Have a read over the voluntary code of best recruitment practice to see what “moral obligations” everyone has:
https://www.lawsociety.org.uk/en/to...ry-code-of-recruitment-for-trainee-solicitors
However, as it is voluntary, many firms don’t stick to it. If they don’t, my advice is you don’t either.
Beyond this, the only time you will find an issue with reneging on an offer is if you have received some form of financial support from them. That could include enrolment into the GDL/LPC, any maintenance fees or awards (eg some firms will give future trainees an extra amount of money for achieving a first in their degree).
Unfortunately people renege graduate programme offers all the time (although less so in law given the upfront need to study). It isn’t great, and don’t expect to work for the company again in the near future, but plenty do it with no issues whatsoever.
Hi Jessica,
Many thanks for sending that through, it was very helpful.
Based on the voluntary code, and in your experience, is it worth asking the employer for an extension to to the time limit of an offer to September 15 rather than accept and potentially renege on the offer in the future or is this rarely granted?
LPC funding is also being provided, however because of the TC being for September 2022, I won't be enrolled until 2021 so hopefully the receipt of financial support should not be an added issue as this will be supplied closer to the time.