professional. We are really looking forward to working in partnership with Firebrand’s highly skilled team to drive our businesses forward”.

Rob Chapman and Stefano Capaldo, Firebrand Co-CEOs, commented, “We are excited and delighted in equal measure to become part of the BPP Education Group. We could not think of a better partnership, with BPP’s focus on professional education and having the resources to help fuel our growth - it is a perfect fit, as is their culture. We cannot wait to get started”.

Houlihan Lokey were advisors on the transaction on behalf of BPP/TDR Capital, Grant Thornton were advisors for Firebrand.

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BPP announces the acquisition of Firebrand Training

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BPP Apprentice of the Year Awards - 2022 Winners Announced

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BPP Apprentice of the Year Awards - 2022 Winners Announced

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BPP are pleased to announce winners that took part in the 2022 BPP Apprentice of the Year Awards.

There was an incredible number of nominations received, with talent being recognised across a range of industry sectors.

This year’s theme was ‘build the future’ and it was extremely inspiring to hear the fantastic achievements that apprentices have all been making and how this has positively impacted the workplace.

BPP’s annual awards aim to recognise those apprentices and employers who have gone above and beyond to champion apprenticeships, surpassing expectations in their dedication to foster healthy work practices and a positive work environment for Apprentices and Apprenticeships, supporting other apprentices and colleagues, and promoting apprenticeships and their role.

Categories include Apprentice of the Year, Employer of the Year, Suzanne Finch Apprentice Champion of the Year, the Inclusion and Diversity Champion, and the Resilience Award.

The judging panel this year included:

Sally-Ann Burnett – Deputy Vice Chancellor

James Hammill – Executive Director of Apprenticeships

Nikki Botterill – Director of Apprenticeship Quality

Our Resilience Award was judged by our Apprentice Champion group.

Our winners for 2022 have now been announced and contacted for the following awards:

Suzanne Finch Apprentice Champion of the Year Award

This award is dedicated to one of our amazing coaches, Suzanne Finch, who sadly passed away in 2021. Suzanne advocated the power of Apprenticeships and education, and this award is to celebrate someone who has gone above and beyond for Apprenticeships and for our Apprentices

Apprentice of the Year (Level 3, Level 4 and Level 5+)

This award is to celebrate an exemplary apprentice who has made outstanding achievements within their apprenticeship. We had some fantastic nominations this year from Apprentices who were doing so much to build their future and the future of apprenticeships.

Inclusion and Diversity Champion of the Year

This award aims to recognise individuals who have been exemplary in their support and promotion of inclusivity and diversity in the apprenticeship spaces within their company. The nominees this year were all doing so much to promote these values.

Resilience Award

This aims to commend those apprentices who have been building their future through their apprenticeship, despite challenges that the year might have brought. There were some really inspiring and amazing nominations this year from apprentices who have shown outstanding resilience.

Apprentice Employer of the Year (Small/Medium, Large)

This award is for employers who have gone above and beyond for apprentices, providing future ready skills and supporting apprentices to build their future in the industry. It was great to see the all the work that employers are doing to create space for apprentices to flourish.

Find out more about our range of apprenticeships here.

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BPP Apprentice of the Year Awards: 2022 Winners 

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Wondering what accountants are? Read the guide to learn about accountant’s roles, types of accounting careers, and how to qualify as an accountant.

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Wondering what accountants are? Read the guide to learn about accountant’s roles, types of accounting careers, and how to qualify as an accountant.

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Accountants play an important role across all sectors of the economy. From large corporations to small high-street shops, accountants are involved in the day-to-day running of businesses.

If you’re wondering ‘what is an accountant?’ we’re here to help. In this article, we’ll explore the roles of an accountant, the different types of accountants, and what accountants do in their day-to-day work.

Interested in an accountancy career? See our courses.

What are accountants?

An accountant is a professional who performs accounting functions. They work in a variety of different places, from accounting firms to in-house accounting departments, or even their own professional practice.

An accountant's role will depend largely on the specialist area they qualify into.

What are the main types of accountant?

There are several key roles of an accountant, with different primary responsibilities, including management accountants, financial accountants, and tax accountants.

Management accountant

Management accountants are responsible for collecting and presenting financial information to inform a company’s strategic decision making. They work alongside the finance team as well as the management team to prepare, develop, and analyse financial information to encourage efficiency and profitability. Management accountants complete similar tasks to those of chartered accountants, but act in support of the management team.

Become a management accountant through AICPA & CIMA.

Financial accountant

The role of a financial accountant is to analyse and profess information about financial records. The key areas they focus on are financial reporting, taxation, business recovery, insolvency, and corporate finance. Financial accountants are responsible for auditing accounts and financial statements, and giving advice that may be acted upon to save money or increase profitability.

Become a financial accountant with ACCA and ICAEW.

Tax accountant

Tax accountants are responsible for providing advisory services to clients using their knowledge of tax legislation. Their role requires them to keep up with changing tax laws and explain complex legislation to clients. They are expected to provide advice on how they can pay their taxes efficiently, and benefit from any relevant tax exemptions and advantages. Tax accountants may work in personal (individual clients) or corporate (business) capacities.

Learn more about becoming a qualified tax accountant with CTA and ATT.

Career prospects

A career as an accountant offers excellent career prospects across a range of different sectors, and there’s huge scope for change and personal development.

Accountants also benefit from high demand. The knowledge and skills of accountants are invaluable to businesses to help them maintain profitability and adhere to government policy. This offers lucrative job prospects for accountants across many industries.

Becoming an accountant allows you to decide which area of industry interests you the most, and then take the relevant qualification exams to specialise in your chosen area.

How to qualify as an accountant

An accountancy career is open for anyone, from university graduates, school leavers, to career changers. Many apprentices qualify through an accountancy apprenticeship, but some self-fund their exams.

To become an accountant, you will need to complete a professional qualification. Some of the globally recognised accountancy qualifications are:

Association of Accounting Technicians (AAT)

ACCA Chartered Certified Accountant (CCA)

CIMA Chartered Global Management Accountant (CGMA)

ICAEW Associate Chartered Accountant (ACA)

ICAS Chartered Accountant (CA)

CIOT Chartered Tax Adviser (CTA)

To learn more about how to become an accountant, read the guide.

Alternatively, you can view our accountancy professional qualifications, or speak to a specialist adviser on:

+44 (0) 3300 603 100​​​​​​

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Stay updated with the comprehensive list of AAT exams for 2024. Explore now to plan your AAT qualification journey.

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Stay updated with the comprehensive list of AAT exams for 2024. Explore now to plan your AAT qualification journey.

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If you’re looking to become an AAT qualified accountant, this comprehensive guide to the AAT exams explores all the papers you’ll need to study. Read the guide for a full list of the compulsory and optional papers, and the knowledge areas they cover.

This guide to the AAT exams is updated regularly.

View AAT courses.

What are the AAT levels?

The exams are studied across the main three AAT levels, these are:

Certificate in Accounting – This is an entry-level option for future accountancy professionals. It develops the crucial skills required to secure employment or progress towards further study, alongside key business and personal skills.

Diploma in Accounting – This level builds on your basic accounting skills to develop specialist knowledge across four key areas. These areas are Business Awareness, Financial Accounting, Management Accounting Techniques, and Tax Processes for Business.

Diploma in Professional Accounting – The final level covers technical and specialist accountancy skills. Upon completion, you can work in accounting roles or go on to work towards chartered accountancy status with a professional body.

How many exams are there in the different AAT levels?

For AAT Level 2 and AAT Level 3, there are four exam papers. For the final AAT Level 4, the Diploma in Professional Accounting, there are three main papers and a choice of five optional papers.

If you’re looking to fast track on to AAT, you can complete the AAT Level 2 Foundation Certificate in Bookkeeping. This level has two exam papers.

AAT Level 2 exams – Certificate in Accounting

Business Environment Synoptic Assessment

Covers a number of key business concepts and their application within an external and internal setting. Also includes an understanding of the legal system, principles of contract law and implications of setting up a business, while reviewing wider business matters

Introduction to Bookkeeping

Takes a detailed look at manual and digital bookkeeping systems, with associated documents and processes. You will learn about the double-entry bookkeeping system and ensuring the accuracy of invoices, credit notes, remittance advices, statements of account and petty cash vouchers

Principles of Bookkeeping Controls

Follows knowledge from the Introduction to Bookkeeping module to further assess control accounts, journals and reconciliations. You will cover the practices used to verify and validate entries while developing expertise in use of the journal for redrafting a trial balance, following initial adjustments

Principles of Costing

This introduction to the principles of basic costing also reviews the expertise required for advanced costing and management accounting. You’ll also cover the significance of the costing system as an information source that enables decision-making and cost control

AAT Level 3 exams– Diploma in Accounting

Business Awareness

Learn how an organisation and its environment affects structure, the accounting function and performance. Includes further analysis on types of business, rights of stakeholders and responsibilities, alongside the concepts of risk management

Financial Accounting: Preparing Financial Statements

Learn how to produce statements of profit or loss and financial position for sole traders and partnerships using a trial balance. Develop an understanding of how final accounts are produced, either manually or automatically, through accounting software

Management Accounting Techniques

Discover the dynamics behind the role of management accounting, and how it is utilised for decision-making in an organisation. Explores key principles behind management accounting methodology and techniques, how costs are handled, and why organisations treat costs in different ways

Tax Processes for Business

Review the tax processes that affect the operations of businesses, to develop skills that comprehend preparing and submitting VAT returns to HMRC. Includes details that cover keeping businesses, employers and clients compliant with laws and practices on VAT and payroll

AAT Level 4 exams – Diploma in Professional Accounting

AAT Level 4 consists of three compulsory units, with an additional choice of two optional units.

Applied Management Accounting

Learn how the budgetary process works while understanding how to construct budgets, pinpointing areas of success and concern to stakeholders. It also explores the skills to analyse performance while offering relevant advice. Covers issues around short-term and long-term decision-making

Drafting and Interpreting Financial Statements

Learn how to draft financial statements of single limited companies and consolidated financial statements for groups of companies. This ensures working knowledge and understanding of international accounting standards, which are relevant when financial statements are being drafted

Internal Accounting Systems and Controls

Learn about intricacies of the accounting function, including key stakeholders who use financial reports to inform and make decisions. Analyse accounting systems to identify vulnerabilities and suggest recommendations to mitigate against weaknesses in future operations

Optional units

Business Tax

Discover the UK taxation options relevant to business, while learning how to compute business taxes for sole traders, partnerships and limited companies against a backdrop of identifying tax planning opportunities and understanding the importance of maintaining ethical standards

Cash and Financial Management

Understand the importance of managing cash within an organisation, while reviewing the skills required to make measure calls on financing and investment in accordance with key policies and regulations

Credit and Debt Management

Includes application on the principles of effective credit control systems, including appropriate debt management systems. With credit terms being offered to customers by organisations, it is crucial to determine risks on all potential credit customers.

Audit and Assurance

Gain a further understanding of the principles and concepts of audit and assurance services, including legal and professional rules. Also develops awareness of the audit process from planning and risk assessment to completion and production of the final audit report

Personal Tax

Covers the most common taxes for UK taxpayers in income tax, capital gains tax and inheritance tax. Involves management in computational aspects of these taxes and appreciates how individuals can legally streamline their overall taxation liability

AAT Level 2 exams – Foundation Certificate in Bookkeeping

Completing the Foundation Certificate in Bookkeeping can help you fast-track towards the main AAT qualification. This involves two modules:

Introduction of Bookkeeping

Learn about manual and digital bookkeeping systems, including associated documents and processes. Introduces the double-entry bookkeeping system and covers how to check the accuracy of invoices, credit notes, remittance advices, statements of account and petty cash vouchers

Principles of Bookkeeping Controls

Follows on from Introduction to Bookkeeping knowledge and covers control accounts, journals and reconciliations. Also reviews the processes used to verify and validate entries while understanding use of the journal in relation to redrafting the trial balance, following initial adjustments

The next steps to becoming AAT qualified

If you’re looking to prepare for an AAT exam, or need guidance on the course options available, you can explore our range of AAT courses below.

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Discover the AAT levels

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Entry-level
Level 2
Foundation Certificate in Accounting

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Build on existing knowledge
Level 3
Advanced Diploma in Accounting

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Receive AAT Membership
Level 4
Professional Diploma in Accounting

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AAT exams list 2024: a comprehensive guide

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From Spring 2023, students who have worked in BPP’s Pro Bono Centre, will have the opportunity to apply for a paid, six-month Qualifying Work Experience (‘QWE’) placement with BPP’s award winning Pro Bono Centre.

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From Spring 2023, students who have worked in BPP’s Pro Bono Centre, will have the opportunity to apply for a paid, six-month Qualifying Work Experience (‘QWE’) placement with BPP’s award winning Pro Bono Centre.

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From Spring 2023, students who have worked in BPP’s Pro Bono Centre, or can demonstrate a pro bono ethic while studying at BPP, will have the opportunity to apply for a paid, six-month Qualifying Work Experience (‘QWE’) placement with BPP’s award winning Pro Bono Centre.

Last September, the SRA introduced a new way of qualifying as a solicitor: the Solicitors Qualifying Examination (SQE).  Part of the qualification process for the SQE includes the completion of two years QWE at up to four different employers.  To be ‘qualifying’, the experience must be grounded in legal work and allow an individual to develop at least two of the SRA prescribed competencies for solicitors.

Winner of the Best Contribution by a Law School Award in the 2022 LawWorks and Attorney General Student Pro Bono Awards, the BPP Pro Bono Centre boasts multiple projects, including six distinct legal advice clinics, where students support clients on a range of legal issues.

Emma Blackstone and Lucy Wildig, joint Heads of Pro Bono at BPP, see this as a unique opportunity for a law school clinic:

“With such an established, extensive legal advice provision, BPP Pro Bono Centre is in the ideal position to be able to offer QWE placements.   We wanted these placements to be accessible and to be meaningful, which is why they are paid and why each placement is for six months.”

Students who volunteer with the BPP Pro Bono Centre’s legal advice clinics during their studies may also undertake work which constitutes QWE, but this is the first time the University has been able to offer paid, full-time placements.

In addition, BPP are also offering a ‘Career Guarantee’ as part of their SQE offering. That means if  students don’t secure a relevant legal role within six months of passing their SQE2 assessments, as well as having the opportunity to apply for one of the QWE placements, they receive access to BPP’s Career Boost package. This includes a suite of courses to help students influence, negotiate and network their way towards a legal career.

Applications for the new QWE placements will open early Spring 2023.  Applicants must be current or former students of BPP University and must be able to demonstrate active engagement in pro bono work.

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BPP offers paid QWE through Pro Bono Centre 

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As we reflect on 30 years of BPP Law School, Jonny Hurst, Senior Lecturer, Head of Outreach and Law Marketing Lead, takes us through 30 years of key changes in UK legislation.

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As we reflect on 30 years of BPP Law School, Jonny Hurst, Senior Lecturer, Head of Outreach and Law Marketing Lead, takes us through 30 years of key changes in UK legislation.

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As we reflect on 30 years of BPP Law School, Jonny Hurst, Senior Lecturer, Head of Outreach and Law Marketing Lead, takes us through 30 years of key changes in UK legislation.

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Further and Higher Education Act 1992

Allowed 25 polytechnics to become universities.
Area of law: Education Law

National Lottery etc. Act 1993

Legislation enabling the introduction of the National Lottery.
Area of law: Gaming Law

Criminal Justice and Public Order Act 1994

Restricted unlicensed raves and introduced greater penalties for anti-social behaviour.
Area of law: Criminal Law

Disability Discrimination Act 1995

The UK’s first legislation against the discrimination of disabled people.
Area of law: Employment Law, Human Rights Law

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Employment Rights Act 1996

Covers a wide range of employment rights such as unfair dismissal, redundancy payments and zero-hour contracts.
Area of law: Employment Law

Protection from Harassment Act 1997

Created the offence of stalking.
Area of law: Criminal Law

National Minimum Wage Act 1998

Created a national minimum wage for the first time. This started at £3.60 per hour on 1 April 1999 for those aged 22+ and £3 for those aged 18-21. As of 1 April 2022, it’s £9.50 per hour for those aged 23+.
Area of law: Employment Law

House of Lords Act 1999

An Act to make the House of Lords more democratic by starting to phase out hereditary peers.
Area of law: Constitutional Law

Sexual Offences (Amendment) Act 2008

Changed the age of consent to the age of 16 for homosexual people, to bring it in line with the age of consent for heterosexual people.
Area of law: Criminal law

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Anti-Terrorism Crime and Security Act 2001

Legislation introduced post 9/11 to enable the Home Secretary to order the indefinite detention of suspected foreign terrorists.
Area of law: Human Rights Law, Criminal Law

Adoption and Children Act 2002

Enabled unmarried couples to adopt children.
Area of law: Family Law

The Road Vehicles (Constructions and Use) (Amendment No.4) Regulations 2003

Created the offence of using a mobile phone while driving.
Area of law: Criminal Law

Civil Partnership Act 2004

Enabled same-sex couples to register as civil partners, giving them similar (but not identical) rights and obligations as married did for mixed-sex couples.
Area of law: Family Law

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Constitutional Reform Act 2005

Created the Supreme Court, replacing the House of Lords as an appellate jurisdiction.
Area of law: Constitutional Law

Companies Act 2006

Legislation which simplified and modernised the law relating to companies.
Area of law: Company Law

Legal Services Act 2007

Legislation which significantly reformed the legal landscape and liberalised the delivery of legal services.
Area of law: Regulation

Climate Change Act 2008

A commitment to reduce greenhouse gas emissions to the levels of 1990 by 2050.
Area of law: Environmental Law

Anti-Money Laundering and Countering Financing of Terrorism Act 2009

Legislation to deter money laundering and financing of terrorism.
Area of law: Criminal Law

Equality Act 2010

Legislation against discrimination on the basis of race, sex, disability, religion, or belief.
Area of law: Employment Law, Human Rights Law

Fixed Term Parliaments Act 2011

Reduced the ability for serving government to call a general election at their discretion = i.e., when politically expedient for them.
Area of law: Constitutional Law

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Welfare Reform Act 2012

Radically reformed the benefits system and introduced Universal Credit.
Area of law: Welfare Law

Marriage (Same Sex Couples) Act 2013

Introduced same-sex marriages in England and Wales.
Area of law: Family Law

Pensions Act 2014

Significantly reformed pensions law.
Area of law: Pensions Law

Consumer Rights Act 2015

Consolidated existing consumer protection laws and introduced new rights and remedies, e.g., in respect of digital content.
Area of law: Consumer Law

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General Data Protection Regulations 2016

Essential legislation introduced to protect personal data and privacy.
Area of law: Privacy Law, IT Law

Article 50 of the Treaty on European Law 2017

Following the Brexit referendum in 2016, the Prime Minister invoked Article 50, paving the way for Brexit to be implemented.
Area of law: EU Law

European Union (Withdrawal) Act 2018

Known as the ‘Great Repeal Act’, this legislation marked the start of the formal legal disengagement from EU Law by the UK.
Area of law: EU Law

Tenant Fees Act 2019

Banned certain fees and penalties charged by letting agents and landlords.
Area of law: Real Estate Law

The Health Protection (Coronavirus, Restrictions) England Regulations 2020

First lockdown regulations during the pandemic.
Area of law: Criminal Law

Domestic Abuse Act 2021

Established a Domestic Abuse Commissioner, prohibited in-person cross examination in certain family or civil cases.
Area of law: Family Law

The Social Security (Habitual Residence) (Amendment) Regulations 2022 and the Homes for Ukraine Scheme

Part of the UK’s response to support UK nationals, Ukrainian and non-Ukrainian family members who wish to return or come to the UK.

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Key changes in UK legislation since 1992

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BPP are pleased to announce 9 students who have been awarded the first Bridge Scholarships by their Universities

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BPP are pleased to announce 9 students who have been awarded the first Bridge Scholarships by their Universities

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Last year, BPP University Law School launched the Bridge Programme, a free career development course to help aspiring solicitors and barristers prepare for their future careers.

One year on, the team at BPP are pleased to announce 9 students who have been awarded the first Bridge Scholarships by their Universities.   These talented students have each earned a £5,000 scholarship, awarded on social mobility grounds, which will help to fund the next stage of their legal studies.

The Bridge Programme enables students to develop core skills and competences that they will need to demonstrate in the early stages of their legal careers.  Aspiring solicitors enrol on ‘Bridge to the SQE’ which includes modules such as Navigating the SQE, Virtual Vacation Scheme and an Introduction to Legal Technology; and future barristers undertake ‘Bridge to the Bar’, which includes Preparing for the BTC, a Virtual Mini Pupillage and an Advocacy Masterclass.

To date, over 400 students have enrolled onto the programme across 9 universities who have partnered with BPP, these include; Birkbeck, Essex, LSE, Leicester, Lancaster, Nottingham, Queen Mary University of London, Royal Holloway and Salford.

The 9 scholarship awardees are:

Birkbeck – Latanya Gordon

Essex – Elle Robson-Groom

Lancaster – Keenan Taku

Leicester – Kim Chiuh

LSE – Grace Francis

Nottingham - Alexandra Bones

Queen Mary University London – Esmeraldo Chiodini Neto

Royal Holloway – Sahil Raj Grover

Salford – Muneebah Zafar

Commenting on the announcement, BPP’s Outreach Manager Kate Lennie said:

“We are delighted to award the first set of Bridge Scholarships and we look forward to seeing these students develop in skills, knowledge, and confidence as they embark on the vocational stage of their legal studies with BPP. It has been incredibly rewarding to see all the students from our partner universities progress through the Bridge Programme, and we look forward to welcoming more students onto the programme from September.”

Winner, Elle Robson-Groom from Essex University said:

“I aspire to be a Family Law Solicitor that helps families like mine, who may struggle to understand the legal issues that they are facing. I think I was chosen for this scholarship as I have been raised by my single Mum and Nan and I have been able to combat tough family circumstances and obtain my law degree. Throughout my time at university, my family has faced a lot of hardship, from caring for and losing my Nan to dementia and financial strains, I would like to believe that my story is unique and that’s what makes receiving this award so special. Being awarded this scholarship means that I can show my family that anything is possible. I was incredibly stressed about how I would find the additional money needed for my LLM LPC Course, so this scholarship is so helpful.”

Winner, Latanya Gordon from Birkbeck University, said:

“As a final-year law student interested in a career at the bar, I was excited about the Bridge Programme as I saw it as an opportunity to make an informed decision about my career path. I knew it was something I wanted to participate in as it would also help improve my confidence. The programme gave me a taste of what the Bar Course entails, and I am really looking forward to starting later this year. This is a truly remarkable initiative by BPP, and I am proud to have taken part. The programme and the scholarship have opened so many opportunities for aspiring barristers, and I am so proud to be awarded one of the scholarships. The Bridge scholarship will significantly help me and my future goals”

The Bridge Programme continues to expand as more universities are expected to partner with BPP from September 2022.

Find out more about BPP’s law programmes here.

For queries about BPP’s Bridge Programme, email LawBridge@BPP.com

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BPP Bridge Programme scholarship winners announced

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Chris White, founder of Aspiring Solicitors, speaks to ReImagine Law about Diversity and Inclusion in the Solicitors Profession

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Chris White, founder of Aspiring Solicitors, speaks to ReImagine Law about Diversity and Inclusion in the Solicitors Profession

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BPP has partnered with ReImagine Law in support of broadening access to the legal profession. This brand-new podcast series will bring you tips, tricks and industry insights to help demystify a wide range of areas of legal practice.

This week  we are talking about diversity and inclusion within the Solicitors Profession. This episode considers the progress in the profession to date and the vital need to keep momentum going to drive further change. This week our guest is Chris White from Aspiring Solicitors who talks frankly about the work still to do and the importance of data to progress diversity initiatives.  One of the values of Aspiring Solicitors is “be impatient for change” and Chris discusses the importance of sharing your data to help progress that change.

The team discuss the importance of long term change and programmes rather than short term initiatives, diversity as a strength which is individual, and the importance of workplace understanding of difference once in a role.

We always encourage listeners to undertake practical actions after listening to the episode.

Do a simple Google search for “diversity in law” or your diversity characteristic and the area of law you want to get into.

Use your initiative and look for practical opportunities you can do to help understand the profession. Think differently about how you can bring your desires and passion to life – do what others don’t (within the boundaries of legal and ethical).

Go to court and watch a hearing in any area of law.

Listen here on Spotify, or wherever you get your podcasts.

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Diversity and Inclusion in the Solicitors Profession

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Explore the role, skills, and career path of management accounting. Learn how to become a management accountant with BPP.

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Explore the role, skills, and career path of management accounting. Learn how to become a management accountant with BPP.

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Management accountants are an important part of many different companies, stretching across a wide variety of industries. Qualifying into this role offers a great career with many benefits, including competitive salaries, and an engaging and rewarding work life.

If you’re looking to become a management accountant, we’re here to tell you everything you need to know about this role. We’ll also outline the key steps in qualifying for a management accounting career.

What is a management accountant?

A management accountant plays a crucial role in strategic decision-making within an organisation. They are responsible for collecting, analysing, and reporting financial information that is used by company leaders to make informed business decisions.

Management accountants will work as part of a team to produce budgets and forecasts, while monitoring and reporting the overall performance of a business. The work of management accountants will often be used by board-level executives and strategists to make key decisions. In addition, management accountants can also highlight trends that offer useful insights to help plan for the future.

What are the responsibilities of a management accountant?

The responsibilities of this role will vary between management structures, companies, and sectors.

A job description for a management accountant will generally be looking for someone skilled at performing the following tasks:

Preparing periodic financial statements, including profit and loss accounts, budgets, cash flows, variance analysis and commentaries

Providing a support service by working with all departments and the management team to help make financial decisions

Analysing the financial performance and contributing to medium- and long-term business planning and forecasts

Informing key strategic implications of business decisions

Offering personal judgement on financial matters and advising on how to improve performance

What skills do management accountants need?

To succeed in a management accountant role, you will need a range of skills. These include excellent numerical and analytical abilities, commercial awareness, critical and strategic thinking, teamwork, and strong communication skills.

Numerical and analytical skills

You’ll be constantly working with numbers, so you need to be confident in this area. You’ll also need to analyse and assess information and make recommendations when required.

Commercial awareness

As you’ll be working alongside management teams, you need to understand your company and its context within the industry. You must be focused on profitability and expansion while helping your company to achieve its aims. You’ll also be able to generate informed opinions and strategies based on competitors and the market, showing an understanding of customers regardless of sector or industry.

Critical and strategic thinking

You need to be organised in your approach as a management accountant, with an ability to think critically. While management accounting roles demand expert analysis, you need to know how to deliver recommended changes from your insights.

Teamwork

You will be working as part of a team and need to know how to lead and support your colleagues across a multitude of tasks.

Communication skills

You will need to communicate with people from various backgrounds and with different skill sets. It’s important that you can communicate clearly and efficiently both orally and in writing.

What is an average management accountant salary?

The average management accountant salary in the UK is between £40,000 and £50,000. Average salaries vary between regions, with management accountants in London earning the highest.

However, recent years have seen an expansion of the financial sector outside of London. Average management accountant salaries in Scotland, for example, are almost level with London, and in Bristol you could earn an average of around £54,000.

As management accountants gain more experience, they can earn up to £129,000, with the potential to earn large bonuses.

Part-qualified management accountants can increase their earnings as they complete exams and qualification levels. On average, management accountants still in training earn between £27,000 and £40,000.

How to become a management accountant

There are various routes into a career in management accounting for both school leavers and university graduates.

University graduates

You can have a degree in any subject to begin your accountancy qualification.

After completing your degree, you will undertake the accounting qualification levels with a professional body such as AICPA & CIMA or ACCA.

Having a degree in accountancy, maths, management, or business will not only be directly relevant to your role but may make you eligible for exam exemptions.

Many of the accountancy professional bodies offer exemptions on exam papers for those with previous experience or qualifications relevant to accounting.

School leavers

School leavers have several options when qualifying as a management accountant.

Some professional bodies offer entry-level accounting qualifications which teach the foundational skills and knowledge to progress onto more advanced courses.

CIMA offers the Certificate in Business Accounting, which students can complete in order to progress to the full CIMA CGMA Professional Qualification.

You could also complete an apprenticeship. Apprenticeships offer the chance to gain invaluable on-the-job experience while earning a salary and working towards industry-recognised qualifications.

Apprenticeships are offered by employers that support the professional development of apprentices alongside training providers such as BPP, who deliver the training.

Read the apprenticeship vs university finance career guide.

Becoming a chartered accountant

While there are many different professional bodies you can train with, AICPA & CIMA (Association of International Certified Professional Accountants & Chartered Institute of Management Accountants) are often chosen by aspiring management accountants.

The CIMA CGMA Professional Qualification consists of three levels, with each level made up of three exams and a case study test. After three years of strategic experience in a relevant role, you can apply to become a Fellow Chartered Management Accountant (FCMA), which offers further career advancement.

