How associate salary structures vary at UK patent practices

Although data showing City law firm salaries has long been available, making starting salaries for patent litigators in the UK relatively transparent, a persistent misconception exists among lawyers that London salaries are higher than in Düsseldorf and Munich.

Research by JUVE Patent thoroughly refutes this notion. While the top earning potential likely exceeds what is possible in Germany, the research does not support the commonly cited London premium linked to higher living costs.

UK and German salaries closely align

Salary transparency varies greatly between UK firms — some lawyers know only their own salary, while lockstep firms usually communicate salaries internally. But established salary data published by RollOnFriday and Chambers provides good insight into the pay scales at London law firms.

None of the firms active in patent litigation differentiate associate starting salaries between practice areas to any great degree. This means patent litigation associates at international firms with strong corporate practices can sometimes earn more initially than their counterparts at top patent litigation boutiques. However, some large firms reflect practice profitability differences through bonus structures.

Bonuses feature markedly early in UK careers but vary considerably between firms. They may constitute anything from a fraction of the monthly salary to many times higher. Most British firms incorporate profitability and performance-based bonuses into their salary structure, with billable hours serving as a key metric. Requirements vary substantially between firms, ranging from 1,200 to 2,100 hours.

Kirkland & Ellis sets the benchmark for top London salaries, though like many firms, it has not officially confirmed its figures to JUVE Patent. RollOnFriday cites a newly qualified lawyer (NQL) salary of £170,000 (approximately €197,000). This exceeds the €175,000 starting salary at Quinn Emanuel in Munich.

However, UK starting salaries show considerable range, beginning at around £57,000, below the €90,000 minimum associates can expect at renowned German patent litigation firms. Between these extremes, many UK firms pay similarly to their German counterparts.

Training salary structures differ

The salary progression for trainee lawyers differs entirely between the UK and Germany. German training comprises a law degree, often supplemented with a doctorate or foreign LLM. This is followed by mandatory legal clerkship including court and law firm placements, and sometimes placements at foreign chambers of commerce. During this period, trainees in Germany can theoretically earn up to €7,500 monthly, but typically receive between €1,200 and €2,000. This is partly due to complex state-specific billing rules, according to research by our sister publication azur.

UK lawyers begin as trainees under qualified supervision before their admission to the Bar. JUVE Patent’s research shows many UK patent practices pay trainees double what their German peers earn. While differences exist between firms at this level, they are less pronounced than at NQL level.

Most UK firms offer trainee bonuses. JUVE Patent’s research found these are regularly paid, thus introducing lawyers early to the bonus system. Typically, bonuses depend on performance indicators based on billable hours, with soft factors like firm commitment rarely significant. One exception is market leader Bristows, which neither measures the performace of its lawyers according to billable hours, nor considers them when calculating bonuses.

Most firms increase salaries in fixed increments based on experience, with individual differences reflected in bonuses. Reaching senior associate level represents a key career step for UK associates; it is not achieved through seniority alone, and brings with it greater client responsibility. The partner track takes at least eight years at all firms, with 14 years considered normal in the UK market.