Introduction

1. Our aim is to give you a good service at all times. However, if you have a complaint you are invited to let us know as soon as possible. It is not necessary to involve solicitors in order to make your complaint, but you are free to do so should you wish. Please be assured that any complaints made will be taken seriously and handled with care and will not disadvantage your case or matter. We will investigate and handle complaints in a fair and consistent manner, diligently and impartially, and seek to respond and resolve your complaint promptly.

The Legal Ombudsman

2. Please note that the Legal Ombudsman, the independent complaints body for service complaints about lawyers, has time limits in which a complaint must be raised with them. From 1 April 2023, the time limits are:

1. The complainant must refer the complaint to the Legal Ombudsman no later than one year from the act/omission, or one year from when the complainant should reasonably have known there was cause for complaint.
2. The complainant must also refer the complaint to the Legal Ombudsman within six months of the complaint receiving a final response from their lawyer, if that response complies with the requirements in rule 4.4 of the Scheme Rules (which requires the response to include prominently an explanation that the Legal Ombudsman was available if the complainant remained dissatisfied, and the provision of full contact details for the Ombudsman and a warning that the complaint must be referred to them within six months).

3. Chambers must have regard to that timeframe when deciding whether they are able to investigate your complaint. Chambers will not therefore usually deal with complaints that fall outside of the Legal Ombudsman’s time limits. The Ombudsman can extend the time limit in exceptional circumstances.

4. The Ombudsman will also only deal with complaints from consumers. This means that only complaints from the barrister's client are within their jurisdiction. Non-clients who do not fall within the jurisdiction of the Ombudsman who are not satisfied with the outcome of the Chambers' investigation should contact the BSB rather than the Legal Ombudsman.

5. It should be noted that it may not always be possible to investigate a complaint brought by a non-client. This is because the ability of chambers to satisfactorily investigate and resolve such matters is limited and complaints of this nature are often better suited to the disciplinary processes maintained by the BSB. Therefore, chambers will make an initial assessment of the complaint and if they feel that the issues raised cannot be satisfactorily resolved through the chambers complaints process they will refer you to the BSB.

Complaints made by telephone/video call/other formats

6. You may wish to make a complaint in writing and, if so, please follow the procedure in paragraph 8 below. However, if you would rather speak on the telephone, video call or other formats about your complaint, then please telephone the individual nominated under the chambers complaints procedure to deal with complaints, Peter Causton, or (if the complaint is about a member of staff) the Head of Legal Operations, Robert Pidgeon. If the complaint is about the Head of Legal Operations telephone the Head of Chambers – Lawrence Power or other member of Chambers appointed by Head of Chambers. The person you contact will make a note of the details of your complaint and what you would like to have done about it. They will discuss your concerns with you and aim to resolve them. If the matter is resolved they will record the outcome, check that you are satisfied with the outcome and record that you are satisfied. You may also wish to record the outcome of the telephone discussion in writing.

7. If your complaint is not resolved on the telephone you will be invited to write to us about it, so it can be investigated formally. At this stage, we will also check if you would like to engage with us on accessible formats, to meet your specific information and communication needs. We will discuss and agree with you the best way and format for us to engage and communicate together. We will advise you on the best way to set out your concerns and complaint for the next formal investigation stage, depending on your needs and preferences.

Complaints made in writing

8. Please give the following details:

1. Your name and address;
2. Which member(s) of chambers you are complaining about;
3. The detail of the complaint; and
4. What you would like done about it.

9. Our Chambers has a dedicated complaints officer, Peter Causton, who will consider any written complaint within 14 days. Please address your letter to Peter Causton, Whitestone Chambers, 1 Middle Temple Lane, London, EC4Y 9AA. We will, where possible, acknowledge receipt of your complaint within two days and provide you with details of how your complaint will be dealt with. For complaints made in other accessible formats, we will discuss and advise you on the best way to set out your concerns, tailored to your needs, and how to provide the information above in paragraph 8.

10. If your complaint is about Peter Causton, please address your letter to the Head of Legal Operations, Robert Pidgeon, Whitestone Chambers, 1 Middle Temple Lane, London, EC4Y 9AA. In any case, the person appointed to consider your complaint will be someone other than the person you are complaining about.

11. The person appointed to investigate will write to you as soon as possible to let you know they have been appointed and that they will reply to your complaint within 14 days. If they find later that they are not going to be able to reply within 14 days they will set a new date for their reply and inform you. Their reply will set out:

1. The nature and scope of their investigation;
2. Their conclusion on each complaint and the basis for their conclusion; and
3. If they find you are justified in your complaint, their proposals for resolving the complaint.

Confidentiality

12. All conversations and documents relating to the complaint will be treated as confidential and will be disclosed only to the extent that is necessary. Disclosure will be to the Head of Chambers, members of our management committee and to anyone involved in the complaint and its investigation. Such people will include the barrister member or staff who you have complained about, the head or relevant senior member of the panel and the person who investigates the complaint. The BSB is entitled to inspect the documents and seek information about the complaint when discharging its monitoring functions.

Our Policy

13. As part of our commitment to client care we make a written record of any complaint and retain all documents and correspondence generated by the complaint for a period of six years. Our management committee inspects an anonymised record regularly with a view to improving services. From time to time, a summary of the complaint will be provided to the Bar Standards Board, on an anonymous basis, which will only provide information about what the complaint was about, and the outcomes.

Complaints to the Legal Ombudsman/Alternative Dispute Resolution

14. If you are unhappy with the outcome of our investigation and you fall within their jurisdiction you may take up your complaint with the Legal Ombudsman, the independent complaints body for complaints about lawyers, at the conclusion of our consideration of your complaint. The Ombudsman is not able to consider your complaint until it has first been investigated by chambers. Please note the timeframe for referral of complaints to the Ombudsman as set out at paragraph 2 above. Those clients who are able to complain to the Legal Ombudsman are as follows:

1. Individuals;
2. Businesses or enterprises that are micro-enterprises within the meaning of Article 1 and Article 2(1) and (3) of the Annex to Commission Recommendation 2003/361/EC (broadly businesses or enterprises with fewer than 10 employees and turnover or assets not exceeding €2 million);
3. Charities with an annual income net of tax of less than £1 million;
4. Clubs, associations or organisations, the affairs of which are managed by its members or a committee of its members, with an annual income net of tax of less than £1 million;
5. Trustees of trusts with an asset value of less than £1 million; and
6. Personal representatives or beneficiaries of the estates of persons who, before they died, had not referred the complaint to the Legal Ombudsman.

You can write to the Legal Ombudsman at:

If you are unhappy with the outcome of the investigation, alternative complaints bodies as approved by the Chartered Trading Standards Institute also exist (https://www.tradingstandards.uk/consumer-help/adr-approved-bodies/) which are competent to deal with complaints about legal services, should you and the barrister both wish to use such a scheme. If you wish to use your chosen ADR provider, please contact us to discuss this, including time limits for contacting your chosen ADR. Please also note that if mediation is used, neither you nor the barrister is required to accept the proposed resolution. If mediation does not resolve the complaint, you may still make a complaint to the Legal Ombudsman (provided you fall within their jurisdiction and you do so within the time limit).

15. If you are not the barrister's client and are unhappy with the outcome of our investigation then please contact the Bar Standards Board at:

16. The Legal Ombudsman produces data about final decisions it has made. This information can be found at: https://www.legalombudsman.org.uk/information-centre/data-centre/ombudsman-decision-data/.

17. The Bar Standards Board produces a list of all barristers currently authorized to practice. The Barristers Register can be found at: https://www.barstandardsboard.org.uk/for-the-public/search-a-barristers-record/the-barristers-register.html.

Introduction

Whitestone Chambers is managed by Mr Lawrence Power who acts as head of chambers (office). Barristers at Whitestone Chambers are regulated by the Bar Standards Board and are subject to independent regulation and audit by them.

Role of Administration Team

Whitestone Chambers is staffed by an administrative team led the head of legal operations Robert Pidgeon. The administrative team are a client’s first point of contact and can assist and advise on the suitability of a barrister and provide an estimate of time and fees for any piece of work. The Head of Legal Operations is supported at Whitestone by the business development, a personal assistant and support staff. Financial operational matters are dealt with independently by the finance director.

KYC, Money Laundering & Conflict of Interest Checks

Both KYC and money laundering checks will be made when a new client wishes to engage our legal and advisory services. A conflict of interest check will be carried out by the Head of Legal Operations upon receipt of a legal instructions and alternative arrangements made, including the transfer to other lawyers, if required.

Fees

The client will always be advised prior to or at the time of engaging a barrister of the basis of and calculation of charges/fees. An estimate of costs will be given for privately funded work. Please be aware that factors in a case could occur that would make us review the fees agreed with the client.

New Cases, Briefs and Instructions

Counsel will review new instructions and briefs within 3 days of receipt (or sooner if urgent attention is required) to review papers and confirm they are able to complete instructions by the required date. If this is not possible then a revised date will be suggested to you, if this for any reason is not acceptable, the papers will return to the clerks for the papers to be reallocated in agreement with instructing solicitors or the public access client.

If a brief needs to be reallocated due to factors beyond chambers’ control, then the client will be advised by telephone at the earliest opportunity and the brief reallocated to a barrister of equal standing and experience, only with the prior agreement of the client.

Paperwork

It is our policy that all paperwork be returned to you completed within 14 days unless you agree another deadline (shorter or longer) appropriate to your case. If a matter is required to be dealt with urgently, it would assist us if contact were made in advance or if instructions were clearly marked as urgent. All paperwork will be recorded on our computer system so that we can monitor and adhere to the arrangement in place. We will notify you in the unlikely event of our being unable to meet the deadline set.

Work in Progress

During the progression of a case, the client will be kept informed of the outcome of a court appearance and of the next stage of the case. We will of course arrange any conferences that need to take place and any paper work targets that have been set.

Closing of a Case

After a case has been completed a final invoice/ fee note will be submitted along with any case papers received to date no more than 10 days after completion. Archiving is also available in chambers on a case by case basis.

Complaints Procedure

A copy of our complaints procedure can be made available upon request and can be downloaded from our website at www.whitestonechambers.com

Disabled Access

Whitestone will arrange ground floor facilities at Middle Temple for any clients that have access issues to be accommodated.

Multimedia and Internet Facilities

We offer a wide range of facilities in chambers which include wireless internet and desktop client PC’s, audio visual playback on all formats; white board presentation equipment that includes MAC and PC formats.

1. Statement of Policy.

The aims of the Whitestone Chambers Equality, Diversity and Inclusion Policy (the Policy) are to:

• declare the commitment of Whitestone to the practical application and promotion of principles of equal opportunities and diversity;
• communicate that commitment to Whitestone Chambers members, staff and other workers and service users;
• promote further our core values.

The Policy must be read in conjunction with the Disability Policy and the Parental Leave Policy.

Under the Policy, Whitestone Chambers will avoid discrimination and will promote equality in respect of:

• Age
• Disability
• Having or not having dependants
• Gender reassignment
• Marital or civil partnership status
• Pregnancy or maternity
• Race (including colour, nationality, ethnic or national origins)
• Religion or belief
• Sex
• Sexual orientation.

These are known, collectively, as the “protected characteristics”.

Chambers are opposed to all forms of unlawful and unfair discrimination on the prohibited grounds, including:

• Direct discrimination

  – less favourable treatment because of a protected characteristic;

• Indirect discrimination

  – the unjustifiable application of an apparently neutral provision or criterion the effect of which is to put a person at a disadvantage for reasons connected with a protected characteristic (for example, working hours or uniform requirements which disadvantage persons for reasons connected with child care responsibilities or religious beliefs);

• Victimisation

  – unfavourable treatment because the victimised person has previously brought proceedings under the Equality Act 2010, or given evidence or information in connection with such proceedings, or otherwise alleged the commission of conduct which would amount to a breach of the Act or helped someone else to do so;

• Harassment

  – unwanted conduct which is related to a protected characteristic and which has the purpose or effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person;

All applicants for membership, employment, pupillage, and work experience and others who work with or for us will be treated fairly and will not be discriminated against on any of the prohibited grounds. Decisions about membership, recruitment and selection, promotion, training, pay, disciplinary action and any other matter will be made objectively and without unlawful discrimination.

The Policy has regard to the legal obligations, principles and guidance derived from the Equality Act 2010 and the related Codes of Practice.

The policy also reflects Chambers’ commitment to promoting respect for fundamental human rights and compliance with European Union discrimination law.

Chambers recognises that the provision of equal opportunities in the workplace is not merely right as a matter of principle and consistent with our core values, but that it is also good management practice and makes sound business sense. The Policy will help us, and those who work with and for us, to develop their full potential, and thus promote respect for the individual worth of all people involved with Whitestone Chambers.

2. Scope of the Policy.

This policy applies to:

• Members, including associate and academic members
• Employees
• Pupils
• Students on work experience/Interns
• Contract workers (including casual workers)
• Agency workers
• Volunteer workers
• Clients (lay and professional) and other service users
• Anyone who has formerly fallen into one of the categories above, but whose relationship with Whitestone Chambers has either terminated or altered

3. Equality Commitments.

Chambers is committed to:

• Promoting equality of opportunity for all persons;
• Promoting a good and harmonious working environment in which all persons are treated with respect;
• Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation;
• Fulfilling all its legal obligations under the Equality Act 2010 and associated codes of practice;
• Fulfilling all equality and diversity obligations imposed by the Bar Standards Board;
• Complying with this Policy;
• Complying with Chambers’ Disability Policy;
• Taking lawful positive action where appropriate.
• Regarding breaches of this Policy and of Chambers’ Disability Policy as potential misconduct which could lead to disciplinary proceedings against members, employees and other workers, or a cessation of service to clients or other service users.

4. Implementation.

Responsibility for implementation of the Policy lies with the Head of Chambers.

To implement the policy, Chambers shall:

• Communicate the Policy to all persons referred to above except contract workers, agency workers, volunteer workers and clients, by providing all such persons with a copy of this Policy;
• Inform all contract workers, agency workers and volunteer workers of the existence of this Policy and provide a copy of this Policy to such persons upon request;
• Retain hard copies of this Policy in Chambers and provide a copy of it (in hard or electronic form) to every new member, employee, pupil and student on work experience/intern. Our terms of service will also refer to it and identify the name of the person in Chambers from whom a copy of this Policy may be obtained;
• Require all members, employees, pupils and students on work experience to sign a copy of this Policy;
• Provide equality training and guidance as appropriate, including training on induction and management courses. Such training is compulsory for all members, pupils and employees, and shall be renewed at regular intervals;
• Ensure that all members and employees who are involved in assessing candidates for recruitment or promotion are or have been trained in non-discriminatory selection techniques;
• Review the conduct of third party organisations which do business with Whitestone Chambers, in respect of their dealings with us, and endeavour to ensure that we only do business with third party organisations who respect equal opportunities principles in their dealings with Whitestone;
• Ensure that adequate resources are made available to fulfil the objectives of this Policy.

5 Recruitment.

Advertisements for membership, employment and pupillages will give sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post. Information about vacant posts will be provided in such a manner that does not restrict its audience in terms of gender (including gender reassignment), race, marital status, disability, age, part-time status, sexual orientation or religion.

Chambers will publish the statement set out below on all advertisements and detailed vacancy information for staff positions, work experience placements, traineeship and membership:

“Whitestone Chambers is proud to be an equal opportunities employer and is committed to diversity amongst its staff and members. We therefore encourage and welcome applications from women, people of minority ethnic origin and people with disabilities, as well as candidates from other groups which are under-represented in the legal sector. We are happy to make reasonable adjustments to enable disabled candidates to demonstrate their suitability for the job.”

Recruitment literature will not imply a preference for one group of applicants except in pursuance of lawful positive action.

All vacancies for employment will be circulated internally as well as externally, through appropriate non-discriminatory advertising. Where appropriate, persons from under-represented groups will be particularly invited to apply and in all cases those advertising opportunities that are likely to attract the widest and/or most diverse group of candidates will be used.

All descriptions and specifications for posts will only include requirements that are necessary and justifiable for the performance of the job.

All selection will be thorough, conducted against defined criteria and will deal only with the applicant’s suitability for the job. Where it is necessary to ask questions relating to personal circumstances, these will be related purely to the requirements of the job and will be asked of all candidates.