You will also need three years of professional experience to complete your qualification.

Learn more about qualifying through CIMA CGMA.

You may instead choose to qualify through ACCA, a globally recognised accountancy standard that will enable you to access a wide variety of careers. To learn more about these accountancy routes, read the ACCA vs CIMA guide.

Work experience

Work experience isn’t essential, but it can be highly beneficial. This could include vacation placements, sandwich courses or part-time employment offering business experience. Relevant work experience may also count towards the three years of experience needed to begin the CIMA CGMA qualification route.

Final thoughts

Management accounting offers a great career path with opportunities to work in many different industries. Performing an important strategic business function, management accountants are highly paid and have a clear path for career progression.

If you’re looking to become a management accountant, then you’ll want to explore your qualification options. You can start by reading the CIMA exams list or by viewing our range of CIMA courses below.

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Discover the CIMA levels

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Introductory
Certificate

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First full part of qualification
Operational

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Build on existing knowledge
Management

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Become Chartered
Strategic

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As we celebrate 30 years of BPP Law School, we’ve reached out to faculty, alumni, learners, and dug through stories from the archives to share 30 unique experiences. 

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As we celebrate 30 years of BPP Law School, we’ve reached out to faculty, alumni, learners, and dug through stories from the archives to share 30 unique experiences. 

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As we celebrate 30 years of BPP Law School, we’ve reached out to faculty, alumni, learners, and dug through stories from the archives to share 30 unique experiences.

Here’s what our people had to say:

“At BPP we are deeply proud of our thirty-year heritage in legal education. We now have BPP Law School alumni in top law firms around the globe, in barristers chambers, in central and local government, in law centres and the charitable sector. We are at a pivotal moment for the education of the next generation of legal professionals. The profession and pathways to qualification are changing and the skills needed for the profession to thrive now mean that legal teams need to be more diverse not only in terms of widening participation but in working collaboratively in multi-disciplinary teams where wider people, business, technology and innovation skills rank equally with more traditional legal skills and know-how.  What of the next thirty years? At BPP we will continue to offer innovative programmes of study for aspiring solicitors and barristers with just the right blend of knowledge, skills and professional behaviours to ensure those who study with us are in high demand from legal employers. We will also continue our heritage of working closely with the profession as roles and careers within the sector evolve, offering short courses, apprenticeships and wider award-based programmes of study not just in law but in business and people skills, digital and data, change and project management key to the legal profession’s future.”
Jo-Anne Pugh
Dean of BPP University Law School

“When I joined BPP Law School in January 2004 with a mandate to initiate a pro bono programme, I saw it as an exciting challenge. BPP had found the perfect timing to invest in pro bono as we were enough ahead of the curve to ride a massive wave of interest in pro bono as a complementary source of legal services to help individuals ineligible for legal aid. The early days were full of excitement as not a week went by when there wasn’t another student coming to the Centre with another idea about what services we could provide or what NGOs or people needed help. It was tremendously fulfilling to know that we were simultaneously helping to meet legal need as well as training a new generation of lawyers to improve their legal practice skills and to maintain a professional commitment to serving those in need.”
Kara Irwin, former Director of Pro Bono (2004-2010)
Legal Skills Trainer and Consultant

“In my first week at BPP Law School I went to a talk about pro bono, and one of the reasons I’d chosen to do that is because I wanted to do something that was beneficial. The woman giving the talk asked the audience if they knew what pro bono was, and many had said it’s when people do work for free. She explained that, while that is part of the definition, pro bono actually means for the public good, and that really stuck with me and stayed in mind whenever I was working on pro bono projects.”
Hamraj Gulamali
BPTC Graduate

“During my time at BPP, the tutors were always really supportive and keen for students to know they could contact them. I found that they were always available and answered really quickly to emails, especially during revision time when we all had lots of questions as we prepared for exams. Their practical experience in law was also really inspiring and they’d tailor their teaching based on their experience and knowledge in the field, to make sure it was suited for life in practice.”
Olivia Flasch
GDL and LPC Graduate

“I’ve really enjoyed my experience and found the routine really beneficial while working full time alongside my course. Everyone’s really patient at BPP and they do an amazing job at creating a really positive learning environment.”
Ciara O'Brien
LPC student

“I have thoroughly loved every moment of my 10 years of working at BPP and in my most recent role as Deputy Vice-Chancellor. I count myself very lucky to have a job that I absolutely love and look forward to getting out of bed for, every day.  I have had many memorable moments but one of the best was hearing that we had been granted indefinite Degree Awarding Powers. This news came in the darkness of summer 2020 when the pandemic was in its early stages. I remember feeling a close connection with everyone who had contributed to this hugely significant moment, after a 13-year journey, despite the world being online. This has contributed to levelling the playing field in the sector and has given our students, staff and stakeholders even more right to know that they are making a great decision when choosing BPP.”
Professor Sally-Ann Burnett
Deputy Vice-Chancellor, BPP University

“I came into law with a preconception that law students, and law generally, was really competitive, but I’ve met the best group of people I’ve ever met in my entire life, everyone’s so supportive of each other, we pull each other through the course.”
Jess Foster
PGDL Graduate, BTC programme September 2022

“One of my proudest achievements at BPP was in the academic year 2014/15.  I was the Programme Leader for the Bar Professional Training Course (BPTC) at our Manchester Centre.  We had been running the BPTC in Manchester for a year and I had an amazing team of tutors teaching on the programme and a great bunch of students.  You really got the feeling that together we could do great things and it proved to be the case.  When the BSB published the results of the centralised assessments BPP Manchester’s students achieved the highest average pass rates of any BPTC provider in England and Wales, and therefore our students were ranked as the best cohort across all of the centralised assessments.  On top of this many of our students obtained pupillage either within the year or in the years that followed.  The students’ results and their success in obtaining pupillage were a testament to their and my team's hard work.  It really encapsulates what BPP is all about.  Tutors passionate about delivering top quality tuition working with their students towards a common goal of our students achieving their career ambitions.”
Mark Keith
Director of Programmes, BPP University Law School

“I really recognised the value of my time at BPP after I left. The teaching aspect was very practical, and I was able to hit the ground running in my training contract because the skills that BPP taught me in day-to-day classes was almost a mirror image of private practice.”
Ryan Adams
LPC Graduate

“I remember bursting into tears during one of my advocacy mocks because I felt out of my depth. The tutor sat me down and gave me some of the best advice to overcome imposter syndrome, which I carry with me to this day. He explained that a large part of being a barrister is about confidence, and that if I don’t believe in myself or my abilities, it’s unlikely that anyone else will. Another tutor also convinced me that I didn’t need to change my accent to ‘sound like a barrister’, because a barrister ‘sounds like me’.”
Andréa Hounto
BPTC Graduate

“My corporate memory goes back to October 2001 when I joined BPP in our Holborn Law School. We had just won the contract for delivery of the “City LPC” to a group of magic circle law firms as well as delivering this new programme to other law students. The law school started off very small and was the ‘new kid on the block’ compared to our accountancy and tax business, and we’ve since grown exponentially over the past 21 years.”
Ali Wells
Director of Legal and Compliance, BPP

“I don’t think anything will top the day I took part in the Lord Mayor’s Parade in London. It was 2014 and, to mark the 10th anniversary of the Pro Bono Centre, BPP provided us with a giant float disguised as a huge purple landscape of London. Dancing on and around the float were acrobats, and around them a convoy of office desks, ably driven by myself, my team, and our student volunteers. As we wobbled and waved our way through the streets of London, particularly past the dignitaries standing on the steps of the Royal Courts of Justice), I considered how wonderfully surreal the moment was, how lucky I was to be a part of it and how working at BPP was something quite special.”
Emma Blackstone
Joint Head of Pro Bono, BPP

“My highlight as a Bar student at BPP in 2015, was when I was given the opportunity to represent BPP with fellow student, Shona Probert, at a mooting competition in Pune, India. It was an intense period of working – and getting used to the very different style of advocacy there certainly took some time, but it was also great to get to know the dedicated and hard-working BPP staff based out there.”
Samir Amin
BPTC Graduate, Practising Barrister at No5 Chambers

“This is my 15th year at BPP, having stepped down in 2007 as a partner in private practice. The first thing I noticed about BPP was how friendly and supportive the working environment is and how passionate the teaching staff are about the student experience. These have been consistent themes throughout my time here. There have been many personal highlights, but perhaps the time of year I look forward to the most is when I call the students who have been awarded a full fee scholarship to tell them the good news. All our full fee scholarships are now awarded on a social mobility/widening participation basis, so I know what a ‘game changer’ such news is for the lives and ambitions of the talented students I call. There are frequently tears – and that’s just me – because of the emotional and euphoric responses I hear. I’ll never get tired of making those calls.”
Jonny Hurst
Senior Lecturer
Head of Outreach and Law Marketing Lead, BPP University Law School

“I am a fourth year Solicitor Apprentice at BPP. I have been at BPP for five years and you can often find me at London Wall alongside the other members of the Legal Team. I am also a double Paralympian, having been born with a missing right hand at the level of the wrist, but despite this I am determined to ensure that my difference is my strength. I often refer to my life in sport as a “previous lifetime” as recently made the decision to retire from swimming in February to pursue my career in Law. Since retirement, I have been able to commit more time to promoting apprenticeships. Some highlights of my journey include setting up the BPP Legal Apprentices Law Society, the first of its kind. I have also had unique opportunities to discuss I&D across various platforms, such a national newspapers, podcasts and webinars which is a huge passion of mine. My cherry on top of the cake moment has been receiving the BPP Apprentice of the Year (Level 5+) this year. I am very proud to be an apprentice at BPP and I am very much looking forward to qualifying in 2024 and seeing where this journey takes me!”
Amy Marren
Solicitor Apprentice

“I’ve loved the PGDL. I expected the online resources to be excellent – they have been. I expected the teaching to be of a high quality – it is. But I didn’t expect to make so many friends so quickly, nor to actually look forward to attending workshops after a hectic day at work. It’s a testament to the environment created by the staff and students alike.”
Matthew Hodge
PGDL (Law Foundations Course) student

“Throughout my time at BPP I had very motivated tutors. I still remember my contract law lecturers, who were really interested in the subject and instilled a real passion. Having worked in shipping law I can see that the cases they’d talked about were so similar to what I encountered in practice.”
Jonathan Andrews
GDL and LPC Graduate

“Studying the BPTC at BPP really prepared me to pursue my career as a barrister. I learned core skills such as advocacy, legal research, opinion writing and drafting – all of which are essential. Throughout your studies and career there will be challenging days and long hours but reminding yourself of why you chose to embark on a career in law will keep you going.”
Priscilla Lam
BPTC Graduate

“My first experience of BPP Pro Bono was as a law student back in the noughties. I was totally bowled over by the difference in my approach to practice following delivering Streetlaw sessions and advising via BPP Clinics. Those experiences helped me to be a better lawyer in practice. I knew, right from day 1 of my training contract, that empathy was key. You can be the most technical lawyer in the world, but without the communication tools to really understand your clients’ needs, it’s difficult to be successful in a law firm. BPP Pro Bono taught me those skills first. I also caught the bug for pro bono – “for the greater good”. As a trainee and qualified solicitor, I continued to supervise at BPP Clinics and share my knowledge with law students. Now, full circle, as Joint Head of Pro Bono at BPP, I’m able to share that knowledge of real-world law.  Along with the rest of the BPP Pro Bono Team, having experienced life as a solicitor, we can reinforce how important the skills you can’t learn from a textbook are”.
Lucy Wildig
Joint Head of Pro Bono, BPP

"Since starting the LPC with LLM at BPP, I moved on to receive tailored one-to-one guidance on applying to law firms, had my application reviewed and even had my first vac scheme interview with BPP's partnership law firm. The dedicated help from BPP Learner Support meant I could have access to study materials well before lectures which certainly eased my nerves and promoted my learning. As a clinically vulnerable person due to a weakened immune system, should my health sufferer whilst the pandemic is still not over, the deferral systems have been fully supportive of unpredictable situations be it health struggles or house move, power cut or landlord disputes as it has been at the beginning of my course. BPP's support system has been genuinely life-transforming. I could not have pursued my dream course to embark on this journey to be a lawyer had it not for all the support from BPP. It genuinely changed my life."
Farzana Khan
LPC (LLM) student

“During my time at BPP I engaged with the Pro Bono Team and worked on a project called ELTAL which stands for Employment Telephone Advice Line. The project was set up as a phone line project for people with employment law problems to telephone in, and they’d get a call back from student pro bono. We’d give them a call and talk through whatever their employment law issue was, and the next stage was a referral process where we’d try to refer or broker that issue to a lawyer in practice who’d contact them and give them advice on the issue they were facing. The role of Student Director came up and I thought it was a great opportunity to get involved in that project as much as possible – to see how it worked, what impact it had, and what went on behind the scenes.”
Tim Attwood
GDL and LPC Graduate

“In February of 2015, BPP University came to my homeland St. Lucia with an amazing opportunity for people from underprivileged and underrepresented backgrounds to apply for full tuition scholarships in either Law, Business, Accounting, Nursing or Psychology to study with the University in the UK. I was one of the lucky ones selected for one of those prestigious scholarships as I applied to study law. Out of the successful candidates 15 of us started BPP Life at BPP School of Foundation & English Language Studies (SoFELS) in Shepherd’s Bush and one of my fondest memories is the reception we received from BPP staff there. Those of us who started our BPP journey there all arrived late due to logistical issues with visa requirements and the team at SoFELS took us in and gave us what is still today one of my favourite experiences with BPP. We were educated on life in the UK, taught the entire first term within 6 weeks, sat exams and did so well that we became the talk of the town at BPP for being one of the best, if not the best cohorts to ever attend SoFLES. Thanks to Dave Hughes and the team of faculty and staff, we had a memorable, enjoyable and productive student experience and first impression of BPP University.”
Kurt Satney
LLB & BPTC Graduate
Disability Advisor, Learning Support, BPP

“BPP can pride themselves in teaching excellence, and I am personally grateful to the tutors that went to the extra mile to ensure that I was prepared for practice. Since my time at BPP I have been fortunate to have enjoyed legal roles in global media and technology organisations, and I'm currently working as Head of Legal for a leading payments company, advising across the UK and Europe.”
Leanne Georgiades
BVC Graduate, Head of Legal

“I’ve been at BPP for 18 years and always made sure to very consciously put inclusive teaching at the heart of my teaching philosophy, so that students could feel they belonged, bringing their true selves to the classroom. This helped me build rapport and made it easy for me to stay in touch with some of the students each year. My greatest reward at BPP has always been to witness the full “blossoming” of my students ’careers. It’s amazing now to see that the first students I taught are now partners in City law firms, 18 years Call at the Bar, and many other exciting careers. I am still very much in touch with them and it’s wonderful to have them return to BPP to give back (e.g Graduation speeches) and hear their genuine gratitude for how we helped them on this path so many years ago. Over my 18 years at BPP, I have seen a huge leap of progress in the recognition and appreciation of E,D &I and wellbeing support for both students and employees.”
Charlotte Wanendeya
Head of Law, BBP University Law School

“The areas of law that I wanted to specialise in were areas whereby I would typically receive a brief the day before or the day of a hearing. The learning at BPP really reflected this real-world element, particularly in my Advanced Criminal Litigation module, we would receive the brief in class and then be expected to present it back at the end of the session, and it was similar for the exam too. This really helped me learn the most effective ways to present a case and how to prioritise details of a brief, which really prepared me for my career as a barrister.”
Niamh Ingham
GDL and BPTC Graduate

“I really wanted to get into law because of the ability to advocate and promote inclusion. When I found out that there was an award for LGBT undergraduate of the year, an award that really celebrated LGBT advocacy and inclusion, sponsored by a magic circle firm, I thought that was the best opportunity into law for me, and that connected me with many people in the legal sector. I was really excited to start doing the GDL at BPP, and that’s led to really exciting opportunities since then.”
Tom Moran
GDL and LPC Graduate

“I found the training and learning at BPP invaluable to my career. I especially enjoyed the extra-curricular opportunities such as mediation. Through this I learnt many transferable skills that have helped me in a range of ways. Indeed, a highlight of my time at BPP was representing BPP in an international mediation competition in Chicago in 2014.”
Kirsty Schneeberger
BPTC Graduate, CEO at Synchronicity Earth

“After a taking a year out, it was almost a surreal experience to be studying at university again. I was excited to be going to classes, even if they were online, and I was eager to get stuck into the course and meet other people. It was a welcome change of pace, but I hadn’t anticipated what it would be like, finding my feet, in those first few weeks. Having been a reluctant Land Law student I wasn’t sure I was going to enjoy Property Law which just so happened to be my first module. Thankfully, the focus on the practical application of the law in the context of client-based work was really clear and digestible and I ended up really enjoying myself, and I am now considering Property Law as an area of law I would like to focus on in the future and I am sure that a big part of that is due to the positive teaching experience that I have had.”
Amber Flo Morris
LPC Graduate

“During my time at BPP I utilised BPP’S Career Hub and was able to engage with legal work experience opportunities. Through this, I was fortunate to secure a three-month legal internship placement at a leading fintech scale-up, where I was involved in a number of research, drafting and project-based activities. The internship was pivotal in that it provided me with my first real exposure to legal work.”
Sze-Von Lam
GDL Graduate

“The tutors made sure we were all fully prepared for the intensity of exam and application season. I never felt alone, I always felt someone was there to offer support because we were all going through the same thing. There were also people who had been through it and could offer support on what to expect, and how best to cope with the intensity of the course. Just knowing that if I had a question or needed any help, I could approach someone, and it would be explained or rectified quickly – that was the most supportive aspect of the course.”
Sydney Thomas
BPTC Graduate

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Lawyers are often a prominent figure in the media and on television. We explore how they're portrayed and whether it's what it's like in the real-world.

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Lawyers are often a prominent figure in the media and on television. We explore how they're portrayed and whether it's what it's like in the real-world.

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From Suits to Law and Order, lawyers are often a prominent figure in the media and on television.

However, conflicting representations on what lawyers look like, can make it hard to know whether what we see on our screens is an accurate portrayal of legal professionals in the industry.

Our team of researchers here at BPP University Law School have collated actor profiles from 30 different legal dramas across the UK and US, to see whether their portrayals of diversity in the legal workplace (or lack thereof) are correct.

Revealed: How is Social Mobility Represented in Legal dramas?

When we looked at social mobility in legal dramas, our research found that there is still work to be done both on and off screen within the legal profession.

On TV, we often see law professionals entering the workforce having graduated from Ivy League and top tier law schools, with parents who support their careers.

For example, in legal drama Suits, law firm Pearson Hardman was known for having a policy in which they only hired associates that had graduated from Harvard Law School, with the rule only changing when Harvey Specter moved into the managing partner role.

Not only that but during the show, Rachel Zane's dad, Robert Zane, is a named partner at the firm, giving her automatic privilege and support towards her career.

In another US legal drama, The Good Wife, Alicia Florrick, the titular character in the show and senior partner, was found to study at GeorgeTown University Law Centre, which is ranked number 14 for the best law schools in the US.

But it's not just American shows that depict a privileged representation of lawyers. In Netflix’s recent limited series Anatomy of a Scandal, Queen’s Counsel Lawyer Kate Woodcroft is revealed to have studied at Oxford University before starting her career in the legal industry.

It's unsurprising that we see this representation of privileged lawyers on TV as it appears to be true of how the legal profession is in reality, despite steps being made towards being more inclusive for those who are less privileged.

In fact data from the SRA revealed that there is evidence of privilege in the legal profession, with only 46% of solicitors working in law firms being state educated.

Legal professionals in the UK are also likely to have parents who are highly educated, with 51% of solicitors' parents having earned a degree.

What Does a Lawyer Look Like According to TV?

One of the most common reasons people don’t pursue a career in law, is because they don’t see anyone in the media who looks similar to them, that acts like them, or comes from the same background.

From analysing characteristics of legal professionals across 30 different legal dramas, we have revealed that the TV industry's perception of a lawyer is still a white, middle-aged male in a senior role, dressed in formal attire like a suit.

Our research revealed that when it came to representation of ethnicity, only 22% of those from a black, or ethnic minority background were cast as main character legal professionals on TV compared to 78% who were white.

Not only that, but looking towards job roles, men were often more likely to be in more senior positions when it came to representation on TV. In fact across the 30 programmes we studied, two thirds (64%) of males were in partner roles compared to 36% of women.

For many legal professionals they are also often expected to dress in formal, professional attire, it makes sense that this is what we see on TV and in the media when it comes to the legal profession, as formal wear demands the kind authority that lawyers need to argue their case.

How are Men and Women Represented in the Legal Profession on TV?

According to data from our 2021 intake, when it came to gender, almost two thirds (64%) of students studying at BPP University Law School were revealed to be women compared to just 36% of men.

However, when analysing lawyers on TV, males appeared to dominate when it came to more seniority.  For those in partner or managing partner roles in legal dramas, females made up just over a third (36%), while men made up the rest (64%).

This number is nearly identical to the amount of females in partner roles in the UK which stands at just 35%.

How Ethnically Diverse is the Law Profession in the Media?

When it came to black or ethnic minority representation on TV, our data shone a light on the fact that lawyers in British and American shows were played by white actors and actresses 78% of the time.

Actors and actresses that fell into black or ethnic minority categories were only seen in legal professional roles 22% of the time across the shows that we analysed - but even this paultry number is higher than the 17% of black or ethnic minority lawyers currently in the UK.

Broken down, these stats revealed that only 15% of on-screen lawyers were Black, 1% were Asian, 2% were Middle Eastern and 4% were mixed-race.

While representation of black and ethnic minorities in main character legal roles is making a step in the right direction, these figures show how far writers and directors still need to go to be more representative with their casting.

However, in reality, these statistics are beginning to show signs of improvement. The data collated by the SRA every two years depicted that 16% of senior lawyers and partners were Asian, while 2% of legal partners were Black. 2% were made up of mixed-race individuals, as well as a further 1% of partners being made up of different ethnic groups.

The Top 10 Most Ethnically Diverse Legal Dramas Revealed!

Thankfully, there are some legal dramas that work to be as representative of different cultures and ethnicities as possible.

Taking a seed list of legal dramas that included two legal professionals or more, we used data from All Famous Birthdays, NNDB and more, to determine how ethnically diverse the main characters in legal dramas across the US and UK actually are.

The shows paving the way for black and ethnic minority representation included ‘The Good Fight’, a US-based legal drama, and spin off to ‘The Good Wife’.

As it was first on the list, this programme showcased 50% of its main character legal professionals to be from black or ethnic minority backgrounds.

Next up was ‘For the People’ another us-based TV show, which came in joint first place with ‘The Good Fight’, and scored 50% when it came to diversity. The show stars Jasmin Savoy Brown, Regé-Jean Page and Vondie Curtis-Hall, among others, who are from black or ethnic minority backgrounds, and follows the lawyers as they handle some of the most high-profile cases in the country.

Thirdly, there was US-based ‘Suits’, scoring 37%. Despite the main protagonist being a white male, over its eight-year run, three of its main characters, including Alex Williams, Jessica Pearson and Rachel Zane were all from black or ethnic minority backgrounds, with two of those in partner roles.

Trailing in last place was UK-based ‘The Split’, scoring a disappointing 20% overall. Despite having a cast that included black and ethnic minority actors and actresses, the comparison to the number of white characters in senior legal positions was obvious.

What Does the Law Profession Actually Look Like Right Now?

Luckily, there are schools and universities that are working tirelessly to promote diversity and shake off the TV legal drama stereotype of lawyers being white, middle-aged and male.

At BPP, we are a law school that is committed to diversity and inclusion, with nearly half (41%) of our students from our 2020-2021 cohort identifying as black, Asian or ethnic minority. While we still have a long way to go, this is proof that the gap between ethnic groups in the legal industry is closing, and more needs to be done about how misrepresentative legal TV shows can be.

As well as this, almost two thirds (64%) of our students are female compared to 36% who are male. However, with our research pinpointing the fact that 51% of lawyers in the legal dramas we analysed were males in senior roles, it leads us to wonder how current television writers keep casting their shows so inaccurately.

Overall, our research has highlighted that the TV industry and the media still misrepresent the current legal landscape, allowing the typical image of a lawyer to stay at the front of people's mind.

In reality, while there is still much to be done in the legal profession as a whole, steps are being taken to ensure that those from different backgrounds and social classes have as much opportunity to succeed as others.

Jo-Anne Pugh Dean at BPP University Law School said: “Traditionally the legal industry has been elitist, meaning that only those who are the most advantaged have been more likely to advance towards being a solicitor or barrister, while those in black, ethnic minority groups or non-traditional groups have sometimes not realised the opportunity.

“At BPP University Law School, it is hugely important to us that students from different backgrounds and cultures feel welcomed and offered access to new routes into the profession, including legal apprenticeships and the SQE. Not only that, but our partnerships with the likes of Aspiring Solicitors and The O Shaped Lawyer creates a unique opportunity for us to collectively shine the spotlight on diversity, and put in place schemes, scholarships, and initiatives to break down barriers to the legal profession from a wide range of backgrounds.

“We have a long-term partnership with Aspiring Solicitors, which provides students from non-traditional and low-income backgrounds with support to enter the legal profession, including mentoring, coaching and opportunities at leading organisations and law firms.

“It’s clear from our research that representation of lawyers in both TV and the media still has a long way to go in order to change the image of ‘what a lawyer looks like’ in reality.

“The legal sector is a diverse and innovative place, and it’s important that we recruit students from a representative cross section of society on to our courses to progress into legal roles.  It is important that we all work together to help change this perception going forward whether that be representation on TV or providing equal opportunities for those from different backgrounds, so they have the chance to succeed.”

Methodology

Taking a seed list of main character legal professionals, across 30 different legal dramas in the UK and US, BPP has revealed what a lawyer looks like according to the media. The study has also analysed which legal dramas are leading the way with their diversity, what the legal landscape looks like in reality and what more needs to be done.

What does a lawyer look like?

Taking a seed list of 30 different legal dramas across a number of different sources including, ScreenRant, Ranker, IMDb, BBC, Collider, FamousFix and more we revealed what a lawyer looks like according to the media by analysing the following factors:

The characters listed under “main characters” on each TV show on Wikipedia

Their job role and who they were played by from WikiFandom*

The age of the actor when they started their role from Wikipedia

Each actors nationality, ethnicity and sex listed on All Famous Birthdays and NNDB

Once this data was gathered we then calculated what percentage of all of the characters on the list fit into different categories including age, sex and ethnicity.

To determine what clothes lawyers are likely to wear when portrayed in the media, we took a seed list of six different law jobs from Cosmopolitan. We then took the first five images for each profession on Google Images, ran them through Google’s Vision AI Tool and picked out the ‘labels’ that referred to what the people in the image were wearing.

Top TV Shows with Most Ethnically Diverse Legal Professionals

To work out which shows were the most ethnically diverse when it came to legal professionals on TV, we again took our seed list of characters and TV shows. We then calculated what percentage of characters, in shows that had more than two legal professionals as main characters, fit into black and ethnic minority groups in comparison to white and ranked them.

What does the law industry look like now?

To get a picture of what the law landscape actually looks like for those wishing to start their law school journey, we took data from BPP’s 2021 intake and calculated what percentage of students came from different backgrounds.

*If the main characters did not have a job in the legal profession they were removed from the list.

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After the release of the SQE2 results, BPP is delighted to announce that 100% of its students who sat the SQE exams passed.

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After the release of the SQE2 results, BPP is delighted to announce that 100% of its students who sat the SQE exams passed.

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Last week saw the Solicitors Regulation Authority (SRA) release the results for the first-ever SQE2 assessment, with 77% of candidates successfully passing.

BPP University Law School are pleased to announce that 100% of their solicitor apprentices who sat their SQE2 exams in April have passed, compared to the national average of 77%.

BPP can confirm that over 60% of the students were in the top quintile with a pass mark of 80% or above.

Students had to successfully complete SQE1 in order to sit the SQE2 assessment which tests the application of legal knowledge and practical legal skills through 16 written and oral tasks, in addition to 14 hours of assessments across a range of legal skills.

This follows the excellent success from the same 2016 solicitor apprentice cohort, who received their LLB Degree results in June this year. 16 out of 20 students who completed their LLB at the first opportunity and received amongst those results were 3 x double firsts, 5 x firsts and 6 x 2:1’s.

Bruce Humphrey, Award Leader at BPP said “We are extremely proud with how our solicitor apprentices have performed. Legal apprenticeships have become increasingly popular over the past few years with switched-on school leavers realising that being embedded with an employer from day one provides a springboard for their future career.

BPP has adopted a consistent learning and teaching strategy for all of our SQE programmes, which means that our legal apprentices have an equivalent experience to learners on non-apprenticeship programmes. This ensures that they benefit from the same leading educational technology platforms, utilise the same high-quality materials, and attend regular live collaborative workshops with the same expert tutors.”

