The Guidance and Ethics Committee has prepared the following brief guide to assist solicitors who train, supervise or mentor junior colleagues. It is intended as a practical reference guide only and not as a code of conduct or set of rules.

If you are a training solicitor, supervising solicitor or mentor, take some time to think about what your role really involves. You are guiding a junior solicitor / trainee through a period full of learning and growth. Ask yourself: when you were starting out, what would you have wanted from a mentor? Remember, a junior solicitor / trainee is not just extra help - they are developing into a skilled lawyer, a future senior colleague and an important part of the team. The early years of practice shape their confidence and view of the profession. Include them fully and treat them as a valued member of the firm.

Ten steps

1. Set clear expectations early: Explain the role, standards, deadlines and how their work fits into the firm. Explain what is expected of them, how things work in the firm and how their work fits into the bigger picture. Talk through standards, deadlines and how performance is assessed. Clarity from the start helps everyone feel more confident and avoids confusion later.
2. Be thoughtful with task allocation: In so far as it is possible, assign tasks that match their experience and ability, with a balance between straightforward tasks and things that stretch them a little. Explain what the task is for, what a good outcome looks like and when you expect to receive an update on the assignment. As they improve, gradually increase the complexity of the work. Clear instructions and realistic deadlines go a long way.
3. Give regular, practical feedback: Check in regularly and do not save everything for a formal review. Point out what they are doing well, as well as where they can improve. Be specific and constructive and create an environment where they feel comfortable asking questions. Ongoing feedback helps them learn faster and feel supported.
4. Take a mentoring approach: Share your own experiences, lessons learned and practical tips. Help them build core skills like legal writing, research and client communication. Encourage training and learning opportunities where possible — for smaller firms, this might mean attending Law Society or local Bar Association events together.
5. Stay involved, especially early on: Early on, close supervision is important. For example, if reviewing their drafts carefully, explain why you have made changes, not just what you have changed. That context is where the real learning happens. As their confidence and ability grow, you can step back and give them more independence.
6. Create a supportive work environment: Make the workplace feel welcoming and inclusive. Encourage teamwork and acknowledge their efforts. Deal with issues quickly and fairly if they arise. How junior colleagues feel about their work environment has a huge impact on motivation, confidence and performance.
7. Focus on practical skills: Hands-on training is incredibly valuable. In-office sessions, or walk-throughs of common legal processes can make a big difference. For example, running through a court appearance, client meeting or transaction in advance helps build confidence and competence. Encourage CPD and where possible, offer your own practical training sessions.
8. Help them get organised: Time management is a skill that takes time to learn. Help them figure out how to prioritise work, manage deadlines and keep files in order. Share tips, systems and tools that work for you. These habits will serve them well throughout their career.
9. Introduce client interaction gradually: Client communication is a key skill. Start by letting them observe, then gradually involve them more directly. Show them how to communicate clearly, professionally and empathetically - both in writing and in person. It is also helpful to point them towards guidance like the Solicitors Guide to Professional Conduct.
10. Check progress and set goals: Have regular check-ins to talk through how things are going. Discuss what is working, what needs improvement and where they would like to develop next. Set clear goals and revisit them over time. Regular reflection helps keep development on track and avoids surprises.