6. Monitoring and Review.

Chambers will establish appropriate information, monitoring and review systems to assist the effective implementation of the Policy. These will include:

• Equality and Diversity Monitoring of Members and staff and other workers in Chambers in accordance with regularity requirements and regular review of the effectiveness of this Policy in the light of that data;
• Monitoring all recruitment rounds (members and staff) at each stage (application, shortlist/selection for interview, appointment) and reviewing the outcome of that monitoring for the purposes of determining whether the Policy is operating effectively;
• Monitoring the number of grievances, and complaints under the Policy and Disability policies by reference to the complainant’s equality and diversity data;
• Monitoring the number of disciplinary actions by reference to the equality and diversity data of the person subject to disciplinary action.

Where monitoring identifies significant under-representation or disadvantage of any group, Whitestone will develop an action plan to address the imbalance or disadvantage.

Steps will be taken to ensure that the information gathered will only be treated for the purposes of giving effect to this policy. The information will be treated confidentially with only the Equality Diversity and Inclusion Officer and the Head of Chambers having access to it, save where it is necessary to disclose it to all Members for the purposes of any decision requiring Membership approval and then such information will to the greatest extent possible be produced in anonymised form.

As to the collection of the aforementioned data, Chambers will refresh its diversity data every two years. The questions are checked, and if necessary, updated before the questionnaire is distributed and all members are reminded of the value of the data collected to encourage participation with the survey.

To encourage members to participate in the collection of data, Chambers will expressly inform all members the reasons for obtaining their diversity data and how it benefits in equal opportunity, diversity and inclusion in the profession and that the data will be kept confidential with only the Equality Diversity and Inclusion Officer and the Head of Chambers having access to it for monitoring and reporting purposes only in accordance with our Diversity Data Policy. Forms are anonymous.

7. Complaints.

Anyone to whom this policy applies who believes that she/he has suffered any form of discrimination, harassment or victimisation contrary to the Policy, is entitled to raise that concern through the Grievance Procedure.

All complaints of discrimination, harassment or victimisation will be treated confidentially, seriously and promptly. Please telephone on 0207-760-7611.

This policy will be reviewed in June 2028.

This document outlines our commitment to continuous improvement in managing environmental issues including:

1. Conserving resources;
2. The proper management and monitoring of waste;
3. The reduction of pollution and emissions;
4. Compliance with environmental legislation and codes of practice;
5. Training of staff;
6. Monitoring of environmental performance.

ACTION PLAN

1) Conserving resources

Energy

All members and employees of Whitestone Chambers have been instructed on the following energy saving steps:

1. Computers, photocopiers, lights and printers should be switched off when not in use.
2. Standby and energy save modes should be used where feasible.
3. Heating and ventilation must be used effectively and efficiently with reducing energy consumption in mind. The environmental needs must be countered with the need to ensure members health when it comes to ventilation for minimising the risk of COVID-19.

In addition, Whitestone Chambers have implemented the following:

1. Electrical timers have been placed on key pieces of office equipment. After a period of non-use, the machine will automatically turn itself off. Although the timers are expensive, we strongly believe that this is the correct approach to reduce energy consumption.
2. All electronic hand-dryers have been removed from Chambers; portable electric heaters and are stored for emergency use only.
3. Energy saving lighting equipment has been installed throughout Chambers.

Water

Whitestone Chambers have advised all members to try and reduce water consumption, for example, by not leaving taps running.

2) The proper management and monitoring of waste

Chambers consider that waste can be minimised by reducing the amount of material we use and by reusing, recycling or repairing materials where possible.

Members of Chambers have taken active steps to ensure the following:

1. Goods with recycled content or reconditioned parts are preferred, e.g. Re-manufactured toner cartridges, rechargeable batteries and refillable pens.
2. Recycled paper is the norm.
3. Dispensable products, e.g. plastic cups, are no longer used in Chambers.
4. Eco criteria is considered when making all Chambers’ purchases.
5. Damaged furniture and fixtures are repaired rather than replaced.
6. New furniture and fixtures are sourced from sustainable suppliers.

Chambers believe that a large amount of business waste is made up of paper. In our effort to reduce paper waste Chambers have implemented the following:

1. All fax transmissions are now received electronically.
2. All internal correspondence is sent electronically.
3. A network scanner has been installed so that legal papers can be stored electronically and converted to digital format for onward transmission saving reprinting costs.
4. Paper is printed on both sides whenever possible.
5. Used paper is re-cycled as scrap paper.
6. Documents to be read by multiple members of Chambers are printed once and circulated. This policy is currently on hold due to COVID-19 risks.

3) The reduction of pollution and emissions

Chambers have taken active steps to:

1. Reduce litter and ensure that our grounds are kept litter free;
2. Avoid purchases of ozone-depleting substances such as CFCs;
3. Purchase more bio-degradable and “green” substances;
4. Reduce unnecessary travel. Telephone and video conferences are encouraged where possible. When it is necessary to deliver papers, this is done, where possible, via bike courier.

4) & 5) Compliance with legislation and codes of practice and training.

Members of Whitestone Chambers have been fully briefed on all areas of relevant environmental law. They have been advised on the methods of reducing our carbon footprint and to carry out their own independent research.

6) Monitoring of environmental performance.

An Environmental Policy officer has been nominated on behalf of Chambers since 2008. It is their duty to monitor and consider policies in place. Where necessary these policies are revised and considered at Chambers’ Annual General Meeting. The Officer is Christopher Hanges.

7) Under Review:

Chambers Heating

• Improve insulation and draft-proofing.
• Switch off heaters overnight and at weekends and at holidays.
Keep thermostat between 19°C and 21°C.
• Use blinds to shade windows in the summer.

Electronic Equipment

• Switch off machines when not in use.
• Use standby and energy save modes where feasible.
• Use energy efficient fridges and cookers in the kitchen.

Consumables - Paper Action Plan

• Use double-sided printing and copying whenever possible.
• Only make copies that are required.
• E-file on computer drives.
• Send circulars not multiple copies.

Other Office Consumables

• Re-use files, ring binders etc. or give to local charities and schools.
• Collect ring binders from the court/tribunal once cases are finished so that they can be reused.
• Share items in occasional use (staplers, hole-punches etc.).
• Minimise and Recycle Waste Action Plan.
• All Chambers waste is recycled by private company that collects mixed waste each day.
• Use re-manufactured toner cartridges where possible.
• Print brochures on recycled or sustainable-source paper.
• Use rechargeable batteries.
• Limit the Impact of UK travel.
• Use electronic mail and other telecom tools.

8) Contact

Please contact Robert Pidgeon (020 7760 7611) with any ideas which can assist the overall strategy implemented by Chambers

This policy will be reviewed by May 2028.

1. Introduction.

1. In recruiting pupils, we search for candidates who show the potential required to become successful barristers and who will fit well with our working environment at Whitestone. Therefore, we select pupils according to objective and fair criteria which are applied at each stage of the selection process. This criterion is set out below.

2. Chambers operates an Equality Diversity and Inclusion Policy in the selection process in line with the equality rules in the Bar Standards Board handbook and fair recruitment rules. No assumptions will be made about a candidate’s abilities or potential based on race, ethnic or national origins, nationality, citizenship, sex, sexual orientation, marital status, age, religion, political persuasion or disability.

3. We aim to offer between one to two twelve-month pupillages a year and will consider applications from foreign qualified lawyers with pupillage reduction arrangements in place.

4. Our pupillage award for pupillages commencing in October 2026 is £30,000 per annum paid in 12 monthly instalments. In addition, pupils can expect to be in court on their own matters in the practising period and will receive brief fees minus Chambers contributions.

2. Pupillage Pathways.

5. Chambers is a provider of the pupillage component of Bar training. This means that our training programme fits in with the following of the Bar Standards Board’s approved Pathways:

• The three-step pathway: academic component, followed by the vocational component, followed by the work-based learning component (pupillage);
• The four-step pathway: academic component, followed by the vocational component in two parts, followed by the work-based learning component (pupillage).

3. Chambers.

6. Whitestone Chambers is a leading commercial set of barristers’ chambers. Members provide specialist advice and support with expertise in aviation and travel, banking and finance, commercial and chancery and insolvency laws. We work with the leading airlines and insurance companies as well as handling high profile media and data disputes.

7. Commercial practice is at the heart of the chambers’ offering and the barristers appear before courts at every level. Chambers is client-centric with an eye for detail.

8. Chambers provides the skills and expertise of the highest standards and all provided by members with a wide range of commercial specialism.

9. Chambers is regularly instructed by some of the prominent law firms in London and throughout England & Wales. Barristers at Whitestone Chambers understand the pressures that solicitors and public access clients have to face and the need to work together as a team. The set takes time to invest in clients and strives towards providing an unrivalled level of attention and expertise.

10. Pupillage at Whitestone Chambers attracts some of the best candidates coming to a commercial set ensuring high standards and continuous growth. Pupils benefit from the work taught through their pupil supervisors, members of chambers and from a high number of court instructions during the practising period.

11. Chambers operates an Equality Diversity and Inclusivity Policy in the selection process in line with the equality rules in the Bar Qualification Manual and Bar Standards Board handbook. No assumptions will be made about a candidate’s abilities or potential based on race, ethnic or national origins, nationality, citizenship, sex, sexual orientation, marital status, age, religion, political persuasion or disability.

12. We are prepared and willing to make all reasonable adjustments to accommodate disabled applicants, pupils and tenants, and candidates with a disability will be given the opportunity at to discuss any adjustments they think Chambers might have to make to accommodate them as regards the application process and as regards pupillage and tenancy, in order that Chambers can ensure that such adjustments are reasonable and viable. A copy of our Reasonable Adjustments Policy is available on www.whitestonechambers.com.

13. We have a Chambers Equality Diversity and Inclusion Policy and Action Plan which can be viewed at www.whitestonechambers.com. This is intended to ensure that we abide by our equality and diversity obligations and to reflect our commitment to fairness and open access. The Policy covers, among other matters, discrimination, victimisation, harassment, recruitment and fair allocation of work. In addition, Chambers also has separate policies on parental leave and flexible working and reasonable adjustments.

4. The Recruitment Panel and Assessment of Applications.

14. Whitestone recruitment panel is made up four members. Mr Peter Causton, Mrs Aurora Bharath, Mr Lawrence Power and Mrs Dhriti Mootha. All panel members take fair recruitment training annually and all have completed study of the fair recruitment rules as required under rC110.

15. In the lead up to Chambers advertising their advert for pupillage the recruitment panel will meet to conduct a ‘calibration session’ where they will discuss and agree the weighting to be applied to the selection criteria below.

5. Application.

The written application form:

16. All pupillages are advertised via www.pupillgegateway.com together with full details of how to apply. Chambers has a pupillage application form that needs to be completed and it is that which will be used to decide which candidates will receive an interview.

17. Chambers will draw up a short list of applicants from the applications received by the closing date. All applications will usually be considered by at least 2 members of Chambers who will mark the applications individually and anonymously using the marking and weighting criteria previously agreed. In the event that there is significant disagreement between the assessments made, additional members of Chambers will make their own assessment of the application.

18. The total score from marks is taken and used against the benchmark agreed to invite candidates to interview.

6. Academic Qualifications & Assessing The Application Form.

19. In assessing the written application form Chambers looks for:

20. At least 2.2 or equivalent degree in either law or a non-law degree plus a further graduate/post-graduate study that covers the seven foundations of legal knowledge.

21. Successful completion of the Bar Training Course (unless we are advertising for pupillage two years in advance)

22. Applications will be assessed by the recruitment team which are members of chambers that have been trained and completed the fair recruitment courses.

23. All applicants complete the same Chambers pupillage recruitment application form. It is then assessed using the following criteria.

• Satisfactory overall presentation of the application:
• Accuracy of spelling and grammar;
• Evidence of intellectual ability:
• Applicants will be expected to have performed to a high academic level;
• Whether this is supported by research, publications and relevant work experience, such as any paralegal work or volunteering, for example at CAB;
• Ability to express ideas clearly and persuasively (written at this stage and orally at interview stage).
• Motivation:
• Applicants are expected to show a commitment to develop their legal skills for successful practice at the Bar;
• Achievements i.e. academic/ professional/sporting;
• Other work and commitments;
• Efforts to gain experience – mooting/debating, mini pupillage, marshalling, work placements;
• Evidence of commitment to hard work and an organised approach to work.

24. Chambers does not have a set number of applicants who will be interviewed. All candidates who are considered to have demonstrated sufficiently the attributes set out above will be short listed for interview.

25. As per the pupillage advertisement, to be selected for interview, all candidates will need to provide copies of all academic certification they rely on in their application, proof of call and proof of right to work in the UK if necessary. These will be checked before interviews invitations are made as part of Chamber’s qualification due diligence procedures.

7. First and Second Interview.

26. Short-listed applicants are called for a first interview either in Chambers or by remote video if their location makes an in person interview problematic. The interviewing panel will consist of a minimum of 2 members of the recruitment team who have been trained in the fair requirement rules pursuant to rC110.

27. The first interview is to find out as much as possible about the candidate so their qualities may be assessed. Interviews are structured in order to ensure comparability between interviewees. This is done by posing similar questions regarding Whitestone’s selection criteria. A standard set of questions and scoring guidelines are agreed by Chambers beforehand. All candidates are marked on the same basis. Questions will avoid personal relationships and family composition which are irrelevant to suitability.

28. Each candidate will be given a score from 1-5 for each area of selection criteria. Listed in order of priority, these are:

• Intellectual abilities
• Performed to a high academic level;
• Ability to express ideas clearly and persuasively.
• Relationships
• Ability to develop professional relationships and to work well with others;
• Strong interpersonal skills.
• Temperament
• Ability to engage with others;
• Appropriate demeanour and ability to adapt in different situations.
• Motivation
• Commitment to develop their acquired legal skills for successful practice at the Bar;
• Evidence of commitment to hard work and an organised approach to work.
• Self- presentation/impact
• Good first impression;
• Positive and confident attitude.

29. The first interview is more general; the questions are designed to ascertain the applicant’s genuine interest in Whitestone and commitment to the Bar.

30. Scoring is carried out separately by the members of the interview panel. All scores will be recorded immediately after the interview. At the conclusion of the interview stage, the interviewer will consider the performance of each candidate and decide on whom to invite to a second interview.

31. At each stage unsuccessful candidates will be notified promptly.

32. The second interview will last for 15 minutes and is more challenging than the first.

33. Interviews will be conducted by at least 2 members of Chambers reflecting where possible the full diversity of Chambers as well as different levels of seniority. Except where prevented by immediate circumstance, all candidates will be interviewed by the same members of Chambers.

34. The candidate will be asked hypothetical questions. The purpose of this is to test the candidate’s ability to think on their feet when under pressure, to articulate an argument effectively, their presentational and persuasive skills and their judgment.

35. Questions will be asked which may cover a wide variety of topics depending on the individual. Such questions are designed to assess the applicant’s personal qualities, such as, personality, manner, client skills, general knowledge, organisational skills, regulation and knowledge of current affairs.

36. Interviews are structured in order to ensure comparability between interviewees. A standard set of questions and scoring guidelines are agreed by Chambers beforehand. All candidates are marked on the same basis.

37. Each candidate will be given a score from 1-5 for each area of selection criteria. Listed in order of priority, these are:

• Intellectual abilities
• Performed to a high academic level;
• Ability to express ideas clearly and persuasively.
• Relationships
• Ability to develop professional relationships and to work well with others;
• Strong interpersonal skills.
• Temperament
• Ability to engage with others;
• Appropriate demeanour and ability to adapt in different situations.
• Motivation
• Commitment to develop their acquired legal skills for successful practice at the Bar;
• Evidence of commitment to hard work and an organised approach to work.
• Self- presentation/impact
• Good first impression;
• Positive and confident attitude.

38. Specialist knowledge is not required. The candidate is only expected to have a general understanding of legal matters. Candidates are also encouraged to ask questions at the end of the interview.

39. Scoring is carried out separately by each member of the interview panel. All scores will be recorded immediately after the interview. At the conclusion of the second interview stage the interviewers will meet to discuss the performance of each candidate and reach agreement If at second interview the panel of 2 do not reach a meeting of minds on a candidate, that candidate will have a third interview and the panel will remain the same with a further barrister added from the recruitment team.