Jo-Anne Pugh, Dean of BPP University Law School praised the success of this cohort and commented “We are thrilled to announce that 100% of our solicitor apprentices who sat their SQE2 exams in April have passed. This marks the final step in our apprentices qualifying as solicitors, having recently received their LLB results in June, with outstanding results across the board.”

This has been no easy feat; these students were the first group to take the step-change into how solicitors are examined in addition to studying during the pressures of Covid-19. I wish them nothing but further success and I’m confident they’ll make excellent lawyers”

Laura Birks, solicitor apprentice commented “"I feel relieved to have passed the SQE. It will take time to adjust to my 6-year apprenticeship journey coming to an end but I look forward to the future as a qualified solicitor. It is really great to hear that all apprentices who took the first ever SQE2 with BPP passed and I am so pleased for the rest of my cohort. A big thanks to BPP for getting us through the exam!"

William Preston, solicitor apprentice commented “I am elated to have passed the Solicitors Qualifying Examination. It was a formidable examination and thoroughly tested my knowledge and skills. Coupled with BPP’s preparatory modules, my solicitor apprenticeship placed me at a considerable advantage by providing me with over five years of legal training.”

Find out more about the SQE here.

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100% SQE2 pass rate for BPP Solicitor Apprentices 

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Find out what to expect when studying a law conversion course such as a GDL or a PGDL, including masters options, funding, and costs.

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Find out what to expect when studying a law conversion course such as a GDL or a PGDL, including masters options, funding, and costs.

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A law conversion course, such as a Graduate Diploma in Law (GDL) or Postgraduate Diploma in Law (PGDL), is a postgraduate qualification aimed at non-law graduates or career changes who are looking to pursue a career as a solicitor or barrister.

The course builds the crucial legal knowledge that would be held by those who have studied a law degree (LLB). Graduates of a GDL or PGDL may then go on to study for the Solicitors Qualifying Examination (SQE) or the Barrister Training Course (BTC). It also builds the key skills you’ll need to secure Qualifying Work Experience (QWE) or pupillage.

What does a law conversion course entail?

During your law conversion course, you will develop your knowledge and understanding of fundamental legal principles, while also building professional skills to help you prepare for life in practice. The legal areas you will cover are:

Company Law

Contract Law

Criminal Law

Land Law

Public Law

Tort Law

Trusts Law

Can I study a master’s (LLM) law conversion course?

You can upgrade your law conversion course to a master’s (LLM) if you wish to do so. If eligible, this enables you to apply for postgraduate funding to help support with paying your fees.

The LLM upgrade will differ based on your chosen provider. For example, our LLM covers the same legal principles as the diploma, with the master’s element comprising a professional project which is carried out through independent research. The output of the project could be a report, presentation, training session, article, or similar, and you’ll be required to submit a 3,000-word essay that reflects on your learning and development throughout the completion of the project.

How long does a law conversion course take?

The length of a law conversion course can vary depending on the provider and whether you wish to study on a full or part-time basis. At BPP, our Law Conversion Course (PGDL) takes 8 months full-time, or 20 months part-time. The Law Conversion Course (Master’s) takes 12 months full-time or 24 months part-time.

How much does a law conversion course cost?

The price of a GDL or PGDL varies from provider to provider and may change based on whether you study online or in-centre. Our Law Conversion Course (PGDL) starts from £9,824 for the academic year 2022/23, with the master’s starting from £13,323.

Do I need a law conversion course for the SQE?

Under the new SQE route to qualification, the SRA has stipulated that you do not need a law degree or conversion course to sit the assessments. However, we would strongly advise against going into these rigorous examinations without appropriate preparation. The assessments (both SQE1 and SQE2) require a level of legal knowledge that only law graduates, conversion course graduates, or existing professionals with a breadth of legal work experience would hold.

If you’d still like to study an LLM, it’s worth noting that some providers now offer an LLM by combining a law conversion course with SQE1 preparation, allowing non-law graduates a pathway into becoming a solicitor via the SQE route to qualification.

Find out more about our Law Conversion Courses here.

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Hilary Chadwick and Vicky Walden speak to ReImagine Law about how students can fund their legal studies

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Hilary Chadwick and Vicky Walden speak to ReImagine Law about how students can fund their legal studies

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BPP has partnered with ReImagine Law in support of broadening access to the legal profession. This podcast series will bring you tips, tricks and industry insights to help demystify a wide range of areas of legal practice.

This episode looks at the nuts and bolts of how to fund your legal education. Fran from the ReImagine Law team is joined by two experts in the field from BPP; Hilary Chadwick and Vicky Walden.

It is no secret that studying Law can be expensive.  This episode explores all the ways that you can look for support and assistance to help pay for your studies.

Hilary Chadwick and Vicky Walden from BPP take an in-depth look at the options available for undergraduate Law courses, apprenticeships and post graduate studies.  They share their tips and tricks and outline the breadth of funding available for both the barristers and solicitors arms of the profession.

We always encourage listeners to undertake practical actions after listening to the episode.

Look at the BPP employability webinars which are freely available to all.  You can find out more about the schedule by emailing lawoutreach@bpp.com.

Look at the Student Loans Company website: https://www.gov.uk/government/organisations/student-loans-company

Listen here on Spotify, or wherever you get your podcasts.

Useful resources

Scholarships from the Inns of Court: https://www.lawcareers.net/Barristers/Inns-of-Court-Scholarships

The Law Society Diversity Access Scheme: https://www.lawsociety.org.uk/campaigns/diversity-access-scheme

Aspiring Solicitors: https://www.aspiringsolicitors.co.uk/

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BPP looks at everything you need to prepare for the SQE, including how hard is the SQE, how to study for SQE, and SQE sample questions. Read now!

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BPP looks at everything you need to prepare for the SQE, including how hard is the SQE, how to study for SQE, and SQE sample questions. Read now!

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If you’re looking to become a solicitor in England and Wales, then you’ll need to take the Solicitors Qualifying Examination (SQE). The SQE pass rates have shown that this is a challenging assessment, requiring careful planning and preparation.

If you’re wondering:

How hard is the SQE?

What’s the best way to prepare for the SQE?

How should I study for the SQE?

Then we’re here to help, with insights and guidance to support your SQE preparation. We’ll explore the SQE1 and SQE2 exams, offer study strategies based on successful SQE students’ experiences, and provide tips on choosing the most suitable SQE preparation course.

Read on to find out everything you need to know about preparing for the SQE.

How much time does it take to prepare for the SQE?

The SQE has no set timeframe, unlike the Legal Practice Course (LPC). Passing the SQE exams requires a comprehensive understanding of the law, and it is important not to attempt the exams until you are fully confident of passing.

Due to the flexibility of the training route, there are a variety of courses available to help SQE candidates qualify at their own pace. Full-time SQE courses take anywhere from 4-months for the individual SQE1 Preparation package, to 12-months for the comprehensive LLM SQE1&2.

What does SQE1 and SQE2 cover?

SQE1

The SQE1 consists of two examinations of 180 multiple-choice questions. SQE candidates must apply their knowledge of the law to demonstrate the competencies required of a newly qualified solicitor.

SQE1 exams cover the following areas of law:

Business Law and Practice

Dispute Resolution

Contract

Tort

Legal System of England and Wales

Constitutional and Administrative Law and Legal Services

Ethics and Professional Conduct are also examined across both assessments. SQE candidates will be expected to demonstrate their ability to act with honesty and integrity, following the SRA principles.

Additionally, Principals of Taxation will be examined in the context of Business Law and Practice, Property Law and Practice, and Wills and the Administration of Estates.

SQE2

The SQE2 exams are split into five half days. Oral examinations will take place over two half days, with a total of four oral exams. These will be evenly split between 1) advocacy, and 2) interviewing and attendance/legal analysis.

This is followed by the written component of the exam, which will take place over three half days and will cover the following skills across 12 assessments:

Case and Matter Analysis

Legal Research

Legal Writing

Legal Drafting

Candidates will participate in solicitor/client interactions, file reviews, and court-based scenarios. These skills are assessed through 16 tasks in simulated legal environments called stations.

The areas of law covered in SQE2 are:

Property Practice

Wills and the Administration of Estates

Solicitors Accounts

Land Law

Trusts

Criminal Law and Practice

Each SQE2 task is assessed in the context of one or more of the areas covered in SQE1, so it’s essential for candidates to maintain and retain that knowledge for SQE2.

What can I do to be as best prepared for the SQE as possible?

How hard is the SQE?

The new qualification route is very challenging, and will require careful planning and preparation for candidates to be successful.

With the SQE1 and SQE2 exams combined, candidates will sit 18 different assessments over a total of seven days. While these are not all completed in one go, this gives a sense of the scale of knowledge and skills that the SQE demands.

How to study for the SQE

We spoke to our SQE students to get their top tips on how to study for the SQE:

Prepare to start your SQE preparation course. Make sure you revise key topics from your law degree or law conversion course, and go over previous assessments to learn from the feedback

Summarise complex terminology using flashcards, rhymes, or mnemonics. This will help you retain facts and phrases

Hone your legal skills by gaining experience working in practice, such as during a Pro Bono project, vacation scheme, or part-time legal work

How to choose the right course for you

The key factors you should consider when choosing an SQE preparation course are:

Funding

Are you self-funding, or will you need access to a postgraduate loan or scholarships? It’s important to understand what funding options are available and are most suitable to you.

Online or in-person, full-time or part-time

The flexibility of the SQE means that you can choose to study how you like, whether that’s part-time so you can fit the SQE around full-time work, studying remotely, or studying full-time in-centre.

Your legal knowledge

Have you completed a law degree or law conversion course? If not, you will need to complete a law conversion course or integrated law conversion with SQE preparation.

Employability and legal skills

Consider whether you would benefit from extra-curricular support and development such as careers support or pro bono or coaching and mentoring schemes while you study for the SQE.

Why not check out our SQE course comparison table to see which course would be best for you?

Final thoughts

The SQE training route offers lots of flexibility to aspiring solicitors. While the SQE exams are very challenging, there are a wide range of courses that will help you to qualify in a way that works for you.

Ready to start your SQE journey with BPP?

See our SQE courses.

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TLT have created three different pathways to qualify solicitors: the SQE training programme (which will replace the traditional training contract), the Graduate Solicitor Apprenticeship and the Legal Solicitor Apprenticeship.

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TLT have created three different pathways to qualify solicitors: the SQE training programme (which will replace the traditional training contract), the Graduate Solicitor Apprenticeship and the Legal Solicitor Apprenticeship.

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BPP University Law School and TLT partner to deliver a bespoke and innovative Solicitor Qualification Exam (SQE) programme

October 11, 2022

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SQE is the new route to qualification under England & Wales’ Solicitors Regulation Authority (SRA), replacing the Legal Practice Course (LPC) and Period of Recognised Training that was introduced in 1993. The aim of the SQE is to make the legal sector more accessible and open the pathways to qualification through a variety of changes.

TLT has created three different pathways to qualify solicitors: the SQE training programme (which will replace the traditional training contract), the Graduate Solicitor Apprenticeship and the Legal Solicitor Apprenticeship.

The SQE training programme will frontload the SQE1 and a bespoke essentials for practice course, which covers traditional LPC modules the SQE1 no longer follows. Trainee solicitors will then start their Qualifying Work Experience (QWE) with the firm, which will continue to follow a 4-seat rotational curriculum to ensure trainee solicitors still experience a variety of departments before they decide in which practice area they wish to qualify. SQE2 will follow an apprenticeship-style earn-while-you-learn approach to capitalise on the SRA’s prescribed view that the second exam should be sat once practical skills have been learned and understood.

The Graduate Solicitor Apprenticeship has been introduced to qualify the firm’s paralegal talent and grow the departments organically. This programme is an “earn-while-you-learn” scheme which sees the apprentices continue their TLT work for four days a week and have a study day once a week with BPP.

The Legal Solicitor Apprenticeship has been launched to give future talent an alternative to university. This is a six-year degree apprenticeship, which also includes the SQE examinations and QWE, meaning that once completed the apprentices are fully qualified solicitors with the firm.

Liz Ritter, Head of Business Development at BPP commented:

“We are delighted that TLT have placed their trust and confidence in BPP to support the delivery of their SQE strategy.  This is a time of great change for those entering the legal profession and we are pleased to partner with TLT, who share the same ethos and values as we do to ensure the future success of their early talent under these new pathways to qualification.”

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BPP and TLT partner to deliver an innovative, bespoke SQE programme

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Explore the updated CIMA exam fees for 2023. Understand all costs for the CIMA qualification and plan your accounting career.

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Explore the updated CIMA exam fees for 2023. Understand all costs for the CIMA qualification and plan your accounting career.

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This article has details on CIMA exam fees for current or future professionals who want to study CIMA. This includes costs around CIMA membership and subscription fees that are required as part of your studies.

The CIMA exam fees guide is updated regularly.

CIMA Registration fee

To get started with the CIMA qualification, you’ll need to pay the registration fee of £95.

If at any point you need to re-register, for instance if you take an extended break from your studies, the fee is also £95.

The registration fee includes your first year’s CIMA subscription. This is required by all students and qualified CIMA professionals to maintain their CIMA membership status. The subscription runs for a single calendar year – 1st January to 31st December.

Alternatively, if you qualify for the accelerated CIMA route via the professional or master’s gateway, the registration fee for both of these options is £425.

What is the CIMA subscription fee?

The annual CIMA subscription fee guarantees your status as a CIMA member.

Fees for the CIMA subscription vary based on your circumstances:

£130 for those currently studying CIMA

£300 for those who passed the Strategic Case Study exam (the final exam)

FREE for new students (first year’s subscription)

CIMA subscription fees are due by 31 March each year to avoid lapsed membership.

What do the CIMA exams cost?

The standard CIMA route to qualification costs £2,293 to sit all the exams.

This does not include the cost of any resits, which will be the full amount for each exam you need to take again.

Adding the cost of the registration fee and annual subscription over four years, the total cost of the Professional Qualification comes to £2,827.

The fees are broken down as follows:

You are in a Tier 1 country (Western Europe, Australia, Singapore, USA and Canada)

£95 for a CIMA student registration

£390 for annual CIMA student fees over three years

£2,437 for nine Objective Test and three Case Study exams

If you need to complete the CIMA Certificate in Business Accounting before starting the Professional Qualification, you will pay £468 for four Objective Test exams.

Additional costs

There are additional costs that you will need to bear in mind when completing the CIMA qualification.

In order to put yourself in the best position to succeed in the exams, you will need to factor in training costs and extra purchases such as study texts.

Your overall fees will change depending on whether:

You qualify for an exemption

You need to resit

You are in a Tier 2 or Tier 3 market

What are the CIMA study programme costs?

Many people studying the CIMA qualification will have their training paid for by their employer. If you are self-funding CIMA, you have various training options that will affect your study costs.

For example, you could choose to study using all pre-recorded learning materials or through online live evening classes. You may also choose to purchase additional resources such as a mock exam.

There are currently three models for CIMA training:

Buy paper: Buy your CIMA paper individually and choose from different study modes

Subscription: Our monthly subscription is a cost-effective way to study for a CIMA qualification

Apprenticeship: Complete CIMA via an employer-funded apprenticeship route

View study costs by CIMA level and paper.

CIMA exam fees breakdown

View CIMA exam fees by level:

| Objective Test | Case Study

Certificate in Business Accounting

£117

N/A

Operational Level

£138

£239

Management Level

£164

£246

Strategic Level

£232

£350

Each level contains multiple Objective Tests.

Read the guide to the CIMA exams.

CIMA exemptions

Exemptions to CIMA papers may be available if you have qualifications or experience relevant to accounting, finance, and business.

If you have a degree related to these subjects, it is likely you will be able to bypass the first level of the CIMA qualification, the Certificate in Business Accounting.

Unlike other accountancy bodies, CIMA does not charge a fee for exemptions.

If you think you may be eligible to an exemption, see CIMA’s exemption policy.

Read the essential guide to CIMA exemptions.

Need help getting started with CIMA? Get in touch with BPP.

BPP is a holder of the CIMA Excellence Award, awarded to select providers with exceptional pass rates. Training with a high-quality institution will help you avoid having to pay costly resits, while feeling confident about becoming a CIMA-qualified accountant at your own pace.

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Discover the CIMA levels

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Introductory
Certificate

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First full part of qualification
Operational

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Build on existing knowledge
Management

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Become Chartered
Strategic

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CIMA exam fees 2024: a comprehensive guide

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Considering your ideal legal specialism? Read the areas of law blog and learn about legal practice areas, including the skills and knowledge you need.

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Considering your ideal legal specialism? Read the areas of law blog and learn about legal practice areas, including the skills and knowledge you need.

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Looking for the secret to a successful legal career? Find your ideal area of law to specialise in. From criminal to probate, intellectual property to banking and finance, there are many different types of lawyers. Each practice area has its own laws and regulations, and specialising means keeping up with a shifting legal landscape.

As a lawyer specialising in an area of law, you will be able to find your niche and make your mark on the legal space. So how do you pick a legal practice area?

Start by understanding what suits you. Reflect on your values, personality, and skills, and think about your career goals. Then, use this blog as a guide to help you gain an understanding of the different sectors of law open to you.

We’ll also answer frequently asked questions such as how you can specialise in an area of law, and whether you can change your legal specialism during your career.

What are the different law specialisms?

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Acts that break the law and are deemed to be serious enough to warrant a trial in either the Magistrates Court or Crown Court are handled by criminal lawyers. These include traffic violations, possession of controlled drugs, fraud, assault, grievous bodily harm (GBH), murder and more.

If you become a criminal lawyer you’ll have the choice of either working in private or public practice. Private criminal lawyers defend those being tried for an offence. Public criminal lawyers work for either the Crown Prosecution Service (CPS) or the Public Defender Service (PDS).

Criminal lawyers have a variety of duties, including speaking to witnesses, gathering evidence, liaising with law enforcement, building a case, and presenting the case in a legal setting. You’ll need to demonstrate strong attention to detail, organisation and planning skills, in addition to being resilient and determined.

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Constitutional law encompasses the rules and structures that underpin a political system.

Constitutional law works to protect the rights of individuals through legislation and is sometimes derived from non-national sources – the European Union (EU), for instance.

This area of law has become increasingly prevalent because of the emphasis placed on supranational institutions such as the EU.

Having good judgement, being a strong communicator, and having an in-depth knowledge of constitutional law are all essential qualities of a successful constitutional lawyer.

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Commercial lawyers provide legal advice and guidance to, and within, corporate organisations. The duties of a commercial lawyer can include the drawing of legal contracts, including legal disclaimers and risk mitigation, and protecting clients against corporate liability.

Although commercial law is considered a specialism, it’s not uncommon for commercial law to overlap with other legal disciplines, such as intellectual property (IP) law.

Having strong commercial awareness and the ability to easily identify the important issues within a swath of information are traditionally well-suited skills for a career in commercial law.

Get ahead of the competition with our commercial awareness guide.

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Also known as business, enterprise or company law, corporate law governs the formation and conduct of companies, including business restructuring, shareholder rights, mergers, and acquisitions.

Corporate lawyers are responsible for articles of association, directors' and shareholders' rights, and the incorporation, public listing or delisting of companies. Corporate lawyers also perform due diligence and often need an understanding of regulations in different territories to facilitate cross-border deals.

This area of law requires lawyers to work well under pressure and within strict time constraints while being comfortable dealing with a wide range of stakeholders.

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There are a variety of taxes that UK citizens are liable to pay, from income to property tax, capital gains to value added tax, and even non-profit and inheritance taxes.

Taxation lawyers often work closely with commercial and corporate lawyers to advise on the tax implications of mergers, acquisitions, commercial restructuring, and all aspects of finance, including funds, equity, and debt. Lawyers practising in this area will work with a variety of clients, including individuals (personal tax), companies (corporate tax), and even the government.

To thrive in this career, you’ll need to have good analytical skills, be able to work to a high standard and be a strong communicator and negotiator.

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Lawyers practising restructuring and insolvency law act on behalf of individuals or companies in financial difficulties. This often involves providing legal assistance to creditors or debtors and helping recover debt from an individual or organisation.

Restructuring and insolvency law also includes the provision of advice for organisations looking to manage their debts or consider the next available steps to ensure the short-term viability of a business venture.

This specialism requires a technical approach, to be comfortable understanding the various aspects of insolvency, as well as having good negotiation skills.

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The equity and trusts areas of law practice focus on regulating circumstances that involve an individual placing their trust in another to manage their affairs.

Most lawyers who manage the legal aspects of equity law also handle trust law. This specialism typically involves ensuring charities are spending funds appropriately and resolving conflicts between beneficiaries.

Equity and trusts lawyers must be clear communicators and have good diplomacy skills, in addition to being able to handle sensitive situations professionally.

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Banking and finance encompass different specialisms which broadly deal with the relationship between lenders and borrowers and the management of financial liabilities. This includes cross-jurisdiction arrangements that cover financing for corporate buyouts, leasing, or large-scale borrowing.

Lawyers working in banking and finance law will generally specialise in an area such as real estate finance, project finance, or acquisition finance.

To specialise in this area of law, you’ll need to be skilled at negotiating and be able to analyse the particulars of a deal and how it affects the parties. A strong regulatory focus is also required to ensure compliance with regional laws.

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In private client law, legal representatives are tasked with managing the affairs of individuals and families. This includes planning all aspects of their finances, such as wills, trusts, investments, estates, and taxation.

Private client lawyers often work for high-net-worth individuals, such as entrepreneurs or landowners with a portfolio of assets.

This area of law practice requires excellent interpersonal and people management skills. You’ll also need a comprehensive knowledge of this vast area of law (especially taxation) and sound commercial awareness.

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Personal injury and criminal negligence law

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Personal injury and criminal negligence law is the legal process of helping clients to receive financial compensation for having suffered accidents in public or in the workplace or injuries caused by medical negligence or malpractice.

This can include personal injuries resulting from road traffic accidents, such as whiplash, accidents on building sites where another party was directly at fault, or slips, trips and falls in public places.

For a career at a law practice specialising in personal injury and criminal negligence, you’ll need to possess the attributes of meticulous research and evidence-gathering skills, confidence and strong communication skills when speaking to witnesses or claimants.

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Tort law deals with civil cases between two parties, when one party commits an intentional or accidental wrong against another that causes harm or loss. This area of law exists to help individuals claim damages against the perpetrator of a wrong and encompasses an expansive range of legal issues. These include duty of care, negligence, nuisance, and damages.

Tort law, an aspect of civil law aims to return victims to the position they were in prior to the wrong being committed against them. Tort law also exists to ensure that victims do not suffer an unnecessary loss.

To specialise in tort law, you should have excellent interpersonal and judgement skills, as well as being a confident mediator.

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Probate is the judicial process which proves the legal wishes of a deceased party. Probate also covers the laws of intestacy which outline the beneficiaries of a will if an estate is left without a will or binding declaration.

Probate lawyers help beneficiaries settle debts and distribute the deceased’s assets, property, finances, and possessions in accordance with their last requests.

To practise probate law, you’ll need excellent organisation and interpersonal skills, as well as being able to work with tact and diplomacy.

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Land law relates to the legal rights of land. The practice of land law involves resolving disputes over land matters, such as rights of way and boundary issues. Cases may involve landowners, private individuals, or the State.

Land lawyers must have good drafting and negotiating skills and be able to work both as a part of a team and on their own initiative.

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Construction law has two areas: contentious and non-contentious. Non-contentious legal work involves negotiating contracts and general procurement prior to any project being initiated. If a dispute arises between two or more parties that requires legal intervention, this is classed as contentious legal work.

Construction law is prevalent throughout an entire construction project, with client liaison and site visits required to ensure that a project is proceeding in accordance with legal guidelines. Should any disputes arise, construction lawyers are tasked with gathering evidence and advising clients on the correct course of action.

To work in construction law, you’ll need excellent analytical skills and attention to detail, in addition to possessing strong knowledge of contract and tort law.

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Environmental law is the principles, policies, directives, and regulations enacted and enforced by local, national, or international entities to regulate how we treat the natural world. The Environmental Act, which first came into force in 2021, acts as the UK’s new framework of environmental protection and sets out the legal guidelines for protecting nature, water quality, and other protections.

This legal practice area requires lawyers to have strong analytical skills, an understanding of commercial risk, and a confident grasp of different areas of law, policy, and guidance. You’ll also need to be able to adapt to a shifting legal landscape.

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Although insurance can be split into many sub-specialist areas of law practice, such as personal injury, public and employers’ liability, and accident at work claims, insurance law often focuses on the destruction of assets and insurance against professional mistakes and malpractice.

Insurance lawyers must be fastidious, with excellent organisational skills.

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This area of legal practice involves the provision of legal services surrounding what can be published or broadcast. This includes print and digital media, public and commercial broadcasting, music, publishing, advertising, gaming and other relevant areas.

Lawyers practising media law deal with a wide range of legal issues, including copyright disputes, defamation, and matters regarding privacy.

Having a keen interest and understanding of the industry is important for practising in this legal area.

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Employment law governs what employers can ask of employees and what employees' rights at work are. This includes employment terms and conditions, health and safety, discrimination, discipline, dismissal, employment tribunals and redundancy.

To work in employment law, you’ll need strong negotiation skills. You’ll also need to be adaptive, proactive, and have the ability to work to a high level of accuracy.

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English contract law regulates all legally binding agreements in England and Wales. A contract involves an agreement between parties where one party agrees to fulfil an obligation to another party for consideration. A basic binding contract has four elements: offer, acceptance, consideration, and intent to create legal relations.

To become a contract lawyer, you’ll need to be able to work to meticulous detail, have a knack for spotting discrepancies and be capable of shrewd negotiation, should the opportunity present itself.

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Intellectual property (IP) lawyers protect a client’s rights to intellectual creations such as inventions, designs, brands, artwork, and music. They tend to specialise in either contentious or non-contentious IP.

Contentious IP is when a client’s property rights have been infringed or abused in any way. For example, when counterfeit products are sold or music is illegally downloaded and shared on a mass scale. Non-contentious IP involves registering and checking a client’s rights, for example through the use of patents and trademarks.

IP lawyers must be able to build a good rapport with a wide range of people, demonstrate commercial awareness, and have analytical and advocacy skills.

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Practising family law involves dealing with disputes and aspects of care that mainly relate to marriages, children, and neglect. This area of law practice may require liaising with local authorities including the police, social workers, and healthcare professionals.

The skills that you’ll need to practise family law include empathy, level-headedness, exemplary communication skills, and professionalism.

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Human rights law largely handles cases related to the Human Rights Act. This covers the rights and liberties that people, and groups of people, are entitled to. It could also involve issues relating to how governments or regimes apply enforcement measures.

Human rights lawyers need strong resilience and be a person of influence, being capable of eloquently presenting cases to the UK Supreme Court or the European Court of Human Rights.

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Litigation (or dispute resolution) is the process of bringing a case to court. It can be lengthy or brief, depending on the complexity of the case and can involve a range of disputes.

Civil litigation ranges from commercial property disputes and nuisance claims to landlord and tenant disagreements or any breach of contract. Criminal litigation ranges from embezzlement and money laundering offences to obstruction of justice and assault.

Litigators must be able to work efficiently under pressure, be able to manage often-difficult clients and be able to think outside the box.

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Put simply, alternative dispute resolution (ADR) is the process of resolving disputes between consumers and traders outside of a court setting.

Common forms of ADR are mediation where an independent third party is brought in to help disputing parties come to an amicable agreement. It could also involve arbitration, in which a third party considers the facts and decides on a legally binding solution to one or both parties.

Dispute resolution will require shrewd negotiation and communication skills.

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How to specialise in an area of law practice

There are several ways you can prepare yourself for a career in your chosen area of practice.

Gain the relevant legal knowledge: during your legal studies, you will have opportunities to learn more about the areas of law you are interested in. For example, choosing modules that relate to these areas will allow you to learn the specialist knowledge you need. You could also attend webinars or events related to the legal practice areas you’re interested in and read relevant publications such as journals or law firm newsletters. This will help you ensure you’re up to date on any changes in the practice area, such as legislation.

Develop your skills: it is important to gain as much legal experience as you can while you’re studying. Experience will allow you to gain the skills you need for a legal career, whilst networking and forming connections with practising lawyers. Make sure to look for firms or chambers that specialise in the legal practice area you wish to work in. Undertaking mini-pupillages, vacation schemes or qualifying work experience in that area is a great way to hone your skills and expertise.

Finally, make sure you choose a course such as the Barrister Training Course (BTC), Solicitors Qualifying Examination (SQE) Preparation, or Law Conversion Course (PGDL) that is taught by experienced legal professionals. This will ensure you hit the ground running when you start your career.

Can lawyers change specialities?

Yes. Once you become a qualified solicitor or barrister, you will have many opportunities to explore different practice areas throughout your career.

You may even choose to pursue an alternative career. The experience, skills, and knowledge of lawyers are highly valued and open doors to senior positions in sectors as diverse as business, government, and charities.

Want to find out more?

