Big changes are coming and whether you're a law graduate or a firm hiring early-career lawyers, they’ll likely affect you.
What’s Happening?
The NSW Legal Profession Admission Board (LPAB) recently released the results of a sweeping review into the PLT system training law graduates complete to qualify for admission.
Their conclusion? The systemno longer meets the needs of a modern legal profession.
As recruiters who sit between firms and graduates every day, this review reflects what we’ve already been hearing on the ground:
Fromfirms: “We still have to teach grads how to function in real practice.”
Fromgraduates: “PLT felt like a box-ticking exercise, not something that actually prepared me.”
The good news? Reform is on the way. But there are steps you can take right now to adapt, stay ahead, and thrive in this changing legal landscape.
Why the Current PLT System Is Cracking
The LPAB’s review uncovered serious concerns from both students and supervisors. Here’s a summary of the key issues:
For Graduates:
Not Practice-Ready: Many feel unprepared for the realities of practice which include client work, court filings, time billing, and using legal tech.
Too Generic: The one-size-fits-all approach doesn't reflect the diversity of modern legal careers.
Expensive and Inequitable: Courses cost up to $12,000, and many unpaid work placements disadvantage students without strong financial support.
Lack of Support: Online delivery and minimal mentoring have left many students feeling isolated and unsupported.
For Law Firms:
Low Confidence in Outcomes: Only 42% of supervisors believe PLT graduates are ready for day-one legal work.
Onboarding Burden: Firms are often forced to “finish the training” that PLT didn’t deliver.
Disconnected from Reality: Training doesn't align with what firms actually need from new hires: commercial acumen, adaptability, and real client service skills.
What Could Replace PLT as We Know It?
The LPAB has proposed a bold shift:
Shorter Pre-Admission Training: A 2–3 week, intensive, in-person “capstone” skills course.
More Supervised Practice Post-Admission: Real-world learning, guided by experienced practitioners, once a graduate is formally admitted.
Stronger Industry Involvement: More firm participation in shaping the training journey.
Focus on Lawyer-Ready Skills: From tech fluency to client management to legal ethics and resilience.
These changes reflect a broader trend in the profession: valuing practical, real-world skills over academic box-ticking.
For Law Students & Graduates: How to Stay Ahead
This review is not a reason to panic but it IS a call to be proactive.
✔ Here’s what to focus on right now:
1. Go Beyond the Minimum
Don’t just “get through” PLT. Choose placements that give you responsibility, supervision, and exposure to real legal work. Ask:What will I actually be doing day to day?
2. Start Building Business Smarts
The best lawyers don’t just know the law, they understand how a firm operates. Learn about billing, client management, and what keeps partners up at night.
3. Ask the Right Questions in Interviews
When applying for graduate roles, ask firms:
What does your graduate training program involve?
Will I be mentored or supervised closely?
How do you support early-career lawyers?
4. Build Your Network and Get Involved
PLT reforms will increase the importance of real-world connection. Join your local law society, volunteer with legal clinics, or shadow barristers and practitioners.
5. Stay Informed About the Reforms
Reforms could begin rolling out within the next 1–2 years. Knowing what’s coming gives you an edge, and shows initiative.
For Law Firms: What to Rethink in Your Recruitment Strategy
Whether you're a boutique firm or a national player, PLT reform changes the context in which you hire, train, and retain junior lawyers.
✔ Here’s how to stay competitive:
1. Audit Your Graduate Program
With less emphasis on pre-admission training, your first-year structure matters more than ever. What does your onboarding, mentoring, and supervised work process look like?
2. Attract Talent by Investing in Training
Firms that offer paid placements, structured learning, or cover PLT costs will have a major edge. Candidates will be looking for support, not just a job title.
3. Adjust Screening Criteria
You may want to put more weight on:
Internship quality (not just where it happened, but what they did)
Pro bono or clinic experience
Soft skills: initiative, communication, time management
4. Get Involved in the Reform Process
Consultations are open. This is your chance to help shape the training future of your workforce.
5. Consider Long-Term Partnerships with Training Providers
If the capstone model replaces PLT, firms may want to partner with universities or industry bodies to co-design practical training modules aligned with their practice needs.
Need Guidance?
We help law students, graduates, and legal employers navigate these changes and stay ahead of the curve. Whether you're launching your legal career or refining your graduate intake, we’re here to help.
👉 Contact us to talk about your next step, or how we can help you build a high-performing early-career talent pipeline.