40. Unsuccessful candidates are notified promptly.

8. Candidates who are Offered Pupillage.

41. Pupillage offers will be made in line with the deadlines set by the Pupillage Gateway.

42. All pupillages offers are for 12 months. If a pupil accepts an offer of pupillage, they will be sent a written agreement setting out the terms as required by Chambers as an AETO.

43. All pupils will be provided copies of Chambers polices prior to commencement of their pupillage. The same policies are available on Chambers website. Incoming pupils will also be sent further details of the operation of Chambers and helpful notes on things such as Chambers IT infrastructure.

9. Pupil Supervisors.

44. Chambers will provide:

• A training syllabus that enables pupils to meet the competences in the Professional Statement to the threshold standard; and
• All necessary assistance in complying with their regulatory obligations e.g., registering their pupillage with the BSB, applying for any necessary waivers, and obtaining a provisional practising certificate.

45. Pupil Supervisors will ensure that work distribution among pupils is fair and that Chambers’ policy on work distribution is enforced.

46. Pupil Supervisors will ensure that pupillage awards are paid on time and that any other remuneration payable for work done is paid promptly. Further, they will ensure that any other expenses that Chambers or another Member of Chambers has agreed to meet are met promptly.

47. Pupil Supervisors should raise with Chambers any deficiency in the Chambers’ Equality Diversity and Inclusion Policy Documents or complaints procedures that may affect a pupil.

48. Pupil Supervisors must ensure that the promised timing and method for appraisal and for any decision about second/third six pupillages or tenancy are adhered to, or any necessary delays promptly explained to the pupil.

49. Pupil Supervisors will ensure that arrangements for help in the pupil securing (where necessary) further pupillage or employment elsewhere are carried through constructively.

50. Pupil Supervisors will check compliance with professional indemnity insurance requirements so far as concerns the pupil.

51. Pupil Supervisors will discuss matters of desirability of membership of Circuit or Specialist Bar Association(s) with pupils.

52. Pupil Supervisors will ensure that checklists, diaries and appraisals are completed.

53. Pupils Supervisors will perform all other tasks and responsibilities required by the Bar Qualification Manual.

54. All pupils will be provided with their own desk, PC and laptop in Chambers.

10. The Pupillage.

55. Each pupil will have a pupil supervisor. Pupils may have a different pupil supervisor for the non-practicing and practicing period if Chambers is of the view that this would be beneficial to the pupil’s training.

56. Pupil supervisors will arrange for new pupils to be introduced to other members of Chambers and to administrative staff. This will be done before commencement of pupillage where possible and as early into pupillage if not. All members of Chambers are on first name terms and this includes pupils. Except as stated below, pupils are encouraged to have and air opinions and are not restricted to speaking only when spoken to!

57. Pupils are not expected to know everything; if they did, they would not be pupils. Pupils should feel free to ask their supervisor questions at any time except during conferences/ negotiations/ court hearings.

58. The executive structure of Chambers is as follows: Head of Chambers is Lawrence Power; Our clerking team is managed by our Head of Legal Operations, Robert Pidgeon, who is also the Pupillage Administrator.

59. Normal working hours are between 0900 and 1830. Pupils are not usually expected to work outside these hours although it may be necessary for them to do so from time to time. In particular cases, it may be possible to adjust a pupil’s normal working hours, but our ability to make such adjustments will be restricted by court hours.

11. Pupillage Assessments.

60. Chambers appraisals are undertaken both in person and electronically.

61. In person appraisals ensures the pupil is learning all the competences. In every quarterly appraisal, the pupil will mark off which of the competencies they feel they have met in that quarter and will provide an example of a case or piece of work that they feel establishes this. It will then be discussed and assessed with the Supervisor.

62. Electronical there are questions about the pupillage and the pupil’s view of their performance. This process is delivered electronically through Viva, a Microsoft platform available to Business Office 365 subscribers which all of Chambers access via a centralised licencing package with Microsoft paid for by Whitestone. The responses set out by the pupil in Viva are then discussed at an in-person meeting with the Supervisor.

12. Holidays, Sickness and Absence.

63. Pupils are entitled to 20 days’ annual leave in addition to Bank Holidays. We ask pupils to take them as 10 in the first six months and 10 in the second six months but Chambers will consider all requests to take more than ten days in either six month period. Any of the ten days not taken in the non-practising period may be carried over into the non-practicing period.

64. Periods of absence due to illness or a bereavement are sometimes unavoidable, and pupils should inform the Head of Legal Operations as soon as practical when such issues arise. If circumstances require a longer period of absence, the pupil supervisor will determine the impact of longer periods of leave on pupillage and whether the period of pupillage should be extended.

65. If the pupillage is to be extended, Chambers will notify the BSB of the new date that the pupil will be completing pupillage by completing the relevant Notification of material change in pupillage form.

66. Pupils must apply to the BSB for dispensation if they need to take a substantial break from pupillage and extending the pupillage would not be appropriate in the circumstances. Chambers will assist in any such decision and application.

67. Maternity/paternity leave arrangements should follow our Parental Leave policy and individual parental leave arrangements should be discussed with the Head of Legal Operations and pupil supervisor.

68. All pupils will be assigned a Junior member of Chambers as a mentor. This is someone for you to liaise with regarding aspects of your pupillage. All mentors will have recently undertaken pupillage in Whitestone so will be well familiar with the path you are on.

69. We also conduct assessed advocacy training periodically throughout pupillage, to improve pupils’ advocacy.

13. Feedback and Performance Reviews.

70. Pupil supervisors and other members of Chambers for whom pupils complete work will give feedback as part of the normal pupillage process.

14. Assessment.

71. Pupils’ progress will be monitored and reviewed throughout their pupillage. This will be primarily from their supervisor but may also be from any other member of Chambers for whom they may have worked or whom they have accompanied to Court, from those who have observed their performance during advocacy exercises, and from any other persons likely to have relevant information on the pupil’s performance. Appraisals will take place after three, six and nine months of pupillage.

72. Pupil supervisors will discuss the assessment of their progress with the relevant pupil, identifying, where appropriate, any areas in which improvements might be made.

15. The Pupillage Award, Further Renumeration and Expenses.

73. As noted above, our pupillage award for pupillages commencing in October 2026 is £30,000.00, paid in 12 monthly instalments.

74. If for any reason the pupillage ends early, the pupil will be entitled to the fraction of the pupillage award that corresponds to the number of months of pupillage completed, with any overpayment to be repaid to Chambers. Except in the case of early termination, all pupils (even if not offered tenancy) will complete their 12-month pupillage (unless another agreement is reached). Pupils will not be entitled to stay in Chambers beyond their 12 months unless they have been offered tenancy.

75. In common with most other sets, Chambers has work for practicing pupils. When such work is available it will be distributed fairly and evenly amongst Chambers’ pupils, subject to the relevant supervisor being of the opinion that the work is within the abilities of his/her pupil. Pupil’s brief fees are subject to Chambers members contributions of 23% plus VAT of the brief fee. Brief fees are in addition to the pupillage award. Pupils are expected to pay for their own travel costs when attending their own court hearings but they will be considered when the administrative team negotiate brief fees on behalf of the pupil. Any travels expenses paid by Instructing solicitors are not subject to Chambers 23% contribution.

76. Chambers will cover the cost of the compulsory training courses and reasonable travel expenses where a pupil is asked to travel by a member of Chambers for a particular matter (the payment of travel expenses incurred by pupils undertaking their own work will be negotiated by their clerks).

16. The Withdrawal Or Termination Of Pupillage.

77. Pupils may withdraw from pupillage prior to its commencement at any time or terminate their pupillage early on giving not less than 1 months’ written notice to Chambers.

78. Chambers is entitled to withdraw the pupillage offer at any point prior to its commencement or to terminate the pupillage during the pupillage with immediate effect (with the consequences for the Pupillage Award described at paragraph 77 above), if a pupil:

• commits a serious breach of the BSB Handbook;
• commits a serious or persistent breach of Chambers’ policies, procedures or applicable codes of conduct;
• is convicted of a criminal offence (other than an offence under any road traffic legislation in the UK or elsewhere for which a fine or non‐custodial penalty is imposed);
• fails to meet the minimum attendance or other regulatory requirements of the BSB for commencing or completing the non-practising or practising periods of the pupillage training;
• during the practising period of pupillage, ceases to hold a valid practising certificate;
• commits acts or omissions (whether or not in the course of the pupillage) that bring or are such as to risk bringing the name or reputation of Chambers or its members into disrepute or to prejudice the interest of Chambers; or
• assumes an immigration status rendering the pupil ineligible to undertake or complete the pupillage.

79. Chambers may also withdraw or terminate a pupillage on giving 1 months’ notice in the event that it ceases, or will cease, to be authorised by the BSB as an Authorised Education and Training Organisation or there is another regulatory, financial or practical impediment to Chambers continuing to provide pupillage training. If, during pupillage, Chambers ceases to be able or authorised to take pupils, Chambers will promptly notify the BSB. In that event, Chambers will use its best endeavours to assist pupils to identify another set of chambers where they can complete their training. In this event, the members of Chambers responsible for assisting are the Head of Chambers and the Head of Legal Operations.

17. Tenancy.

80. Tenancy offers are usually made in July, based on the strength of the pupil’s performance during the first nine months of pupillage (as recorded in appraisals by pupil supervisors and by those for whom the pupil has worked) and the recommendation of the Pupillage Supervisor. Chambers is not bound to follow the recommendation of the Pupillage Supervisor, but the recommendation does carry significant weight.

81. We have no fixed number of tenancies that we will offer to our pupils in a particular year. We expect that any pupil who meets the required standard will be offered a tenancy. Our policy is to offer pupillage only to those candidates with the potential to become tenants in Chambers. Chambers recruits no more pupils than there are available spaces for new tenants. Each pupil is therefore judged solely on his or her own merit; pupils do not compete against each other; they are only unsuccessful in securing tenancy if the calibre of their work by the time of the decision does not meet the high standard expected of a junior tenant at Whitestone.

82. If a pupil is not offered tenancy Chambers will assist our ex-pupils to find a probationary tenancy or position elsewhere.

18. Completion of Pupillage.

83. Applicants, pupils, and supervisors are referred to the BSB’s Bar Qualification Manual, which sets out the obligations and guidance applicable to pupillages. Pupillage training is geared towards an assessment of pupils against the Professional Statement for Barristers Incorporating the Threshold Standard and Competences which describes the knowledge, skills and attributes that all barristers are expected to have on “day one” of practice. Pupillage in Chambers, our syllabus and appraisals are all designed to ensure that pupils are in a position to meet the requirements of the Professional Statement.

19. Grievances and Complaints.

84. Chambers has a complaints procedure available to all pupils. A copy of the procedure is available on our web site and in Chambers. If possible, pupils should raise any grievance with their pupil supervisors in the first instance. More information can also be found in the Protocol section of www.whitestonechambers.com.

85. Chambers provide pupils with copies of all Chambers policies before commencement of training.

20. Appeals Process

86. Where a pupil is informed that they will not be signed off as having satisfactorily completed either period of pupillage, the pupil shall have a right of appeal under the Pupillage disciplinary policy. Policy. Any appeal must:

• be made in writing to the Complaints and Grievance Officer Mr Peter Causton, (or, where the Complaints & Grievance Officer was involved in the original decision, to the Head of Chambers), within 7 days of the pupil being notified of the decision;
• set out in full the grounds of appeal; and
• include any documents or other material upon which the pupil intends to rely.

87. Grounds of appeal may include:

• procedural irregularity in the assessment or decision-making process;
• material evidence which was not reasonably available at the time the original decision was made;
• that the decision was unreasonable or unsupported by the evidence; or
• bias or apparent bias on the part of any person involved in the non-sign off decision.

88. An appeal must be made in writing to Mr Peter Causton within 7 (seven) days of the date they were informed about the decision setting out the full grounds of their appeal.

89. The appeal shall be determined by an Appeal Panel consisting of not fewer than two members of Chambers who were not materially involved in the non-sign off decision. Chambers may appoint an external member to the Appeal Panel where considered appropriate. The Appeal Panel shall review the original

• dismiss the appeal and uphold the original decision;
• allow the appeal and direct that the pupil be signed off;
• remit the matter for reconsideration subject to such directions as it considers appropriate; or
• require further assessment, supervision, or training before a final decision is made.

90. The pupil shall be given a reasonable opportunity to make written representations and, where the Appeal Panel considers it appropriate, oral representations. A pupil may bring a companion to the appeal hearing. The companion must be a member of the Bar and the pupil must tell Peter Causton who their chosen companion is in good time before the hearing.

91. The outcome of the appeal, with brief written reasons, shall be communicated to the pupil in writing within a reasonable time. The decision of the Appeal Panel shall be final within Chambers’ internal procedures.

92. Nothing in this Policy shall prevent the pupil from referring any matter to the Bar Standards Board where applicable under the relevant regulatory arrangements.

93. A decision on whether the pupil is allowed to continue in pupillage pending the appeal will be considered on the merits with the Head of Chambers having the final decision.

21. Professional Statement for Barristers.

The Bar Standards Board have provided a document entitled “Professional Statement for Barristers” which incorporates the threshold standard and competences for Barrister. A copy is annexed to our Pupillage Policy.

This policy will be reviewed in June 2028.

To assist us with our commitment to equality, diversity and inclusion monitoring, we would be grateful if you would complete the following monitoring form. We are regulated by the Bar Standards Board (BSB). The information requested covers those areas encompassed in the BSB’s Equality Rules and Guidance. You do not have to answer all or any of the questions, but in providing this information you will help us to ensure that our recruitment is fair and objective for all.

Those responsible for diversity monitoring will review the data for reporting purposes. The monitoring forms and all raw data are then destroyed.

This monitoring process assists us in our policy of recruiting, developing and retaining the most talented barristers, pupils and staff to our Chambers. We value the diversity of backgrounds, skills and experiences found in our Chambers, and actively promote an inclusive culture where our members and staff are able to flourish.

If you choose to provide information, it will be treated in the strictest of confidence. By providing the information, you consent to the use and publication of anonymised statistics for the purposes of diversity monitoring of our selection processes. The provision of this information is entirely voluntary, and it will only be used for monitoring and statistical analysis and will be held in accordance with the Data Protection Act 2018 and GDPR Regulation.

• Q1. Please select a box below to indicate whether you are:

  • Male
  • Female
  • Other preferred description
  • Prefer not to say

• Q2. From the list of age bands below please select a box to indicate the category that includes your current age in years:

  • 20 – 24
  • 35 - 44
  • 60 - 64

  • 25 – 34
  • 45 – 59
  • 64 +

• Q3. What is your ethnic group? Choose one of the groups below to indicate your ethnic group (please select one box only):

  White

  • British/English/Welsh/Northern Irish/Scottish
  • Irish
  • Gypsy or Irish Traveller
  • Any other White Background

  Black/African/Caribbean/Black British

  • Caribbean
  • African
  • Any other Black/Caribbean/Black British background

  Asian/ Asian British

  • Indian
  • Pakistani
  • Bangladeshi
  • Chinese
  • Any other Asian background

  Mixed

  • White/Black Caribbean
  • White/ Black African
  • White/Asian
  • Other mixed

  Other ethnic group

  • Arab
  • Any other ethnic group
  • Prefer not to say

• Q4. Do you consider yourself to have a disability?

  (The Equality Act 2010 defines a person as having a disability if he or she has a physical or mental impairment, which has a substantial long term, adverse effect on his or her ability to carry out normal day-to-day activities. “Long term” means that the impairment is likely to have lasted for 12 months or more).

  (a) Do you consider yourself to have a disability according to the definition above?

  • Yes
  • No
  • Prefer not to say

  (b) Are your day to day activities limited because of a health problem or disability which has lasted, or is expected to last, at least 12 months?

  • Yes, limited a lot
  • Yes, Limited a little
  • No
  • Prefer not to say

• Q5. What is your sexual orientation?

  • Bisexual
  • Gay man
  • Other

  • Gay woman/lesbian
  • Heterosexual/straight
  • Prefer not to say

• Q6. What is your religion or belief?

  • No religion or belief
  • Christian
    (all denominations)
  • Jewish
  • Sikh
  • Prefer not to say

  • Buddhist
  • Hindu
  • Muslim
  • Any other religion

• Q7. What is your socio-economic background?

  (a) If you went to university (to study a BA, BSc or higher) were you part of the first generation of your family to do so?

