For many aspiring legal professionals, the traditional route into the industry has long been clearly defined: university degree, followed by further qualifications and significant financial investment. But Greenhalgh Kerr – the leading recoveries law firm specialising in the finance, local authority and housing sectors – has been championing an alternative pathway for several years now, working in partnership with Damar Training to develop the next generation of legal talent through apprenticeships.
The question: Why apprenticeships?
When asked what first sparked Greenhalgh Kerr’s interest in bringing apprentices into the business, Kerry Wistanley, Practice Manager and Senior Associate, explained that the firm had been supporting apprentices with Damar Training for a number of years.
“We wanted a way to give structured wider learning to staff who were new to the legal industry, to supplement the specialist training we were already providing in house,” she said. Kerry emphasised that the dual nature of apprenticeships was particularly appealing to the firm. “Apprenticeships offer a chance to provide qualification opportunities to our people whilst giving them valuable hands-on experience at the same time,” she commented.
By partnering with Damar Training, Greenhalgh Kerr was able to provide structured learning that complemented their existing in-house expertise, creating a comprehensive development programme that combined theoretical knowledge with practical application in a real legal environment.
The approach: Building internal support
Implementing any new approach to talent development comes with considerations, and Kerry was candid about the factors Greenhalgh Kerr had to address before fully committing to the apprenticeship model. “Apprentices need support throughout their journey to qualification, not just from their Damar coach but internally as well,” she explained, reflecting on the need for time and resource investment from members of the wider Greenhalgh Kerr team to provide apprenticeship supervision.
Kerry shared that another of the key considerations the firm had to make was the practical challenge of ensuring apprentices can balance studies with day-to-day work. “Navigating studies and day-to-day work at the same time can be challenging so it’s important to consider who will take on that responsibility internally when apprentices do take their required off-the-job hours and training,” she said.
However, Kerry was quick to emphasise that this investment delivers significant returns. “That time investment is rewarded many times over and seeing apprentices develop is extremely rewarding,” she reflected.
This internal support structure has become a cornerstone of Greenhalgh Kerr’s apprenticeship programme, ensuring that apprentices feel valued and supported throughout their journey, while also developing the mentoring and leadership skills of more experienced team members.
The value: An unexpected recruitment advantage
One of the most significant insights Kerry shared was something the firm hadn’t anticipated when they first embarked on their apprenticeship journey. When asked what she’d learned along the way that she wished she’d known at the start, Kerry revealed a surprising benefit: “Apprenticeships are an attractive recruitment benefit!”
She further explained the unique position it gave Greenhalgh Kerr in the competitive legal recruitment market: “Apprenticeship pathways within the law industry, particularly solicitor apprenticeships, are difficult to find,” Kerry said. “As a firm who actively promotes these opportunities, we have found that we are able to attract applications from a wider spectrum of candidates from all backgrounds, who perhaps haven’t taken the traditional university route and are looking to enter the legal profession.”
The firm’s commitment to apprenticeships has become a key differentiator in their employer brand, attracting motivated individuals who are looking for practical, earn-while-you-learn opportunities in the legal sector.
The results: Impactful progression pathways
“Our paralegal apprentices have quickly become valuable members of their teams, contributing to productivity and making a real difference from early on,” Kerry explained.
But the impact extends beyond immediate productivity. Kerry highlighted the longer-term career progression that apprentices have achieved within the firm. “Many of those have progressed to the Solicitor Apprenticeship or leadership pathways internally, supervising and mentoring new recruits and directly impacting firm growth,” she said.
This progression demonstrates the sustainability of Greenhalgh Kerr’s apprenticeship model. Apprentices aren’t just filling entry-level positions; they’re developing into future leaders within the firm, creating a pipeline of talent that understands the firm’s culture, values and ways of working. Some former apprentices are now mentoring the next generation, creating a positive cycle of development and support.
“All of our apprentices are making valuable contributions that directly impact the progression of our cases to get the best result for our clients,” Kerry emphasised. Kerry then outlined an impressive range of projects that apprentices had delivered over the previous twelve months. “There have been several projects delivered by apprentices over the last 12 months, such as onboarding new clients, building networking skills, streamlining billing procedures, implementing new workflows, research projects on legislation changes and contributing to training materials for new team members.”
It’s clear that, at Greenhalgh Kerr, apprentices aren’t confined to narrow roles but are instead trusted with projects spanning client relations, process improvement, technical legal research and knowledge sharing.
Opportunity for reflection: A wider perspective
As someone who has always been a strong advocate for alternative educational pathways, having not followed the traditional university route herself, Kerry understood the value of apprenticeships from the outset.
However, she reflected that her understanding had deepened significantly through Greenhalgh Kerr’s experience. “I didn’t realise the wider benefits apprenticeships would bring to the firm and how impactful they could be in supporting staff development, retention, motivation and long-term career progression.”
This evolution in perspective speaks to the multifaceted value of apprenticeships. While the immediate benefits of developing skilled professionals are obvious, the broader organisational impacts of improved retention, enhanced motivation and stronger career pathways have proven equally valuable.
Apprenticeships have become not just a recruitment tool but a comprehensive talent management strategy that supports the firm’s long-term sustainability and growth.
The next steps: Advice for law firms
When asked what advice they would give to organisations considering taking on apprentices, Kerry’s response was unequivocal: “Go for it!”
But Kerry was also keen to emphasise the importance of choosing the right training partner. “Partner with a supportive training provider such as Damar,” she added. “Their approach gives our apprentices flexibility and structure allowing apprentices to manage their studies alongside their day-to-day role whilst receiving excellent support from their friendly approachable coaches.”
Kerry highlighted that Damar’s coaching model had been instrumental in making the apprenticeship programme work effectively at Greenhalgh Kerr. The balance of flexibility and structure meant that apprentices could integrate their learning with their work responsibilities without becoming overwhelmed.
She also pointed to the broader value of the learning Damar delivers. “The wider learning they deliver is also valuable and helps our apprentices develop good behaviours and life skills to support them throughout their career,” Kerry noted. This holistic approach to development which includes O Shaped content on the Paralegal Apprenticeship – combining technical legal knowledge with professional skills and personal development – has created well-rounded professionals who are now equipped for long-term success.
Key Takeaways
- Apprenticeships as a recruitment differentiator: In an industry where apprenticeship pathways are limited, offering these opportunities attracts diverse talent from non-traditional backgrounds, widening the talent pool and enriching organisational culture
- Internal support is essential: Success requires commitment beyond the training provider’s coaching; identifying internal mentors and creating support structures ensures apprentices can balance studies with work demands, with the time investment delivering significant returns
- Immediate and long-term impact: Apprentices contribute to productivity and client outcomes from early on, while many progress to advanced qualifications and leadership roles, creating a sustainable talent pipeline and directly supporting firm growth
- Partnership matters: Working with a supportive training provider like Damar Training is crucial to apprenticeship programme success.