There are a vast range of interesting and fulfilling areas of law you can choose to practice in once qualified. Better still, you can choose a legal discipline that mirrors your personal and professional character traits.

Study postgraduate law and get the skills, knowledge, and advice you need to access your career, whatever specialism you choose.

Don’t miss out on the legal career made for you.

View courses

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Areas of law practice: choosing your legal specialism

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The changing nature of diversity in the legal profession over the last 10 years. 

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The changing nature of diversity in the legal profession.

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Chris White, Founder of Aspiring Solicitors reflects on diversity in the legal profession.

November 17, 2022

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When I reflect on how much Aspiring Solicitors (AS) has grown, I’m extremely proud of everything we’ve achieved to date. I founded AS in March 2014, after I gave up a career as a solicitor at Norton Rose Fulbright. Over the years, I had witnessed how elitist the profession was, and how rampant discrimination was within it – and this was my main motivation for leaving my career. I’m passionate about tackling discrimination and creating equal opportunities for people, which ultimately meant sacrificing my legal career and committing my future to help others pursue theirs. It’s been one of the best decisions I’ve ever made.

Fast forward to the present, it’s incredible to be able to look back and see the impact we’ve made as an organisation, not just towards aspiring legal professionals, but to law firms too.

AS has developed massively over time. We now have over 75,000 members and more than 100,000 social media followers, and we continue to hire lawyers and graduate recruitment managers to support AS members achieve their legal dreams. Since 2014, AS has assisted over 7,500 diverse individuals to secure vacation schemes and training contracts, with a current average of over 400 training contracts awarded to AS members each year.

Working together with our members and supporting firms, we support aspiring solicitors in achieving their potential, sharing knowledge and networking within the industry, collaborating with universities and professionals to continue to develop a strong and positive reputation in the legal industry.

A shift in the profession towards Diversity.

I see great change within law firms from a diversity perspective. There has been a huge shift in how diversity is embraced. There’s recognition that AS is the market leader in ED&I within the legal profession and we don’t collaborate with a firm that isn’t trying to improve their Diversity strategy. When I started AS it really felt that we were just scratching the surface with firms. I can confidently say that a commitment to ED&I is increasing across firms, and we must continue this momentum.

When I look at what law firms are doing differently, I recognise they’ve started to think more strategically, relying on that rich data which allows them to invest significantly more in their ED&I strategy. They acknowledge that there’s huge competition within the profession and they would be left behind if they didn’t have any plan in place. It’s also clear that young professionals are increasingly aware of ED&I and often look at companies/firms based on their commitment, strategy, and passion for their ED&I outputs.

Impatient for change.

Noticeably, the legal market has become a lot more competitive, firms are being questioned on what their strategy looks like, as well as their diversity statistics, which has led to firms becoming impatient for change. All of which falls into our values and objectives which is a positive sign as it indicates that firms are listening to us.

With the introduction of the SQE, firms can’t ignore their ED&I approach. The flexibility in training that the SQE provides now presents opportunities to a more diverse pool of candidates. It gives the best candidates from all backgrounds a fair opportunity to succeed in the law profession.

Although there’s a great deal of positive change, there are still areas that require work. We’re aware that social mobility and disability in some firms suffer, for example there is still a lack of accommodation for vacation schemes, there’s significant delays in travel reimbursements, and a lack in support for professional clothing funds to name a few. This is where the AS Foundation comes into fruition. The Foundation helps individuals fulfil their ambition of a career in the legal profession, by providing vital financial assistance to support their commitment and dedication.

The power of AS and law firms working together.

I often get asked the question about how AS specifically works with law firms, and it really does differ on a case-by-case basis, our main goal is to help firms hire diverse aspiring solicitors in the UK. But to look at it simply, it’s a combination of three areas: Talent and Development, Brand and Marketing, and Data.

AS works with firms to develop excellent potential in candidates to secure training contracts, and to help retain candidates within a law firm. We work with firms to promote their commitment to diversity via specific marketing campaigns, social media, and website messaging.

We also rely heavily on rich data and are delighted that in 2021, across 28 partner AS law firms an average of 52% of their trainees were AS members.  Consequently, it is no surprise that our Talent and Development accounts for around 70% of the work we do to support law firms to recruit the best trainees.

AS in five years’ time.

My future vision is for diversity and inclusion in the legal profession to have progressed to a genuine meritocracy across all underrepresented groups throughout the UK and Ireland so that Aspiring Solicitors no longer needs to exist.

I hope the legal profession across the board embraces diversity in every approach, that candidates are given a chance to succeed because of their skill set, ability, and determination, and not because of where they’ve been educated. I hope we get to a point where law firms don’t need the support, we provide to them now because it’s in their DNA and business strategy.

Hear from Jo-Anne Pugh, Dean at BPP University Law School, who have a long-standing partnership with Aspiring Solicitors.

Traditionally the legal industry has been elitist, meaning that only those who are the most advantaged have been more likely to advance towards being a solicitor or barrister, while those in black, ethnic minority groups or non-traditional groups have sometimes not realised the opportunity.

At BPP University Law School, it is hugely important to us that students from different backgrounds and cultures feel welcomed and offered access to new routes into the profession, including legal apprenticeships and the SQE. This is why our partnerships with the likes of Aspiring Solicitors creates a unique opportunity for us to collectively shine the spotlight on diversity, and put in place schemes, scholarships, and initiatives to break down barriers to the legal profession from a wide range of backgrounds.

We have a long-term partnership with Aspiring Solicitors, which provides students from non-traditional and low-income backgrounds with support to enter the legal profession, including mentoring, coaching and opportunities at leading organisations and law firms. We look forward to continuing our partnership to make a difference together within the legal profession.

BPP and Aspiring Solicitors together.

BPP is and continues to be a long-term supporter of the mission of Aspiring Solicitors. BPP students have access to a full range of AS mentoring opportunities with FTSE100 companies and leading law firms, coaching programmes, and work experience. In addition, they also fund £25,000 per year in scholarships to students identified by the Foundation. This compelling collaboration brings together a leading legal education provider, a result driven talent development platform of all diverse aspiring solicitors and the first charity dedicated to removing financial barriers to the legal profession, leading to a diverse and inclusive profession. Together, we:

Provide funding and scholarships to aspiring solicitors from low-income backgrounds of at least £1m.

Provide at least 500 additional grants for materials such as laptops and clothing to aspiring solicitors from low-income backgrounds.

Increase the number of students from underrepresented groups securing vacation schemes and training contracts with AS Partner Law firms.

Continue to deliver a huge range of mentoring, coaching and placement opportunities for students across leading law firms and corporates.

Work with law firms and corporates of all sizes to help them maximise their diversity and inclusion programmes.

Inspirational people.

During my career, I’ve met some incredibly inspirational people. All the individuals I’ve met remind me of the reason why I set up Aspiring Solicitors. One stand-out individual was someone I met at an AS event when we first launched. This person’s accent was slightly different, and they were not wearing a suit as they couldn’t pay for one. Living on a council estate, they were the first generation in the family not to go to prison and were the main bread winner in the family. This person took every opportunity AS provided – their determination, passion, skillset, and commitment for the law profession led them to secure a training contract with a US law firm receiving top grades in the country and is now a leading commercial lawyer.

Finally, when it comes to diversity and inclusion in law firms, I think it’s fair to say although there have been milestone improvements, there is still some work to do. It’s a missed opportunity for everyone. Diverse lawyers bring diverse opinions, diverse teams make better decisions, and a more diverse equitable legal industry drives more innovative and creative solutions.

The topic of diversity in law firms has been discussed at some level at firms for many years. But just creating policies and programmes is not enough. The reality is that the composition of the legal industry remains widely populated by a largely homogenous racial and gender group.

Now more than ever, the legal community needs to step up as leaders and continue to help widen access to the profession.

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Chris White, Founder of Aspiring Solicitors

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Chris White, Founder of Aspiring Solicitors

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Chris White, Founder of Aspiring Solicitors

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Chris White of Aspiring Solicitors on diversity in the legal profession

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BPP University Law School and Aspiring Solicitors are pleased to announce a new initiative in extending support for learners entering the legal profession via the new Graduate Entry Solicitor Apprenticeship route. 

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BPP University Law School and Aspiring Solicitors are pleased to announce a new initiative in extending support for learners entering the legal profession via the new Graduate Entry Solicitor Apprenticeship route. 

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BPP University Law School and Aspiring Solicitors are pleased to announce a new initiative in extending support for learners entering the legal profession via the new Graduate Entry Solicitor Apprenticeship route.

The first in a new series of initiatives, BPP and Aspiring Solicitors are collaborating to raise the profile of apprenticeships within the legal sector, building upon the existing success of Aspiring Solicitors stellar work in increasing diversity in the legal profession.

Bruce Humphrey, Legal Apprenticeship Award Leader at BPP said “Historically, legal professionals would be expected to complete a qualifying law degree and then go on to study either the Legal Practice Course (LPC) or self-fund a preparation programme for the newly introduced Solicitors Qualifying Examination. The new Graduate Entry Solicitor Apprenticeship will allow for students from non-traditional backgrounds, who perhaps were not able to fund the conventional training courses, a new route into the legal profession. Apprentices earn whilst they learn, with programme fees fully funded from the levy. This, combined with flexible part time study via an apprenticeship structure, opens up the legal profession to a much broader pool of talent.

The new Graduate Entry Solicitor Apprenticeship, which takes 30 months to complete, is targeted at law undergraduates and those who have completed a law conversion course, to develop the core skills and knowledge expected of a newly qualified solicitor, whilst also preparing candidates for the Solicitors Qualifying Examination. By being delivered as an apprenticeship, it allows firms to fund the training via their Apprenticeship Levy, whilst providing a fully rounded practical learning experience for those students for whom funding the course may have traditionally been a barrier.

BPP and Aspiring Solicitors will provide additional support to learners who have joined the September 2022 and January 2023 cohort. Learners will be able to take advantage of dedicated workshops delivered by Aspiring Solicitor’s expert coaches, providing support to each of their individual needs and in areas where they may feel less confident. This will help apprentices to become more effective and valuable employees.  Soft skills that will be taught include Negotiating Skills, Influencing Skills, Practical Networking and Handling Difficult Conversations with Ease and Confidence, providing an immersive and well-rounded experience for learners.

In addition, for learners who are looking to progress or secure internal promotion, careers coaching sessions will be delivered by the team at Aspiring Solicitors.  Aspiring Solicitors is the leading UK diversity talent development platform and the new partnership with BPP will enable apprentices to develop the confidence, skills and expertise needed to fulfil their future legal career aspirations.

Jo-Anne Pugh, Dean of BPP University Law School commented “The legal training market is undertaking the most significant transformation in its history. New routes into the profession, including legal apprenticeships and the SQE, creates a unique opportunity for us to collectively shine the spotlight on diversity and ensure that talent, intellect, and personality reign supreme over background, wealth or demographic so we can collectively create a diverse and inclusive legal profession of the future. We’re really pleased that we can make a difference to our learners via our ongoing partnership with Aspiring Solicitors”

Chris White, Founder of Aspiring Solicitors commented “Aspiring Solicitors are committed to increasing diversity and inclusion in the legal profession and we are delighted to expand this commitment to a new group of Graduate Entry Solicitor Apprentices with BPP.  Legal apprenticeships will play and increasingly important role in facilitating positive progress in the profession and will provide opportunities to candidates who might not otherwise pursue a legal career.   This is the start of a very promising collaboration and one that we look forward to developing further in the future.”

BPP and AS together will continue to raise awareness of the new routes into the profession ahead of 2023/24 cohort with confidence that it provides learners an equal and fair opportunity to succeed in the legal profession.

For more information visit www.bpp.com/law

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BPP and Aspiring Solicitors champion diversity in law 

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Looking to hire an apprentice? Find out everything you need to know – from the benefits of hiring apprentices to paying into the levy. Find out more here.

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Looking to hire an apprentice? Find out everything you need to know – from the benefits of hiring apprentices to paying into the levy. Find out more here.

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If you are thinking of hiring apprentices for the first time, you may have a lot of questions. For example, what is involved in employing an apprentice? How do you choose between the various apprenticeship training providers? And how can you use the Apprenticeship Levy to pay for training in your business? In this article, we share our expertise and answer questions you may have around how to implement effective apprenticeships in your business.

What is an apprenticeship?

Apprenticeships grow valuable skills in your business through a combination of on-the-job training and professional study. They are suitable for people at any stage of their career so you may want to look into apprenticeships whether you are hiring someone new or looking to upskill an existing employee. Available from level 2 to level 7 across a range of sectors, including finance, law and healthcare, many of BPP’s apprenticeship courses also include professional qualifications and additional certifications to ensure learners develop skills that are aligned to your business’ needs.

How to employ an apprentice

Interested in recruiting an apprentice but unsure how to go about it? There are a number of different ways you can find the right candidate(s) for your business, for example you could:

Hold open days

Arrange visits to schools, colleges and universities

Participate in careers events, like WorldSkills UK Live

Use social media to share that you are hiring an apprentice

Create a government apprenticeship service account and create an ad on their find an apprenticeship website.

What do I need to consider when hiring an apprentice?

With so many reported apprenticeship benefits, you may be keen to introduce this kind of training in your business as soon as possible. But before hiring apprentices, it is important to remember that, as the employer, you too will have a number of roles and responsibilities. First of all, when recruiting an apprentice, you will need to make sure that they:

Are aged 16 or above

Are not already in full-time education

Work at least 30 hours per week, but no more than 40 hours per week

Are living in England and spend at least 50% of their working hours in England over the duration of their apprenticeship.

Your responsibilities continue once you are employing an apprentice, as you need to make sure that you:

Provide a genuine job with a contract long enough for them to complete their apprenticeship (at least one year)

Have an apprenticeship agreement in place with the apprentice

Have a contract of services in place with your apprenticeship training provider

Have a commitment statement signed by you the employer, the apprentice, and the apprenticeship training provider

Pay the apprentice the correct wage for their age for the time they are in work, in off-the-job training and completing further study

Log progress updates and average weekly hours your apprentice works with the apprenticeship provider. BPP provides a performance tracking dashboard to help with this

Check any changes to the apprentice’s working patterns with the apprenticeship training provider

Support the apprentice to gain the knowledge, skills and behaviours they need to complete their course by giving them access to these development areas.

Benefits of apprenticeships for employers?

Professional apprenticeships allow your organisation to grow talent and develop a motivated, skilled and qualified workforce. They have been shown to offer a broad range of positive impacts, enabling businesses to:

Quickly close any skills gaps through on-the-job training

Increase productivity and improve business performance by developing the skills of your workforce

Futureproof your organisation by build robust talent pipelines

Increase employee satisfaction by widening participation in learning and development

Boost staff retention rates and reduce the spend on recruiting new hires

Champion inclusion and social mobility in your hiring and promotions process

Diversify the talent pool you recruit from

Foster a more inclusive corporate culture.

To explore in more detail the benefits of apprenticeships, read our How do apprenticeships benefit your business? Insights page.

These claims around apprenticeship benefits are supported by research findings. For example, a survey of employers with an established apprenticeship programme reported that:

Productivity in the workplace had improved by 76%

66% of employers have experienced improved staff morale

80% of employers have maintained or improved future skills in the business

70% of employers have seen improvements in the quality of the goods/services they provide.

Can apprenticeship training be funded by the Apprenticeship Levy?

Yes, the government Apprenticeship Levy scheme can help you to pay for apprenticeship training across all levels of your business. The amount of levy funding you can access depends on whether or not you pay the Apprenticeship Levy. If you are an employer with an annual pay bill over £3million, you have to pay the levy. You can then access your funds via the online apprenticeship service to spend on apprenticeship training for your workforce. If you are a smaller business with an annual pay bill under £3million, you do not have to pay the levy. You can however still access government support for apprenticeships in your organisation: you pay 5% of the cost of apprenticeship training and the government pays the remaining 95%.

As you can see, levy funded apprenticeship training is a cost-effective way to upskill and reskill your workforce. The scheme is a great incentive that you can use to train, develop and retain talent in your organisation.

How do I find an apprenticeship training provider for existing employees?

When comparing apprenticeship training providers, you may want to consider the following:

Do they offer tailored courses that are designed around your business needs?

Do they offer training in the specialist area(s) you need, for example courses to develop data skills or law apprenticeships?

Do they provide courses across the full range of levels (level 2 to level 7) so that employees at all stages of their career can access development opportunities?

Does the training provider have degree-awarding powers and/or do their apprenticeship courses incorporate professional qualifications?

Do they provide support to you as the employer as well as to the learner?

What methods do they use to teach the theoretical element of the apprenticeship? Do they offer flexible delivery methods to minimise disruption to day-to-day working?

The key is to find a comprehensive training provider that can offer a range of training solutions across multiple levels so that they can act as a ‘one stop shop’ for all your workforce training requirements.

How can BPP help your business?

BPP can provide all of the above, and more. With over 45 apprenticeship standards on offer, we help you upskill and reskill employees across your entire organisation, supporting career development at any stage with our comprehensive range of programmes across accountancy and tax, data and digital, law, leadership and management, financial services, actuarial, and nursing.

For more information on how to recruit or upskill your employees through apprenticeships, view our programmes or contact one of our BPP advisors on 03300 603 100.

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Recruiting an apprentice: everything you need to know

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Explore how apprenticeships can benefit your business, from hiring new apprentices to investing in the development of current employees. Learn more.

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Explore how apprenticeships can benefit your business, from hiring new apprentices to investing in the development of current employees. Learn more.

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Professional apprenticeships – for both new members of staff and existing employees – are a cost-effective way for your organisation to grow talent and develop a motivated, skilled and qualified workforce. With apprenticeship benefits ranging from bringing new skills into the business to improving productivity, it’s no wonder they are becoming such an attractive option to employers. Let’s take a look at some of the advantages of apprenticeships and find out how you can utilise them as a strategic solution to business challenges and to support your organisation’s objectives.

What are the benefits of hiring an apprentice?

Your organisation could take advantage of a range of apprenticeship benefits, including:

1. Government funded training

Introduced in 2017, the government Apprenticeship Levy requires all businesses with an annual pay bill of more than £3million to make a monthly contribution to a centralised ‘pot’ of money which can then be accessed by businesses to finance training opportunities. If you are already paying the levy, why not make the most of it? Levy funded apprenticeships help you maximise your return from this business cost, allowing you to access this government funding to pay to upskill your employees. What could be better than developing the skills of your workforce and transforming your organisation through funded workplace learning programmes at a fraction of the cost of paying for the training out of pocket? You may also be able to get an additional £1,000 to support your apprentice in the workplace if they are 16 to 18 years old, or 19 to 25 years old and either have an education, health and care plan, or used to be in care.

2. Widening access to professions and diversifying your workforce

Professional apprenticeships offer a more accessible path into certain careers, such as becoming a solicitor or other legal professional, when compared to more traditional routes. The fact that apprenticeships offer individuals the chance to earn while studying for a professional qualification makes them an attractive prospect to a broader range of people, allowing you to recruit candidates from more diverse backgrounds. By widening the talent pool, not only will you be championing inclusion and social mobility in your hiring and promotions processes, you will also bring fresh minds and new ideas into your organisation, in turn driving positive change and fostering a more inclusive culture. This is supported by research which shows that around three quarters of employees believe the apprentices within their organisation have helped them to improve the quality of the products or services that they offer.

3. Tailored training that meets your business needs

With 86% of employers saying apprenticeships have helped them develop skills relevant to their organisation, it is clear that apprenticeships offer a valuable opportunity to train individuals based on the specific needs of your business. This makes them a great alternative to more traditional forms of learning which tend to be more generic or only offer specialisation down to an industry level. Professional apprenticeships are also a great way to develop employees who not only excel in their job role, but also understand your organisation and its culture. Here at BPP, for example, we collaborate with you to design tailormade apprenticeships that precisely match your business requirements to ensure the benefits are felt across your entire organisation from day one.

4. Improved staff retention

A survey by the National Apprenticeship Survey found that 69% of companies reported improved staff retention rates by hiring apprentices. On the whole, apprentices tend to be very loyal to the business and more motivated to learn new skills than other types of employees. Given the financial and time costs involved in hiring and training new staff, any efforts which can be made to improve staff retention can be a valuable exercise for businesses, potentially offering huge cost savings each year.

5. Continuing professional development for existing employees

Employees who feel supported in their professional development are more motivated at work and tend to give more to their jobs. Giving your people the chance to learn new skills will help to boost their satisfaction which is great for them as individuals but also has benefits for you as a business. Research shows that not only are happy employees more productive and perform better, they are also more likely to stay with the company. This is great for businesses looking to improve talent retention (particularly for competitive roles with sought-after skills) and, in turn, enjoy the time and cost savings of not having to recruit to fill roles as often.

6. Developing new skills in your workforce

Professional apprenticeships help you to develop a workforce with the skills your business needs, in turn increasing productivity and improving business performance. Offering a unique blend of on-the-job and classroom-based learning, apprenticeships help you unlock talent within your organisation so that employees can make valuable contributions. Even better, the practical nature of apprenticeship programmes enables you to upskill and reskill employees in a much shorter space of time so that you can close any skills gaps more quickly and futureproof your talent pipeline.

7. Boost productivity

Professional apprenticeships can drive smarter business performance while also delivering business value. Due to the training apprentices receive, the minimum wage for a first-year apprentice is less than that of a standard employee. This means that hiring an apprentice can be a cost-effective way to increase the number of employees in your business, allowing you to boost productivity without a huge jump in costs. Similarly, existing employees who join a professional apprenticeship are also likely to deliver a boost to workplace productivity, applying their newly learned skills, knowledge and training to streamline processes, implement new ideas for more efficient working, and perform tasks to a higher standard. This is supported by research which shows that 78% of businesses found their productivity increased as a result of hiring apprentices and 74% of employers said apprenticeships have helped them improve the quality of their product or service.

8. Delivering knowledge and skills with instant impact

Professional apprenticeships are a fantastic way to address and close any skills gaps quickly. With on-the-job training and flexible learning delivery, apprenticeships minimise disruption to daily operations within your business. Plus, with BPP, our experienced tutors ensure learners are fully confident when using their new skills and knowledge in the workplace, meaning you can see the impact of training from day one and start to gain value from apprenticeships in a short space of time.

So, is it worth considering apprenticeships?

With promises of increased productivity, fresh ideas and reduced recruitment costs, the advantages of apprenticeships we have outlined in this article make them seem like a very attractive option. And it’s true – hiring an apprentice can deliver a broad range of qualitative and quantitative benefits for your business but, as with everything, it is important to remember there are two sides to the story. Keep in mind that hiring a new apprentice or enrolling an existing employee in a professional apprenticeship will also require a level of commitment from you as a business, such as providing on-the-job training and allowing your apprentice time away from their day-to-day duties to complete their formal qualifications during working hours. Despite this, the majority of employers agree that the advantages of apprenticeships make it worthwhile.

How can BPP help your business?

BPP can provide all of the above, and more. With over 45 apprenticeship standards on offer, we help you upskill and reskill employees across your entire organisation, supporting career development at any stage with our comprehensive range of programmes across accountancy and tax, data and digital, law, leadership and management, financial services, actuarial, and nursing.

For more information on how to recruit or upskill your employees through apprenticeships, view our programmes or contact one of our BPP advisors on 03300 603 100.

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The benefits of apprenticeships for employers

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Digital Marketing Institute (DMI), a leading provider of digital marketing training and certifications.   

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Digital Marketing Institute (DMI).

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BPP Education Group announces the acquisition of Digital Marketing Institute to support its growth in the delivery of Digital Marketing Certifications.

BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Digital Marketing Institute (DMI), a leading provider of digital marketing training and certifications.

DMI was founded in 2009 in Dublin and has become a leading global standard in Digital Marketing training and certification. It has certified over 55,000 individuals globally with their digital marketing training portfolio, from short courses through to Masters-level programmes. DMI’s high-quality certifications are internationally recognised and are partnered with global marketing professional bodies, including the American Marketing Association and the Australian Marketing Institute. DMI also works in collaboration with Neil Patel Digital, a global leader in search and performance marketing.

BPP believes that this partnership will provide valuable growth opportunities for both entities and will create revenue synergies to support the delivery of each entity’s growth strategy.

BPP’s support and commitment will allow DMI to fast-track their growth trajectory, while further investing in quality, customer experience, and expanding its offering to serve the growing demands of customers for specialist training in digital marketing.

Following this transaction, DMI will continue to run as an independent business under the leadership and management of its existing teams and remain headquartered in Ireland. BPP will work with DMI to share best practices and extend the opportunities available to them as a member of the BPP Education Group.

Following BPP’s acquisition of Estio Training and Firebrand Training, the acquisition of DMI will help to facilitate BPP’s focus on delivering a broader portfolio of programmes to provide more learners and clients with access to a leading portfolio of professional courses and apprenticeships. This links to BPP’s future growth strategy which, with backing from their sponsor TDR Capital, looks to expand its portfolio and geographical reach with the strategic acquisition of relevant education businesses.

Graham Gaddes, BPP CEO, commented, “The acquisition of Digital Marketing Institute introduces a new vertical of programmes into the BPP portfolio. We are seeing an ever-increasing demand from our clients and customers that want to expand their skills in digital marketing. The acquisition of DMI will allow our customers to access market leading certified programmes, whilst allowing the BPP Education Group to expand into new geographies and markets. The highly experienced team at DMI are a great cultural fit for BPP, and we look forward to welcoming them into the BPP Education Group.”

Ken Fitzpatrick, CEO of Digital Marketing Institute, commented - "We are delighted to be part of the BPP Education Group, as DMI embarks on the next chapter of growth and success. BPP is an industry leader in education, and we are looking forward to sharing our passion for learning and delivering the highest quality learning experience for our students to drive capability and equip the workforce of the future."

Spectrum Equity, a leading growth equity firm, were previous investors in Digital Marketing Institute. Houlihan Lokey were advisors on the transaction on behalf of BPP/TDR Capital, Raymond James were advisors for Digital Marketing Institute.

Contacts:

BPP:
Rosie Copple
rosiecopple@bpp.com
07818 568 672

Digital Marketing Institute:
Mischa Mclnerney
Mischa@digitalmarketinginstitute.com
+353 (1) 531 1200

Notes:

About BPP
BPP Education Group provides education and training in law, business, finance, accountancy, banking, technology, psychology, and nursing both through relationships with corporates and directly to consumers across test preparation, university, apprenticeship, and professional development. Established for over 45 years, its education is delivered to be as real-world, relevant and innovative as possible.

About Digital Marketing Institute
As the global standard in digital marketing certification, DMI develops digital marketing capability for individuals and teams globally.

Founded in Ireland, DMI has, over 230,000 members, and partners with universities and training providers in more than 100 countries to provide marketing professionals with the skills, confidence and industry know-how to stay relevant — and to make an impact — in an always evolving digital world.

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BPP announces the acquisition of Digital Marketing Institute

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Read the blog to find out what advocacy means, including examples of advocacy, what advocates do, and practical steps for becoming a skilled advocate.

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Read the blog to find out what advocacy means, including examples of advocacy, what advocates do, and practical steps for becoming a skilled advocate.

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For those navigating the legal system, barristers act as advocates and represent their client’s interests in court. If you’re looking to become a barrister, advocacy is a key skill you will need to be successful at the Bar.

Read on to find out everything you need to know about advocacy, including how you can gain advocacy experience and become a confident advocate.

Read our guide on becoming a barrister.

What does advocacy mean?

In law, advocacy is the practice of presenting a client’s case to a court or tribunal. A barrister will use their advocacy skills and their knowledge of the law to persuade a judge, tribunal, or jury to reach a judgment in their favour.

Read the future barrister’s guide to pupillage.

What does an advocate do?

Advocacy comes in both written and oral forms. As an advocate, you must be skilled in both to create a persuasive case in your client’s favour.

Oral advocacy involves planning and delivering effective submissions to a judge, submission advocacy, and using witnesses to make points that help a client’s case, known as witness handling. Written advocacy involves drafting documents intended for a judge, such as skeleton arguments.

Skills in these different types of advocacy are developed during the vocational stage of training on the Barrister Training Course (BTC).

What are good advocacy skills?

The key advocacy skills of a barrister include being able to:

Establish trust. Knowing the law is not enough. Successful barristers must have good people skills and develop a rapport with clients, other professionals, and the court or tribunal.

Exercise sound judgement. Professional advocacy is based on sound preparation, where a barrister understands their brief, the facts of the case, and the relevant law. This allows a barrister to think on their feet and deal with questions of fact and law without hesitation.

Communicate persuasively. A barrister must be able to communicate their case clearly and precisely, both orally and in writing. Good communication should follow the five C’s: Clear, Concise, Coherent, Complete, and Compelling.

Logically structure submissions. A court or tribunal is more likely to remember a barrister’s arguments and be persuaded in their favour if submissions are structured well. A submission should be well-ordered, sign-posted, and focused on the important matters in the case.

How can aspiring barristers gain advocacy experience?