  • Yes
  • No
  • Did not attend university
  • Prefer not to say

  (b) Did you mainly attend a state or fee paying school between the ages of 11-18?

  • State
  • Fee paying
  • Prefer not to say

  (c) If you attended a fee paying school, did you ever receive any kind of financial reward to cover 50% or more of the school fees?

  • Yes
  • No
  • Prefer not to say

• Q8. Do you have caring responsibilities?

  (a) Are you a primary carer for a child or children under 18?

  • Yes
  • No
  • Prefer not to say

  (b) Do you look after or give any help or support to family members, friends, neighbours or others because of either:

  • Long term physical or mental-ill health/disability

  • Problems related to old age

  (Please do not count anything you do as part of paid employment)

  • No
  • Yes, 20 – 49 hours a week

  • Yes, 1 – 19 hours a week
  • Prefer not to say

THANK YOU.

INTRODUCTION

Whitestone Chambers (as defined below ‘Chambers’) is managed by Mr Lawrence Power who acts as Head of Chambers. It is operated in line with a constitution agreed by all the barristers who work in the chambers (office). Chambers is regulated by the Bar Standards Board and is subject to independent regulation and audit by them. Due to our interaction with young people, it is important that we have a safeguarding and child protection policy, specific to the type of work we do, in order to ensure the best possible protection of young students. The pol-icy is tailored towards internships and various workshops and outlines the types of interaction between young people and adults in these circumstances. They also include how to prevent any issues from occurring.

Chambers are aware of the important role we play in ensuring the safety of our participants. This policy outlines the systems and procedures in place which are necessary to protect and promote the welfare of young students. In developing our safeguarding and child protection policy chambers makes use of the guidance from Working Together to Safeguard Children (Department for Children, Schools and Families, March 2010), the relevant Local Authority (LA), the Local Safeguarding Children’s Board (LSCB), and The London Child Protection Procedures.

This policy applies to adults working in any capacity with chambers (which includes, but is not limited to, members of chambers, - staff, tenants, interns and individuals working within chambers on internships). However, some parts of the policy apply only to particular groups, which is expressly stated. All adults working in chambers will be informed about this policy and where a copy can be obtained.

The aims of this policy are to:

• Provide definitions of important and relevant terms.
• Outline good practice guidelines.
• Supply details of the designated staff members of the chambers that will deal with safeguarding and child protection concerns.
• Ensure the commitment to safe recruitment, selection and vetting.
• Increase awareness of the possible risks of child abuse and neglect amongst members of chambers and all adults working within Chambers.
• Ensure all adults working within chambers have a good understanding of safeguarding and child protection, ways in which to minimise any risks, and the action that should be taken upon becoming aware of any incidents.
• Ensure that all adults who are working within chambers are aware of the specific and structured response procedure to safeguarding and child protection concerns.
• Establish and provide the best system for child protection and promoting the welfare of young students involved with Chambers.
• Express the commitment of chambers to safeguarding and child protection.

DEFINITIONS

It is important to clearly define key terms so that all members of chambers and those involved with chambers are aware of exactly what each term means. This is essential as this information may help in detecting whether there has been any form of child abuse, and what form it is. Knowing the type of abuse one may be dealing with is crucial as it may dictate the way in which the situation needs to be dealt with. Each case is unique and therefore sensitivity to each case and its details is necessary in order to ensure the child is protected in the best way possible. We are aware that some of the forms of abuse below may not be applicable to the work chambers carries out, however it is important to have a good understanding of all of them.

For the avoidance of doubt, ‘Chambers’ student’ means any student participating in the chambers programme, in whatever capacity and for any period of time. ‘Child’ and ‘Young Person’ are used interchangeably to mean any person under the age of 18.

SAFEGUARDING

Chambers uses the definition for safeguarding given by the UK Government in the Department for Children, Schools and Families guidance: Working Together to Safeguarding Children (2010) (‘Government Guidance’).

This document defines safeguarding as:

• Protecting children from maltreatment.
• Preventing impairment of children’s health or development.
• Ensuring that children are growing up in circumstances consistent with the provision of safe and effective care, and
• Undertaking that role so as to enable those children to have optimum life chances and to enter adulthood successfully.

The Government Guidance defines the types of child abuse that may occur.

PHYSICAL ABUSE

Physical abuse may involve hitting, shaking, throwing, poising, burning or scalding, drowning, suffocating, or otherwise causing physical harm to a child or failing to protect a child from such harm. It may be done deliberately or recklessly, or be the result of a deliberate failure to prevent injury.

SEXUAL ABUSE

Sexual abuse involves forcing or enticing a child or young person to watch or take part in sexual activities, including prostitution, whether or not the child is aware of what is happening. The abuse does not need to involve physical contact.

EMOTIONAL ABUSE

Emotional abuse is the persistent emotional maltreatment of a child such as to cause severe and persistent adverse effects on the child’s emotional development. It may involve conveying to children that they are worthless or unloved, inadequate, or valued only insofar as they meet the needs of another person.

Emotional abuse will include bullying (and cyber-bullying), which may be defined as deliberately hurtful behaviour, usually repeated over a period of time, where it is difficult for those bullied to defend themselves. All settings in which children are provided with services or are living away from home should have in place rigorously enforced anti-bullying strategies.

NEGLECT

Neglect is the persistent failure to meet a child’s basic physical and/or psychological needs, likely to result in the serious impairment of the child’s health or development. Neglect may involve a parent or carer failing to provide adequate food and clothing; shelter, or failing to protect a child from physical and emotional harm or danger.

GOOD PRACTICE GUIDELINES

All adults working with chambers, in whatever capacity, should demonstrate exemplary behaviour. The following are common sense examples of how to create a positive culture and environment. Following these guidelines will ensure protection for adults working with chambers as it will help to prevent inappropriate situations from occurring.

GOOD PRACTICE MEANS

• Always working in an open environment, avoiding private situations and encouraging open communication.
• Treating all chambers students with respect and dignity.
• Always prioritising the welfare of each of chamber’s students.
• Maintaining a safe and appropriate distance from the chamber’s student.
• Having the chambers student based in an office space with many people around.
• Keeping doors open and blinds up, if a member of chambers is alone in a room with a chamber’s student.
• Ensuring all conversations online between mentor and mentee for the programme is appropriate and work-related; personal details such as contact details should not be shared.
• Ensuring that any form of physical activity e.g. lifting, using step ladders, is in Compliance with Social Mobility Foundations Risk Assessment Procedures.
• Being an excellent role model e.g. not drinking alcohol in the company of the chamber’s student.
• Giving enthusiastic and constructive feedback rather than negative criticism.
• Recognising the developmental needs and capacity of students avoiding excessive training or competition and not pushing the chamber’s student against their will.
• If the need arises, and only if trained to do so, administering emergency first aid and/or other medical treatment and consulting the Emergency Details part of the chamber’s student application form.
• Keeping a written record of any injury that occurs, along with the details of any treatment given, and reporting it to the Social Mobility Foundation.
• Reporting any incidents (see below).
• Not spending unnecessary amounts of time alone with chamber’s student away from others.
• Not taking or dropping off chamber’s student by car to another location.
• Not saying anything that might make the chamber’s student feel uncomfortable, or which could be interpreted as aggressive, hostile or impatient.

UNDER NO CIRCUMSTANCES SHOULD ANY ADULT WORKING WITH CHAMBER'S:

• Arrange to meet up with a chamber’s student in a personal capacity.
• Engage in rough physical or sexually provocative games.
• Allow or engage in any form of inappropriate touching.
• Allow chamber’s students to use inappropriate language unchallenged.
• Make sexually suggestive comments to a chamber’s student.
• Do things of a personal nature for a chamber’s student that they can do for themselves.
• Invite or arrange for or allow a chamber’s student to visit them somewhere other than their place of work e.g. home, pub etc.
• Allow allegations made by a chamber’s student to go unchallenged, unrecorded or not acted upon.
• Fail to report to chambers anything inappropriate that the student does or says.

INCIDENTS THAT MUST BE REPORTED/RECORDED:

If you witness or are a party to any of the following, as an adult working in chambers you should report this immediately to the designated contact and record the incident.

• You hurt a chamber’s student, even if unintentionally.
• You witness any inappropriate behaviour, whether from another adult or from another chamber’s student.
• The student seems distressed in any manner.
• The student appears to be physically attracted to you or to another adult.
• The student misunderstands or misinterprets something you have done.
• The student makes suggestive or inappropriate comments, either in person, online or using any other form of communication.

You should always feel confident to voice concerns about the attitude or actions of colleagues.

Where a chamber's student is on an internship, the internship provider is expected to notify chambers immediately upon becoming aware of any safeguarding/child protection issues.

SAFE RECRUITMENT

Due to the fact that all adults involved with chambers have some level of interaction with young people, it is critical that safe recruitment is practised. Members of chambers will be trained so they know how to deal with any safeguarding concerns and will be in possession of chamber’s Safeguarding and Child Protection Policy. Internship providers and student participants will be informed about the safeguarding policy and the procedures that are to be followed should any issues arise. All adults working in chambers are expected to follow the good practice guidelines as set out in this policy.

SYSTEMS AND PROCEDURES

Robert Pidgeon is Head of Legal Operations and is in charge of dealing with any safeguarding concerns. He will be responsible for, among other things, dealing with any allegations, overseeing the referral of cases of suspected abuse to the relevant investigating agencies, providing advice and support to members of chambers and maintaining records of any referral, complaint or concern.

Once a concern has been discussed, appropriate action will be taken and authorities will be notified if necessary, in accordance with the Response Procedure set out below. Chambers treats these matters with the utmost confidentiality, in accordance with the confidentiality guidelines set out below.

Good practice guidelines have been outlined in this policy and therefore all members of chambers issued with a copy of this policy or made aware of it, are considered to be aware of the manner in which they are to conduct themselves. Chambers is aware of the fact that it may be difficult to establish cases of abuse. We acknowledge that the use of the expertise of social services and other authorities may be needed and will involve the relevant authorities where necessary.

RESPONSE PROCEDURE

The procedure for responding to safeguarding, child protections concerns, and allegations is in line with Government Guidance. If you, as an adult working in chambers and are informed about a concern, you should:

• Make it your priority as such issues need to be dealt with as quickly as possible.
• Listen carefully to the concern that is being raised.
• Try not to ask leading questions, as these may influence the answers of the subject, and distort the evidence.
• Record the concern in writing, making an effort to use the exact words the subject has used in order to be as accurate as possible. Details such as names, dates, times, and location should all be recorded.
• Once you have established the problem, reassure the young person and indicate how the Chambers will act in a way that is best for the young person's safety.
• Make it clear that you cannot guarantee absolute confidentiality as the Head of Legal Operations must be informed. Social services and other authorities may also need to be notified. It is important to show the young person that such information will only be shared with people that will help to ensure the young person's safety and well-being. All information will be shared only via secure channels such as electronic mail.
• Inform the Head of Legal Operations immediately.
• Head of Legal Operations should not carry out an investigation, but should review the evidence and consider the seriousness of the allegations. He should then refer the case to the Local Authority Designated Officer (LADO) if the allegations are that a member of chambers has: behaved in a way that has or may have harmed a young person; possibly committed a criminal offence against or related to a young person; or behaved in a way that indicates they are unsuitable to work with young people.

The Head of Legal Operations and the LADO will consider whether the Police or any external agency should be contacted. Every possible assistance should be provided to any external investigator in carrying out the investigation.

Provided that it is possible to do so without impeding the investigation or posing any risk to the young person’s safety:

• The parents/carers of the young person involved should be informed of the allegation and kept informed of any progress. If there has been any physical injury to the young person the parents/carers should be informed immediately.
• The subject of the allegations should be informed of them and of the progress of the investigation. Given the potential damage to career/reputation, chambers will always aim to treat matters sensitively and keep an open mind.

If external investigators are not required, or if the external investigation has been completed, Head of Legal Operations should carry out an internal investigation and consider whether to take any disciplinary action (see below).

SPECIFIC ROLES

Due to the type of work chambers is involved in, the way in which concerns, and allegations are dealt with may vary depending on who the subject of allegation is and what their role and interaction with the child involves. When concerns are reported, all adults working with chambers should follow the response procedure as set out above. However, the subsequent steps may differ depending on the individual’s role:

• In a case where a complaint is made about an individual involved in a stu-dent’s internship, members of chambers will meet with a senior manager from the individual’s organisation to review the evidence and consider the seriousness of the allegations. Until this can be established the student must cease participation in the internship until the outcome is determined and next steps decided upon. If it is decided that the individual is not suitable to continue participating in the internship, the internship will be stopped and the student will be moved to another internship where this is possible. If no criminal offence has been committed but the individual’s behaviour was deemed to be inappropriate, the individual’s employer will be responsible for taking disciplinary action. If a criminal offence has been committed the police (and any other relevant body) will be contacted to take the matter further.
• With regards to mentors, if an allegation is made against them written records between mentor and mentee will be checked by a member of chambers. Chambers will look for any inappropriate content that has been shared and in the cases where this is found, it will be recorded. Both mentor and mentee will be consulted to discuss the matter, and may be terminated from the programme if necessary.
• It may be that a Chambers’ student (A) is alleged to have behaved inappropriately towards another Chambers’ student (B). In such an instance, chambers will investigate the matter following the procedures outlined in this policy. If necessary, for the safety and well-being of the students, both students A and B may be suspended from the programme while the allegations are considered. If the allegations are upheld, chambers’ student (A) will be removed from the programme. Chambers’ student (B) may be removed from the programme if the allegations are found to be false or malicious. Unless it is inappropriate to do so, the student’s parents/carers will be informed, together with any other relevant authorities.

CONFIDENTIALITY

Chambers will make every effort to maintain confidentiality and guard against publicity while an allegation is being investigated or considered. Apart from keeping the young person, parents and accused person (where this would not place the young person at further risk) up to date with progress of the case, information should be restricted to those who have a need to know in order to protect young people, facilitate enquiries, or manage related disciplinary or suitability processes.

DISCIPLINARY ACTION AND SUSPENSION

Where disciplinary action is taken against a member of chambers, it should be done so in accordance with chamber’s disciplinary policy. It may be necessary to suspend the individual against whom allegations have been made if, for example:

• There is cause to suspect a child is at risk of significant harm; or
• The allegation warrants investigation by the police; or
• The allegation is so serious that it might be grounds for dismissal.

RECORD-KEEPING

Chambers will keep a clear and comprehensive summary of any allegations made, details of how the allegation was followed up and resolved and details of any action taken and decisions reached, on a person’s confidential personnel file and give a copy to the individual.

TIMING

It is in everyone’s interest to resolve cases as quickly as possible consistent with a fair and thorough investigation. Chambers will make every effort to manage cases to avoid any unnecessary delay. However, the time taken to investigate and resolve individual cases depends on a variety of factors including the nature, seriousness, and complexity of the allegation.

CONCLUSION OF INVESTIGATION

If the allegation is substantiated, the individual may be dismissed from chambers, or their participation in the programme may be terminated. Further action may be pursued by the relevant authorities. Chambers will make any notifications that it is required to by law.

If it is decided on the conclusion of the case that a person who has been suspended can return to work, chambers will consider how best to facilitate that.

If an allegation is determined to be unfounded or malicious, chambers will alert the relevant people or external bodies if there is a concern that the young person is in need of assistance. In the rare event that an allegation is shown to have been deliberately invented or malicious, chambers will ask the police to consider whether any action might be appropriate against the person responsible.

Chambers is aware of the importance of balancing the welfare of the young person against the potential damage that can be caused to an individual's career and reputation. All cases will be dealt with by chambers in a sensitive manner and in a carefully measured way. In cases of abuse chambers will ensure that the young person is put in contact with social services and/or other relevant bodies so that the necessary support is provided.

Other contacts:

The Independent Safeguarding Authority may be contacted via one of the following channels:

• By telephone on 01325 953 795
• By Completing an online form: https://independent-safeguarding.org/contact-us/
• By post to:
  Independent Safeguarding Authority
  Post Office Box 181
  Darlington DL1 9FA

NSPCC (National Society for the Prevention of Cruelty to Children)

• NSPCC Helpline 0808 800 5000
• Text phone 0800 056 0566
• Fax 020 7825 2750 – marked for the attention of the duty manager
• By post to:
  Weston House
  42 Curtain Road
  London
  EC2A 3NH

To find the relevant central/local government service for your area, please visit: https://www.gov.uk/

REFERENCE LIST

Working together to safeguard children (every child matters)
https://assets.publishing.service.gov.uk/media/669e7501ab418ab055592a7b/Working_together_to_safeguard_children_2023.pdf

This policy will be reviewed in May 2028

Health and Safety Policy Statement

Whitestone Chambers (henceforth “Chambers”) and its members fully accept the obligations placed upon it by Acts of Parliament covering health and safety. Chambers requires its Head of Chambers to ensure that the following policy is implemented and to report annually on its effectiveness.

