Unlocking a Forgotten Talent Pool: How In-House Legal Teams Can Advance Paralegal Talent Through the SQE 

Estimates of the UK paralegal population vary widely. Public-facing sources from CILEX and legal commentators put the number at around 250,000, though definitions of “paralegal” differ and only a fraction are in structured, professionally recognised roles. Many paralegals began their careers as stepping stones toward qualification, but under the old LPC pathway, bottlenecks in training contract availability left thousands of experienced professionals without a clear route to progress. 

The introduction of the SQE changed that landscape. By shifting the emphasis from rigid training contracts to demonstrable competence, the SQE offers a more accessible, flexible, and practical pathway – one that in-house legal teams can use to retain and upskill the talent they already have. 

SQE: A Route Built for Modern Legal Careers 

Under the SQE system, aspiring solicitors can qualify by completing two years of Qualifying Work Experience (QWE), which can be gained before, during or after sitting SQE1 and SQE2. Crucially, this experience does not need to come from a law firm. It can be accrued in-house, across up to four organisations and can include placements, paralegal roles, and other work that involves providing legal services. 

For in-house teams, this deregulation removes historical barriers and makes it easier than ever to develop internal talent. Many paralegals already have the legal capability and business knowledge needed to succeed—they simply need structured support. 

Why In-House Teams Are Reconsidering the Paralegal Pathway 

Across the corporate and alternative legal services market, we’re seeing organisations embrace the SQE as part of their talent strategy. The reason is simple: paralegals already understand your business, your stakeholders, and your risk profile. When those individuals qualify through the SQE, you’re not just adding a solicitor—you’re retaining institutional knowledge and strengthening legal capability. 

In a climate of tightening budgets, developing your own talent can be both cost-effective and culturally powerful. 

Building a Successful In-House SQE Development Plan 

1. Start By Understanding Your Paralegals’ Aspirations 

Not every paralegal wants to qualify—but many do. Having open conversations about career ambitions helps you identify who is committed, who is ready, and where support is most needed. Aligning organisational strategy with personal goals creates a stronger sense of loyalty and purpose. 

2. Consider Your Support Offering: Funding Is Only One Piece of the Puzzle 

While full funding isn’t always easy, especially in budget-constrained departments, support can take multiple forms: 

✔ Study Leave & Flexible Working 

Study leave or temporary flexibility remains important—BARBRI’s flexible prep courses typically require around 10-12 hours per week. However, this is only one part of an effective support package. 

✔ Competency Development Planning 

QWE must allow candidates to develop solicitor-level competencies. Employers can support this by: 

• Mapping paralegal roles and tasks against the SRA’s solicitor competency framework 

• Identifying gaps and creating targeted development plans 

• Rotating paralegals across varied work types 

• Allowing exposure to more complex or advisory tasks 

This shifts QWE from passive experience-gathering to a structured development programme. 

✔ Supervisory Support & Regular Check-Ins 

Effective QWE requires meaningful supervision. Organisations can strengthen support by: 

• Assigning supervising solicitors for shadowing and feedback 

• Scheduling developmental check-ins 

• Reviewing drafting, research, and advisory work 

• Encouraging reflective learning 

This ensures candidates grow in line with both individual and organisational needs. 

✔ Formalising QWE Logging Processes 

Many teams benefit from clear internal frameworks for capturing QWE: 

• Standardised templates for recording QWE 

• Quarterly QWE review sessions 

• A designated QWE “sign-off lead” 

• Legal operations involvement to ensure consistency 

This makes the process more transparent and robust and ensures that QWE is an impactful exercise. 

✔ Skills & Behavioural Support 

SQE success depends on more than black-letter law. Candidates need strong behavioural and professional skills, including: 

• Time management and organisation 

• Effective exam strategy 

• Professional communication and drafting 

• Resilience, confidence, and decision-making under pressure 

BARBRI’s SQE Prep Courses embed many of these elements into the learning journey—through structured study plans, personalised support, skills workshops, and practice assessments that build exam technique and confidence. We also offer a range of soft-skills training to boost the SQE learnings that candidates can build on in their professional journeys. 

Employers can amplify this by: 

• Reinforcing time-management expectations internally 

• Providing opportunities to practise new skills in real work 

• Encouraging participation in BARBRI support touchpoints 

• Pairing candidates with mentors who can contextualise what they’re learning 

• Building space for reflective practice within the work environment 

Together, high-quality external preparation and an enabling internal environment form a powerful combination. 

3. Build Retention into Your Policy Framework 

If your organisation invests time, flexibility, or financial support into SQE development, it’s reasonable to expect a level of commitment in return. Many organisations implement: 

• Minimum service periods after completion 

• Sliding-scale repayment clauses for funded routes 

• Clear expectations around post-qualification progression 

These policies protect organisational investment and help ensure support goes to individuals committed to long-term careers within the team. 

A Strategic Opportunity Hiding in Plain Sight 

The paralegal population represents one of the largest untapped talent pools in the UK legal sector. Many are motivated, experienced, and eager for progression. In-house teams that embrace the SQE can unlock significant value—enhanced capability, stronger retention, reduced recruitment spend, and a more diverse pipeline of qualified talent. 

If your organisation hasn’t yet explored the SQE as part of your talent strategy, now is the ideal time. The potential impact on individuals and teams is substantial. 

If you'd like to discuss how BARBRI can support your in-house SQE strategy, our team would be happy to help if you request a call back.

Learn how we deliver skills training and professional development for In-House Legal Teams here.