Becoming a skilled advocate takes time and practise. There are many opportunities during your barrister training to develop these skills outside of the classroom, including:

Mooting competitions

Work experience, a mini-pupillage, or shadowing barristers in chambers

Debates or public speaking

Read BTC tutor Nigel Jamieson’s guide to mooting.

It is also helpful to learn from skilled advocates, which you can do by:

Learning from your experienced tutors on the BTC

Watching barristers in your local court or at a tribunal

Watching senior advocates online at the Supreme Court website and the Court of Appeal website

Final thoughts

Advocacy is one of the most important skills for a barrister and is essential for success at the Bar. An advocate should be able to establish trust, exercise sound judgement, and communicate persuasively to effectively represent a client. There are many ways for an aspiring barrister to become a skilled advocate, with lots of opportunities available during barrister training. BPP students can receive help in developing their advocacy skills through the Careers Service, including accessing help with vacation scheme and pupillage applications.

Find out more about becoming a barrister.

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What is advocacy? Top tips for developing key barrister skills

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BPP University Law School is pleased to announce the launch of a new partnership with Bridging the Bar Academy, a non-profit registered charity. 

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BPP University Law School is pleased to announce the launch of a new partnership with Bridging the Bar Academy, a non-profit registered charity. 

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BPP University Law School is pleased to announce the launch of a new partnership with Bridging the Bar Academy, a non-profit registered charity.

Founded in July 2020, BTB aims to support aspiring barristers from a range of statistically underrepresented groups at the Bar. Since its inception, the charity has provided its candidates with access to opportunities which assist candidates on their journeys to becoming a barrister. BTB exists to bridge the gap between candidates from non-traditional backgrounds and the skills, experience and networks required to develop a career at the Bar.

The collaboration will provide students with work experience opportunities, mentoring, personal development workshops and access to resources that will assist them to increase their chances of securing pupillage, whilst also preparing them for professional life at the Bar.

Working together, BPP will be the headline sponsor of the BTB Academy, which will provide 100 candidates with structured educational training and development opportunities following a competitive application process. With diversity and inclusion underpinning BTB’s mission, the BTB Academy will include the provision of extensive support with pupillage applications, improving interview techniques of candidates, and equipping candidates with the mindset tools required to succeed within the profession.

Applications for the 2023/24 BTB Academy will open at 09:00 on 01.05.23 and will close at 23:00 on 01.07.23. The application has two stages: part one is a written assessment and part two is a video assessment, totalling at six questions. Applicants should contact programmes@bridgingthebar.org if they have any queries.

BPP will also be providing five £5,000 scholarships for BPP’s Barrister Training Course (BTC) to future BTB Academy members who would not otherwise be able to afford to study for the Bar. BTB will also be providing BPP students, and alumni, opportunities to attend  BTB Academy applications-focused workshops.

Jonny Hurst, Senior Lecturer and Law Marketing Lead at BPP University Law School said “We’re extremely excited about this new partnership and share BTB’s passion and commitment to widen participation at the Bar so that the profession better reflects the diverse world we inhabit. As a university, we are absolutely committed to training and supporting anyone who aspires to become a legal professional, regardless of their ethnic or socio-economic background, sexuality, disability, or long-term health condition.

We look forward to working together with BTB to continue to break down barriers and provide opportunities for anyone who has the dedication, passion, and commitment to make a career at the Bar.”

Mass Ndow-Njie, Founder of Bridging the Bar said “I am delighted that Bridging the Bar will be collaborating with my alma mater to continue the important work that we have started by launching the BTB Academy. With the support of BPP University, we know that we can take our work with the BTB Academy to the next level whilst also increasing our impact in regions outside of London.”

View Barrister training courses

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Bridging the Bar collaboration widens access to the profession

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BPP and O Shaped are delighted to announce a new collaboration

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BPP and O Shaped are delighted to announce a new collaboration

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BPP and O Shaped are delighted to announce a new collaboration, working to embed the O Shaped mindset and attributes in BPP’s Solicitor Apprenticeships. Starting from September 2023, learners on either the six-year Solicitor or Graduate Solicitor Apprenticeship programme will study a range of material introducing the O Shaped Mindset and Attributes which will be embedded into the programmes, so apprentices can utilise them as they develop their day to day legal practice.

Using a reflective portfolio, learners will develop their client and people-centricity skills, developing the strong foundations needed to thrive in a rapidly evolving legal services market.

Dan Kayne, Founder of O Shaped said “the success of our collaboration with BPP on its postgraduate SQE programmes makes applying O Shaped to its industry-leading Solicitor Apprenticeship programme a natural next step for both of us.  O Shaped is a practical, client-led approach which perfectly complements BPP’s focus on supporting solicitor apprentices’ wider development.”

Jo-Anne Pugh Dean of BPP University Law School said “we’re delighted to be working closely with O Shaped. We have an existing relationship with them and have already embedded the O Shaped mindset and attributes into our new range of solicitor training courses for the SQE. I am delighted that we can now follow suit for our Solicitor Apprenticeships. I am confident that this collaboration will support a significant number of aspiring solicitors to thrive whilst on their journey to qualification and beyond. It is so important to develop the right skills and mindset in the early stages of your legal career.

View our solicitor apprenticeship courses

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BPP and O Shaped extend their partnership 

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A law degree gives you the skills to open career doors. BPP explore key skills and the most popular alternative careers for lawyers. Read now!

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A law degree gives you the skills to open career doors. BPP explore key skills and the most popular alternative careers for lawyers. Read now!

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Top five alternative careers for law graduates

A postgraduate law degree opens doors to exciting careers. With many organisations looking for the highly in-demand skills that law graduates possess, it’s a good time to explore high paying jobs you can get into with a law degree.

We’re here to break down some of the most in-demand lawyer skills and discuss the top law alternative careers.

In-demand transferrable lawyer skills

Law graduates have many highly in-demand skills. Having a good working knowledge of the law is very valuable to modern businesses, and law graduates also have a wide range of transferrable skills.

Some key lawyer skills are:

Problem solving

Analysis

Teamwork

Presentation

Commercial awareness

Working under pressure

Communication

Attention to detail

Organisation

Integrity

Time management

Critical thinking

Popular alternative careers with a law degree

We’ve found five popular career roles that require the skillset demonstrated by a law degree or law conversion course. Whether you’re a law career changer, or a law graduate looking for alternative careers, these are some of roles you’ll be most suited to:

The Civil Service

What is a civil servant?

The civil service is a broad category of roles that involve a variety of responsibilities. Most civil servants work in government departments and perform duties such as analysing policy options, managing government contracts, and providing support for people using public services.

The Civil Service Fast Stream is an opportunity for graduates with any degree to develop in a leadership position with the Civil Service. You will experience a variety of different placements during the scheme.

Key skills you need to work in the civil service

The key skills you need to work in the civil service are:

Working under pressure

Teamwork

How much do civil servants earn?

The Fast Stream offers a starting salary of between £27,000 - £28,000, rising to £45,000 - £55,000 when you finish the scheme.

Consultancy

What is a consultant?

A consult provides expert advice on a field to an organisation. Businesses and individuals hire consults to advise on a range of matters, from strategy, IT, management, and operations, to finance, marketing, and HR.

Key skills you need to work in consultancy

The key skills you need to work in consultancy are:

Presentation

Commercial awareness

How much do consultants earn?

Consultancy salaries vary based on field, experience, and the firm or organisation you work for. Average salaries can range from around £38,000 for a junior consultant, to £100,000+ for senior roles such as partner.

You may also receive performance-based bonuses.

Conveyance

What is a conveyancer?

A conveyancer is a legal specialist in the field of buying and selling properties. They are hired to help ensure a smooth transfer of property and advise their clients on their legal obligations.

While solicitors are qualified to perform conveyance, you don’t need to be a solicitor to become a licensed conveyancer.

Key skills you need to work in conveyance

The key skills you need to work in conveyance are:

Communication

Knowledge of the legal system

How much do conveyancers earn?

Average salaries range between £20,000 - £45,000 depending on your level of experience.

Banking and Finance

What is banking and finance?

Banking and finance involves the trade, investment, and transfer of money, shares, credit, and investment.

There are many opportunities for graduates in banking and finance. Organisations in the financial sector particularly value law graduates for their skills, legal knowledge, and commitment.

Key skills you need to work in banking and finance

The key skills you need to work in banking and finance are:

Problem solving

Attention to detail

How much can you earn in banking and finance?

Working in banking and finance can be highly lucrative. Average salaries can range between £30,000 - £80,000, plus bonuses and benefits.

Compliance officer

What is a compliance officer?

A compliance officer is employed by a company to make sure that all statutes and regulations are followed. Compliance officers use their legal knowledge to create and manage internal policies, and to monitor and respond to regulatory changes.

Key skills you need to work in compliance

The key skills you need to work in compliance are:

Organisation

Integrity

How much do compliance officers earn?

Starting salaries for compliance officers can be between £18,000 - £35,000. Experienced compliance officers can earn an average of £30,000 - £75,000.

Final thoughts

There are many more careers for law graduates. Understanding the skills you possess as a law graduate, and the skills you can develop during a postgraduate law degree, will help you to secure fulfilling and highly paid work. BPP’s Careers Service is available to you from the moment you accept your place until 18 months after you complete your studies. If you’re interested in learning more about alternative careers for lawyers, we recently spoke with the team from Oakwood Corporate Services. Listen to the podcast.

Are you ready to take the next steps towards your career? Explore our range of postgraduate law courses.

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Explore SQE exams with BPP: Understand their structure, pass rates, success strategies, and how to choose the right SQE preparation course. Read more!

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Explore SQE exams with BPP: Understand their structure, pass rates, success strategies, and how to choose the right SQE preparation course. Read more!

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The SQE exam results have shown how challenging the SQE exams are. Despite removing the requirement to undertake dedicated training, it is clear that an SQE preparation course is a must for candidates to succeed in these challenging assessments.

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What does the SQE involve?

The SQE is a practice-based examination. Instead of writing long essays on subjects, you will tackle legal scenarios framed as multiple-choice questions.

Questions are marked on a best-case basis. While each choice will be plausible, the correct answer will reflect what the Solicitors Regulation Authority (SRA) considers to be day one solicitor competence. This means the SQE is assessed at the level of a qualified solicitor.

SQE pass rates: how to succeed in the exams

The SQE exam results at BPP have been very positive:

SQE 1 results: 79%
SQE2 results: 99%*

compared to the national average SRA SQE results of 59% for SQE1 and 82% for SQE2.

These results show that while the SQE is challenging, a high-quality preparation course will set you up for success and help you avoid having to pay costly resit fees.

*SQE1 January 2024: 75% of BPP candidates verified. SQE2 July 2023: 85% of BPP candidates verified. No data available for SQE2 October 2023 results.

How can a preparation course help with passing the SQE?

When it comes to the SQE, you’ll need to show extensive legal knowledge along with the ability to recall information quickly and precisely. While the SRA no longer requires a specific course to sit the SQE, at the very least you’ll need to have completed an undergraduate law degree (LLB) or law conversion course, before thinking about attempting the SQE exams. Finding a suitable preparation course that ensures you have the level of knowledge and understanding of the law required to pass these rigorous exams is crucial.

Choosing the right SQE preparation course for you and what to consider when comparing SQE courses

With that in mind, make sure you consider the following when comparing SQE courses:

What is my level of legal knowledge?

How confident am I in applying my legal knowledge?

How much legal training have I had, both academic and in practice?

How much professional legal experience do I have?

It is also worth considering:

How soon do I want to qualify?

How will I fund this course?

How will this course prepare me for the SQE exams?

How will this course prepare me for practice?

What can this course do for my career development outside of the SQE?

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“The detailed breakdowns provided by the SRA of how students performed globally across different knowledge areas have given us valuable insight, and we are continuing to learn from this data and feeding this into our programmes.”

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Jo-Anne Pugh, Dean of BPP University Law School

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How can BPP help you prepare for the SQE?

Day one solicitor competence is one of the biggest differences between the SQE and the previous qualifying route, the Legal Practice Course (LPC). Training providers will therefore need to ensure that you meet this level.

We have worked with law firms, regulators, and professional bodies to develop SQE training for future solicitors. This ensures that recruiting firms will trust in the quality and professional relevance of your knowledge and skills.

Pro bono

Pro bono provides an opportunity to apply legal knowledge to real-life cases, making an impact on people’s lives. You will gain practical experience dealing with clients and learning the legal system from the inside, preparing you for the scenario-based SQE exams.

Essentials for practice

Similarly, the master’s LLM SQE1&2 includes the Essentials for Practice module, aimed at developing students beyond the SQE. Created in collaboration with leading legal employers and endorsed by the O Shaped Lawyer, this module offers specialist pathways designed to make aspiring solicitors career ready.

BPP adapt

BPP courses are supported by Adapt, a unique learning platform that enables you to track your learning and see an accurate view of your progress. By understanding your strengths and target areas for improvement, you can ensure you’re fully prepared to pass the SQE.

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“SQE1 was my most challenging assessment to date. Previously my examinations have been modular, and knowledge limited to a single area. The SQE required me to draw upon my knowledge of multiple areas of law under intense conditions.”

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Will Preston, Solicitor Apprentice at Eversheds Sunderland

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Advice from BPP students on sitting the SQE

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“During the assessment there will be questions on topics that you may not be prepared for. It is important to remain calm, draw upon what you do know, and narrow down the options where you can. When you’re unsure and it comes to deciding between your remaining options, gauge what seems the most logical outcome based on the facts.”

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Will Preston, Solicitor Apprentice at Eversheds Sutherland

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“My main advice would be to start preparation as early as possible. Getting your notes in order ahead of time and starting to learn the basics provides a really strong platform for the revision period…I would also encourage students to make the most of the forums to raise queries with tutors and fellow students. I found this invaluable in my preparation by having my own queries answered and also validating my own knowledge by attempting to answer queries from my peers.”

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Joseph Forbes, Legal Apprentice at DPDgroup UK

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Final Thoughts

If you are looking to become a solicitor, then an SQE preparation course will give you the best chance of success with these challenging exams. As the SQE exam results show, a high-quality preparation course can be the difference between passing on your first sitting or having to find the funds for a resit.

There are a variety of courses to suit your specific training needs. Bear in mind that the course you pick should not only give you the skills and knowledge needed to pass the SQE exams but prepares you for your career in practice.

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View our SQE courses.

Get ready for life in practice with rigorous SQE training.

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View SQE courses

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*SQE1 January 2023 sitting, based on responses from over 85% of our students across all cohorts. SQE2 July 2023 sitting, results based on responses from 84% of our students across all cohorts.

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SQE exam results: the importance of SQE preparation courses

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Wondering what the difference is between a barrister and a solicitor? BPP compare barristers vs solicitors, including salaries and skills. Read more now!

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Wondering what the difference is between a barrister and a solicitor? BPP compare barristers vs solicitors, including salaries and skills. Read more now!

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Unsure of the difference between barristers and solicitors? We compare barristers vs solicitors, including the roles of barristers and solicitors, how much you can expect to earn, and how to qualify as a solicitor or a barrister.

What does a barrister do?

The role of a barrister is to advocate persuasively on behalf of their client, in order to convince the court of their client’s case. Barristers perform advocacy in both written and oral forms.

When a client’s case is set to go to trial, a barrister will be approached by a solicitor to represent that case in court.

What does a solicitor do?

The role of a solicitor is to represent clients and give expert advice relating to a client’s legal interests.

This is defined by two broad categories of work:

Contentious work: resolving disputes between parties. This includes drafting witness statements, negotiations, preparing court bundles, or working towards settling disputes.

Non-contentious work: Handling a client’s business or personal legal matters. This could include advising on the sale of a business, providing tax advice, or drafting employment contracts.

Where do barristers and solicitors work?

Where do barristers work?

Barristers are generally self-employed and work out of chambers. Barristers’ chambers are made up of groups of barristers that share costs and expenses for the running of the office.

A typical barristers’ chambers will have office spaces, conference rooms, an up-to-date library, and a room for dining and entertainment. They also contain barristers’ clerks who organise the administration and day-to-day running of the chambers.

Barristers may also work as part of the Crown Prosecution Service or Government Legal Profession, or in private organisations such as in-house legal departments of organisations.

Where do solicitors work?

Solicitors work in a variety of different places. Most organisations regularly need solicitors, which means there are plenty of opportunities to work in different sectors and fields.

Many solicitors work in law firms. Some prominent examples of these are the Magic Circle firms of Allen & Overy, Clifford Chance, Freshfields, Linklaters, and Slaughter and May.

Solicitors could also work for the Government Legal Profession, an in-house legal department within an organisation, the Crown Prosecution Service, or law centres.

What does a barrister earn?

Pupil barrister salaries

The minimum pupil barrister salaries are £20,703 in London and £18,884 outside London, as recommended from 1 January 2023 by the Bar Standards Board (BSB).

Qualified barrister salaries

The majority of barristers earn between £60,000 - £150,000.

As barristers are generally self-employed, salaries can widely vary. This changes further depending on what area of law the barrister specialises in.

What does a solicitor earn?

Trainee solicitor salaries

The minimum trainee solicitor salaries are £23,703 in London, and £21,024, outside London, as recommended by The Law Society. However, this is only a guideline, and there is no set minimum for trainee solicitor salaries.

Newly qualified solicitor salaries

Newly qualified solicitors can earn an average of £28,000 - £68,000, with salaries rising as you gain more experience. At some of the biggest firms, newly qualified solicitor salaries can be as high as £180,000.

Solicitor salaries vary between regions. The highest paid region for solicitors is London, with average solicitor salaries of £88,000, going down to £43,000 in the North of England.

However, with an increasing number of solicitors looking to practice outside of London, solicitors’ salaries are expected to rise in these other regions.

What skills do I need to be a barrister or a solicitor?

Aspiring barristers and solicitors need to develop the following skills:

Communication

Attention to detail

Teamwork

Organisation

Commercial awareness

Problem solving and creativity

Specialist barrister skills include:

Skilled oration and public speaking

Expressing arguments and ideas

Working independently

Specialist solicitor skills include:

Interpersonal skills

Excellent listening ability

Able to clearly explain complex information

How do I become a barrister?

To become a barrister, you will firstly need to complete a law undergraduate degree or law conversion course.

You will then join one of the four Inns of Court, before completing the Barrister Training Course (BTC). During this year long vocational course, you will practice the essential advocacy skills required for practice.

After completing the BTC, you will complete two-years of work-based training called pupillage.

How do I become a solicitor?

To become a solicitor, you will need to complete the Solicitors Qualifying Examination (SQE).

The SQE is comprised of two sets of assessments, the SQE1 and SQE2, which are regulated by the Solicitors Regulatory Authority (SRA) and are run externally from educational institutions.

In order to qualify for the SQE exams, you will need a degree in any subject. However, it is not recommended to sit the SQE exams without extensive preparation. This is because the exams are set at the standards expected from a newly qualified solicitor.

Your legal knowledge and skills will need to be developed beyond the level of a law degree or law conversion course. There is a range of SQE preparation courses that will set you up for success in the SQE.

As well as the SQE exams, you will complete two-years of Qualifying Work Experience (QWE). This can be completed between up to four different organisations, at any point during the SQE training route.

Final thoughts

While barristers and solicitors often work closely together, there are many differences between these two types of lawyers. One of the biggest differences is the route to qualifying as a barrister or a solicitor. At BPP we offer courses for both aspiring barristers and solicitors.

Find out more about becoming a barrister or becoming a solicitor, or view our postgraduate law courses.

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What’s the difference between barristers and solicitors?

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The Solicitor’s Qualifying Examination (SQE) is made up of two external assessments, the SQE1 and SQE2. These exams run throughout the year, so we’re here to help you plan when you’re sitting the SQE.

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When can I sit the SQE exams in 2024? BPP explores the SQE exam dates, with everything you need to know on how to book and SQE exam fees. Read now!

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The Solicitor’s Qualifying Examination (SQE) is made up of two external assessments, the SQE1 and SQE2. These exams run throughout the year, so we’re here to help you plan when you’re sitting the SQE.

Read on as we break down everything you need to know about the SQE exam dates. We’ll cover how to book the SQE exams, how much each exam costs, and when you can sit the SQE. We will also explore how you can plan your SQE preparation around the SQE exam dates.

If you’re not sure what the SQE is or would like to know more, read our SQE overview.

SQE exam booking

To book the SQE exams, you firstly need to register with the Solicitors Regulatory Authority (SRA). You will need to provide ID verification, such as a passport or driving licence.

The SRA recommends candidates book as soon as possible, as places are filled on a first come first served basis.

You may have an exemption from some parts of the SQE. For example, you may not need to sit the SQE1 exams if you have completed the LPC. You can find out if you qualify for any exemptions here.

How much do the SQE exams cost?

The SQE exam prices will increase from September 2024. The new SQE fees will be:

£1,888 for the SQE1

£2,902 for the SQE2

The prices for resitting the SQE1 will be £944 for failing FLK1 or FLK2, or £1,888 if you fail both parts, and £2,902 if you fail the SQE2.

SQE exam dates 2024

In 2024, you will be able to book the SQE1 exams in:

January 2024

15 or 16 January 2024 for FLK1

22 or 23 January for FLK2

July 2024

Week commencing 15 July 2024 for FLK1

Week commencing 22 July for FLK2

Book an SQE1 preparation course.

SQE2 exam dates

October 2023

23 and 24 October, or 25 and 26 October for the oral assessments

Between 30 October to 1 November for the written assessments

January 2024

Between 30 January and 1 February for the written assessments

6 and 7 February, or 8 and 9 February for the oral assessments

April 2024

Between 30 April and 2 May for the written assessments

7 and 8 May, 9 and 10 May, 14 and 15 May, or 16 and 17 May for the oral assessments

July 2024

31 July and 1 August, 6 and 7 August, 8 and 9 August for the oral assessments

Between 13 and 15 August for the written assessments

Book an SQE2 preparation course.

Find a full, up-to-date list of the SQE exam sittings on the SRA website.

Planning your preparation course around SQE exam dates

You will want to plan your SQE preparation so that you can sit the SQE exams soon after finishing each part of the preparation course. This will help maximise your chances of passing the SQE, while avoiding having to pay for resits.

Our preparation pathways are matched to the SQE exam dates:

On the SQE1&2 Diploma, you will complete each SQE exam after sitting the relevant preparation. This course runs from September, allowing you to sit the January SQE1 exams, and then the April SQE2 exams.

If you have opted for the LLM SQE1&2, you will then go on to complete the Essential for Practice module.

You can also sit SQE1 preparation and SQE2 training separately, with various start dates that correspond to the SQE exam sittings.

Final thoughts

With so many SQE1 and SQE2 exam dates running throughout the year, the SQE offers a flexible way to qualify as a solicitor. Once you have an idea of when you would like to qualify, plan to take a course that aligns with those dates. This will allow you to book the SQE exams as early as possible, so that you don’t miss out on a space.

Finally, when applying for an SQE preparation course, explore scholarship and funding options to help make accessing your dream career a reality.

View SQE preparation courses

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Learn how to develop and enhance your commercial awareness as a lawyer with BPP. Discover more today!

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Learn how to develop and enhance your commercial awareness as a lawyer with BPP. Discover more today!

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Commercial awareness is a key skill you’ll need to demonstrate in interviews, whether for pupillage, a training contract, or Qualifying Work Experience (QWE). Commercial awareness helps lawyers to understand and predict a client’s needs, allowing them to give valuable legal advice.

Read on to discover all you need to know about commercial awareness for lawyers. We’ll look at examples of commercial awareness, how to improve your commercial awareness, and key tips on how you can demonstrate what you learn in interviews.

What is commercial awareness in law?

In a legal sense, commercial awareness means having an understanding of the business world and how it is impacted by the law.

Commercial awareness for lawyers involves knowing how businesses operate, and the role of the law in establishing the boundaries for commerce. Lawyers should also be able to use their knowledge of the law to overcome challenges and identify opportunities for businesses.

Why is commercial awareness important for lawyers?

As a commercial lawyer, you will be expected to work for, or on behalf of, businesses on a daily basis. To provide advice on commercial matters, you will need to be well-versed in all the relevant legal and business matters involved. You will also need to be aware of the commercial goals of the law firm you work for.

This makes demonstrating commercial awareness crucial for career success.

Examples of commercial awareness for lawyers

Developing commercial awareness does not mean you will have detailed knowledge about every area of a business. Instead, a working understanding of key concepts, commercial law, and how the business world works, will demonstrate your well-rounded commercial awareness.

You should be informed on changes going on in different industries, new developments and technologies, and key terminology used by businesses. You should also be able to translate your commercial awareness to the law firm you want to work for, understanding how changes in the legal and business world will affect the firm.

Commercial awareness interview questions

Examples of commercial awareness interview questions include:

What do you know about our organisation?

Who are our main competitors?

What are the most significant issues facing our industry today?

Can you about a recent news story you have been following?

Interviewers won’t be looking for an academic or essay-style answer. Instead, they’ll be looking for you to use your personal perspective, experience, and research to deliver a well-informed response.

How to improve commercial awareness

There are many ways for aspiring lawyers to develop their commercial awareness.

Thinking about and analysing how businesses run will help you understand the processes involved in commerce. For example, if you have experience working in any industry, you can reflect on and learn from decisions made by your employer.

Some other great ways to improve your commercial awareness are:

Gain commercial experience e.g. by completing a placement or vacation scheme at a commercial law firm or business

Read finance and business news outlets such as the Financial Times and The Economist

Look for ‘day in the life’ style content made by people working in commercial law firms to gain an inside look into what they do day to day

Keep up to date on the industry you’re interested in working in, especially relating to any changes in the law that affect businesses within that industry

Consider the strengths and weaknesses of high-profile businesses and any changes or decisions they have made recently

Final thoughts

Developing commercial awareness can start with small habits every day, such as checking the Financial Times in the morning, or browsing updates on Linkedin.

At BPP, commercial awareness is an important part of our postgraduate law courses. Whether you’re interested in becoming a solicitor or barrister, you will have many opportunities throughout your training to develop commercial awareness.

View postgraduate law courses.

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Commercial awareness for lawyers: guide and tips

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BPP University are pleased to announce they have won the AGCAS Equality, Diversity and Inclusivity Award 2023 for their Reverse Mentoring Scheme. The winner was announced at the AGCAS Awards for Excellence ceremony on 20 June 2023.

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BPP University are pleased to announce they have won the AGCAS Equality, Diversity and Inclusivity Award 2023 for their Reverse Mentoring Scheme. The winner was announced at the AGCAS Awards for Excellence ceremony on 20 June 2023.

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BPP University win Equality, Diversity and Inclusivity Award

BPP University are pleased to announce they have won the AGCAS Equality, Diversity and Inclusivity Award 2023 for their Reverse Mentoring Scheme. The winner was announced at the AGCAS Awards for Excellence ceremony on 20 June 2023.

The award is for an AGCAS member service that can show demonstrable progress in achieving equality, diversity and inclusion goals through initiatives that have identified areas of under-representation amongst staff and/or students and are making a difference. This could be in relation to a range of areas including, but not restricted to gender, disability, LGBTIQ+ and Black and minority ethnic under-representation.

BPP has a long history of working with law students and the legal profession. The BPP Reverse Mentoring Scheme represents a next level collaboration, bringing together a mutual passion for Equality, Diversity and Inclusion (ED&I) and widening access to the legal profession, not just for BPP students, but for all future lawyers.

Flipping the traditional mentoring concept, students mentor law firms through a review of the firm’s approach to ED&I. Using the fresh, alternative insights offered by BPP students, the Scheme breaks down barriers and drives change in the ED&I space. The innovative scheme helps organisations gain an insight into the mindsets and experiences of students from a diverse range of backgrounds. Using the experience and alternative insights that law and non-law graduates offer, it aims to influence accessibility and drive change in the ED&I space.

Bringing together people who might not otherwise connect, it promotes a culture of inclusion. 100% of the firms who completed feedback said they would recommend the Scheme to other organisations. For students, contributing to changing organisations is hugely satisfying, as is the rare opportunity to have open, frank conversations with senior stakeholders in a law firm.

Of the winner, the judges said:

“The scheme is truly innovative and collaborative, a great idea. The nomination clearly demonstrates strong strategic impact. It’s great to see that it led to a firm appointing a Head of ED&I after they took part.”

Jessica Austen, Associate Dean of Education Services at BPP University said “we are extremely delighted to have won this award. The uptake from both our regional law firms and our students had been incredible which illustrates our mutual passion for Diversity and Inclusion and affirms how seriously the legal industry is taking this issue.

We look forward to continuing with this scheme and developing future programmes in hope that is helps widen access to the legal profession not only for our students, but for all future lawyers”.

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Learn everything you need to know about pupillage from BPP.  We discuss what pupillage is, and how you can apply for pupillage today. Read now!

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Learn everything you need to know about pupillage from BPP.  We discuss what pupillage is, and how you can apply for pupillage today. Read now!

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If you’re an aspiring barrister, then you’ll need to know about pupillage. In this article, we’ll cover the most common questions about pupillage, including:

What is pupillage?