This policy has been prepared and published under the requirements of Health and Safety at Work legislation.

The purpose of this policy is to establish general standards for health and safety at work and to distribute responsibility for their achievement to all members of Chambers through normal management processes.

Management Responsibilities

Head of Chambers

Head of Chambers has overall responsibility for the implementation of the Chambers’ policy. This individual is responsible for ensuring that the policy is widely communicated and that its effectiveness is monitored.

Safety Officer

TThe Safety Officer is a nominated member of Chambers responsible for co-ordinating effective health and safety policies and controls across the set.

The Safety Officer is responsible for:

• the production, maintenance and application of the Chambers’ policy;
• monitoring and reporting on the effectiveness of the policy;
• the provision of general advice about the implication of the law; and
• the identification of health and safety training needs.

Health and Safety Management Process

Chambers believes that consideration of the health, safety and welfare of staff is an integral part of the management process. The provision of the Health and Safety at Work Act, associated Codes of Practice and EU Directives will be adopted as required standards within Chambers.

Chambers requires those responsible for the Policy to approach health and safety in a systematic way, by identifying hazards and problems, planning improvements, taking executive action and monitoring results so that most of health and safety needs will be met as part of day-to-day management, although many health and safety problems can be rectified at little additional cost.

For major additional expenditure, cases of need will be submitted by members to Head of Chambers.

If unpredictable health and safety issues arise during the year, Head of Chambers must assess the degree of risk, in deciding the necessary resources and actions to commit to addressing these issues.

Health, Safety and Welfare Guidelines

It is Chambers’ policy to require the Safety Officer to produce appropriate health and safety policies or guidelines, which should embody the minimum standards for health and safety.

It shall be the responsibility of Head of Chambers to bring to the attention of all members the provisions of the guidelines, and to consult with appropriate Health and Safety Representatives about the updating of these guidelines. The model contents of a guideline are:

• regulations governing the work of the Chambers;
• clear reference to safe methods of working;
• information about immediate matters of health and safety concern, such as fire drills, fire exits, first aid;
• the role and identity of the Safety Officer;
• accident reporting procedures;
• departmental safety rules;
• fire procedures;
• policies agreed by the Chambers.

Identification of Health and Safety Hazards – Annual Audit and Regular Risk Assessments

It is Chambers policy of the Company to require a thorough annual examination of health and safety performance. The technique to be adopted for such examinations will be the ‘Safety Audit’. The Audit requires review of:

• standards laid down in the policy;
• relevant regulations;
• environmental factors;
• methods of work;
• contingency plans; and
• recording and provision of information about accidents and hazards and the assessment of risk.

The information obtained by the Audit will be used to form the basis of the plan for the Chambers for the following year.

The responsibility for ensuring that audit activity is carried out as part of this policy rests with the Head of Chambers and will be carried out by the Safety Officer.

It is the Chambers’ responsibility to ensure that any deficiencies highlighted in the Audit are dealt with as speedily as possible.

Chambers has a continual responsibility for the elimination of hazards to maintain a safe working environment and will also be expected to carry out regular risk assessments in line with the Health and Safety Executive Guidelines. That is, by following these 5 steps:

• identify the hazards;
• decide who might be harmed and how;
• evaluate the risks and decide on precautions;
• record the findings and implement the precautions: and
• review the assessment and update when necessary.

Training

Health and Safety training shall be incorporated within annual training programmes, as part of the development of a systematic training plan to ensure the competency of all members of Chambers. Health and Safety training needs will, therefore, be identified and planned for in the same manner as other training needs.

Areas to be given special priority are:

• training for Head of Chambers and the Safety Officer, to equip them with an understanding of their responsibilities under this policy;
• training for all members of Chambers to acquaint them with the main provisions of the law and its practical implication, the main features of this policy and key safety rules; and
• induction and in-service training for staff at all levels to acquaint them fully with new requirements and hazards.

Location of Equipment

Chambers will display its Health and Safety law poster in the premises.

The first-aid box and accident box are located in an easily accessible place.

Records, Statistics and Monitoring

Chambers will operate systems for recording, analysis and presentation of information about accidents, hazard situations and untoward occurrences.

Advice on systems will be provided by the Safety Officer, in conjunction, where appropriate, with specialist advisory bodies, for example local Environmental Health Departments.

Information obtained from the analysis of accident statistics must be acted upon and, where necessary, bids for additional expenditure made to Head of Chambers.

Reports to the Health and Safety Executive

The responsibility for meeting the requirements of the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985 to the Health and Safety Executive, shall rest with Head of Chambers as delegated to the Safety Officer.

Specialist Advisory Bodies

Certain bodies and the individual members of those bodies, have always had a Health and Safety role, most notably, the Health & Safety Executive, or local Environmental Health Departments. If further specialist advice is required, this may be obtained by Managers from expert individuals or bodies outside of Chambers.

First Aid

It is the policy of the Company to make provision for First Aid and the training of ‘First Aiders’ in accordance with the First Aid Regulations (1982). The Safety Officer is responsible for ensuring the Regulations are implemented and for identifying training needs.

Fire

Training

The Head of Chambers is responsible for ensuring that the staff receive adequate fire training, and that nominated fire officers are designated in all Chambers’ premises.

Fire Officer

In addition, Chambers will nominate a Fire Officer (this may be the Safety Officer or someone external to the Company) to:

• report and advise on the standard of fire safety in Chambers’ premises and the standard of fire training of its members;
• undertake overall responsibility for fire training;
• assist in the investigation of all fires in the Chambers’ premises and to submit reports of such incidents.

Procedure

The following procedures are in place to ensure high standards of fire safety.

• Fire risk assessments have been undertaken and are reviewed regularly. However, other reviews will occur if there are changes that will impact on them. These may include alterations to the premises or new work processes.
• Fire risk assessments are carried out by the Safety Officer.
• The fire evacuation procedure will be practised at least twice per year. A record will be kept of the date and the time taken to evacuate the buildings.
• Training will be provided, as necessary, to members of Chambers.
• All new members of staff and temporary employees will be given induction training on how to raise the alarm and the available escape routes. Regular members of Chambers will be given annual refresher training.
• All escape routes shall be clearly signed and kept free from obstructions at all times.
• Fire extinguishers will be serviced and maintained annually by a suitable Contractor. If any member of Chambers notices defective or missing equipment they must report it to the Safety Officer.
• Alarms are checked every 6 months by a suitable contractor and tested regularly.
• All visitors must be logged into the Visitors Book in the admin offices on arrival on site.

Emergency Evacuation Plan

If you discover a fire:

• raise the alarm immediately by activating the nearest Fire Alarm Call Point.
• evacuate immediately using the nearest available fire exit.
• do not stop to pick up any personal possessions.
• the last person out of a room should ensure that the door is shut.
• once outside, inform the Safety Officer as to the location of the fire and call the Fire Brigade.

The assembly point is down Middle Temple Lane in Brik Court. If you hear the fire alarm:

• leave the building immediately using the nearest available fire exit.
• report to the assembly point. If you are with a visitor, ensure they accompany you.

Lifting and Handling

The Safety Officer is responsible for informing staff of safe lifting techniques and will identify specific training needs.

Computer Installations and Visual Display Units

All new computer installations must adhere to the British Standard Specifications and comply with the Health and Safety (Display Screen Equipment) Regulations 1992.

Health and Safety and the Individual Member of Chambers

The Health and Safety at Work Act requires each member of Chambers “to take reasonable care for the Health and Safety of himself and of other persons who may be affected by their acts and omissions” and co-operate with management to enable management to carry out their responsibilities under the Act. All members of Chambers have equal responsibility with the Company for Health and Safety at Work.

The refusal of any member of Chambers to meet their obligations will be regarded as a matter to be dealt with by Head of Chambers. In normal circumstances counselling of a member of Chambers should be sufficient. With a continuing problem, or where a member of Chambers the Chambers’ Disciplinary Procedure.

Third Party Individuals Working on Chambers’ Premises

Persons working in Chambers’ premises who are employed by other organisations are expected to follow Chambers’ Health and Safety Policies with regards to their own personal safety (and that of other parties such as the public if appropriate) and their method of work. This responsibility will be included in contracts or working arrangements. Similarly, seconded Chambers’ employees working in other host premises will be expected to follow the host employers Health and Safety Policy.

Visitors and Members of the Public

Chambers wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of visitors to Chambers establishments will be of the highest standard.

Any member of Chambers who notices persons acting in a way which would endanger other members, should normally inform Head of Chambers or the Safety Officer. If the danger is immediate, common sense must be used to give warning, call for assistance or give aid as necessary. It is equally important not to over-react to a situation.

Contractors

Chambers wishes to ensure that as far as is reasonably practicable, the Health, Safety and Welfare of Contractors working in Chambers’ establishments will be of the highest standards. In addition, Contractors and their employees have an obligation so far as is reasonably practicable to ensure that all equipment, materials and premises under their control are safe and without risks to health.

Contractors must also observe Chambers’ Fire Safety Procedures set out above. These obligations will be drawn to the attention of the Contractors in the contract document issued to them. In addition, Head of Chambers will be identified in the contract as having authority to stop the work of Contractors who are placing themselves, other members, or visitors at risk. Any member of Chambers who judges there is a risk where contractors are working, should inform Head of Chambers immediately.

In tendering, Contractors will be asked to confirm they have a written Health, Safety and Welfare Policy. Head of Chambers will be responsible for monitoring the Health and Safety performance of the Contractor and the Contractor’s performance will be a factor in deciding whether to invite the Contractor to tender again.

This policy will be reviewed by May 2026

1. Scope of Procedure.

This procedure covers: members of chambers; pupils of chambers; mini pupils; chamber’s staff and applicants for positions in chambers. This procedure is applicable to any complaint, grievance or dispute including but not limited to complaints or grievances of unfair discrimination or harassment. It does not apply to complaints or grievances made by clients concerning barristers or staff. If any of the above persons unsure which policy they should refer to, they can ask the Complaints and Grievance Officer, Mr Peter Causton, or the Head of Legal Operations.

2. Statement of Policy.

Whitestone Chambers is committed to providing a working environment in which everyone is treated with dignity, respect and fairness. No one will be victimised or suffer a detriment because they raise a complaint or grievance in good faith under this procedure.

3. Officer.

Mr Peter Causton is the Complaints and Grievance Officer.

4. Notification of Procedure.

A copy of this procedure, which includes the names of people who have been nominated to respond to formal and informal complaints and grievances, will be given to all Members, staff, pupils and mini-pupils, and a copy will be available on the Chambers intranet.

5. Confidentiality.

Confidentiality will be maintained as far as possible and appropriate. All records of complaints and grievances, including notes of meetings, interviews, results of investigations and other relevant material will be kept confidential by Chambers except where disclosure is required by law or for disciplinary or other remedial processes.

6. Informal Procedures.

Complaints or grievances are more easily resolved if dealt with at an early stage. If you have a complaints or grievance, you are recommended in the first instance to seek the informal assistance of one of the following people who will, as far as possible, provide confidential advice and assistance:

• For pupils: your pupil supervisor, the Head of Chambers.
• For complaints or grievances about clerking: The Head of Legal Operations. If the complaint relates to the Head of Legal Operations, the Head of Chambers should be notified.
• For complaints or grievances about harassment or equality and diversity: The Equality Diversity and Inclusion Officer Miss Mina Heung.
• If the complaint or grievance cannot be resolved informally, or if you prefer to use a formal procedure, the matter may be pursued by making a formal complaint.

7. Formal procedures under the Grievance Policy.

How to Make a Formal Complaint.

Formal complaints should be made in writing to the Complaints and Grievance Officer. If the compliant is about the Complaints and Grievance Officer, it should be addressed to the Head of Chambers.

When to Make a Formal Complaint.

A formal complaint should be made as soon as reasonably possible. Unless there are exceptional circumstances, it must be made no later than six months after the act, which is being complained about, or (if informal action is taken first) within six months of the end of the informal action.

What Will Happen When a Formal Complaint is Received?

The receipt of a formal complaint will be acknowledged in writing within 7 days.

8. Investigations into Formal Complaints.

Unless there are good reasons for delay, investigations into alleged incidents of harassment should be completed within 14 days after the complaint was received, and investigations into other complaints or grievances should be completed within 28 days after the complaint was received.

The Complaints and Grievance Officer will appoint one additional Members of Chambers to assist in investigating a complaint or grievance under this policy. Where possible the Members appointed to carry out the investigations will not be directly involved in the matters complained of and will not have been involved in any informal complaint.

The investigation must be carried out fairly. If any interviews or hearings are held, the complainant and any person who is the subject of the complaint or alleged grievance may be accompanied by a colleague or friend.

9. Conclusion of Formal Complaints.

At the end of the investigation, the Complaints and Grievance Officer will recommend the action to be taken to rectify it in conjunction with the Acceptable Behaviour Officer, Miss Analissa Lim.

If a complaint is found to have substance, appropriate steps must be taken to rectify the problem. Solutions which rely on changes to working arrangements which might unreasonably disadvantage the complainant must be avoided, because they might amount to victimisation.

The complainant will be provided with a written response on the outcome of the complaint or grievance and, where it is upheld, with a clear indication of the action Chambers will take.

Records (which are confidential, as set out above) will be retained for a period of one year and may be retained for longer if necessary.

10. Appeals.

A member may appeal in writing if they feel a decision was unjust or wrong. This includes if Chambers decides to terminate membership under this policy.

An appeal must be in writing addressed to the Head of Chambers within 7 (seven) days of the date they were informed about the decision setting out the full grounds of their appeal.

If an appeal is submitted, the date on which the sanction will take effect will be delayed for no longer than 21 days pending the outcome of the appeal. Chambers may require you to stay away from the office during this period.

Within 7 (seven) days of receiving the appeal, Chambers will provide evidence of the alleged conduct inducing disciplinary action. The date will be set for the appeal/ review hearing and will be within 14 days of you submitting your application. Chambers will give you written notice of the date, time and place of the appeal/ review hearing.

The appeal/review hearing will be conducted impartially by the Head of Chambers and/or such other Member of Chambers they may appoint at their absolute discretion who has not previously been involved and who the Head of Chambers may appoint either with or without them, and their decision will be final.

Chambers may affirm the original decision or revoke the original decision, or change the penalty as a result of the appeal hearing.

Chambers will inform the member in writing of the final decision, usually within 3 days of the appeal/review hearing. There will not be a further right to appeal/review.

Explanatory note:

This policy largely follows the model complaints or grievance procedures for Chambers, which was amended.

This policy will be reviewed in June 2028.

1. General Policy

Chambers operate an equal opportunities policy in its selection of mini-pupils. No applicant for mini-pupillages will be discriminated against based on his or her race, colour, ethnic or national origin, nationality, citizenship, sex, sexual orientation, marital status, disability, religion, political persuasion or age.

2. Selection Procedure

• At present Chambers offers a maximum of 12 unfunded mini-pupillages for a duration of 5 days each. Chambers may not offer all its mini-pupillages in any given year.
• Applications must be made in the following manner:
  • Applications may only be made by email and should be sent to [EMAIL_ADDRESS] with “Mini-pupillage application” as the subject heading.
  • The email should only consist of two MS Word Document attachments: a covering letter and a C.V. No other text is required.
  • C.Vs should include all A-level and university degree exam results (including interim results in the case of incomplete degrees).
• Applications will be considered by one or more members of the pupillage Committees (as defined in Chambers Pupillage Policy). The selection criteria are the same as those applied to select pupils and are set out below in appendix II.
• Chambers may decide to interview applicants for mini-pupillage.
• All candidates who have made an application in the prescribed manner will be notified by email whether their application has been successful. Those to whom mini-pupillages have been offered will be invited to contact chambers to schedule a mini pupillage

3. The Relationship between Mini-Pupillage and Pupillage

• A mini-pupillage gives us a chance to meet the mini-pupil and to get to know him or her as much as the time permits. It gives prospective applicants for pupillage an opportunity to see the type of work we do in chambers, and to make an informed choice whether to apply for a full pupillage.
• An unsuccessful applicant for mini-pupillage should not be deterred from making an application for pupillage. We have only a limited opportunity to assess applicants for mini-pupillage. Applications for a pupillage proper, however, are considered in some depth, and we hope to interview a significant proportion of those who apply. The fact that a candidate has not been offered a mini-pupillage does not in any way prejudice his or her chances of being offered a pupillage.

