Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.harrison-drury.com/

About the company

Harrison Drury & Co is a UK law firm providing legal services to businesses, individuals and families. The company operates across multiple North West and West Midlands locations, with practice areas ranging from private client to commercial and family. Public updates place strong emphasis on growing the firm through training routes, including trainee solicitor intakes and solicitor apprenticeships. The company also uses an ATS-based careers site for vacancies and early-career programmes.

Locations and presence

Harrison Drury & Co is headquartered in Preston, with multiple offices across Lancashire, Cumbria and beyond. Roles on the careers site include hybrid options depending on team and location.

Palpable Score

68.4

/ 100

Harrison Drury & Co runs one of the clearer early-career pipelines in the regional legal market, with repeated trainee and apprenticeship intakes and visible stories of qualification and progression. Scores are held back by limited salary transparency in job ads and mixed third-party feedback on pay and culture, which makes outcomes harder to judge consistently across teams.

Pillar 1: Early-career access

Score

15.3

/ 20

The company runs both Trainee Solicitor intakes and a six-year legal apprenticeship route (Level 3 Paralegal then Level 7 Solicitor), giving multiple entry points beyond the traditional law degree path.
Harrison Drury & Co has ongoing non-law early-career access through roles like “Junior IT Support Technician”, explicitly framed as a first IT career step.
The company’s live vacancies can skew toward experienced legal and admin hiring at any given moment, so entry-level access looks strong through programmes rather than high-volume junior roles across every function.

Pillar 2: Hiring fairness and transparency

Score

13.8

/ 20

The company uses a consistent “Apply for this job” ATS flow on current roles and includes a public response expectation on at least one listing (“We usually respond within two weeks”).
Harrison Drury & Co publishes unusually specific expectations in some junior-leaning listings (ticket-based work, systems used, escalation rules), which reduces guesswork for first-job candidates.
The company rarely publishes salary ranges on the careers site, and external interview-process evidence is limited, so transparency is good on role scope but weaker on offer clarity and consistency.

Pillar 3: Learning and support

Score

15.3

/ 20

The company commits to “high quality training and mentorship” for trainees and sets out funded SQE support with paid study leave for those progressing through the apprenticeship route.
Harrison Drury & Co includes a biannual promotion and salary uplift application process in benefits sections, which signals a defined cadence for development conversations.
The company describes manager support for work experience students, but public materials do not consistently spell out onboarding structure for junior hires (buddying, ramp milestones, review cadence by role).

Pillar 4: Pay fairness and stability

Score

11.5

/ 20

The company lists stability benefits on job ads including Medicash and an EAP, bonus scheme and annual pay review, increasing holiday entitlement, and paid volunteering time.
Harrison Drury & Co does not consistently publish salary ranges for advertised roles, which caps confidence on pay fairness for early-career applicants comparing options.
The company’s one-week work experience placements are described as voluntary, which reduces early-career accessibility for candidates who cannot afford unpaid time.

Pillar 5: Early-career outcomes

Score

12.5

/ 20

The company has published outcome signals from the training pipeline, including a first solicitor qualifying via the apprenticeship route and qualifying into a practice team.
Harrison Drury & Co has external reporting that the training programme created 47 trainee and apprentice roles over 10 years and that 14 current solicitors started as trainees or apprentices, which points to repeat hiring and internal progression.
The company has mixed third-party sentiment on pay and culture (including “low pay” and “high staff turnover” themes), and the public data does not include retention or promotion rates over 12–24 months, limiting confidence in outcomes across the whole firm.

Useful links & resources

Legal Apprenticeships (Harrison Drury careers)Trainee Solicitors (Harrison Drury careers)Work Experience programme (Harrison Drury careers)