4 vs 6 vs 8 Seats: Navigating Your Training Contract Rotations in 2025

Your seats will shape your entire experience as a trainee solicitor - they determine which areas of law you’ll work in, which teams you’ll get to know, and which direction your career might take after qualification. 

This guide will talk you through what seats actually are, how many you can expect to complete, and what the different models - from four-seat to non-rotational - mean for your day-to-day experience. Whether you prefer structure, flexibility or freedom to design your own path, understanding these models is key to choosing the right firm for you.  

What exactly is a “seat”? 

A “seat” is essentially a placement within a specific department during your two-year training contract. Each seat gives you hands-on experience in a different area of law, from corporate to dispute resolution, banking or real estate. Think of it as a structured rotation - a chance to test your strengths, discover your interests, and meet the Solicitors Regulation Authority (SRA) requirement to train in at least three distinct areas of law.  

During each seat, you’ll work closely with a supervisor, receive regular feedback, and usually have mid- and end-of-seat reviews to check how you’re progressing. Most firms run their training contracts in cohorts, so you’ll rotate alongside a group of other trainees - meaning you’re not navigating it alone and will likely have a built-in network of peers (and friends!). There are often regular check-ins with HR or graduate development teams too, to make sure you’re getting the right mix of work, feedback, and support as you move through your seats.  

The traditional four-seat model 

Most commercial firms still follow the four-seat model - four six-month rotations over two years. This is the classic structure used by leading City and Magic Circle firms such as Clyde & Co, Baker McKenzie, and Linklaters, offering a balance between variety and depth.  

You might spend your first six months in corporate, then rotate into banking, litigation, and finally an overseas or client secondment. Each seat builds your technical skills and gives you exposure to different clients and casework. Some of the seats will be in contentious work (involving disputes), and others in non-contentious work (focusing more on transactions and agreements).  

The benefit of this model is its predictability: you get substantial time to settle into each department and take on meaningful work. The downside? If you don’t enjoy a particular area, six months can feel long.  

The rise of six- and eight-seat rotations 

Some firms are now breaking away from the traditional four-seat model, offering shorter and more flexible seat rotations. This might be six or eight seats in total, with each lasting around three to four months instead of six.  

This approach - seen at firms like Freshfields (8 seat rotation) and Burges Salmon (6 seat rotation) - allows trainees to experience a broader range of practice areas within the same two-year period. It’s particularly useful for firms with fast-paced transactional work or niche departments such as tech or regulatory laws. 

The advantage is clear: you can try out more specialisms and quickly find your preferred area. However, less time in each seat can mean less opportunity to take ownership of work or build deep client relationships.  

The non-rotational model: Jones Day and beyond 

Then there are firms who do things completely differently. Jones Day is famous for its non-rotational training contract, which offers a completely free-market system. Rather than moving through assigned seats, trainees seek the matters and projects they want to work on directly from partners and associates - often juggling work from multiple practice areas at once.  

This model gives trainees exceptional autonomy and exposure to various areas. You could spend a few weeks on a private equity deal, then pivot to a dispute resolution matter, depending on interest and workload. It encourages initiative, networking, and self-direction - great for those who thrive on independence. 

However, it’s not for everyone. Without formal rotations, trainees must be proactive in finding work and mentors. The experience can feel less structured and performance depends heavily on your ability to manage competing priorities and communicate effectively. 

Almost half the partners at the firm are former trainees however, so they understand the system and take the responsibility to invest in trainee development - Jones Day representative

Which model is right for you? 

Choosing the right structure depends on how you like to learn and work: 

• If you value structure and certainty: The four-seat model provides clear timelines, feedback cycles, and the comfort of knowing what’s next.
• If you’re curious and enjoy variety: The six- or eight-seat system lets you explore more departments before committing.
• If you’re entrepreneurial and independent: The non-rotational model gives you freedom to shape your experience - but demands initiative. While this is a rare model, you could look for ‘free-market’ or ‘non-rotational’ contracts. 

Whichever you choose, your seats will form the foundation of your early legal career. But you don’t have to wait until your training contract begins to start exploring. You can get a sense of what you like by: 

• Starting early: Vacation schemes, open days, or job-shadowing placements give you a taste of firm culture and practice areas.
• Doing your research: Read trainee blogs, LinkedIn posts, and firm profiles to understand what daily work actually looks like in each department.
• Asking questions: When applying or interviewing, ask about seat structure, client exposure, and how trainees are supported when choosing their next rotation.

The key is to look beyond the headline structure and ask yourself: where will I learn best, and which environment will help me grow into the best lawyer I want to be?