This policy will be reviewed by May 2028.

Introduction

At Whitestone Chambers (as defined below ‘Chambers’), we recognise that privacy is very important to us. Chambers has created this privacy policy to show our commitment to the privacy of any personal details that you provide us when using our website. Chambers can assure you that we keep your information confidential and do not sell or rent our customers' personal information to third parties.

Please review this Privacy Policy, which sets out our policies regarding the collection, utilisation and protection of the personal information of those using www.whitestonechambers.com. When using our website, you are consenting to the practices set forth in this Privacy Policy.

What we collect

Personal information includes information that is attributable to a specific individual, such as name, job title, address, telephone number, email address and other information relevant to applications.

What we do with the information we gather

We required this information to understand your needs and provide you with a better service, and for the reasons such as internal record keeping, to process application forms and recruitment enquiries, to respond to enquiries about the content of the website, we may use the information to improve our services. We may periodically send promotional email about new events or other information which we think you may find interesting using the email address which you have provided. We may use the information to customise the website according to your interests.

Security

Please note that when browsing our website, the provision of any personal information is not required unless and until you choose to contact us or for other services. Children (persons under the age of 18) are not eligible to use the website unsupervised and Chambers ask that children do not submit any personal information to us. If you are under the age of 18, you may only use this website in conjunction with and under supervision of your parents or guardians.

To contact us and related services through our website, essential personal information such as your name, your telephone number, your email address, any additional information required for contact us is required. If you are contacting us on behalf of others, please ensure that other person agrees, in advance, to the disclosure of their personal information to us.

If you contact us through website, your name and email address may be provided to another user for the sole purpose of delivering the specific information. The other user agrees to not use this information for any other purpose. The other user also agrees not to separately contact you at any time for any reason.

Chambers are committed to ensuring that your information is secure. To prevent unauthorised access or disclosure we have put in place suitable physical, electronic and managerial procedures to safeguard and secure any information we may collect online.

The third party websites

Chambers may share your personal information with certain selected Chambers partners or contain links to enable you to visit other websites of interest easily. If you opt in, these partners may use your personal information to contact you regarding related websites which they think may be of interest to you as Chambers customer.

Please note that we do not have any control over third party websites. We cannot be responsible for the protection and privacy of any information you provide whilst visiting such websites and such websites are not governed by this privacy statement. We do not sell, rent or trade your personal information to third parties.

We may contain links to other websites for which we are not responsible. By clicking on any such links, you are entering another website which will contain content and practices for which we have no responsibility. We therefore encourage you to read the privacy statements of all such sites independently as their policies may be materially different from this Privacy Policy.

Sessions and security

Generic information about your computer's connection to the Internet, called "session data", will automatically be logged. This information is anonymous and cannot be used to track your personal information. Session data consists of things such as IP address, operating system and type of browser software being used, and the activities conducted by the user while on our site. An IP address is a number that enables computers attached to the Internet, such as our web servers, to know where to send data back to the user, such as the pages of the site the user wishes to view.

We collect session data because it helps us administer our website, track correlative information and to collate statistics in relation to visitor traffic. We may use your IP address to help us diagnose problems with our server. Rest assured that this information cannot be linked to you personally.

How we use cookies

A cookie is a small file of information that is automatically stored by your browser on your computer's hard drive when you enter our website. Cookies can only identify your computer and not the individual user, by storing some basic information which will enable us to identify if you have previously visited our web site. Cookies are only read by the server that placed them, and are unable to do such things as run programs on your computer, plant viruses, or harvest your personal information. The use of cookies is very common, and we use of cookies is like that of other reputable online companies.

Any personal information that you provide us with such as your name and email address etc. is neither gathered nor stored in the cookies placed by the Chambers website and, as a result, your information will not be passed on to any third parties.

Most web browsers automatically accept cookies, but it is possible to change the options on your web browser or use certain software programs, which will enable you to control how and whether cookies will be accepted by your browser. You can disable cookies or set your browser to alert you when cookies are being sent. We support your right to block any unwanted Internet activity, especially that of unscrupulous websites, but please note that if you choose to block Chambers cookies, this may disable certain features on our website and may make it impossible to use certain services available on the website. It is possible however to block cookie activity from certain websites while permitting cookies from websites you trust, like www.whitestonechambers.com.

Google Analytics

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Controlling Your Personal Information

You should be aware that in addition to the circumstances described above, we may disclose your personal information if required to do so by law, court order, as requested by other government or law enforcement authority, or in the good faith belief that disclosure is otherwise necessary or advisable including, without limitation, to protect the rights or properties of www.whitestonechambers.com or when we have reason to believe that disclosing the information is necessary to identify, contact or bring legal action against someone who may be causing interference with our rights or properties, whether intentionally or otherwise, or when anyone else could be harmed by such activities.

You may choose to restrict the collection or use of personal information. If you have previously agreed to us using your personal information for direct marketing purposes, you may change your mind at any time by writing to or emailing us.

You may request details of personal information which we hold about you under the Data Protection Act 1998. For information on how to request this data, please visit https://ico.org.uk/

If you believe that any information we are holding on you is incorrect or incomplete, please write to or email us as soon as possible.

This policy will be reviewed by May 2028

Whitestone Chambers (Chambers of Lawrence Power) does not discriminate unlawfully on grounds of sex, race, disability, sexual orientation, gender reassignment, pregnancy and maternity, marriage and civil partnership, religion or belief, or age, in accordance with our Equality and Diversity policy.

This survey of the diversity of chambers’ workforce, including barristers, pupils, clerks and administrative staff, was conducted in accordance with the Bar Standards Board’s Rules and Guidance.

86.67% per cent of Whitestone Chambers workforce participated in the survey. The graphs below have been produced with data received by those giving their consent to their data being anonymously published on our website.

The data is correct as of May 2025 and will be reviewed in a further three years.

ACCEPTABLE BEHAVIOUR POLICY

Whitestone Chambers expects that all members, pupils and administrative staff will conduct themselves in a professional manner when interacting with others or when managing colleagues. All members should consider their own behaviour and the impact that this can have on others. Whitestone recognises that personalities and characters differ but, notwithstanding these differences, as a minimum standard all members, pupils and administrative staff are expected to:

• Work co-operatively with others.
• Consider other people’s perspectives in order to help reach agreement.
• Establish good working relationships.

This policy applies to all Chambers - or Bar - related situations and events, including but not limited to:

• the working day in chambers;
• at Court – including the robing room and the courtroom itself;
• Chambers social events;
• Chambers marketing events;
• Circuit events;
• Bar messes;
• Bar Association events;
• Inns of Court events;
• the aftermath of any such events.

UNACCEPTABLE BEHAVIOUR TO OTHERS

Unacceptable behaviour including bullying, harassment and victimisation, may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort. Bullying or harassment may be by an individual against an individual or involve groups of people.

Whitestone Chambers defines behaviour as being unacceptable if:

• It is unwanted by the recipient;
• It has the purpose or effect of violating the recipient’s dignity and/or creating an intimidating, hostile, degrading, humiliating or offensive environment; and
• Having regard to all the circumstances, including the recipient’s perception, it was reasonable for the behaviour to have that effect.
• Unacceptable behaviour does not have to be face-to-face, and may take many forms such as written, telephone or e-mail communications or through social media.
• Some examples of unacceptable behaviour are:
  • Aggressive or abusive behaviour, such as shouting or personal insults.
  • Spreading malicious rumours or gossip or insulting someone.
  • Discrimination or harassment when related to a protected characteristic under the Equality Act 2010.
  • Unwanted physical contact.
  • Stalking.
  • Offensive comments/jokes or body language.
  • Publishing, circulating or displaying pornographic, racist, sexually suggestive or otherwise offensive material or pictures.
  • Isolation, deliberate exclusion and/or non co-operation at work.
  • Persistent and unreasonable criticism.
  • Unreasonable demands and impossible targets.
  • Coercion, such as pressure to subscribe to a particular political or religious belief.
• Sexist, sexual or offensive comments regarding someone’s appearance.
• Overly personal comments or over-familiar behaviour, including questions about someone’s relationships, sex life or gender identity.
• Continued suggestions for social activity after it has been made clear that such suggestions are unwelcome.
• Outing or threatening to out someone as gay, lesbian, transgender or any form of LGBTQI+.
• Knowingly mis gendering someone.
• Staring or inappropriate/suggestive looks.
• Invading someone’s personal space.
• Suggesting that sexual favours or a sexual relationship may result in favourable treatment, provide work opportunities or career advancement, or suggesting that refusing such may lead to less favourable treatment, the loss of work opportunities or damage career advancement.
• Dealing with complaints of harassment inappropriately or inadequately
• Overbearing or intimidating levels of supervision.
• Abuse of authority or power by those in positions of seniority.
• Deliberately excluding someone from meetings or communications without good reason.
• Dealing with complaints of harassment inappropriately or inadequately
• Overbearing or intimidating levels of supervision.
• Abuse of authority or power by those in positions of seniority.
• Deliberately excluding someone from meetings or communications without good reason.
• Dealing with complaints of harassment inappropriately or inadequately
• Overbearing or intimidating levels of supervision.
• Abuse of authority or power by those in positions of seniority.
• Deliberately excluding someone from meetings or communications without good reason.
• Suggesting that sexual favours or a sexual relationship may result in favourable treatment, provide work opportunities or career advancement, or suggesting that refusing such may lead to less favourable treatment, the loss of work opportunities or damage career advancement.
• Dealing with complaints of harassment inappropriately or inadequately
• Overbearing or intimidating levels of supervision.
• Abuse of authority or power by those in positions of seniority.
• Deliberately excluding someone from meetings or communications without good reason.

Sexual Relationships.

All relationships of a romantic or sexual nature, whether actioned or pursued between members including administrative staff and pupils, mini pupils, interns or any other type of work experience candidate are banned and any such behaviour will result in expulsion or dismissal from Chambers of the member or administrative staff.

Any barrister who has reasonable grounds to believe that there has been sexual or other harassment by another barrister also has a professional duty to report it to the Bar Standards Board. To fail to do so is a breach of the Code of Conduct, unless they reasonably believe that the misconduct has already been reported to the BSB by someone else. If you are not sure whether an incident should be reported, or has already been reported, you can seek advice from the BSB or Bar Council, or Chambers’ Equality & Diversity Officer Mina Heung.

Guidance from the BSB can be found here: https://www.barstandardsboard.org.uk/static/1e61994f-c558-430b-9c7b7034081df4b7/Reporting-Serious-Misconduct-of-Others.pdf

Advice can be obtained from the BSB by calling them on 0207 611 1444 or from the Bar Council by calling their Ethical Queries Helpline on 0207 611 1307.

Victimisation

Victimisation is unfavourable treatment of a person (‘the victim’) to a detriment because they have:

• Brought discrimination (including harassment) proceedings or given evidence or information in connection with such proceedings.
• Done anything other thing in connection with discrimination (including harassment) proceedings.
• Made an allegation (whether expressly or otherwise) of discrimination or harassment.
• Or because it is suspected that the victim has done or intends to do any of these things.

Whitestone Chambers will not tolerate victimisation and a perpetrator will be subject to disciplinary action which may result in action up to and including dismissal or expulsion from the Chambers.

PROFESSIONAL CONDUCT

Whitestone Chambers expects a professional appearance and approach from all members, pupils and administrative staff. This includes, but not limited to:

• Maintaining a business dress code whenever in Chambers. Members, pupils and administrative staff are considered to be ambassadors for the organisation and it is recognised that appearance acts as a visual measure of how the public, clients and partner organisations view Chambers. There is therefore the expectation that members, pupils and administrative staff will not only act professionally in their behaviour but also in their image. Dress must comply with health and safety policies. Clothes must be professional, clean, tidy and a good state of repair. Whitestone Chambers recognises the religious, cultural, disability and pregnancy related requirements of members, pupils and administrative staff in relation to dress or the uniform they wear. These requirements will be handled with sensitivity.
• Talking, acting and behaving in a manner appropriate to a legal and professional setting, includes but is not limited to:
  • Not listening to music in Chambers.
  • Not having personal communications that can impact on other members work, on the telephone or otherwise.
  • Not spreading malicious rumours or gossip to people inside or outside of Chambers either in person or online.
  • Not critisicing Chambers, fellow members, instructing solicitors or clients in a public environment.
• Members should not arrange to meet with mini pupils or work experience students outside of the Chambers or professional setting. Any incidents of unacceptable behaviour concerning a personal relationship at work will be dealt with under this policy

SOCIAL MEDIA

All members, pupils and administrative staff should consider the acceptable behaviour policy when posting online and on social media. It should always be remembered that things written by individuals can affect the reputation and standing of Chambers.

Your use of social media is likely to engage your right to freedom of expression under Article 10 of the European Convention on Human Rights (ECHR) which includes the right to hold and express opinions and to receive and impart information and ideas. However, Article 10 is a qualified right which must be balanced against other rights and values protected by the ECHR (such as the rights and reputations of other members of the profession or consumers of barristers’ services).

The European Court of Human Rights has recognised that lawyers, by virtue of their profession, have a special status which justifies placing certain restrictions on their conduct:

“…the special status of lawyers gives them a central position in the administration of justice as intermediaries between the public and the courts. Such a position explains the usual restrictions on the conduct of members of the Bar… Regard being had to the key role of lawyers in this field, it is legitimate to expect them to contribute to the proper administration of justice, and thus to maintain public confidence therein.”

If you use social media whilst acting in a professional capacity, your conduct could bring into question your compliance with certain Core Duties and Conduct Rules in the BSB Handbook that apply to you when you are practising or otherwise providing legal services.

These include:

• Core Duty 3: You must act with honesty, and with integrity.
• Core Duty 5: You must not behave in a way which is likely to diminish the trust and confidence which the public places in you or in the profession.
• Core Duty 6: You must keep the affairs of each client confidential.
• Core Duty 8: You must not discriminate unlawfully against any person

The BSB warn that, in general terms, any conduct on social media which might be said to be inconsistent with the standards expected of barristers may amount to a breach of the BSB Handbook.

You should therefore at all times consider whether your conduct risks contravening any of the Core Duties and Conduct Rules which apply to you.

In considering a potential breach of the BSB handbook in relation to conduct on social media, the regulator will take into account the following:

1. How a hypothetical, ordinary reasonable person would be likely to respond to your conduct, having regard to the wider context in which it occurred. This will involve an objective assessment based on the “natural and ordinary meaning”of what you post. The social media platform which you use may also be relevant. The views and/or reaction of any individual who reported the conduct to us, while potentially relevant, is unlikely to be determinative.
2. The substance of what you post (including the type of speech engaged, such as whether it is “mere gossip” or contributes to a debate in the public interest. The regulator recognise that political speech is afforded the highest level of protection under Article 10 and is something in which they are unlikely to have a regulatory interest. However, the BSB are likely to have a regulatory interest in conduct which is not afforded the protections guaranteed by Article 10, by virtue of Article 17 ECHR (ie conduct which is aimed at the destruction of the rights and freedoms of others). Case law from the European Court of Human Rights has found that this includes extreme or grave forms of hate speech, a threat of or incitement to violence, xenophobia, racial discrimination, Antisemitism, Islamophobia and Holocaust denial.
3. The manner in which you express your views (including the language used), the mode of publication, and the broader context. While the right to hold a view and say something may be protected by Article 10, if there is something objectionable about the manner in which it is expressed, this could be a potential breach of the BSB Handbook and therefore the BSB have a regulatory interest in your conduct.
4. The impact of your conduct. This may include the impact on individuals or organisations, and/or on public trust and confidence in you or the profession. The purpose behind your conduct may not always be relevant.