What does pupillage involve?

What is a pupil barrister?

As well as answering these questions, we’ll share our top tips on securing pupillage.

What is pupillage?

Pupillage is the final training stage before becoming a qualified barrister in England and Wales. This vocational training period usually takes a year to complete, but some pupillages last 18 months.

Aspiring barristers who have completed an undergraduate law degree or law conversion course, followed by the Barrister Training Course (BTC), will go on to complete a pupillage.

If you’re not sure what the BTC involves, read our guide on becoming a barrister.

What do you do during pupillage?

During pupillage, trainee barristers will receive on the job training and have a chance to practice the skills and knowledge they developed on the BTC.

Pupillages are generally split into two six-month periods. These are:

First six

Second six

First six

The first six of pupillage is the non-practising period. At this point, pupil barristers shadow their pupillage supervisor, regularly attending court and conferences. Trainee barristers help to prepare documents such as advices, applications, or skeleton arguments, and conduct legal research.

Pupil barristers will also complete an advocacy training course. This helps to further develop advocacy skills, by practising legal argument, making opposing applications in court, witness handling, cross-examination, and case handling.

Second six

Second six is the practising stage of pupillage. Trainee barristers receive a provisional practising certificate allowing them to take on their own cases and appear in court. While practising, they will complete more courses and training.

During second six, pupil barristers are responsible for their own caseload. This means that depending on the area of law you are specialising in, you may spend a lot of time in court. This is a great opportunity and chance to practice the advocacy skills you will have learnt on the BTC.

What is a third six pupillage?

If you are unable to gain a tenancy in the chambers where you complete your pupillage, you \may be able to apply for a probationary tenancy. This is called a third six pupillage.

There is no limit on the amount of third six pupillages you can complete, and they don’t need to be taken at the same chambers that you did your pupillage.

Applying for pupillage

The main way to apply for pupillage is through the Pupillage Gateway.

This system lists all the available pupillages, and allows you to apply to most directly through the site. You can submit up to 20 applications for pupillage through the Gateway.

Not all chambers will allow you to apply through this system, however, and you will need to apply directly to the chambers themselves.

When to apply for pupillage

The Pupillage Gateway opens for applications in January, but vacancies are listed on the system from November, so you can start preparing applications from this date.

The Pupillage Gateway deadline is in February, a month after applications open. Your applications will be considered from February to May, at which point offers will start to be made.

How hard is it to get pupillage?

Applying for pupillage is very competitive. The Bar Council finds that for the 2022/23 application cycle, there were 11.4 applicants per vacancy. This has increased from 10.8 applicants per vacancy for the 2021/22 cycle.

However, there are many ways in which you can boost your chances of securing a pupillage.

How to be successful in a pupillage application

Gain practical experience

Bolstering your application with mini-pupillage experience, mooting competitions, or pro bono work, is a great way to stand out.

You will be enhancing your skillset while gaining real-world experience, as well as networking with practising lawyers.

Research the chambers

Your interviewer will want to know why you’re applying for pupillage at that particular chambers. Make sure you have researched the types of law they practice, who works there, and if possible, the people who will be interviewing you. Read as much as you can about the chambers to build your knowledge.

Prove your enthusiasm

Why do you want a career in law? Interviewers will want to see how passionate you are about a career as a barrister, and you’ll be asked questions about different aspects of the bar to determine your level of understanding.

Use the Careers Service

Careers service and employability teams can also help with your pupillage application. They are experienced in:

Writing applications

Interview techniques

Practising mock interviews

BPP’s Careers Service is available to you for up to 18 months after you graduate. If you are not successful applying for pupillage the first time around, you can continue to get advice and hone your application for the next time.

Pupillage funding and salaries

The Bar Standards Board (BSB) has set the minimum salary for pupil barristers at £20,703 for pupillages in London, and £18,884 for pupillages outside of London.

Some pupillages offer much higher awards, however, up to £100,000 at some chambers.

Commercial sets remain the highest paid for pupil barristers, with average awards between £40,000 and £75,000.

The amount you will earn during pupillage depends highly on the region where you are based, the chambers you undertake your training at, and the field of law you go into.

Find out more about how much you can earn as a barrister.

How is pupillage different from a mini-pupillage?

Mini-pupillages are a much shorter version of pupillage, running anywhere from one day to two weeks. While they do not offer any form of qualification, they are a great opportunity to gain valuable experience while learning from practising barristers. Mini-pupillages also help to boost your future pupillage applications by showing your interest and dedication to the bar.

Like full pupillages, mini-pupillages are highly in-demand. You can apply for them directly through the chamber’s website.

Equality and diversity at the bar

Barrister’s chambers are increasingly expressing their commitment to widening access to the bar. Some chambers even offer mini-pupillages aimed to directly promote social mobility.

BPP scholarships are also aiming to address barriers to accessing legal careers, with scholarships such as the Diversity Access Scheme providing up to full-fee funding.

Watch the video below to find out how BTC student Sam Eskdale is promoting diversity in the legal profession.

Alternatives to pupillage

If you are unable to get pupillage, there are still many options for you to pursue a career in law. For example, you could become a court advocate.

Court advocates’ roles are in many ways the same as that of barristers. You are given instructions to attend court and advocate on behalf of a client. Rather than working in a barrister’s chambers, you will work for an organisation such as Free Representation Unit (FRU).

You could also start your career as a barrister’s clerk. In this role, you will assist barristers with the daily running of the chambers, from organising barrister’s diaries to carrying out legal research.

If you choose to move out of the legal profession, there are also many alternative legal careers that would suit your skills.

Final thoughts

Applying for pupillage is very competitive. While we’ve covered some great ways you can make your application stand out, don’t worry if you’re not successful the first time.

Reflect on your application, get as much advice as possible, and keep a positive mindset. You’ll get there!

Prepare for pupillage with the Barrister Training Course.

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What is pupillage? The future barrister’s guide

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Read BPP’s complete guide of ACCA exam and results dates for 2023 and 2024, including registration deadlines and tips on planning your ACCA course.

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Read BPP’s complete guide of ACCA exam and results dates for 2023 and 2024, including registration deadlines and tips on planning your ACCA course.

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Our complete guide to ACCA exam and results dates for 2023 and 2024 will help prepare you to sit the exams and includes all of the information you need to know. Read on to see the upcoming ACCA registration dates, ACCA exams, as well as ACCA results dates.

We’ll also help you plan when to start your ACCA course and where to sit the exams, so that you can get qualified as soon as possible.

If you are looking to complete the ACCA Applied Skills level, these exams are computer-based and can be completed at any time. Find out more about the different ACCA levels.

This page is regularly updated with the upcoming ACCA exam dates.

ACCA exam dates 2023

The following is the ACCA exam timetable for 2023.

September 2023 ACCA exams

4 September 2023

Audit and Assurance (AA)
Advanced Audit and Assurance (AAA)

5 September 2023

Taxation (TX)
Advanced Taxation (ATX)
Strategic Business Leader (SBL)

6 September 2023

Performance Management (PM)
Advanced Performance Management (APM)
Taxation (TX)

7 September 2023

Financial Reporting (FR)
Strategic Business Reporting (SBR)
Corporate and Business Law (LW)

8 September 2023

Financial Management (FM)
Advanced Financial Management (AFM)
Advanced Taxation (ATX)

December 2023 ACCA exams

4 December 2023

Audit and Assurance (AA)
Advanced Audit and Assurance (AAA)
Advanced Performance Management (APM)

5 December 2023

Taxation (TX)
Strategic Business Leader (SBL)

6 December 2023

Performance Management (PM)
Advanced Taxation (ATX)

7 December 2023

Financial Reporting (FR)
Strategic Business Reporting (SBR)

8 December 2023

Financial Management (FM)
Advanced Financial Management (AFM)
Corporate and Business Law (LW)

ACCA exam dates 2024

The following is the ACCA exam table for 2024. More dates will be added as they are released.

March 2024 ACCA exams

4 March 2024

Financial Reporting (FR)
Strategic Business Reporting (SBR)

5 March 2024

Taxation (TX)
Strategic Business Leader (SBL)

6 March 2024

Performance Management (PM)
Advanced Taxation (ATX)
Advanced Performance Management (APM)

7 March 2024

Audit and Assurance (AA)
Advanced Audit and Assurance (AAA)

8 March 2024

Financial Management (FM)
Corporate and Business Law (LW)
Advanced Financial Management (AFM)

ACCA exam results dates 2023/2024

ACCA exam results are normally published at the beginning of the third full week of the following month.

Use the table below to find out when the ACCA results will be published:

ACCA exam period | ACCA results date
September 2023 | 16 October 2023
December 2023 | 15 January 2024

When can I register for the ACCA exams?

You will need to book an exam through the website before the ACCA exam deadline.

The ACCA registration dates for the upcoming exams are:

September 2023 ACCA registration:

ACCA exam entry date – 9 May 2023

ACCA exam booking deadline - 31 July 2023

Late exam entry deadline – 7 August 2023

December 2023 ACCA registration:

ACCA exam entry date – 8 August 2023

ACCA exam booking deadline – 30 October 2023

Late exam entry deadline – 9 November 2023

To register as an ACCA student you will need to pay both a registration fee and a yearly subscription. Read about ACCA fees in our guide.

When should I start my ACCA course?

With the ACCA exam timetable in mind, you can plan your course start date around the ACCA exam dates. While the Applied Knowledge exams can be completed remotely at any time, this will help when it comes to planning to complete the Applied Skills and Strategic Professional levels.

View ACCA courses and filter by exam sitting date.

Where can I sit the ACCA exams?

The ACCA exams off a mix of in-person and remote sittings. Where the exam is held depends on which exam date you are looking to sit, and which exam are you aiming to complete.

You can find the locations of the in-person exam centres on the ACCA website.

View and book your next ACCA course today

Study using BPP Momentum, with higher pass rates than the ACCA global average through a unique exam-focused approach.

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Discover the ACCA levels

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Introductory
Applied Knowledge

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Build on existing knowledge
Applied Skills

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Become Chartered
Strategic Professional

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ACCA exam dates and results for 2023/2024

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Discover what a future trainee thinks of the SQE, including top tips on passing the SQE, and how to secure QWE. Read the article from BPP now!

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Discover what a future trainee thinks of the SQE, including top tips on passing the SQE, and how to secure QWE. Read the article from BPP now!

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We caught up with LLM SQE1&2 student Callum Martin to hear all about how he’s found the Solicitors Qualifying Examination (SQE) so far.

After completing the SQE1 preparation part of his course, Callum passed the SQE1 exams with a result in the top 20% of candidates. In this guide for prospective SQE students, we’re sharing Callum’s helpful insights on the solicitor qualification route. Read on for Callum’s top tips on sitting the SQE exams, making the most of your time at BPP, and securing Qualifying Work Experience (QWE).

Learn more about the SQE

How has Callum found the SQE so far?

Callum is currently completing the Essentials for Practice module of the LLM SQE1&2. This is the master’s stage of the course, after having completed both the SQE1 and SQE2 prep, and having sat the SQE exams.

Despite passing with a high mark, Callum found the SQE particularly challenging, due to the large amount of new knowledge he needed to learn. However, learning the breadth of content he needed to sit the exams was helped by frequent preparation workshops. These workshops are collaborative, so students can support each other in their preparation for the SQE exams.

How is the SQE preparation course structured at BPP?

SQE preparation at BPP is designed to prepare you for each part of the SQE route to qualification in turn. This has proved to be the most effective way to ensure high SQE pass rates.

Speaking about the structure of the course, Callum said:

“My LLM at BPP consists of three components: an SQE1 prep course; an SQE2 prep course; and an Essentials for Practice component. Both the SQE1 and 2 preparation courses are designed to be studied in the months prior to the SRA’s centralised assessments, which I found extremely useful.”

Callum said that through this approach, he was able to develop the knowledge he needed at each stage of the SQE process. This allowed him to focus each time on what was ahead.

After sitting both SQE exams, Callum is now completing the Essential for Practice module. This has allowed him to focus on the specialised content he has chosen to study in this module, without the pressure of the SQE assessments. This way, Callum can spend the remaining time gaining skills and knowledge tailored to his future career.

How can students get the most out of BPP’s SQE courses?

BPP uses unique learning platforms to help students with their learning. Callum advises spending some time at the start of the course getting to grips with these platforms.

Virtual Practice Environment: Contextualises learning by mirroring the intranet used in law practice and uses real-world tasks in a simulated legal environment.

BPP Adapt: AI-driven machine learning technology which assesses your strengths and helps you target areas for improvement.

“You need to maximise your chances of passing your assessments. The practice multiple choice questions are particularly useful as there is an extensive amount available and there are in the same format as you will encounter in both BPP’s and the SRA’s SQE1 assessments. If you immerse yourself in this material, you will get the most from BPP’s SQE courses.”

What was the scholarship application like?

Callum received a full scholarship for his course at BPP. He was one recipient of BPP’s over £1.25 fund exclusively available for postgraduate law students. With so many scholarships available, Callum recommends applying as soon as you get your offer from BPP.

“The process initially requires you to answer questions about yourself and your journey. This is your opportunity to demonstrate certain strengths that BPP is looking for, such as resilience, dedication, and strong academics.”

Learn more about scholarships at BPP

How is Callum planning to complete QWE?

After completing the Essentials for Practice module, Callum will go on to complete two-years of QWE before becoming a qualified solicitor. Callum has secured his two years of QWE through Hassans, a Gibraltar-based international firm.

Callum advises students going through the application process to demonstrate passion and enthusiasm for the area of law they are applying for.

“Ultimately, alongside your academics, it is this passion and enthusiasm towards a firm that will help to convince recruiters of your commitment to them and make your application stand out.”

What is QWE?

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Final thoughts

Callum’s top tips will help put you in the best position to tackle the challenging SQE exams. If you’re looking for more insights on the SQE, then watch Callum’s reflections after sitting the SQE1 exam. You can also watch our SQE student Amelia’s top tips on preparing for the SQE2.

Become a solicitor

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Find out all the ACCA exam fees and costs you’ll need to know to feel confident about your ACCA qualification. Read now from BPP!

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Find out all the ACCA exam fees and costs you’ll need to know to feel confident about your ACCA qualification. Read now from BPP!

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If you’re looking to qualify as a chartered accountant through the ACCA, these are the ACCA exam fees you’ll need to consider. This guide will breakdown what each ACCA exam costs, as well as looking at:

ACCA registration fees

ACCA exam fees

ACCA exemption fees

ACCA course fees

ACCA membership fees

Valid as of August 2023. We’ll keep this guide updated with any changes to ACCA exam fees in the future.

ACCA registration fee

You’ll need to register with the ACCA before you can sit any exams. There is also a yearly subscription fee that you’ll need to pay while you’re studying for the ACCA exams.

These ACCA fees are:

ACCA registration fee: £89
ACCA subscription fee: £122

If you stop paying the annual subscription fee, you will have to pay the ACCA registration fee again in order to continue your qualification.

ACCA exam fees 2023

The ACCA exam costs differ based on when you apply for your exam. For example, late entry dates are often much more expensive than standard entry. These fees do not include ACCA foundation exams or other courses you may need to complete before tackling the main ACCA exams.

Read our ACCA exam dates and results guide to find out the exam entry deadlines and help avoid late fees.

ACCA Applied Knowledge exam fees

There are no centralised fees for the ACCA Applied Knowledge exams, and prices will vary based on the provider that you book with.

ACCA Applied Skills exam fees

Corporate and Business Law (LW)
Performance Management (PM)
Taxation (TX)
Financial Reporting (FR)
Audit and Assurance (AA)
Financial Management (FM)

Standard entry: £154

Late entry (remote): £154

Late entry (in-centre): £392

ACCA Strategic Professional exam fees

Strategic Business Reporting (SBR)

Additional exam options

Standard entry: £204

Late entry (remote): £204

Late entry (in-centre): £424

Strategic Business Leader (SBL)

Standard entry: £263

Late entry (remote): £263

Late entry (in-centre): £424

Ethics and Professional Skills

£75

Want to know more about the different ACCA papers? Read our guide.

How much are ACCA exam resits?

Unfortunately, there are no discounts for resits. You will need to pay the standard ACCA exam fees to re-book.

ACCA exemption fees

Exemptions from the ACCA exams apply if you already have some qualifications. Applying for an exemption will allow you to start your qualification process at the right level based on your experience and knowledge.

In order to get an exemption, you will have to pay a fee for each exemption.

ACCA exemption fees:

Applied knowledge £98

Applied skills £123

Find out more about exemptions.

ACCA course fees

ACCA course fees vary between the three ACCA levels, and each ACCA paper within those levels.

Applied Knowledge course fees from £365

Applied Skills course fees from £255

Strategic Professional course fees from £290

ACCA membership fees

Once you have completed the ACCA exams, Professional Ethics module, and 36 months of practical experience, you will be eligible to become an ACCA member. The ACCA membership fees include an admission fee of £283, and an annual subscription cost of £283.

View and book your next ACCA course today

Study using BPP Momentum, with higher pass rates than the ACCA global average through a unique exam-focused approach.

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Introductory
Applied Knowledge

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Build on existing knowledge
Applied Skills

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Become Chartered
Strategic Professional

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ACCA exam fees 2023: breakdown of costs and fees

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Learn how to make the most of the Apprenticeship Levy by upskilling your existing staff. This article from BPP covers the benefits and processes. Read now!

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Learn how to make the most of the Apprenticeship Levy by upskilling your existing staff. This article from BPP covers the benefits and processes. Read now!

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The Apprenticeship Levy allows employers to access government-funded business development. By partnering with an apprenticeship training provider, businesses can gain the future skills they need to grow in a difficult business climate.

BPP is an experienced apprenticeship provider with a history of creating skills solutions across industries for a variety of businesses. Read the article to find out how you can make the most of the Apprenticeship Levy to train existing staff, including:

How to use the Levy for existing staff training

Best practice for using the Apprenticeship Levy

Apprenticeship Levy case study

This article will also help you learn how apprenticeships, funded by the Levy, can be used to power business growth.

Read how BPP helped lead change at TSB through future skills.

What is the Apprenticeship Levy?

The Apprenticeship Levy is a tax paid by large employers to fund apprenticeship training. It aims to use apprenticeships to spread essential future skills in the workplace.

Employers with a wage bill of over £3 million pay the levy. While only 2% of UK businesses pay into the Levy, the fund is available to other employers that are looking to fill skills gaps through apprenticeships. If you’re a levy paying employer, you will have 24 months to spend levy funds.

The other 98% of employers, with a wage bill of less than £3 million, pay only 5% of the cost of an apprenticeship, with the government funding the rest.

This drive to promote apprenticeships comes at a time of historic labour shortages. Businesses also face high competition for in-demand skills such as data and digital, with vacancies exceeding the number of qualified candidates.

In this climate, the Apprenticeship Levy can be seen as a solution to unlocking business development, funded by the government. The benefits of the Levy can be seen throughout the business. Existing staff have a clear route for employee development and career progression, while the workforce can be expanded with new skills without a lengthy hiring process.

Read the Apprenticeship Levy FAQ

How to use the Apprenticeship Levy for existing staff training

Apprenticeships are not only used to attract new talent, but can be used effectively to train and upskill your existing team. Across all levels of the business, from junior employees to senior management, your workforce can benefit from apprenticeship programmes.

Using available levy funds, your workforce can be trained to fill skills gaps and develop future skills, allowing you to respond to changing business landscapes.

Why would existing staff want to undertake an apprenticeship?

Modern apprenticeship programmes are key to unlocking the skills businesses need. Key skills such as data, digital, and leadership can all be accessed through the Apprenticeship Levy.

For your existing workforce, implementing high-quality apprenticeship programmes demonstrates your investment in their careers and a clear pathway to career progression. This helps ensure long-term employee retention in a historically tight labour market.

Using the Apprenticeship Levy to train existing staff also provides employees with high levels of qualification related to their roles. For example, the highest levels of apprenticeships are equivalent to degree level.

Having staff both highly experienced and qualified in a way that is directly related to their job role is incredibly beneficial.

How do apprenticeships work for existing staff?

Apprenticeships are split between 20% learning time, and 80% working. During an apprentice’s learning time, they will be undertaking advanced coursework specifically targeted to their career path and role. This time can also be spent on other types of development, such as helping with different projects or shadowing experienced members of the team.

At work, apprentices will practice the skills they have learnt and gain practical hands-on experience. Apprentices find that they can apply their learning to the workplace straight away, with tangible benefits to the business.

New managers, for example, can gain the leadership skills they need to step into their role from day one, bringing their new knowledge to make an impact on the workplace.

Can I use the Apprenticeship Levy for short courses?

The Apprenticeship Levy is designed for high-quality and extensive employee development, so it cannot be accessed for short or one-day training courses. Apprenticeship courses can take anywhere from one to six years to complete.

Find out more about apprenticeships.

Best practice for the Apprenticeship Levy

When planning how you are going to use the Apprenticeship Levy, take time to identify any training needs or skills gaps in the workforce.

BPP’s Capability+ can help with this, by using our industry experts and close ties with a variety of organisations and industry bodies to assess your current and future skills needs.

With a clear picture of present and future skills gaps in your workforce, we can then create a targeted plan with apprenticeship programmes to address these issues, funded by the levy.

While implementing training plans remember to:

Keep track of progress and evaluate the impact of the training

Provide further encouragement for employee development in the future

Incentivise learners by recognising their achievements throughout the company

This will promote a culture of learning and development across the business to support apprenticeship programmes.

An Apprenticeship Levy case study

Watch the video to learn how Places for People worked with BPP to transform their workplace with digital and data skills.

Final thoughts

The Apprenticeship Levy is a tool to help you unlock the skills your business needs and empower your employees along their career path.

By working with a reliable training partner, your business can use the Apprenticeship Levy to make a noticeable change in the workplace. Industry-wide critical in-demand skills can be accessed within existing staff, helping you avoid a lengthy recruitment process.

Create an apprenticeship action plan for your business.

Get started

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How to use the Apprenticeship Levy to train existing staff

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Discover the differences between accounting apprenticeships and university education. Make an informed career decision. Read our BPP finance guide today!

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Discover the differences between accounting apprenticeships and university education. Make an informed career decision. Read our BPP finance guide today!

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If you are looking to become an accountant, you may be wondering what it takes to qualify, and which route is best for you. While considering either an accounting apprenticeship or a university accountancy degree, it is important to be fully informed on the benefits of both these routes before you make a decision.

Read our accountancy apprenticeships vs university guide for a comprehensive look at accessing accounting careers. We’ll explore how you can become a qualified accountant and compare university accountancy degrees with accounting apprenticeships. We’ll also provide practical tips on securing your accounting career.

Find out more about apprenticeships.

Getting into accountancy

Gaining an accountancy qualification is one of the best ways to increase your job prospects. There are many different types of accountants and accountancy qualifications that’ll you’ll need to know before planning your accountancy career.

Accounting apprenticeships

Accountancy apprenticeships are a popular route to accessing an accounting career. These allow you to earn while you learn and grow with a company invested in your career.

What is an accounting apprenticeship?

An accounting apprenticeship combines practical training with course-based learning. You will complete accountancy qualifications while benefitting from real-world professional development in an accountancy role. This way, you’ll be both learning from and working alongside industry experts.

During an accounting apprenticeship, you will work in a full-time role alongside an experienced team, with at least 20% of your time dedicated to learning. This learning follows a structured course aimed at preparing you to complete accountancy qualifications.

What are the different accounting qualifications?

There are several industry-standard qualifications that you can complete to become an accountant.

You can complete an accounting apprenticeship in:

ACCA

AAT

CIMA

ICAEW

CTA

Which professional body you choose to qualify through will depend on your education, level of experience, and what type of accountant you want to be. For example, CIMA is the world’s largest organisation of management accountants.

Accounting qualification levels

BPP offers three main levels of accounting apprenticeship.

Level 3 Assistant Accountant Apprenticeship
This level is aimed at school leavers and will build your knowledge of financial activities while offering important day-to-day support such as producing reports to aid decision-making processes.

Level 4 Professional Accounting Taxation Technician Apprenticeship
At this level, you will build a strong financial foundation while continuing to develop your practical skills.

Level 7 Accountancy and Taxation Professional Apprenticeship
Level 7 provides a comprehensive approach to developing reflective practice and digital literacy. Completing this level will enable you to become fully qualified with an accounting professional body.

University education in accounting and finance

The other popular route for aspiring accountants to gain an accountancy qualification is by completing a degree in accounting and finance.

During your degree, you will complete a variety of modules based on accounting, as well as modules on economics and mathematics. You will develop an understanding of organisations' role in the economy and society, and the place of accountancy within this.

Gaining a degree qualification in accountancy will also make you exempt from some of the examinations required to qualify with one of the accountancy professional bodies. However, you will often be required to demonstrate some level of work experience when you go on to apply for an accountancy position. Many accountancy and finance students complete work placement schemes over the summer break, or a year in industry to gain valuable experience.

Completing a degree in accountancy and finance, or a related course, will take around three years. Many students take four years to complete their accountancy degree, counting their year in industry.

Is it better to do an apprenticeship or a degree for accounting?

This question will depend highly on your personal circumstances and your long-term career goals. To help you decide, we’ve outlined some benefits of both routes.

What are the benefits of accounting apprenticeships?

One of the main benefits of completing an apprenticeship is the financial freedom it allows you. Without having to spend large amounts of money on a degree, you can gain industry-recognised qualifications and earn the career you want, all while getting paid.

You will also have career security in a company that is invested in your development. This means you will become a valued member of the team, with skills and experience directly relevant to your role. Companies that invest in apprenticeships are likely to want to continue to support your growth over time, providing plenty of opportunity for career progression. Similarly, by learning within your role, you will develop critical soft skills such as leadership, management, and communication. These skills are highly valued in the workplace.

Growing with a company while you complete your training and start your career allows you to meet people at all different levels and roles. Networking opportunities like this are part of the real-world learning environment of apprenticeships and will help you to advance in your career.

What are the benefits of university education in accounting and finance

Completing a degree in accountancy will provide you with a strong foundation in accounting theory. You will benefit from a broad base of knowledge and skills and have access to a variety of modules. These will allow you to specialise in a particular area or skills that you wish to pursue a career in.

Being at university will allow you to enjoy the student experience, meet people and potentially live somewhere new and learn life skills such as living independently.

A degree will also open doors to a variety of different careers. If you are not set on becoming an accountant or working in accounting, then a degree will allow you to explore other options, such as banking or becoming an economist. You may find that with increased career options, you are able to explore higher-paid roles earlier on in your career.

Many universities will also offer you the opportunity to study or complete work placements abroad. If you are looking to become an accountant outside of the UK, this may benefit you. These are also great networking opportunities and allow you to benefit from a university’s business connections.

Apprenticeships vs university: what are the key differences?

The key differences between apprenticeships and university are:

Funding your qualification – university is expensive, and tuition fees are only increasing. On the other hand, apprenticeships operate on an earn-while-you-learn model.

Job security – accountancy careers are incredibly competitive. To be successful in a graduate accountancy role application, you will need to stand out. With an apprenticeship, you have the security of a job and a company that is dedicated to helping you attain an accountancy qualification.

Time to qualify – an apprenticeship in accountancy can take up to six years. This is longer than an accountancy degree, even factoring in a year in industry or study abroad. Although qualifying doesn’t guarantee you an accountancy career, if you’re looking to qualify as soon as possible, a university degree may be for you.

Professional development – completing an apprenticeship is tailored completely towards professional development. You can apply your learning straight away in the workplace, while picking up on essential soft skills. However, you will miss out on the broader depth of knowledge you can gain from an academic degree, as well as exploring specialist modules.

Flexibility in your career path – gaining a university degree allows you to be flexible in your career path. This is because you will have a wide knowledge of finance, economics, and accounting topics. With an accounting apprenticeship, you are limited in options to companies that offer apprenticeships. While you will gain highly valued qualification, you will not have as much freedom to explore alternative career paths as with a university degree.

Career progression – while you may not have as much freedom to explore alternative careers with an accounting apprenticeship, you will be on a progressive pipeline through the company. As you complete your qualifications, you will progress through the company, with more opportunities to demonstrate your knowledge and skills in roles with more responsibility. Career progression is built into the model of apprenticeships and does not stop once you have finished the qualification.

Final thoughts

Accountancy offers a highly rewarding career with the potential to earn high salaries and work in a wide variety of different industries. When it comes to qualifying, aspiring accountants have many options for achieving their career goals.

While weighing up the differences between the two routes, you may also want to consider:

What are my long-term career goals?

What is my financial situation and what support is available?

What are my personal interests?

How do I prefer to learn?

Both the university and the degree apprenticeship route offer a unique and varied experience. The final choice will depend largely on your personal circumstances and considerations, but if you need more help deciding you can contact BPP admissions.

Find out more about our accountancy and tax qualifications.

Find out more

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Accountancy apprenticeships vs university: a finance career guide

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Future skills are essential for businesses tackling emerging skills gaps. Learn how BPP help TSB future-proof their business.

