What is QWE?

Qualifying Work Experience (QWE) is defined by the SRA as any experience providing legal services that enables a candidate to develop some or all of the competences required to practise as a solicitor.

To qualify, candidates must complete:

• Two years’ full-time (or equivalent) experience
• Across up to four organisations
• With sign-off by a qualified solicitor or COLP

Unlike the traditional training contract, QWE is:

• More flexible
• More accessible
• More dependent on individual responsibility

Why QWE Matters More Than You Think

Qualifying Work Experience (QWE) is more than a requirement for qualification; it is the structured record of the work you complete and the experience you build towards becoming a solicitor.

When it is properly recorded QWE helps you prepare more effectively for the SQE, gives you clearer examples to draw on in interviews, and provides a stronger way to evidence your skills and experience to future employers. It also helps you and your supervisors track development across competencies in a more structured and meaningful way.

When it is not well recorded, QWE can become fragmented and harder to make use of. This can make it more difficult to evidence your experience clearly, both at the point of qualification and as you progress in your legal career.

The three core requirements of QWE

For QWE to be valid, it must demonstrate:

1. Relevant legal work

Work must involve the provision of legal services and exposure to real legal tasks.

2. Competency development

Experience must link to the Statement of Solicitor Competence (SoSC).

3. Supervisor sign-off

A qualified solicitor must confirm:

• The time completed
• The opportunity to develop competencies
• That there are no character or suitability concerns

The real challenge: Recording QWE effectively

The main challenge is not understanding the requirements of QWE  but recording it in a way that is structured and actually useful over time. In many cases, trainees still rely on Word documents or spreadsheets, which makes it harder to keep records consistent or build a clear picture of development.

Work is often logged without being clearly linked to competencies, and reflection may be minimal rather than as part of day-to-day practice. Supervisor input can also be inconsistent or delayed reducing the value of review and feedback. Together, these issues can create avoidable risk for both candidates and firms, particularly when it comes to evidencing experience and supporting progression.

Best practice approach to QWE

1. Record work as you go

• Capture tasks regularly (ideally weekly)
• Avoid retrospective reconstruction

2. Link tasks to competencies

• Map work to the Statement of Solicitor Competence
• Focus on breadth and depth of exposure

3. Build reflection into the process

• What did you learn?
• What would you do differently?
• Where are your gaps?

4. Maintain supervisor engagement

• Regular check-ins
• Ongoing feedback
• Incremental sign-off where possible

5. Track progress over time

• Identify gaps early
• Ensure balanced development
• Avoid last-minute surprises before sign-off

QWE for firms: From compliance to competitive advantage

For firms, QWE represents a significant opportunity.

A well-managed QWE framework enables:

• Consistent trainee development
• Better visibility of performance
• Structured supervisor involvement
• Alignment with firm-specific competencies

Firms that treat QWE as a strategic process rather than an administrative task will produce stronger, more capable solicitors.

How Fresh Unity supports QWE

Fresh Unity is designed specifically to address the challenges of QWE recording, supervision and reporting.

It enables:

• Structured, intuitive QWE recording
• Automatic linking to competencies
• Simple, efficient supervisor sign-off
• Real-time progress tracking and gap analysis
• Full visibility for L&D and HR teams

Rather than managing QWE through disconnected tools, Fresh Unity provides a single, integrated system that supports candidates, supervisors, and firms alike.