The full BSB guidance for barristers using social media can be found here:

https://www.barstandardsboard.org.uk/static/61d13750-880c-4423-a4bf80cf96d3f06c/802d53c2-c9b5-4917-a03c0984e5006cfb/BSB-social-media-guidance-September-2023.pdf

The BSB guidance on the regulation of non-professional conduct can be found here:

https://www.barstandardsboard.org.uk/static/e803d194-972c-43b4-84bf162568cee383/Guidance-on-the-regulation-of-non-professional-conduct-September-2023.pdf

COMPLAINTS OR GRIEVANCES PROCEDURE UNDER THIS POLICY

Anonymous complaints.

Chambers are aware that sometimes individuals are not comfortable to raise concerns of unacceptable behaviour for fearing of creating a tense or problematic relationship in a shared work space. For this reason, Chambers have implemented a process that means minor internal grievances can be submitted anonymously. This service is primarily to be used for matters that could be considered minor and the submitter merely wants a record keeping of the incident in case it becomes a pattern of unacceptable behaviour.

The “Talk to Spot” service offered by the Bar Council is also an effective means for raising such complaints if the victim would prefer to do it on a platform outside of Chambers. ‘Talk to Spot’ is available to anyone working in and around the Bar to report inappropriate or abusive behaviour, including:

• Sexual harassment and serious abuse
• Patronising, belittling, overbearing and demeaning behaviour, including by judges.
• Sexist, racist and ableist behaviours
• Online abuse
• Failure to make reasonable adjustments to meet the needs of disabled barristers and difficulties faced by those with caring responsibilities.

Talk to Spot enables individuals to create a date-stamped record of the incident, which can be kept private or, if the individual chooses, submitted (anonymously or with their name) to the Bar Council’s Equality and Diversity team. This allows the Bar Council to provide signposting and offer support where necessary. Further details, including how to access the platform are available on the Bar Council website. https://www.barcouncil.org.uk/support-for-barristers/equality-diversity-and-inclusion/talk-to-spot.html

For those raising anonymous concerns within Chambers, the following process should be used.

1. Access the Microsoft concern form distributed to all members. The QR Code to access the form can also be scanned from the poster on the wall of Chambers.
2. Submit the complaint answering the question provided and setting out if you would like to be contacted or remain anonymous.
3. Submit the form which will trigger a notification to the Acceptable Behaviour Officer. Only the Acceptable Behaviour Officer has access to any issues raised.

Alternatively, advice can be sought anonymously from the confidential Bar Council E&D Helpline on 0207 611 1426

Informal resolution

Except where the alleged behaviour is deemed by the acceptable behaviour officer to be sufficiently serious to warrant an immediate formal investigation, unacceptable behaviour should in the first instance be dealt with by raising it with whichever full member the complainant feels most comfortable talking to. In many cases, this may resolve the issue without taking any further action and a constructive way of working in the future can be agreed. The Acceptable Behaviour Officer is Mina Heung.

If this approach is not successful or if the individual experiencing the unacceptable behaviour feels unable to take steps to resolve the issue themselves, then they should inform the acceptable behaviour officer of the situation as soon as possible. This Officer has an active role to play in resolving any issues that are raised under this policy and are expected to take action if any incidents involving unacceptable behaviour are brought to their attention, seeking advice and support from the Head of Chambers as appropriate. If the Head of Chambers is responsible for the unacceptable behaviour, then the cause of action will be determined solely by the Acceptable Behaviour Officer. If the Acceptable Behaviour Officer is a party to the issue raised, the issue should instead be raised with the Head of Chambers, the Head of Legal Operations or whichever full members of Chambers the individual is most comfortable raising it with.

The Acceptable Behaviour Officer should meet with the member of staff who is claiming that they have been subject to unacceptable behaviour and discuss the situation with them – establishing the circumstances, the impact that the individual considers it has had, and any steps that the individual may have already taken to address the situation. Members, pupils and administrative staff are encouraged to keep a record of any examples of the unacceptable behaviour that can support their complaint during the course of these discussions.

The Acceptable Behaviour Officer will then seek to agree a course of action with the individual. Where possible, resolution will be sought through informal means. This will usually involve a meeting between the individual(s) and the person(s) who has allegedly behaved unacceptably that is facilitated by the acceptable behaviour Officer with support from the Head of Chambers as appropriate. The individual and the subject of the complaint can each be accompanied by a colleague, friend or family member or member of their Inn for support as necessary. The aim of such a meeting is for agreement to be reached on what might constitute a more acceptable form of behaviour in the future. Where mediation is appropriate and where both parties agree to participate, the acceptable behaviour Officer may refer the case to mediation.

The Acceptable Behaviour Officer will consider if any issues raised reach the criminal standards and advise the Head of Chambers if, in their view, the matter needs to be reported to Police.

Sexual relationships between members and administrators and any pupil, mini pupil, intern or work experience candidate will be dealt with formally from the outset with the default position that the sanction is expulsion or dismissal for the member or administrator.

Formal investigation

No formal action will be taken under this policy without prior consideration of the potential for informal resolution, unless the behaviour involved is deemed by the acceptable behaviour Officer to be sufficiently serious to warrant a formal investigation. Formal investigation under this policy need not be triggered by a specific complaint. Monitoring or concern may also be sufficient depending on the circumstances. Support will be considered and provided for both the complainant and the individual against whom the complaint has been made.

When making a formal complaint, the following process should be followed:

Formal complaints should be set out in writing – with any accompanying evidence – and addressed to the acceptable behaviour Officer, Mina Heung. If the complaint involves the acceptable behaviour Officer, a copy should be sent to the Head of Chambers. The written complaint should include details of any informal resolution that has been attempted, notes of any discussions held and also provide the names of any members, pupils or administrative staff who have witnessed the alleged unacceptable behaviour. Any evidence supporting the allegations made – such as emails or social media messages – should also be submitted as part of the written complaint.

The Acceptable Behaviour Officer will meet with the complainant to clarify the grounds of the complaint and explain what happens next.

The Acceptable Behaviour Officer will then arrange to meet with the person(s) who has allegedly behaved unacceptably, and a copy of the written complaint will be provided. At this point the acceptable Behaviour Officer and Head of Chambers will decide if the alleged perpetrator should be suspended or asked to work away from Chambers throughout this period. They will be given the opportunity to respond in writing to the allegations – providing evidence as appropriate - and to identify any witnesses who have agreed to be included in the formal investigation. A response must be received within 7 days unless the acceptable behaviour officer considers that an extension is appropriate.

The acceptable behaviour Officer will investigate the complaint made, establish whether there is a case to answer, and - where there is a case to answer - make recommendations. This will normally involve meeting both parties and any witnesses as appropriate, and consideration of any supporting evidence. A written record of the findings of the investigation will be submitted to the Head of Legal Operations who will then discuss any recommendations made with the Head of Chambers. If the Head of Legal Operations or the Head of Chambers are involved in the allegations, an independent member of members of administrative staff will then be chosen to consider the acceptable behaviour Officer’s recommendations. Pupils will be exempt from this duty as Chambers is of the believe that it would be an unfair responsibility to place on a pupil.

The acceptable behaviour Officer will write to both the complainant and the person against whom the allegations were made informing them of the outcome of the investigation. A copy of the acceptable behaviour Officer’s report may also be provided where appropriate. The content of the letter and report will be kept confidential by all parties involved.

Both parties will also be informed of the outcome of the investigation as appropriate and will be involved in the implementation of any recommendations and for monitoring the situation with support from the acceptable behaviour Officer as necessary.

Sanctions

Sanctions for proven complaints of bullying, harassment or sexual harassment include:

1. Suspension from Chambers
2. Prohibition on attendance at certain events
3. Prohibition on appointment to a position of responsibility
4. Expulsion from Chambers

The sanction for any member or administrator that has a sexual relationship any pupil, mini pupil, Intern or work experience candidate is automatic expulsion or dismissal from Chambers.

Confidentiality

Members, administrative staff and pupils involved in any proceedings taken under this Policy shall seek to ensure that confidentiality is maintained where practicable. Any investigations carried out under this Policy shall be undertaken with discretion and all parties will be made aware that they must treat as confidential any information shared during the course of any proceedings.

This policy will be reviewed by May 2028

1. Chambers aspires to create a safe environment for work, education and training. We aim to encourage and facilitate working practices and services that support the health and well-being of all staff, pupils and barristers.

2. Work can have a positive impact on our health and wellbeing. Healthy and well-motivated barristers and staff members can have an equally positive impact on the productivity and effectiveness of Chambers and individual members. Fostering a working environment that protects the physical and mental well-being of its people is good for all of Chambers.

3. Responsibility for health and wellbeing at work belongs to everyone in Chambers. Factors that can influence whether people will have a positive or negative relationship with work include:

1. relationships between pupils, pupil supervisors, staff and barristers.
2. whether pupils (in line with the principle of flexibility described in the Authorisation Handbook), pupil supervisors (which bolsters’ the LSB’s definition of flexibility), staff and barristers feel involved in organisational issues and decisions;
3. income to meet more than just basic needs;
4. availability and acceptability of flexible working;
5. awareness of occupational health issues and whether they are taken seriously;
6. whether the principles of fairness, equality and diversity are experienced in the workplace.

4. This policy provides a framework within which Chambers encourages and facilitates working practices and services that support well-being. It aims to draw upon good practice, recognising informal support arrangements particularly among barristers, and to be flexible rather than prescriptive.

5. Whitestone seeks to protect members, pupils and staff and promote best practice in conjunction with “promoting dignity, courtesy and respect” in learning environments and the workplace. It is our aim to ensure that all members of Chambers have some sense of autonomy and voice and feel supported by colleagues throughout the organisation.

6. Chamber’s Wellbeing Officer is Gordon Aber.

Work Life Balance

7. Chambers acknowledges and seeks to raise awareness that because barristers are self-employed there is an assumption that they have control of their work-life balance. However, the very fact of being self-employed adds pressures that are not experienced by employees. The desire to maintain a busy practice and to keep staff and solicitors happy can result in taking on too much work. This can seriously upset work-life balance and may lead to unhealthy work-related stress. Further, we acknowledge the stresses felt by administrative staff who, on occasion, need to be reachable outside of Chambers opening hours.

8. Chambers operates a supportive referral scheme when it is identified that pupils and barristers who display more than occasional cognitive, emotional, physical or behavioural symptoms of stress which give rise to concerns by colleagues or senior staff will be invited, in the first instance, to meet with their pupil supervisor, or a clerk of their choice, to discuss their workload and the management of their practice.

9. At any time, pupils and barristers can arrange to see any member of Chambers or administrative staff if they feel a need to rebalance their practice in light of concerns about their well-being to ensure pupils can “complete their education and training and... achieve the best outcome that they are capable of” (AF 27.2) and all other members and staff feel protected.

10. To complement these resources, Chambers also provide a subscription to the Aura Health App, which uses AI to personalise meditation and therapy sessions to their mood, goals and past behaviours.

11. Chambers operates flexible working and is supportive of providing adjustments, for short reviewable periods where the barrister or pupil feels that this is appropriate for them to manage their work life balance. Our Flexible Working Policy can be found on our website. Details of working time arrangements for pupils are included in the pupil induction manual. Both documents are provided to pupils electronically and further copies can be obtained from the Head of Legal Operations.

12. There is substantial evidence that a flexible approach to working patterns can have significant organisational benefits, including reduced absenteeism, improved morale and greater productivity. There are many different ways of structuring working patterns and Chambers will consider requests from staff members for part-time working; flexible working hours; compressed working hours or working from home.

13. Mental ill health and stress are associated with many of the leading causes of disease and disability in our society. Promoting and protecting the mental wellbeing of people in Chambers is important for individuals’ physical health, social wellbeing and productivity.

14. Mental wellbeing in the workplace is relevant to all and everyone has a responsibility to contribute to improved mental wellbeing at work. Addressing workplace mental wellbeing can help strengthen the positive, protective factors of employment, reduce risk factors for mental ill health and improve general health. It can also help promote the employment of people who have experienced mental health problems, and support them once they are at work.

15. Important aspects of mental health and wellbeing includes providing information and raising awareness, management skills to deal with issues around mental health and stress effectively, providing a supportive work environment, offering assistance, advice and support to anyone experiencing a mental health problem or returning to Chambers after a period of absence due to mental health problems.

Other Policies

16. This policy is complementary to established policies including: Health & Safety, Grievance, Equality and Diversity, Harassment, Reasonable Adjustment, Parental Leave and Flexible Working.

Objectives of this policy

17. To develop a supportive culture, address factors that may negatively affect mental wellbeing, and to develop management skills we will:

1. reduce discrimination and stigma by increasing awareness and understanding of all forms of disability;
2. give all members, pupils and staff information on, and increase their awareness of, mental wellbeing;
3. give non-judgmental and proactive support to individual staff, pupils and barristers that experience mental health problems;
4. include information about our mental health policy in induction sessions;
5. provide opportunities for staff, pupils and barristers to look after their mental wellbeing, for example through physical activity, stress reducing activities and social events;
6. offer staff flexible working arrangements and encourage barristers and pupils to have a good work-life balance;
7. set barristers, pupils and staff realistic targets that do not require them to work unreasonable hours;
8. ensure all staff have clearly defined job descriptions, objectives and responsibilities and provide them with good management support, appropriate training and adequate resources to do their job;
9. manage conflict effectively and ensure the workplace is free from bullying and harassment, discrimination and racism;
10. establish good two-way communication to ensure staff involvement, particularly during periods of organisational change.
11. while members, staff and pupils are permitted to opt out, we will establish a “well-being buddy system” that allows people to vocalise well-being concerns in confidentially if they do not yet feel comfortable raising it with Head of Chambers, Pupil Supervisor or Grievance Officer.

18. To provide support for staff, pupils and barristers experiencing mental health difficulties, we will:

1. ensure individuals suffering from mental health problems are treated fairly and consistently;
2. where appropriate, clearly communicate to colleagues who are able to support when the symptoms of stress become apparent to prevent further stress;
3. ensure individuals are aware of the support that can be offered through the Employee Assistance Program or their own GP.
4. in cases of long-term sickness absence, put in place, where possible, a graduated return to work or practice;
5. make every effort to identify suitable alternative employment or practice, in consultation with the individual, where a return to the same role is not possible due to identified risks or other factors;
6. treat all matters relating to individuals and their mental health problems in the strictest confidence and share on a ‘need to know’ basis only with consent from the individual concerned.

19. To demonstrate a positive and enabling attitude to employees and job applicants with mental health issues we will:

1. ensure that all staff and barristers involved in recruitment and selection are briefed on mental health issues and the Equality Act, and are trained in appropriate interview skills;
2. not make assumptions that a person with a mental health problem will be more vulnerable to workplace stress or take more time off than any other employee or job applicant;
3. recognise that workplace stress is a health and safety issue;
4. ask about health and wellbeing in exit interviews to help identify factors that may cause stress.

Further Signposting and Best Practice:

Chambers provides an Employee Assistance Program that can be accessed by all staff, members and pupils 24 hours a day for confidential support. Their portal can be accessed at http://www.employeeassistance.org.uk/. Log in details are provided to all members, pupils and staff. Further details are available on the posters within chambers or from Robert Pidgeon, Head of Legal Operations.

Further details on Wellbeing from the Bar Council can be found here: https://www.barcouncil.org.uk/support-for-barristers/wellbeing-personal-career-support/wellbeing-at-the-bar.html

www.lawcare.org.uk is a mental health charity for everyone in the legal sector offering free confidential direct support, information and resources and a Peer Support programme where you can speak to a volunteer who has worked in law themselves. The Peer Support network offer support, encouragement and mentoring on a range of different issues such as alcohol addiction, stress and anxiety.

This policy will be reviewed by 2028

1. Acceptable Behaviour Policy.

Chambers expects that all Members, pupils and administrative staff will conduct themselves in a professional manner when interacting with others or when managing colleagues. All Members should consider their own behaviour and the impact that this can have on others. Whitestone recognises that personalities and characters differ but, notwithstanding these differences, as a minimum standard all Members, pupils and administrative staff are expected to:

• Work co-operatively with others.
• Consider other people’s perspectives in order to help reach agreement.
• Establish good working relationships.

This policy applies to all Chambers - or Bar - related situations and events, including but not limited to:

• the working day in chambers;
• at Court – including the robing room and the courtroom itself;
• Chambers social events;
• Chambers marketing events;
• Circuit events;
• Bar messes;
• Bar Association events;
• Inns of Court events; and
• the aftermath of any such events.