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Future skills are essential for businesses tackling emerging skills gaps. Learn how BPP help TSB future-proof their business.

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TSB is a household name in the banking industry, with over 5,000 employees and 220 branches. With the increasing spotlight on future skills as modern organisations embrace digitisation, TSB turned to BPP to empower their employees with the skills they need.

Since 2017, BPP have been the trusted partner of TSB, helping to upskill employees and ensure they have the skills to adapt to the fast pace of changes within the industry. Identifying skills gaps and opportunities for development, BPP delivered a variety of talent solutions.

Apprenticeships and professional development courses, tailored to the needs of the business, have been key to upskilling across TSB. These programmes allow TSB to not only fill skills gaps, but to create the resources to pursue new opportunities and innovate, rather than react, to changes in the industry. They also allow TSB to access the Apprenticeship Levy to fund employee development.

The challenge

Increasingly, across the financial services industry data and digital skills have become in demand, with job postings more than doubling to 48,669 between 2018 and 2022*.

These skills have been identified as key future skills that will only increase in demand across most industries.

TSB was aware of skills gaps arising across the organisation. With the labour shortages and high rate of competition for these roles, TSB turned to apprenticeship programmes to diversify its digital skills. Recognising the value of employee development, TSB fostered a learning-to-learn culture throughout the organisation. Employees could identify clear career paths as a result of their upskilling, helping to ensure employee retention.

TSB also intends to guarantee a talent pipeline through succession planning, ensuring the business is future-proofed with the skills to address a changing landscape.

The solution

Using the Capability+ analysis, BPP has collaborated with TSB to implement a range of different programmes, tailored to the business. In-demand skills are taught through programmes designed for the precise training objectives required by the business, job function, or role.

These programmes also focus on the business’s anticipated future skills needs. By addressing TSB’s current skills gaps while adapting to future digital and data skills needs, TSB and BPP have implemented a scalable skills model across the business.

Apprenticeship programme spotlight

The Level 3 Data Technician programme enables employees to maximise the value of data by properly utilising digital tools such as Power BI. TSB employees have developed the digital skills to design data models, cleanse data, and transform data through their learning on this programme.

Leaners have made an immediate impact, with in-depth analytics through reports and dashboards. The business now has a more complete look at the data, enabling more considered and data-driven decisions to be made.

The Level 3 Data Technician programme was tailored for TSB’s needs, and initially launched to 15 people within the organisation who wanted to re-skill in a different business area. This saved money on a lengthy recruitment process in a difficult labour market and provided value to employees through a commitment to upskilling.

The success

TSB’s 15 employees on the Level 3 Data Technician programme are expected to complete the programme by August 2023. Of the 15, 40% have already received internal promotions into data roles. All 15 have remained within the business, showing the value of upskilling in promoting employee retention.

TSB has implemented a training pipeline which delivers skills the organisation needs now, and the future skills to respond to rapid technology changes. This was made possible through the Apprenticeship Levy.

“One apprentice while on programme secured a permanent position within our Business Banking Financial Crime and Data Quality Control teams, who now leads a team delivering critical reports through the network, protecting both the bank and our customers, while supporting business decisions in an ever-evolving business area.”

Richard Hurlock-Norton, Future Skills Manager at TSB

Final thoughts

BPP’s partnership with TSB aimed at promoting future skills has been a success. Rather than implementing an off-the-shelf plan, TSB’s upskilling was targeted at critical areas within the business.

BPP understood TSB’s industry, business, and data requirements

BPP reacts quickly to the changing market TSB works in, paying attention to the strategic drivers and ROI metrics TSB has built

Understanding future skills needs, BPP was able to build a compelling business case for senior management

Learners quickly took to the programmes, implementing their new skills in the workplace from day-one. With new skills and experience to bring to the company, learners were more motivated to stay within and develop with the TSB.

BPP and TSB created a bespoke learning programme aligned to TSB’s vision and values, integrating learning with TSB case studies

Working together to identify skills gaps across the business, BPP was able to build content to fill skills gaps and become adaptable to future skills needs

How can BPP’s data training can promote long-term future skills in your business?

Find out more

*Data from Lightcast.

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With large amounts of content to learn, law exams can be difficult to prepare for. If you’re looking for a new trick to help you succeed in those all-important exams, then read these top tips from our postgraduate law students.

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With large amounts of content to learn, law exams can be difficult to prepare for. If you’re looking for a new trick to help you succeed in those all-important exams, then read these top tips from our postgraduate law students.

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With large amounts of content to learn, law exams can be difficult to prepare for. If you’re looking for a new trick to help you succeed in those all-important exams, then read these top tips from our postgraduate law students.

We use innovative methods to power your learning. See how you’ll learn at BPP.
See how you'll learn at BPP

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Flashcards

The revision technique I generally use is: flashcards!

I struggle to retain information just by reading, so creating flashcards helps me think about what I have read and prevents me from just copying directly from a textbook. I condense the information I have read and turn it into questions. I write the question on one side of the card, and the answer on the other. When it comes to revising, I can work through them myself, or get someone else to question me.

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The Pomodoro technique

I struggle with procrastination, so a friend recommended to me the Pomodoro technique, which is where you study for 25 minutes followed by a five-minute break. After doing four of these in a row, you can have a longer break. I find it helps to get me stuck into my work and is more effective because your brain learns better in short bursts. A time limit also means I can focus on completing the task, rather than making it perfect.

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Time management

I also struggle with procrastination. What I like to do is write a timetable of what to revise, when and for how long. This helps me to focus and remain organised when studying. I also switch off my phone or put it on do not disturb to prevent distractions, especially scrolling through social media!

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Sensory memorisation

Sensory memorisation techniques are my go-to. They work by providing the brain with experiences to attach information to. I am a visual and auditory learner, so I have my notes read out to me with software and combine this with colour-coded highlighting. Sometimes I also use movement. I try to recall information as I run and so every run is a mini revision session.

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Mnemotechnics

I’ll spend time drawing arrows and making connections between different concepts. I also look for mnemotechnics to remember the content more effectively. I find writing it down and then visualising the connections between different concepts such as rules and exceptions helps massively.

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Memory tests

The revision technique that works for me is to read over my notes a few times, and then write down what I remember from memory. By doing this, I can identify any gaps in my knowledge, and spend more time concentrating on these areas. I can repeat this process and condense my notes as I go, so I only ever need to write or go over the necessary parts, which helps to jog my memory of the wider topic.

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Organising notes

I organise my notes using a tabbing system so information is easy to find. I also create spider diagrams and tables to put relevant information in chronological order. I’ll regularly test my knowledge too with past papers, practice exams and assessment questions so I can apply my knowledge and understanding of key concepts.

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View our law courses

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LPC graduates have a new way to qualify as a solicitor. Read the guide to find out how you can qualify through the SQE2 exams and QWE.

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LPC graduates have a new way to qualify as a solicitor. Read the guide to find out how you can qualify through the SQE2 exams and QWE.

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The Solicitors Regulation Authority (SRA) has opened a path for LPC graduates to qualify through a streamlined version of the SQE.

If you’re eligible to sit the LPC or are an LPC student or graduate who has not yet secured a training contract, read the article to find out how you can become a solicitor with the SQE. We’ll look at how you can qualify through the SQE, and the benefits of sitting the SQE as an LPC graduate. We’ll also help you decide whether you need an SQE preparation course.

Considering the SQE?

Can I qualify via the SQE as an LPC graduate?

Instead of having to secure a highly competitive training contract, LPC graduates can now qualify by sitting the SQE2 exams and accruing two-years of qualifying work experience (QWE).

The SQE2 is designed to assess your practical legal skills. It’s split into two sections:

SQE2 oral: This section will assess your oral legal skills such as interview, legal analysis, and advocacy.

This takes place over two half days.

SQE2 written: This section assesses your written legal skills, including case and matter analysis and legal research, writing, and drafting.

This takes place over three half days.

Learn more about the SQE

You will also have to complete two years of QWE. This involves gaining practical experience providing legal services.

Unlike a training contract, you can begin your QWE at any point in your qualification journey, and it can be split between up to four legal employers. QWE offers much more flexibility than a training contract and a wider variety of legal work counts towards this requirement.

Everything you need to know about QWE.

Do LPC graduates need to sit the SQE1?

LPC graduates do not need to sit the SQE1 exams.

The LPC requires you to pass a qualifying law degree (QLD), such as a law undergraduate degree or law conversion course (PGDL or GDL). Under the new SQE route, candidates can have a degree in any subject.

Completing a QLD ensures you have passed the core legal knowledge subjects that are tested in both the LPC and the SQE1 exams.

These foundational knowledge areas include:

Business law and practice

Property law and practice

Criminal law and practice

Dispute resolution

Will and administration of estates

Solicitors accounts

Find out more about the SQE syllabus.

Why qualify through the SQE as an LPC graduate?

As the SQE route has become more established, training contracts have become more competitive. If you have taken the LPC, then completing the SQE2 exams and QWE may provide a clearer route to qualification.

Some LPC graduates will have been working in legal roles while applying for training contracts since graduating. This work may count as QWE. If it is signed off by a solicitor in England and Wales, then these graduates will just need to complete the SQE2 exams before becoming fully qualified.

Do I need to sit the SQE2 exams if I have a training contract?

If you have passed the LPC and have a training contract, there is no reason to sit any SQE exams unless your firm advises otherwise. The LPC remains a respected route for qualifying as a solicitor and is highly regarded by law firms.

Do I need to take an SQE preparation course as an LPC graduate?

The SQE assesses candidates at the level of a day-one qualified solicitor, compared to the day-one trainee level of the LPC. This challenging level of assessment has meant that the SQE pass rates have been low compared to the LPC.

You will want to take an SQE2 preparation course to fully prepare for these rigorous exams. Taking an SQE2 preparation course can be a more affordable option too, as there are no discounts for resits. If you fail the SQE2 exams you will need to pay the full fee, so ensuring you’re well-prepared is essential.

Learn about our flexible SQE2 training options.

Final thoughts

The SQE has provided new routes to qualify as a solicitor for LPC graduates. Without having to compete for a training contract, LPC graduates can now take a streamlined version of the SQE to qualify. Many of these graduates will also have completed part of their QWE requirement since graduating.

Watch the video for BPP student Amelia’s guide for success in the SQE2 exams.

Prepare for the SQE2

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How to qualify via the SQE as an LPC graduate

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Artificial intelligence is set to change legal education and the legal profession. Read now to find out what you need to know about the law and AI.

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Artificial intelligence is set to change legal education and the legal profession. Read now to find out what you need to know about the law and AI.

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Artificial intelligence (AI) has become a trending topic. With widespread public access to powerful new tools, AI is set to change the legal profession.

As a legal education provider, we’re constantly evolving to equip students with the skills they need to succeed in their career. This includes adapting to an incorporating new technologies into training, helping to future-proof the next generation of lawyers.

In this article, we’ll explore how AI and law, and how AI is impacting legal education and the legal profession. We’ll answer frequently asked questions such as ‘what is AI in law?’ and ‘how could AI be used in law firms?’ We’ll also dive into how innovative new technologies are already being put to use.

What is AI in law?

Artificial intelligence (AI), refers to computer systems that can perform tasks which require human intelligence. This includes complex functions such as problem-solving, reasoning, and decision-making.

AI ‘learns’ behaviours by processing large amounts of data, so that it can respond in a manner that mirrors human behaviour as closely as possible. It does this by recognising patterns, and making decisions based on information it has access to.

Recent advancements in technology have led to wide public access to a variety of AI tools. AI is being used through different roles and industries to perform tasks, especially time-consuming administrative work. This is helping to improve efficiency, allowing people to focus on the more complex parts of their jobs.

In law, AI has been incorporated in various different ways to tackle time-consuming administrative tasks.

How could AI be used in law firms?

The legal profession is set to benefit from artificial intelligence.

By freeing up legal resources, AI could help make workloads and processes faster and more efficient.

In law firms, AI could be used to work on:

Drafting documents

Researching legal cases

Managing records

Anticipating opposing arguments

Predicting the outcomes of cases

These are just some of the ways AI and lawyers can work together. As the technology develops, many more parts of a lawyer’s role may change accordingly.

Helping to direct resources to where they are needed most, AI could cut down on case times, and even help improve access to justice.

How are new technologies changing legal education?

Technology is being used in a variety of positive ways.

We’ve broken down the top three ways AI and emerging technologies can help you:

Interactive virtual classrooms

Virtual classrooms allow you to easily access your learning environment, with all the resources you need. Without having to travel to university, you can learn from legal experts anywhere you have an internet connection.

This provides opportunities for students who are unable to learn on a traditional course schedule. Those not able to travel, or that have responsibilities limiting their availability, now have a way to access the legal profession.

In the future, augmented reality technologies, powered by AI, could play a role in simulating legal environments. Students could practice client interviews by engaging with AI chatbots, or deliver advocacy to a virtual reality courtroom.

Interested in how virtual learning environments work?

Find out more

AI machine learning

AI can help make sure you have the knowledge you need to succeed in your assessments.

BPP Adapt uses machine learning to measure your strengths and identify focus areas to improve your knowledge. By prompting you with regular tests and quizzes, the system creates personalised learning pathways, making your revision simple.

Adapt also helps tutors see where they can best support you. By sharing data from Adapt, you can make the best use of one-to-one time with your tutor, allowing them to guide you on any areas and concepts you’re struggling with.

This is particularly helpful for courses such as the SQE, with large amounts of content for students to learn. BPP Adapt breaks down the module into bite-sized chucks, making sure you have fully understood each part of the course.

The impact of this technology is clear from the consistently high SQE pass rates.

New skills for legal professionals

AI is also changing what skills lawyers of the future need.

New skills are necessary to make sure you’re able to make the best use of emerging technologies. For example, if AI can eliminate manual research methods, then legal research courses will need to help students make the best use of these tools.

What is the impact of AI in law?

As the legal and ethical implications of AI become clear, legislation around its use may become an important ground for change in the future.

Using AI for legal documents, for example, could raise concerns about AI’s ability to fully understand and apply the law. If AI takes on responsibility for something as important as justice and legal procedure, there will need to be guidelines regulating its use.

Final thoughts

While the full potential of AI is yet to be seen, it is clear that it make a huge impact on the legal profession.

Looking at the content, delivery, assessment, and accessibility of legal education, the transformative impact of AI and technology is clear. Gaining a good grasp of this technology will ensure that you’re well-prepared for a career in practice.

View postgraduate law courses and get ready for a life in practice.

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AI in Law: technology in legal education and the profession

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BPP Education Group, a global leader in professional and vocational education announces an investment and partnership with UK education technology business xUnlocked, operators of Sustainability Unlocked and Finance Unlocked.

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BPP Education Group, a global leader in professional and vocational education announces an investment and partnership with UK education technology business xUnlocked, operators of Sustainability Unlocked and Finance Unlocked.

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BPP Education Group, a global leader in professional and vocational education announces £5M investment and partnership with UK education technology business xUnlocked, operators of Sustainability Unlocked and Finance Unlocked.

BPP’s investment will allow xUnlocked to fast-track their growth including the recent launch of Sustainability Unlocked and invest further in quality customer experiences. It will enable the business to expand its suite of specialised on-demand video education platforms and provide wider specialist training beyond sustainability and finance.

Formerly known as Finance Unlocked, xUnlocked was founded in 2017 by Henry White and Robert Ellison. The Company launched its second platform, Sustainability Unlocked in November 2021. This was in rapid response to a growing and urgent need for business training in sustainability, a move aligned with its own B corp status. 100,000 learners utilise xUnlocked across a global client base including Santander, The London Stock Exchange, Airbus, GSK, Oxford Said Business School, and Royal Bank of Canada.

Graham Gaddes, BPP CEO, commented, “The investment in and partnership with xUnlocked introduces a new vertical of programmes into the BPP portfolio. We are seeing an ever-increasing demand from our clients and customers who want to expand their skills in ESG and Sustainability. The partnership will allow our customers to access market leading programmes to deliver up-to-date insight with high-end video and a cutting-edge learning platform. The highly experienced team at xUnlocked are a great cultural fit for BPP and we look forward to welcoming them into the BPP Education Group.”

"We've always been driven by our mission to redefine professional education," says Henry White, CEO of xUnlocked. "This investment and partnership with one of the most prominent and successful education institutions in the UK will allow us to accelerate our mission. Together, we will be introducing more specialised premium platforms to serve a greater audience of professional learners.”

xUnlocked has grown significantly since its launch (350% average annual growth rate) and the unique quality of xUnlocked's service lies in its proprietary technology platform and in-house course production standards. Each course is curated and filmed in partnership with a panel of over 200 globally renowned experts including Nobel Laureates, influential scientists, and industry leaders. To further enhance the learning experience, courses are enriched with captivating footage, impactful animations, and interactive features, leading to a 93% average video completion rate.

BPP’s investment in xUnlocked is rooted in collaboration, aligning the significant ambitions of both parties, and accelerating a joint vision to redefine professional education. Henry and Rob are joined on the xUnlocked leadership team by Prasad Gollakota (Chief Content Officer), Ciaran Rooney (Chief Technology Officer), and Daisy Meakin (Chief Operating Officer). For further information, visit https://xunlocked.com/, contact Gabriele Jesson (gaby@prospectsociety.com) 07768 024110 or press@xunlocked.com.

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BPP Education Group and UK Edtech scaleup xUnlocked create a powerful educational partnership with £5 million Series A investment 

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The journey to becoming a qualified barrister is full of challenges. To make things easier, experienced barrister and our expert tutor Claire Robey shares her top tips and advice for aspiring barristers.

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Want to know how you can become a qualified barrister? We asked one of our experienced tutors for their top advice and insights. Read now!

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The journey to becoming a qualified barrister is full of challenges. To make things easier, experienced barrister and our expert tutor Claire Robey shares her top tips and advice for aspiring barristers. If you’re wondering how to qualify as a barrister, this is the article for you.

Claire was called to the Bar in 2006, and her exciting and varied career in commercial law had her practising across London, the British Virgin Isles, and Hong Kong. Since 2017, Claire has been a passionate tutor on the Barrister Training Course (BTC) at BPP Bristol.

Read on as Claire shares her insights for aspiring barristers.

What is the Barrister Training Course (BTC)?

How can you best prepare to start your course?

Firstly, you can brush up on your undergraduate or law conversion course notes on basic contract, tort, and crime.

Secondly, start to change your mentality from academic to practical: thinking about things in terms of what a client wants and how to achieve their aims, rather than just what is legally interesting.

What can students do if they’re struggling or worried about falling behind?

If you’re struggling, or have any worries, there are so many avenues of support. We’re extremely understanding about how demanding the BTC is. You can speak to your subject tutors, your personal tutor, your student class rep, the learning support team, or the safeguarding team.

Our support network will work with you to put in place a learning and exam plan which works for you, and they’ll make sure you feel supported on the mental health front as well.

What opportunities are available for aspiring barristers to develop at BPP?

The BTC is a challenging course but there is time to take advantage of the wide range of development opportunities. I’d encourage everyone to take part in pro bono work with BPP’s Social Impact team, as it puts the material you’ve learnt into context, as well as being ethically important to make pro bono a part of your professional life from day one.

What is the most exciting part of starting a legal career?

Starting a legal career is incredibly exciting because of all the possibilities it offers. In the beginning, you’ll work out which areas of law interest you most and start to see the practical application of your academic legal knowledge.

The prospect of a first real court appearance is also really exciting, if nerve-wracking!

What advice would you give yourself at the start of your career?

Looking back, I wish someone had told me to put my ego to one side and to accept constructive criticism more readily. Once in practice, you’re self-employed so you need to pro-actively create your own opportunities to keep developing. Any chance to learn from someone senior – or junior – is valuable. Make the most of it.

Looking for application advice? Speak to a personal advisor!

What qualities and values do you think the best lawyers exhibit?

Strong ethics and a sense of justice

An ability to understand people

Forensic attention to detail

The capacity to handle large volumes of information

A love of the law

A quiet confidence and humility

Learn more about lawyer skills

What advice would you give to students to help them stand out when applying for mini-pupillages and pupillage?

Make sure you gain practical legal experience. Any kind of experience in handling your own cases, especially in court or before a tribunal, is great.

When describing mini-pupillages or work experience, don’t just list cases that you saw, as that tells the panel nothing about you. Instead, focus on what skills you developed during the mini-pupillage which will make you a better pupil, e.g. learning to conduct a conference with a difficult client.

In interviews, try to work out why the panel are asking a particular question and use every answer to demonstrate why you would make the ideal pupil. For example, when an interviewer asks what motivates you to be a barrister, what they really want to know is whether you have a realistic idea of life at the bar. They want to work out whether you have strong, sound motivation to handle the challenges of that lifestyle, whilst still enjoying it.

Read our pupillage guide

Final thoughts

Becoming a barrister offers a varied and rewarding career path. If you’re looking to qualify as a barrister, the BTC is a practice-focused course taught by experienced barristers and judges.

You’ll have the chance to hone your barrister skills with small classes for Advocacy and Conference, and learn in an environment that simulates a barrister’s chambers.

Become a barrister with the BTC

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How to become a barrister: advice from a BTC tutor

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The law firm application guide will help you stand out in a highly competitive environment. Read the complete guide on preparing your application.

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The law firm application guide will help you stand out in a highly competitive environment. Read the complete guide on preparing your application.

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Wondering how to get a job in law? Nailing your qualifying work experience (QWE) or training contract application is an important step towards becoming a fully qualified solicitor. With high competition for places at law firms, you’ll want to make sure your application is as strong as it can be.

Read our law firm application guide, where we break down everything you need to know about creating your application, including:

Step-by-step guide to preparing your application

Answering questions in a law firm application

How recruiters assess your answers

We’ll also point you in the direction of resources to help you supercharge your application.

Aspiring barrister? Read the pupillage guide.

How to get QWE or a training contract

To keep things simple, we’ve listed all the steps that go into creating an application.

Which law firm is right for you?

The first stage of planning your application is to decide which area of law and which law firms you’re interested in. Start by making a list, and writing what appeals to you most about each one.

To help you, reflect on your career path and connect with solicitors who can provide insights into what it’s like working in different practice areas. Be open-minded to practice areas that you haven’t previously considered, as these may present opportunities for you.

To help your research, read our blog on the practice areas of law.

Actions to take:

Consider which area of law you would like to practice in

Make a list of all the law firms you’re interested in

Decide which of these align with your value

Research the firms

This step is your opportunity to learn about the law firms  you’re interested in.

You can start by browsing legal sites such as:

Legal 500
Lawcareers.net
All About Law
Chambers and Partners
Chambers Student

You’ll find detailed profiles, as well as news relating to each firm.

Make sure you also look through the firm’s website and pay special attention to recent cases they have worked on, who works there, and their clients.

Following them on social media is also a great way to keep in the loop of recent events at that practice.

Actions to take:

Research firms on law careers websites

Find information online such as blogs and news articles about those firms

Follow them on social media platforms, including LinkedIn

“A big mistake people make is they use generic information. Legal Cheek and Chambers Student Guide are great websites, they give you a great background on things, but you can’t rely on them to be convincing as to why you want a career in law at this certain firm.”

Christian, LLM SQE1&2 student and future Walker Morris trainee

Legal networking

Networking is an important part of any application. You’ll have the opportunity to speak directly to people at the firm you’re applying to and make a personal connection.

There are many ways you can build your network, such as reaching out on LinkedIn, or attending a law fair. When networking, use your research of that law firm to ask in-depth questions and get a feel for the culture.

Looking for a chance to network? Attend a law fair.

Our law fairs attract a wide range of legal employers.

If you’re wondering what questions to ask while networking, aim to get a sense of the culture of the firm or chambers, and the previous experience of the solicitors that work there.

Actions to take:

Attend law fairs and career events

Reach out to practising solicitors on LinkedIn

“Networking with the firm is a great way to enhance your application as you will be able to ask questions and get to know members of the firm on a greater level.”

Madison, LLM LPC student and future trainee at Bates Well

Prepare your application

At this stage you will have a firm idea of the area of law you’re looking to practice in, and the law firms you’re applying to. You’re now ready to prepare your application.

You can start by reaching out to careers support. They can advise you on your application and CV, and help you develop effective interview techniques. Our Careers team are available to you as soon as you accept your offer and pay your deposit.

“Because of all the help I got from the Careers team I approached the process feeling a lot more confident and I ended up securing a training contract at my dream firm.”

Madison, LLM LPC student and future trainee at Bates Well

Watch the video to learn how our careers experts can help you secure QWE or a training contract.

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“A big mistake people make is they use generic information. Legal Cheek and Chambers Student Guide are great websites, they give you a great background on things, but you can’t rely on them to be convincing as to why you want a career in law at this certain firm.”

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Christian, LLM SQE1&2 student and future Walker Morris trainee

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Legal networking

Networking is an important part of any application. You’ll have the opportunity to speak directly to people at the firm you’re applying to and make a personal connection.

There are many ways you can build your network, such as reaching out on LinkedIn, or attending a law fair. When networking, use your research of that law firm to ask in-depth questions and get a feel for the culture.

Looking for a chance to network? Attend a law fair.

Our law fairs attract a wide range of legal employers.

If you’re wondering what questions to ask while networking, aim to get a sense of the culture of the firm or chambers, and the previous experience of the solicitors that work there.

Actions to take:

Attend law fairs and career events

Reach out to practising solicitors on LinkedIn

Gain practical experience

You will also want to gain as much experience as possible in the area of law you’re looking to practice in.

Law firms will be looking for evidence that you are confident in applying your knowledge and skills in a practice environment. Showing how you’ve developed during your experiences on a vacation scheme, or pro bono project will help you stand out.

If you’re interested in pro bono, our award-winning Social Impact team run pro bono projects throughout the year.

Watch the video to find out the key skills pro bono develops.

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“Networking with the firm is a great way to enhance your application as you will be able to ask questions and get to know members of the firm on a greater level.”

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Madison, LLM LPC student and future trainee at Bates Well

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Madison, LLM LPC student and future trainee at Bates Well

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Prepare your application

At this stage you will have a firm idea of the area of law you’re looking to practice in, and the law firms you’re applying to. You’re now ready to prepare your application.

You can start by reaching out to careers support. They can advise you on your application and CV, and help you develop effective interview techniques. Our Careers team are available to you as soon as you accept your offer and pay your deposit.

“Because of all the help I got from the Careers team I approached the process feeling a lot more confident and I ended up securing a training contract at my dream firm.”

Madison, LLM LPC student and future trainee at Bates Well

Watch the video to learn how our careers experts can help you secure QWE or a training contract.

Gain practical experience

You will also want to gain as much experience as possible in the area of law you’re looking to practice in.

Law firms will be looking for evidence that you are confident in applying your knowledge and skills in a practice environment. Showing how you’ve developed during your experiences on a vacation scheme, or pro bono project will help you stand out.

If you’re interested in pro bono, our award-winning Social Impact team run pro bono projects throughout the year.

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“Volunteering for the clinic has been one of the best things that I’ve done for my professional development, and that’s really because I’ve been able to work with and learn from solicitors directly.”

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Moona, Law Conversion Course (PGDL) graduate

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Moona, Law Conversion Course (PGDL) graduate

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Watch the video to find out the key skills pro bono develops.

Actions to take:

Access law careers support

Practice and get feedback on applications, interview techniques, and assessment centres

Gain experience through vacation schemes and pro bono

How to answer questions in a law firm application

Below, we’ve provided some tips on how to answer law firm interview questions.

Why are you interested in a career as a commercial solicitor?

We’ve used the example of a commercial law application, but this question could equally apply to any of the practice areas.

The recruiter is looking for you to explain exactly what made you decide to pursue a career in this field. This is an opportunity to talk about why you’re passionate about law. What about the work of a commercial solicitor is compelling to you, and what makes you an ideal candidate for a career in this area of law?

You can talk about any experience you have in this practice area, and how that has influenced you. You may also have someone who has inspired your decision to pursue this area of law. These will help make your answer compelling and personal.

Make sure to be specific. Use examples and make it clear why they’re important!

Why this law firm?

This is your chance to talk about what draws you to the law firm.

Talk about people you have met from the firm at networking events, and any experience you have with that employer, such as vacation schemes.

You’ll also want to talk about the work of the firm, the practice areas they specialise in, and the clients they work with. Align what makes that employer unique to what makes you the ideal candidate to begin your career there.

Some other points to consider are:

The size of the firm, the location, and whether they operate internationally

Work culture, values, and mission statement

Training they offer

Awards and accolades

Awareness question

You will need to demonstrate your awareness of the field of law you’re looking to practice in.

Look at the sectors that the firm works closely with. Think of some of the biggest issues facing industries in that sector and look through media outlets to gain an understanding of those issues.

With each story, think about:

What is the issue?

Provide a brief summary to show your awareness. A common mistake for candidates is to summarise an article they have read on the issue, without analysing it.

Why is it happening?

This is where you start to show your analysis. What are the key factors that have led to the issue?

