Chronic Pain
Are you ready?
From a shifting geopolitical landscape to the exponential growth in FinTech, this is a time of unprecedented change. At Linklaters, we're ready. Our people go further to support our clients, with market-leading legal insight and innovation. And we go further for each other, too. We're people you want to work with, generous with our time and ready to help. So no matter what the future holds, with us you'll be one step ahead. Great change is here, and we make sure you're ready.
United, not uniform
People, not offices, define a global organisation.
Our focus is on attracting, recruiting and retaining the very best talent from all walks of life, regardless of background. And we nurture a working environment where difference is valued.
Why do we do this?
Not just to reflect the diversity of the communities in which we operate, but to foster an environment that reduces ‘groupthink’ – the phenomenon of everybody thinking and acting the same because they’re from similar backgrounds.
We seek to deliver the most innovative, effective and relevant solutions to our clients’ greatest business challenges. Diversity is the key to unleashing the creativity we need to meet those challenges head-on.
We want to harness the energy and inspiration that comes from a diversity of thought, because it’s this that will help us to remain agile and stay one step ahead in an ever-changing environment.
And that’s why we’re proud to be an equal opportunities employer.
What does this mean?
Simply put, we won’t tolerate discrimination in any guise.
As a first step, however, we recruit people on merit – irrespective of gender, race or ethnicity, age, religion, marital status, sexual orientation, disability or socioeconomic background.
Our selection criteria and tests simply focus on your ability to do the job. And our colleagues who are responsible for recruitment are trained to understand and challenge bias.
We actively support candidates and colleagues from diverse backgrounds, investing in schemes that level the playing field and give everyone an equal access to a career with us. We’re delighted to have been named a Top 20 Social Mobility Index firm in the UK, a Top 50 Employer for Women by The Times and Opportunity Now, a Stonewall Top 100 Employer – and we’re thrilled to be the first firm to achieve the National Equality Standard.
As an additional step, we try to ensure that everyone who joins the firm is able to bring their whole self to work and we support this by ensuring that our people learn about the experiences that may influence others’ differing outlook or approach. That’s why, here in the UK, we run ten diversity networks for all our people.
Thinking about applying for a role with us but would like to talk to someone from the firm about an aspect of diversity which is important to you? Get in touch with us by email to arrange a chat.
Do you have a disability that requires reasonable adjustments to be made as part of the selection process? We understand this is personal and complex. Please talk to the recruitment contact who invited you to meet us, so we can make the changes you require in plenty of time.
If you’d like to know more, you can view our diversity statistics here:
Being a leader in Diversity and Inclusion is an integral part of our strategy and vision. As a responsible business, it is important that we represent the diversity of our people, our clients and our communities.
We know that diversity makes us a better law firm and helps us attract the best talent, drive innovation with diversity of thought, and deliver the best experience to everyone who comes into contact with us.
We want to be known as the ‘best in class’ firm for Diversity & Inclusion – a diverse and inclusive workplace where everyone feels they belong, and diversity is celebrated. Learn more about our approach to diversity and inclusion here.
MyPlus Recruiters' Club Most Powerful Personal Story Award - James Phoenix
Stonewall Top 100 Employer LGBTI
Times Top 50 Employer for Women (fifth consecutive year)
HR in Law Award: Best HR innovation Through Technology - The Jam
HR in Law Awards: Excellence in Equality and Inclusion
HR in Law Awards: Best Health and Wellbeing Initiative
Responsible Business Awards: Big Tick in the inspiring young talent category
Chronic Pain
Summer Vacation Scheme
Our Summer Vacation Schemes are designed for penultimate-year, final-year, postgraduates and graduates studying Law and non-law subjects at UK and Irish universities. We pay our vacation scheme students £400 per week during the schemes.
Intake: June and July
Length: Four weeks
Winter & Spring Vacation Scheme
Our two-week Winter and Spring Vacation Schemes are open to penultimate-year, final-year, postgraduates and graduates (Law and non-law subjects). We pay our vacation scheme students £400 per week during the schemes.
Intake: December and April
Length: Two weeks
Training Contract
The Training Contract comprises four seats of six months each. This is so you have sufficient time to develop your skills and expertise in a particular area and to experience different stages of transactions.
Intake: March and September
Length: Two Years
Demonstrate your understanding of the differences
Demonstrating your understanding of the differences between commercial and other areas of law. Having a good understanding of the business world and the issues affecting the firm and our clients
Show your research on the firm
Showing your research on the firm, and highlighting what it is about it that attracts you and what makes it different from others
Think about what sets you apart
Thinking about what sets you apart from other applicants and do not be afraid to sell yourself, so use a range of examples to highlight your skills and achievements
If you consider yourself to have a disability you should feel confident to disclose this at any point during the recruitment process. There may not be the need to disclose your actual disability as long as we can provide the right level of support based on the information you give us. If you are not sure what adjustments you require, or if they are needed, we will work with you to establish the most suitable adjustments at each stage of the recruitment process and beyond
Where necessary the HR department may refer you to Occupational Health or the Health and Safety team who work closely to identify any adjustments required for each individual and will endeavour to ensure that any reasonable adjustments are made to meet your needs.
Both our Occupational Health and Health & Safety functions operate an ‘open door’ policy whereby any of our employees can speak to a member of the team and discuss any concerns that they may have. If there is anything further needed, they will liaise with the relevant HR contact and the individual to arrange any reasonable adjustments. We also have GPs available onsite for further support who are able to liaise with Occupational Health/Health & Safety and/or HR with the permission of the individual.
We also have private health cover that is available to all (as a taxable benefit) which covers pre-existing medical conditions, and an Income Protection benefit that insures individuals should they become too ill to work.
Financial concerns
The cost of any reasonable adjustments required for you to carry out your work will be met by the firm and where necessary we are able to investigate if an individual is entitled to additional financial support by external organisations.
Adjustments
There are a number of adjustments that can be made to meet each individuals needs. We work to best practice by offering workstation assessments for staff to ensure their comfort and safety and will ensure that all reasonable adjustments are implemented.
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