Just over Half of Students Pass Latest SQE1 Sitting

Why It Matters

The rebound in SQE1 pass rates signals improving candidate preparation, but persistent demographic gaps highlight equity challenges that could affect the future composition of the solicitor profession.

Key Takeaways

• Overall SQE1 pass rate rose to 53% in Jan 2026.
• First‑time candidates passed at 58%, higher than re‑sits.
• FLK1 pass 62%; FLK2 pass 57% indicating varied performance.
• White candidates passed 67%; Black candidates only 38%, highlighting disparity.
• Fee‑paying school students passed 71% versus 57% for state schools.

Pulse Analysis

The Solicitors Qualifying Examination (SQE) has become the gateway to legal practice in England and Wales, replacing the traditional training contract route. After a steep decline to a 41% pass rate in mid‑2025, the January 2026 results show a modest recovery to 53%, suggesting that both training providers and candidates are adapting to the rigorous assessment format. The higher success among first‑time sitters indicates that preparatory courses are becoming more effective, while the modest gains in FLK1 and FLK2 reflect nuanced strengths across substantive and procedural knowledge.

However, the report uncovers pronounced inequities across ethnicity and educational background. White candidates’ 67% pass rate dwarfs the 38% achieved by Black candidates, and Asian candidates lag at 47%. Similarly, students from fee‑paying schools outperform their state‑school peers by a 14‑point margin. These gaps raise concerns about systemic barriers—such as access to high‑quality tutoring, networking opportunities, and financial resources—that could perpetuate a less diverse solicitor workforce. Law firms and regulators are likely to scrutinize these trends as they strive for inclusive recruitment and talent pipelines.

Looking ahead, law firms, training providers, and the SRA may need to implement targeted interventions, such as scholarship programs, mentorship schemes, and tailored study resources for under‑represented groups. Enhanced data transparency and longitudinal tracking of candidate outcomes could also inform policy adjustments. As the legal market increasingly values diversity and competence, narrowing these disparities will be crucial for firms seeking to attract top talent and for the profession’s long‑term credibility.