2. Unacceptable Behaviour To Others.

Unacceptable behaviour including bullying, harassment and victimisation, may involve actions, words or physical gestures that could reasonably be perceived to be the cause of another person’s distress or discomfort. Bullying or harassment may be by an individual against an individual or involve groups of people.

Chambers defines behaviour as being unacceptable if:

• It is unwanted by the recipient.
• It has the purpose or effect of violating the recipient’s dignity and/or creating an intimidating, hostile, degrading, humiliating or offensive environment; and
• Having regard to all the circumstances, including the recipient’s perception, it was reasonable for the behaviour to have that effect.

Unacceptable behaviour does not have to be face-to-face, and may take many forms such as written, telephone or e-mail communications or through social media.

Some examples of unacceptable behaviour are:

• Aggressive or abusive behaviour, such as shouting or personal insults.
• Spreading malicious rumours or gossip or insulting someone.
• Discrimination or harassment when related to a protected characteristic under the Equality Act 2010.
• Unwanted physical contact.
• Stalking.
• Offensive comments/jokes or body language.
• Publishing, circulating or displaying pornographic, racist, sexually suggestive or otherwise offensive material or pictures.
• Isolation, deliberate exclusion and/or non co-operation at work.
• Persistent and unreasonable criticism.
• Unreasonable demands and impossible targets.
• Coercion, such as pressure to subscribe to a particular political or religious belief.
• Sexist, sexual or offensive comments regarding someone’s appearance.
• Overly personal comments or over-familiar behaviour, including questions about someone’s relationships, sex life or gender identity.
• Continued suggestions for social activity after it has been made clear that such suggestions are unwelcome.
• Outing or threatening to out someone as gay, lesbian, transgender or any form of LGBTQI+.
• Knowingly mis gendering someone.
• Staring or inappropriate/suggestive looks.
• Invading someone’s personal space.
• Suggesting that sexual favours or a sexual relationship may result in favourable treatment, provide work opportunities or career advancement, or suggesting that refusing such may lead to less favourable treatment, the loss of work opportunities or damage career advancement.
• Dealing with complaints of harassment inappropriately or inadequately
• Overbearing or intimidating levels of supervision.
• Abuse of authority or power by those in positions of seniority.
• Deliberately excluding someone from meetings or communications without good reason.

3. Sexual Relationships.

All relationships of a romantic or sexual nature, whether actioned or pursued between Members including administrative staff and pupils, mini pupils, interns or any type of work experience candidate are banned and any such behaviour will result in expulsion or dismissal from Chambers of the Member or administrative staff.

Any barrister who has reasonable grounds to believe that there has been sexual or other harassment by another barrister also has a professional duty to report it to the Bar Standards Board. To fail to do so is a breach of the Code of Conduct, unless they reasonably believe that the misconduct has already been reported to the BSB by someone else. If you are not sure whether an incident should be reported, or has already been reported, you can seek advice from the BSB or Bar Council, or Chambers’ Equality Diversity and Inclusion Officer Miss Mina Heung.

Guidance from the BSB can be found here:

https://www.barstandardsboard.org.uk/static/1e61994f-c558-430b-9c7b7034081df4b7/Reporting-Serious-Misconduct-of-Others.pdf

Advice can be obtained from the BSB by calling them on 0207 611 1444 or from the Bar Council by calling their Ethical Queries Helpline on 0207 611 1307.

Victimisation

Victimisation is unfavourable treatment of a person (‘the victim’) to a detriment because they have:

• Brought discrimination (including harassment) proceedings or given evidence or information in connection with such proceedings.
• Done anything other thing in connection with discrimination (including harassment) proceedings. Made an allegation (whether expressly or otherwise) of discrimination or harassment.
• Or because it is suspected that the victim has done or intends to do any of these things.

Chambers will not tolerate victimisation and a perpetrator will be subject to disciplinary action which may result in action up to and including dismissal or expulsion from the Chambers.

4. Professional Conduct

Chambers expects a professional appearance and approach from all Members, pupils and administrative staff. This includes, but not limited to:

• Maintaining a business dress code whenever in Chambers. Members, pupils and administrative staff are considered to be ambassadors for the organisation and it is recognised that appearance acts as a visual measure of how the public, clients and partner organisations view Chambers. There is therefore the expectation that Members, pupils and administrative staff will not only act professionally in their behaviour but also in their image. Dress must comply with health and safety policies. Clothes must be professional, clean, tidy and a good state of repair.
• Chambers recognises the religious, cultural, disability and pregnancy related requirements of members, pupils and administrative staff in relation to dress or the uniform they wear. These requirements will be handled with sensitivity.
• Talking, acting and behaving in a manner appropriate to a legal and professional setting, includes but is not limited to:
• Not listening to music in Chambers.
• Not having personal communications that can impact on other members work, on the telephone or otherwise.
• Not spreading malicious rumours or gossip to people inside or outside of Chambers either in person or online.
• Not criticising Chambers, fellow members, instructing solicitors or clients in a public environment.
• Members should not arrange to meet with mini pupils or work experience students outside of the Chambers or professional setting. Any incidents of unacceptable behaviour concerning a personal relationship at work will be dealt with under this policy.

5. Social Media

All Members, pupils and administrative staff should consider the acceptable behaviour policy when posting online and on social media. It should always be remembered that things written by individuals can affect the reputation and standing of Chambers.

Your use of social media is likely to engage your right to freedom of expression under Article 10 of the European Convention on Human Rights (ECHR) which includes the right to hold and express opinions and to receive and impart information and ideas. However, Article 10 is a qualified right which must be balanced against other rights and values protected by the ECHR (such as the rights and reputations of other members of the profession or consumers of barristers’ services).

The European Court of Human Rights has recognised that lawyers, by virtue of their profession, have a special status which justifies placing certain restrictions on their conduct:

“…the special status of lawyers gives them a central position in the administration of justice as intermediaries between the public and the courts. Such a position explains the usual restrictions on the conduct of members of the Bar… Regard being had to the

key role of lawyers in this field, it is legitimate to expect them to contribute to the proper administration of justice, and thus to maintain public confidence therein.”

If you use social media whilst acting in a professional capacity, your conduct could bring into question your compliance with certain Core Duties and Conduct Rules in the BSB Handbook that apply to you when you are practising or otherwise providing legal services.

These include:

• Core Duty 3: You must act with honesty, and with integrity.
• Core Duty 5: You must not behave in a way which is likely to diminish the trust and confidence which the public places in you or in the profession.
• Core Duty 6: You must keep the affairs of each client confidential.
• Core Duty 8: You must not discriminate unlawfully against any person

The BSB warn that, in general terms, any conduct on social media which might be said to be inconsistent with the standards expected of barristers may amount to a breach of the BSB Handbook.

You should therefore at all times consider whether your conduct risks contravening any of the Core Duties and Conduct Rules which apply to you.

In considering a potential breach of the BSB handbook in relation to conduct on social media, the regulator will take into account the following:

• How a hypothetical, ordinary reasonable person would be likely to respond to your conduct, having regard to the wider context in which it occurred. This will involve an objective assessment based on the “natural and ordinary meaning” of what you post. The social media platform which you use may also be relevant. The views and/or reaction of any individual who reported the conduct to us, while potentially relevant, is unlikely to be determinative.
• The substance of what you post (including the type of speech engaged, such as whether it is “mere gossip” or contributes to a debate in the public interest. The regulator recognise that political speech is afforded the highest level of protection under Article 10 and is something in which they are unlikely to have a regulatory interest. However, the BSB are likely to have a regulatory interest in conduct which is not afforded the protections guaranteed by Article 10, by virtue of Article 17 ECHR (i.e. conduct which is aimed at the destruction of the rights and freedoms of others). Case law from the European Court of Human Rights has found that this includes extreme or grave forms of hate speech, a threat of or incitement to violence, xenophobia, racial discrimination, Antisemitism, Islamophobia and Holocaust denial.
• The manner in which you express your views (including the language used), the mode of publication, and the broader context. While the right to hold a view and say something may be protected by Article 10, if there is something objectionable about the manner in which it is expressed, this could be a potential breach of the BSB Handbook and therefore the BSB have a regulatory interest in your conduct.
• The impact of your conduct. This may include the impact on individuals or organisations, and/or on public trust and confidence in you or the profession. The purpose behind your conduct may not always be relevant.

Further details can be found in Chambers’ Social Media policy.

The full BSB guidance for barristers using social media can be found here:

https://www.barstandardsboard.org.uk/static/61d13750-880c-4423-a4bf80cf96d3f06c/802d53c2-c9b5-4917-a03c0984e5006cfb/BSB-social-media-guidance-September-2023.pdf

The BSB guidance on the regulation of non-professional conduct can be found here:

https://www.barstandardsboard.org.uk/static/e803d194-972c-43b4-84bf162568cee383/Guidance-on-the-regulation-of-non-professional-conduct-September-2023.pdf

6. Complaints or Grievances Procedure Under This Policy

Anonymous complaints.

Chambers are aware that sometimes individuals are not comfortable to raise concerns of unacceptable behaviour for fearing of creating a tense or problematic relationship in a shared workspace. For this reason, Chambers have implemented a process that means minor internal grievances can be submitted anonymously. This service is primarily to be used for matters that could be considered minor and the submitter merely wants a record keeping of the incident in case it becomes a pattern of unacceptable behaviour.

The “Talk to Spot” service offered by the Bar Council is also an effective means for raising #

• Sexual harassment and serious abuse
• Patronising, belittling, overbearing and demeaning behaviour, including by judges.
• Sexist, racist and ableist behaviours
• Online abuse
• Failure to make reasonable adjustments to meet the needs of disabled barristers and difficulties faced by those with caring responsibilities.

Talk to Spot enables individuals to create a date-stamped record of the incident, which can be kept private or, if the individual chooses, submitted (anonymously or with their name) to the Bar Council’s Equality and Diversity team. This allows the Bar Council to provide signposting and offer support where necessary. Further details, including how to access the platform are available on the Bar Council website. https://www.barcouncil.org.uk/support-for-barristers/equality-diversity-and-inclusion/talk-to-spot.html

For those raising anonymous concerns within Chambers, the following process should be used.

• Access the Microsoft concern form distributed to all Members. The QR Code to access the form can also be scanned from the poster on the wall of Chambers.
• Submit the complaint answering the question provided and setting out if you would like to be contacted or remain anonymous
• Submit the form which will trigger a notification to the Acceptable Behaviour Officer, Miss Analissa Lim. Only the Acceptable Behaviour Officer has access to any issues raised.

Alternatively, advice can be sought anonymously from the confidential Bar Council EDI Helpline on 0207 611 1426

Informal Resolution.

Except where the alleged behaviour is deemed by the Acceptable Behaviour Officer to be sufficiently serious to warrant an immediate formal investigation, unacceptable behaviour should in the first instance be dealt with by raising it with whichever full member the complainant feels most comfortable talking to. In many cases, this may resolve the issue without taking any further action and a constructive way of working in the future can be agreed. The Acceptable Behaviour Officer is Miss Analissa Lim.

If this approach is not successful or if the individual experiencing the unacceptable behaviour feels unable to take steps to resolve the issue themselves, then they should inform the Acceptable Behaviour Officer of the situation as soon as possible. This Officer has an active role to play in resolving any issues that are raised under this policy and are expected to take action if any incidents involving unacceptable behaviour are brought to their attention, seeking advice and support from the Head of Chambers as appropriate. If the Head of Chambers is responsible for the unacceptable behaviour, then the cause of action will be determined solely by the Acceptable Behaviour Officer. If the Acceptable Behaviour Officer is a party to the issue raised, the issue should instead be raised with the Head of Chambers, the Head of Legal Operations or whichever full members of Chambers the individual is most comfortable raising it with.

The Acceptable Behaviour Officer should meet with the member of staff who is claiming that they have been subject to unacceptable behaviour and discuss the situation with them – establishing the circumstances, the impact that the individual considers it has had, and any steps that the individual may have already taken to address the situation. Members, pupils and administrative staff are encouraged to keep a record of any examples of the unacceptable behaviour that can support their complaint during the course of these discussions.

The Acceptable Behaviour officer will then seek to agree a course of action with the individual. Where possible, resolution will be sought through informal means. This will usually involve a meeting between the individual(s) and the person(s) who has allegedly behaved unacceptably that is facilitated by the Acceptable Behaviour Officer with support from the Head of Chambers as appropriate. The individual and the subject of the complaint can each be accompanied by a colleague, friend or family member or member of their Inn for support as necessary. The aim of such a meeting is for agreement to be reached on what might constitute a more acceptable form of behaviour in the future. Where mediation is appropriate and where both parties agree to participate, the Acceptable Behaviour Officer may refer the case to mediation.

The Acceptable Behaviour Officer will consider if any issues raised reach the criminal standards and advise the Head of Chambers if, in their view, the matter needs to be reported to Police.

Sexual relationships between Members and administrators and any pupil, mini pupil, intern or work experience candidate will be dealt with formally from the outset with the default position that the sanction is expulsion or dismissal for the Member or administrator.

Formal Investigation.

No formal action will be taken under this policy without prior consideration of the potential for informal resolution, unless the behaviour involved is deemed by the acceptable behaviour Officer to be sufficiently serious to warrant a formal investigation. Formal investigation under this policy need not be triggered by a specific complaint. Monitoring or concern may also be sufficient depending on the circumstances. Support will be considered and provided for both the complainant and the individual against whom the complaint has been made.

When making a formal complaint, the following process should be followed:

Formal complaints should be set out in writing – with any accompanying evidence – and addressed to the Acceptable Behaviour Officer, Miss Analissa Lim. If the complaint involves the Acceptable Behaviour Officer, a copy should be sent to the Head of Chambers. The written complaint should include details of any informal resolution that has been attempted, notes of any discussions held and also provide the names of any members, pupils or administrative staff who have witnessed the alleged unacceptable behaviour. Any evidence supporting the allegations made – such as emails or social media messages – should also be submitted as part of the written complaint.

The Acceptable Behaviour Officer will meet with the complainant to clarify the grounds of the complaint and explain what happens next.

The Acceptable Behaviour Officer will then arrange to meet with the person(s) who has allegedly behaved unacceptably, and a copy of the written complaint will be provided. At this point the acceptable Behaviour Officer and Head of Chambers will decide if the alleged perpetrator should be suspended or asked to work away from Chambers throughout this period. They will be given the opportunity to respond in writing to the allegations – providing evidence as appropriate - and to identify any witnesses who have agreed to be included in the formal investigation. A response must be received within 7 days unless the Acceptable Behaviour Officer considers that an extension is appropriate.

The Acceptable Behaviour Officer will investigate the complaint made, establish whether there is a case to answer, and - where there is a case to answer - make recommendations. This will normally involve meeting both parties and any witnesses as appropriate, and consideration of any supporting evidence. A written record of the findings of the investigation will be submitted to the Head of Legal Operations who will then discuss any recommendations made with the Head of Chambers. If the Head of Legal Operations or the Head of Chambers are involved in the allegations, an independent member of members of administrative staff will then be chosen to consider the acceptable behaviour Officer’s recommendations. Pupils will be exempt from this duty as Chambers is of the believe that it would be an unfair responsibility to place on a pupil.

The Acceptable Behaviour Officer will write to both the complainant and the person against whom the allegations were made informing them of the outcome of the investigation. A copy of the Acceptable Behaviour Officer’s report may also be provided where appropriate. The content of the letter and report will be kept confidential by all parties involved.

Both parties will also be informed of the outcome of the investigation as appropriate and will be involved in the implementation of any recommendations and for monitoring the situation with support from the Acceptable Behaviour Officer as necessary.

7. Sanctions.

Sanctions for proven complaints of bullying, harassment or sexual harassment include:

1. Suspension from Chambers.
2. Prohibition on attendance at certain events.
3. Prohibition on appointment to a position of responsibility.
4. Expulsion from Chambers.

The sanction for any Member or administrator that has a sexual relationship any pupil, mini pupil, Intern or work experience candidate is automatic expulsion or dismissal from Chambers.

8. Confidentiality

Members, administrative staff and pupils involved in any proceedings taken under this Policy shall seek to ensure that confidentiality is maintained where practicable. Any investigations carried out under this Policy shall be undertaken with discretion and all parties will be made aware that they must treat as confidential any information shared during the course of any proceedings.

This policy will be reviewed in June 2028.