When I started my legal career as a barristers’ clerk in Lincoln’s Inn, I remember the nerves that came with each interview. The preparation, the research, the travel, the smart interview attire. I was fortunate enough to make it work. But now, running InnLegal and speaking to aspiring legal professionals every week, I’m seeing what privilege actually looks like. It’s not always about who you know or where you studied. Sometimes it’s simply about whether you can afford to show up…
Talented young people are rationing their ambition based on travel costs and I’ve heard stories that changed my perspective entirely. A young woman once told me she had to choose between two interview opportunities based on how much was left on her Oyster card. Not which role suited her best. Not which chambers aligned with her ambitions. Simply which interview she could afford to reach. That conversation has stayed with me. The legal profession works hard to identify and nurture talent, yet we allow something as simple as a train fare to become the deciding factor in who gets through the door.
Since launching a campaign for free interview travel for under-25s in London, the response has been remarkable – more than one million LinkedIn impressions, coverage in national newspapers, Legal Cheek, a letter from the Minister of State for Rail and the government. More importantly, hundreds of young people have shared their stories of skipping opportunities, borrowing money or the quiet difficulty of being unable to afford something so basic.
The campaign has also gained support from senior KC’s and figures across the legal profession including Orlando Fraser KC, former chair of the Charity Commission, who noted: “Well done Ellie Hecht for her inspirational campaign for funding to help young people travel to job interviews. It is a tough employment market for young people everywhere now, including in the legal and charity sectors, so interviewees need all the help they can get. Travel should really not be a barrier to entry.”
I focused on Transport for London first because that’s where I see this barrier playing out daily in my line of legal recruitment. But this isn’t just a London problem; it’s more challenging elsewhere. A young person in a rural area facing infrequent bus services and expensive train fares to reach the nearest city? That’s a genuine barrier. London is where we can demonstrate this works, before considering a nationwide roll out.
The practicalities are straightforward. We already have the infrastructure through free student Oyster cards and concession passes. A QR code system verified through employers or educational institutions would work well. We’re not creating something entirely new; we’re extending existing systems.
Since launching the campaign, senior clerks and managing partners have come forward to share that they are now reconsidering their policies, with some chambers already leading the way. Essex Court Chambers has implemented free travel for all staff under 25 – a policy that recognises the financial pressure young legal professionals face early in their careers.
Wilberforce Chambers has already been particularly forward-thinking in this area, covering staff travel as standard practice. For young professionals commuting from outside Central London, this represents a significant impact on their monthly salary. It’s a policy that demonstrates real understanding of the financial realities facing junior staff, and the kind of practical support that makes a tangible difference to career accessibility.
These aren’t token gestures; they’re meaningful investments in removing barriers for the next generation. When prestigious chambers demonstrate that covering travel costs is both practical and worthwhile, it sets a powerful precedent – not just for the rest of the profession, but potentially for other industries and government policy on interview accessibility.
The Mayor of London’s office and Transport for London could turn public support into policy. Young people across Britain should be able to pursue opportunities without having to calculate train fares first. The next time a talented young person contacts me about interview opportunities, I want the conversation to be about which role suits them best – not about which journey they can afford.
InnLegal launched a mentorship initiative in the summer and has since partnered with charities supporting aspiring legal professionals. We’ve also developed InnMind, our mental health initiative – something particularly close to my heart having previously navigated my own challenges. We’re building community and creating genuine pathways into the profession, and we’ve already seen results that are talented candidates from non-traditional backgrounds securing roles at top chambers, including Magic Circle sets.
Ellie Hecht is founder and CEO of InnLegal, which provides creative communications and recruitment for the legal community
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