Who does it affect?

Identify the key stakeholders, including industries, businesses, and clients.

What are the implications?

This is the important part of the analysis. You can use the acronym PESTLE (political, economical, social, technological, legal, environmental) to guide you. Picking two or three of these factors to mention will provide structure to your response.

How will this affect the law firm?

The issue should always be linked back to the firm.

What solutions do you have?

To think like a solicitor, you should aim to provide potential solutions to the issue. This will help demonstrate your creativity, and a problem-solving mindset you can bring to the firm.

Interested in a career in commercial law? Read our guide on developing commercial awareness.

What qualities do you have that will make you a successful solicitor?

This is your chance to talk about what you can bring to the firm.

Aim to identify three to four key qualities you have that align with what the employer is looking for. Evidence each point with an example of when you have applied that quality and explain why it will help you become a successful  solicitor.

Some common examples of qualities that law firms look for are:

Collaboration

Communication

Detail-orientation

Problem-solving

Emotional intelligence

Resilience

Innovation

Creativity

How do law firms assess your answers?

Law firms are looking to see that you can provide constructive responses to the questions.

They want to see that you are a ‘do-er’.

When answering law firm questions, keep in mind the STAR (situation, task, action, results) technique.

Your response should focus on each part of the acronym with the following weighting:

Situation (10%)

Task (10%)

Action (70%)

Result (10%)

Top-performing candidates will put the most emphasis on their actions when answering the question.

Final thoughts

Law firm applications can be tricky. When it comes to your application, make use of all the resources available to you. Building your network, going to events, and working closely with careers support to hone your application will help make you successful.

Learn more about creating a successful law firm application by attending an event.

Become a solicitor

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Read the pupillage application guide for expert tips on becoming a barrister, including expert advice and insights from BPP alumni and pupil barrister.

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Read the pupillage application guide for expert tips on becoming a barrister, including expert advice and insights from BPP alumni and pupil barrister.

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If you want to become a barrister, you’ll need to undertake a period of training known as pupillage. Once you’ve completed the Barrister Training Course (BTC), you’ll be ready to immerse yourself in on-the-job training supervised by experienced barristers.

Everything you need to know about pupillage.

If you’ve previously completed a mini-pupillage, you’ll have an idea of what to expect. Pupillage is usually completed in chambers, but it can be undertaken at an employed bar organisation like a law firm, the Government Legal Department, or the Crown Prosecution Service.

Attaining pupillage is very competitive. If you’re wondering how to get pupillage, we’ve created this guide to help you make your application stand out.

We’ve also included some top tips and advice from BPP alumni and future 5 Essex Chambers pupil Kieron Spoors.

We’ll cover everything you need to know, including:

How to choose which barristers’ chambers to apply for

How to create your pupillage application CV and cover letter

How to create a pupillage application

How to prepare for a pupillage interview

Read on for a step-by-step guide that will get you ready to apply for pupillage.

Aspiring solicitor? Read our law firm application guide.

How to research barristers’ chambers

You should thoroughly research the chambers you’re applying to.

While researching, aim to:

Be familiar with the types of law they practise

Profile the barristers that work there and their background

Read any recent news about the chambers to round out your contextual knowledge

Using sites such as Legal Cheek, Legal 500, and Chambers Student will help you carry out your initial research. For more in-depth and interactive research, you should:

Look through the chamber’s website

Attend pupillage fairs

Use LinkedIn to follow the chambers and connect with practising barristers

Watch the video to find out what it’s like to attend an online pupillage fair.

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Book an upcoming pupillage fair

“A piece of advice about research: record it. I created a Word document that tracked the websites I visited and the notes I took during pupillage events. Doing this will make it easier for you when you’re completing the application form and preparing for interviews.”

Which chambers is right for you?

If you’re not sure where to start when it comes to deciding which chambers is for you, then begin by thinking about two factors:

Location: where would you like to begin your law career? While many barristers’ chambers are in London, you’ll find regional sets across the country.

Law practice area: think about what field of law you would like to practise in, and see which chambers specialise in this field. If you need some help deciding on a practice area, read our guide.

Creating your CV and cover letter for a pupillage application

When deciding on what to put on your CV, prioritise what will help you demonstrate why you’re going to make a great barrister.

You can start by breaking down the skills you need to become a barrister, including:

Oral advocacy

Written advocacy

Attention to detail

Problem solving and creativity

Read our barrister vs solicitor guide to see more skills you’ll need.

Next, think about experiences you’ve had, and how they have helped you develop and demonstrate each skill. Make sure you know your CV back to front and be prepared to speak about your experience and skills in the pupillage interview.

Not sure what to write about? Undertaking pro bono, work experience and mini-pupillages are all great ways of building your CV with evidence of your potential as a future barrister.

Pupillage application cover letter

If you’re submitting your application outside of the pupillage gateway, you will also need to write a cover letter.

You can follow this formula for constructing a great cover letter:

Begin with a short introduction, including your purpose for writing (100 words).

Next, a paragraph about why you want to practise law, and why you want to become a barrister (200 words).

Follow this with your reasons for applying to the chambers, this is where your detailed research can come into play (200 words).

Finish with what you can bring to the chambers, what makes you stand out, and your skills (200 words).

How to write a pupillage application

Once you know what area you’re looking to practise in, have a shortlist of chambers, and have crafted your CV, you’re ready to begin your application.

When writing your application, make sure you take an evidence-based approach.

“The application is a piece of written advocacy and your first opportunity to showcase who you are and explain why chambers should consider you. It is not just what you say and how you say it. For each question, like any case, you need evidence and structure.”

Answering questions on a pupillage application

Many applicants struggle with open-ended questions on their application.

You may be asked questions such as:

What makes a good advocate?

Why this chambers?

While these may appear to be simple questions, they are not easy to answer. Be prepared to write multiple drafts before you find an answer you’re happy with.

Make sure you answer honestly and concisely. You should aim not to use long sentences when you can get the point across with fewer words.

If you’re struggling, use the rule of three technique:

“When answering open-ended questions, you can adopt the ‘power of three’, where you give three reasons and explain each but don’t feel bound by needing three points. Whichever way you structure your answer, back up everything you say with evidence.”

How to prepare for a pupillage interview

To help get you ready for your interview, we’ll run through some key tips to keep in mind when preparing. We’ve also included some pupillage interview example questions.

“The natural temptation is to think you need to rush out an answer straight away. Don’t! Just remember these three steps: Listen, Think, Respond.”

Know your application

You should make sure that you memorise your application and CV back to front. Interviewers will often start with questions based around your skills and experience. They may also want to discuss your academic history, as well as any extra-curricular activities you’ve taken part in.

Example questions:

Talk through your relevant experience

Were you in any societies at university?

What modules did you enjoy studying at university?

Advocate your opinions

The panel will want to test your advocacy skills by seeing if you can articulate an argument under pressure. Think about each question carefully and take time before responding to present a considered argument.

If it helps, make notes on a pad as the interviewer says the question.

“Firstly, listen carefully to the question. It might be worth writing it down. If you need the question clarified, don’t hesitate to ask. Next, take some time to think about your answers. Don’t be worried about asking the panel for a moment to gather your thoughts. The panel will understand that you are nervous, and they want you to do well in the interview. Use it to jot down and structure your thoughts on paper.”

During your interview, expect the panel to challenge you on your points, and be prepared to defend your arguments. Stay calm and use reasoned, well-balanced arguments to avoid being caught out.

Example questions:

What current law cases have caught your attention, and why?

What area of law interests you the most?

Do you agree with the death penalty?

Read our advocacy skills guide.

Prepare to prove your enthusiasm

The pupillage interview is an opportunity for you to prove why you want a career in law.

Prove your motivation by demonstrating your personal experience and aspirations. You can stand out by discussing how pro bono or mini-pupillage has developed you as an aspiring barrister, and any practising barristers that have inspired you.

Demonstrate what sparked your enthusiasm for the profession, and link this with the culture of the chambers you are applying for, as well as any relevant skills and attributes you have.

Reach out for help

There are resources and people out there ready to help you through the process.

Firstly, there will be many aspiring barristers who will be in the same position as you. Working together to practise interview techniques and crafting applications is a productive way to keep yourself motivated.

Careers services are also available to give expert advice on your application and CV, and to prepare you with mock interviews. Our Careers team are available to you from the moment you accept your offer and pay your deposit.

“You can talk to pupils and tenants, the people who have been through the process. I went to several of my friends who were barristers or had pupillage coming up for advice or their thoughts about drafts of my application form. I even reach out, via LinkedIn, to pupils and junior tenants at chambers to ask about the kind of work they do. It takes confidence to reach out, but many will be delighted to help if you ask.”

Look after yourself

Your health comes first. Applying for pupillage is a process, and throughout there will be rejections and moments where you have to pick yourself back up and try again.

Make sure you find time for hobbies, exercise, and relaxation. By looking after yourself, you will make your application better too.

“Look after yourself and your mental health. The application process can be long and, at times, tedious. Look after yourself by taking breaks and doing something fun (for me, that was learning Scottish dancing). Be there for your friends who are also applying for pupillage. When you do apply for pupillage, go into it with a healthy mindset. Be determined to give yourself the best chance of success while also trying to enjoy the process and learn lessons should you need to apply again.”

Final thoughts

Remember, don’t take rejections personally. Pupillages are extremely competitive, and you should prepare to move on to the next opportunity with a positive mindset if you’re unsuccessful at first.

“Many barristers got pupillage after multiple attempts. Mary Prior KC pointed out that at the Bar, no one will ask you how many times it took. You will become a barrister, and you will deserve to be one. Your best is yet to come.”

Become a barrister

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Wondering what it’s like to study the barrister training course? We asked one of our students to share their experience starting barrister training. Read now!

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Wondering what it’s like to study the barrister training course? We asked one of our students to share their experience starting barrister training. Read now!

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Not sure what to expect from the Barrister Training Course (BTC)?

Starting the BTC is an exciting step towards a rewarding career at the bar. If you’re looking to become a barrister and are wondering what this vocational stage of training is like, this guide is for you.

Read on as BPP student Carla Fischer reflects on her first week on the BTC.

Read our top tips from a BTC tutor.

Learning to use online systems

In the first week, I took some time to familiarise myself with the online systems, such as the Virtual Chambers and BPP Adapt. We were told during classes that these would be important for our learning and exam preparation. I decided to start my preparation for each course on Adapt where the slides present learning materials in a clear and comprehensive way. I also find the multiple-choice questions at the end of each element helpful in revising what I have just learned.

Meeting the Social Impact team (pro bono) and Careers team

During the induction lunch, I had the opportunity to meet members from the Careers and Social Impact teams. The Careers team was particularly supportive on questions about employability, and I recommend looking to the online appointment booking system on the BPP Futures site for personalised meetings with a member of the Careers team. They explained that they offer a variety of services including checking CVs, giving feedback on applications such as scholarships and pupillage, and providing mock interviews.

The Social Impact team explained the different pro bono programmes students can get involved in, such as Streetlaw, Clinics, and the Human Rights blogs. They also talked to us about the different skills that the programmes help you develop. You can volunteer for pro bono projects through the BPP Futures website.

Bar Standards Board syllabus and the White Book

The Bar Standards Board (BSB) syllabus and White Book were provided to us as hard copies by BPP. As the BSB syllabus forms the basis of the civil litigation and evidence exam, I spent some time looking through which areas of the White Book and the civil procedure rules I need to focus on and compared this with the Adapt learning materials.

Visiting the library

On my second day, I visited the library on the BPP Holborn campus and had a short tour of the facilities by the library team. I was able to find spaces within the library for quiet study, and a room where I could collaborate with classmates. The library team also showed me where to find books I needed for research and how to access platforms such as Westlaw through their online catalogue. I was also happy to learn that we get £25 free printing credit which helps greatly as I will regularly print the texts for oral presentations in the submission advocacy course.

Forming a study group

I decided to form a study group with students from my BTC group. Throughout the first week of classes, I realised that the in-class discussions with classmates greatly helped me understand the materials better and that I would benefit from weekly meetings after class to go over the materials and address any outstanding questions. I found a group of students who were also looking to learn in small groups, and these meetings will prepare me well for the upcoming exams.

Become a barrister with the BTC.

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My first week on the Barrister Training Course (BTC)

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Looking to qualify as a solicitor while working? Read to blog to hear how Emily Ross is gaining professional experience wile tackling the SQE exams.

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Looking to qualify as a solicitor while working? Read to blog to hear how Emily Ross is gaining professional experience wile tackling the SQE exams.

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Wondering what it’s like to work while studying for the SQE?

The SQE is a highly flexible training route, allowing you to qualify in a way that suits you. Studying while working is a great way to gain practical experience and skills in order to ace the challenging SQE exams.

Working in law while completing the SQE can help you by:

Allowing you to earn money to fund your qualification

Work towards the two-year qualifying work experience (QWE) requirement

Gain valuable experience in the profession

To give you an insight into what it’s like working while preparing for the SQE, we spoke to Emily Ross, a graduate solicitor apprentice at AstraZeneca.

Read the student’s guide to the SQE.

What is a graduate solicitor apprenticeship?

A graduate solicitor apprenticeship is a new route to qualify as a solicitor for graduates. Like a traditional apprenticeship, this route combines on-the-job learning with dedicated study days. This new pathway means that candidates can avoid having to apply for a competitive training contract.

Emily started her graduate solicitor apprenticeship in September 2021 after completing a law and politics degree.

The 30-month programme involves her working four days a week at AstraZeneca, with one day allocated to complete the SQE1&2 Preparation (Diploma). At the end of the programme, Emily will have gained a Level 7 qualification, equivalent to a Master’s degree. She will also have become a fully qualified solicitor.

Emily Ross, Graduate Solicitor Apprentice at AstraZeneca

What is your day-to-day like?

It’s hugely varied, and every day is very different. But saying that, my role within the company is to help mitigate legal risk. I work for the marketing company – we market, in the UK, the pharmaceutical products that come from the pipeline. So I undertake a lot of contract review of digital campaigns, ad boards and podcasts, for instance. I’m also involved in litigation, although I can’t speak too much about ongoing court cases, of course. I set up meetings with external counsel and help review witness statements.

What are the challenges of working while studying for the SQE?

Juggling work and study was a big one. I love to give 100% to my work, so found it quite challenging to completely detach on that one study day and not get distracted by emails coming through or what was going on at work. Another challenge was trying not to burn out. In my case, I’d just moved to London, had lots of friends here, a very busy job and the SQE demands a lot. So, managing my social, work and study life was certainly a challenge.

What are the SQE1 exams like?

With the SQE1, I would say that the BPP preparation helped me massively and put me in a very good place to sit the exam. Nonetheless, there were still a few questions in there which you couldn’t have foreseen from the specification, as it’s quite broad in scope. Some of the questions were also extremely long – so when you come across that, try not to get flustered and just remind yourself that all you have to do is read it thoroughly. Most of the hard work’s already been done by the time you approach the exam, so what’s important is to keep calm and go over the things that you don’t know too well. You’ll be surprised at how much your brain can hold and recall during the exam, even if it’s been a few weeks since you last revised that topic.

What are the SQE2 exams like?

For SQE2, practise was the most important thing. With BPP, we sat a lot of mocks in the weeks leading up to the exams. The key thing on this exam is being confident in the skills tested. Even if on the day you blank on the law, having those skills down will help get your mark up. I found myself recording myself speaking and asking colleagues at work to pretend to be clients to practise the exercises in the past papers.

How did you balance studying for the SQE while working?

On study days, what I did was to try and tackle topics I struggled with early on in the day when my mind was fresh. My attention span is generally better in the morning, and it’s quite nice to be able to say that by lunchtime, you’ve done the hard work for the day. I also reached out to BPP tutors and attended any extra study sessions that were running for my problem topics.

What part of the SQE did you enjoy?

During the SQE2, I quite enjoyed being able to showcase my flair, something which you don’t get the opportunity to do with the MCQs on the SQE1. That was quite rewarding. Moreover, having done numerous interviews during my time at AstraZeneca, it was definitely the more relatable component.

What advice would you give to anyone looking to qualify through the SQE?

Practise, practise, practise. In the days before the exams, when you’re feeling tired, just remind yourself that it’s the final stretch, and push through, you’re so close!

Final thoughts

Under the new SQE route to qualification, you can tailor your pathway to qualification in a way that works for you. If you’re looking to work while studying for the SQE, you could become a solicitor by:

Applying for a graduate solicitor apprenticeship with an employer

Completing an SQE preparation course part-time while working in a relevant legal role

Find your SQE course.

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How to pass the SQE while working: Emily’s top tips

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BPP announce new partnership with The 5% Club

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BPP announce new partnership with The 5% Club

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With a pioneering role in shaping the future of apprenticeships, BPP Group, the UK’s largest apprenticeship training provider, today announces a new partnership with employer membership charity, The 5% Club. BPP will be the only training provider Patron on The 5% Club’s Steering Group, along with key employers.

The 5% Club is a dynamic movement of employers that are committed to earn and learn to build and develop a workforce that is part of a socially mobile, prosperous, and cohesive nation. The Club exists to support its members and all employers to further increase the number, quality and range of earn and learn opportunities across the UK.

They represent 950 organisations across the UK providing earn and learn opportunities for their workforce, and work with employers including B&Q, BUPA, Coca-Cola, KPMG, PwC, and Network Rail. The 5% Club members aspire to achieve 5% of their workforce in earn and learn positions (apprentices, sponsored students, and graduates on formalised training schemes) within five years of joining.

The partnership between BPP and The 5% Club aligns with BPP’s core values and passion for accessible skills development through “earn and learn” schemes.

BPP already work with employers to develop their workforce plans so apprenticeships benefit their business, having done this successfully for many leading organisations including KPMG, Mazars and TSB. BPP work with employers to map roles to standards and with practical application at the heart, so employees can apply what they learn in their roles from day one.

Members of The 5% Club collectively employ over 1.6 million employees and 76,000 apprentices. They have 17,000 people on graduate programmes, 8,000 sponsored students and more than 101,000 people in the workplace that have been given skills-based training opportunities.

Director of Apprenticeship Strategy and Policy, Nicki Hay MBE ,who will be a representative on the Steering Group, said: “We are delighted to be a Patron with The 5% Club, who are a highly respected organisation by government and who have influencing powers in the skills landscape.

“We look forward to being able to play an active role in all of The 5% Club events, access and hold events targeting particular employers, offering support and providing solutions on workforce planning and people development. BPP is extremely excited to become the first Training Provider Patron, this will allow us to work alongside the other Patrons to help support and steer the direction of The 5% Club in meetings its ambitions”

Mark Cameron OBE, CEO of The 5% Club said "We are delighted to welcome BPP as our latest Patron member. Patrons are essential to the success of The 5% Club, contributing to the leadership and critical thinking that are so important to our movement. BPP will not only bring the crucial training provider perspective but also a wealth of knowledge and experience of the apprenticeship landscape. It is fantastic that BPP has decided to become a Patron and are clearly so passionate about our cause. The BPP business, so skilfully represented by Director of Apprenticeship Strategy and Policy Nichola Hay MBE on our Steering Group, is clearly driven to make the difference and to help address some of the challenges within our society, which is so important in these uncertain times.”

For more information on The 5% Club please visit https://www.5percentclub.org.uk/

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BPP announce new partnership with The 5% Club

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What is pupillage really like? Read the blog to find out pupil barrister Emily’s insights and tips from her first week of pupillage.

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What is pupillage really like? Read the blog to find out pupil barrister Emily’s insights and tips from her first week of pupillage.

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What is pupillage really like? Read the blog to find out pupil barrister Emily’s insights and tips from her first week of pupillage.

Starting your dream career can be daunting, and you’ll need to be as prepared as you can be for the first week of pupillage. To help out, we spoke to BPP alumni and pupil barrister Emily Andrew to find out everything she learned from her first week.

What is pupillage?

After graduating from the Barrister Training Course (BTC), Emily began her pupillage with the Crown Prosecution Service (CPS). We asked Emily to share her insights and top tips on starting pupillage, including what surprised her most about the Bar, and how she overcame her biggest challenges.

Looking to become a barrister? Find out what it takes.

What types of work did you do in your first week?

My first day was almost entirely an induction. I met my co-pupils, who were all so lovely, my manager, and my supervisor. I was also given a tour and set up on the IT systems.

On the second day, I started the day by attending a Cloud Video Platform (CVP) court hearing, and then had some e-learning in the afternoon. This was a great, gentle introduction to the week. I also had a catch-up meeting with my line manager, setting out the week ahead.

In the first full week of pupillage, I was all over the place! I attended two different courts for a variety of hearings, including Plea and Trial Preparation Hearings (PTPH), bail applications and variations, and Committal for Sentence and mentions. I also went to London for a nationwide induction day with all of the Crown Prosecution Service pupils across the country.

I was asked to consider grounds to oppose bail for a bail application. This involved drafting a set of 10 agreed facts and a skeleton argument. While scary at first, I did it and received really positive and constructive feedback.

What was something that surprised you about the Bar?

There were several things that surprised me about the Bar in my first week. The biggest surprise has to be how friendly everyone is. I knew that the Bar was a tight-knit profession, but I didn’t expect everyone to be as friendly and helpful as they were.

On my first day at court, I was without my supervisor due to train strikes. No one batted an eyelid, and two incredible barristers offered their support and guidance for the day. They both also reached out on LinkedIn afterwards, offering further support. The level of respect barristers give you as a pupil is so comforting, and gives me a real sense of belonging.

What was the biggest challenge in your first week and how did you overcome it?

The biggest challenge I have faced so far was also the most unexpected: travel. As a circuit pupil, none of the courts are close together, nor are they close to where I live. This has meant an hour and a half drive to work, followed by a full court day, and an hour and a half drive home. I knew this would be a challenge when I started pupillage, but I did not expect it to have such an impact on me!

I have done a few things to help with the tiredness I feel from travelling. I always pack lunch and pick my outfit the night before. This enables a more relaxed morning and a little extra sleep!

Did you have a sense of imposter syndrome and how did you overcome it?

I absolutely had a sense of imposter syndrome, especially before starting. I knew that there were four of us starting at my office, they were a few years older than me and had significant legal experience before commencing pupillage.

I was really worried about not belonging, or not finding friendships with my co-pupils due to the significant differences in age and experience.

However, I could not have been more wrong. All of my co-pupils are lovely. They are so supportive, and kind, and treat me no different to anyone else. We have a good laugh together – something you need in this job!

To overcome my imposter syndrome, I went in on my first day actively deciding just to be myself. And it worked I got on so well with everyone straight away. I’m not sure I have fully overcome my imposter syndrome, but being treated completely equally to everyone else has made a huge difference!

What are you looking forward to over the next 12 months of pupillage?

12 months seems like a long-time away, and I am looking forward to so many things!

In the first six months, I am so excited to learn absolutely everything I can from anyone I can. As well as my amazing supervisor, I have two secondments, one to chambers, and one to a different team in my office. I am really excited about both opportunities to learn from some incredible advocates. I am also looking forward to developing my relationship with my co-pupils and supervisor. I get on really well with both, and I am looking forward to seeing our relationships continue to develop.

In my second six, I am excited to develop the skills I learned on the BTC and also the skills I will develop over the next six months. I’m looking forward to forging my own relationships with other barristers, solicitors, judges, and court staff. I am also looking forward to putting what I have been learning for the last six years into practice – the hard work is finally paying off!

Final thoughts

If you’re looking to become a barrister and apply for pupillage, read our application guide with more top tips from BPP alumni and future pupil barrister Kieron Spoors. If you have any questions about how to become a barrister, you can contact a friendly BPP adviser.

Ready for a career at the Bar?

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What’s the first week of pupillage like?

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BPP Education Group won two gongs at the prestigious 2024 FE Week and AELP AAC Apprenticeship Awards, scooping the Legal, Finance and Accounting Apprenticeship Provider of the Year Award and the top Apprenticeship Provider of the Year Award.

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BPP Education Group won two gongs at the prestigious 2024 FE Week and AELP AAC Apprenticeship Awards, scooping the Legal, Finance and Accounting Apprenticeship Provider of the Year Award and the top Apprenticeship Provider of the Year Award.

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BPP Education Group won two gongs at the prestigious 2024 FE Week and AELP AAC Apprenticeship Awards, scooping the Legal, Finance and Accounting Apprenticeship Provider of the Year Award and the top Apprenticeship Provider of the Year Award.

The FE Week and AELP AAC Apprenticeship Awards are a celebration of excellence in apprenticeship delivery in the UK and provide an opportunity to give the recognition employers and providers deserve.

The leading education group, comprising three leading providers: BPP, Estio and Firebrand, was recognised for its diverse apprenticeship offering and commitment to widening access so creating a diverse pool of employable candidates. The judges were particularly impressed with the consistent, inclusive, and well-supported education experience provided, and evidence of excellent learner outcomes. They particularly commended the Ofsted and QAA-recognised Learner Support team, who are all trained Mental Health First Aiders.

BPP Education Group delivers 45 apprenticeship standards from level 2 to 7, with an average first-time pass rate of 90%, delivering training to over 31,000 learners. It sits at the forefront of apprenticeship policy and is an established trusted provider of apprenticeship training in the UK.

Representatives for BPP Education Group accepted the awards at the tenth Annual Apprenticeship Conference gala dinner on Tuesday 27 February at the International Convention Centre in Birmingham.

Commenting on the win, Director of Apprenticeship Strategy and Policy, Nicki Hay, said: “It is a privilege to be presented with both awards, and demonstrates the hard work and positive impact BPP Education Group is having on the future of our apprentices. We are delighted to be able to celebrate our apprentices and employers who have gone above and beyond in championing apprenticeships, and we are dedicated to ensuring that we continue to provide the best learner outcomes for all who choose BPP Education Group.”

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BPP Education Group announced as Apprenticeship Provider of the Year at the AAC Apprenticeship Awards 2024

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Buttercups Training Ltd. 

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Buttercups Training Ltd. 

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BPP Education Group, the global leader in professional and vocational education, is delighted to announce its acquisition of Buttercups Training Ltd.

Established in 1988 and based in Nottingham, Buttercups Training is a market-leading training provider delivering high-quality programmes to pharmacists, pharmacy technicians, and support staff working in hospitals, community pharmacy and primary care.

BPP’s acquisition will allow Buttercups Training to fast-track their growth trajectory, while further investing in quality, customer experience, and expanding its offering to serve the growing demands of front-line pharmacy staff.

Buttercups provides training using a blended-teaching strategy, covering apprenticeship programmes, professional qualifications, and professional development to community pharmacy, secondary care, primary care, healthcare, prisons, and Armed Forces.

Buttercups’ deep understanding of the sector, combined with their experienced team of professionals, has resulted in them becoming the number one training provider for the UK’s largest pharmacy groups, creating a significant impact on the UK healthcare workforce.

BPP is a leading training provider for undergraduate and postgraduate healthcare and nursing programmes, and is excited to add another discipline to its portfolio by creating a presence in the pharmacy sector.

The acquisition of Buttercups Training will help to facilitate BPP’s focus on delivering a broader portfolio of programmes to both customers and clients and provide access to a leading portfolio of professional courses and apprenticeships. This links to BPP’s future growth strategy which, with backing from their sponsor TDR Capital, looks to expand its portfolio and geographical reach with the strategic acquisition of relevant education businesses.

Graham Gaddes, BPP CEO, commented, “The acquisition of Buttercups Training introduces a new discipline into our healthcare portfolio. There is an unprecedented demand for Pharmacists and Pharmacy Technicians in the UK, and this shortfall is set to continue to increase. The acquisition of Buttercups will allow us to support their growth plans and through exceptional training programmes, focus on bridging the skills gap in the healthcare sector. This in turn builds on our vision of ‘Building Careers Through Education’. The highly experienced team at Buttercups Training are a great cultural fit for BPP, and we look forward to welcoming them into the BPP Education Group.”

Vanessa Kingsbury, founder of Buttercups Training commented, “Reflecting on the journey from its inception in 1988 to where we stand today, fills me with pride and gratitude. From a small initiative Buttercups has evolved into a beacon of excellence in the industry, impacting not just our learners, but the pharmacy sectors where they work, by setting the standard to aspire to in pharmacy training nationally.

Our success is testament to the hard work, dedication, and passion of the entire Buttercups family, our staff, our stakeholders, and every learner who believed in our mission.

I look to the future under the new stewardship of BPP Education Group with optimism and excitement. The synergy between our mission and their expertise opens unparalleled opportunities for growth, innovation, and further impact on the wonderful pharmacy workforce.

Together we are poised to address the critical-skills gap, support the evolving needs of healthcare, and foster a workforce that is not just equipped with knowledge but with innovation, resilience, and compassion to navigate the challenges of modern healthcare.

With expanded resources, our learners are set to receive an even richer learning experience that is contemporary and comprehensive.

I am profoundly grateful to everyone who has been part of our journey so far and am eager to embrace the opportunities that now lie ahead with the BPP Education Group."

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BPP Education Group announces the acquisition of Buttercups Training 