image of chambers

Alternative conference arrangements

Chambers is always fully committed to catering to the client's needs and, where necessary, members will happily co-operate in making alternative conference arrangements to suit the requirements of disabled clients, or clients whose mobility is restricted whether due to age or infirmity, where it would be difficult or inconvenient for them to come to Chambers itself. In such cases if the instructing solicitor notifies the Chambers Administrator no less than 24 hours before the conference of the need for it to take place elsewhere than at Chambers then Counsel will travel to the client.


Contact Chambers

The Chambers is conveniently located near to the combined Crown and County Courts, the Magistrates Court and the Leicester Tribunal Hearing Centre, which includes the Employment Tribunal and the Social Security and Child Support Tribunal. It is close to the railway station, and parking facilities are available nearby.

27 New Walk, Leicester LE1 6TE

DX: 723940 Leicester 22

Telephone: +44 (0)116 255 9144
Facsimile: +44 (0)116 255 9084


Original documents

Please do not send original documents to Chambers. If originals are required at Court or for some other meeting then please either ask your firm's representative or the client to bring them when they attend.

Chambers cannot accept responsibility for any originals that are lost whilst being conveyed to, or by, Chambers or whilst in our care.

NB Though we will sometimes agree fees over the phone this is purely a quote and fees are not deemed to be fully agreed until Counsel has viewed the full set of documents relating to a case.

Contact Form

Contact Form

This verification code helps prevent unfair use of automated programs:


* indicates a required field

Equal Opportunities

Data Protection

Complaints handling

Client Feedback Form

Alternative Dispute Resolution (ADR)

If it does not prove possible to settle your complaint by using our formal complaints procedure and if all parties consent, alternative complaints bodies exist which are competent to deal with complaints about legal services.
These organisations include Ombudsman Services, , Ombudsman Services, The Brew House, Wilderspool Park, Greenall's Avenue, Warrington, WA4 6HL and ProMediate, , Telephone: 01928732455.

You also have a right to complain to the Legal Ombudsman, an independent complaints body, established under the Legal Services Act 2007, which deals with legal services complaints.
You have six months from the date of the final letter from Chambers in which to complain to the Legal Ombudsman.

Legal Ombudsman
PO Box 6806

Telephone: 0300 555 0333
Email address:

Taking effect from 31st January 2013, members of New Walk Chambers will offer their services and will accept instructions on the new Standard Conditions of Contract for the Supply of Legal Services by Barristers to Authorised Persons 2012, unless otherwise agreed in writing.

The (new) Standard Contractual Terms for the Supply of Legal Services by Barristers to Authorised Persons 2012


Harassment Policy
1. New Walk Chambers is committed to providing a work environment in which all individuals, clients and the public are treated with dignity and respect. New Walk Chambers is determined to promote a work environment in which everyone is treated equally and with dignity and can flourish. We expect all members of Chambers to comply with this policy and all those who, from time to time, may work for or at Chambers.

2. Harassment in any form will not be tolerated at New Walk Chambers. Harassment includes any unwanted conduct related to sex, race, disability, gender re-assignment, religion or belief, sexual orientation or age. Such behaviour may take many forms including;
a) conduct which is unwanted by the recipient and perceived as hostile or threatening;
b) conduct which gives rise to a hostile or threatening work environment;
c) conduct which creates an atmosphere in which it is feared that rejection or submission will be used as a basis for decisions which have an impact on the recipient at work such as an allocation of work or tenancy decision.

3. The following are examples of types of behaviour which may amount to harassment:
a) physical or sexual assault;
b) requests for sexual favours in return for career advancement;
c) unnecessary physical contact;
d) exclusion from social networks and activities or other forms of isolation;
e) bullying;
f) compromising suggestions or invitations;
g) suggestive remarks or looks;
h) display of offensive materials, including on a computer screen;
i) tasteless jokes or verbal abuse, including any sent by email;
j) offensive remarks or ridicule;
k) dealing inappropriately or inadequately with complaints of harassment.

4. Harassment is unlawful under the Equality Act 2010. In addition to the above unwanted conduct, it can arise where a person engages in any kind of unwanted sexual behaviour (or behaviour that is related to gender reassignment or sex).

5. Complaints of harassment should be made and will be dealt with in accordance with New Walk Chambers procedure for Grievances and Complaints set out in the Equality and Diversity Policy.

6. Harassment is misconduct for employees or a breach of the Bar Code of Conduct for barristers.

7. Chambers is committed to ensuring that no-one who makes an allegation of harassment in good faith should be subjected to any detriment as a result. Any victimisation of a complainant, witness or anyone else involved in the investigation of a complaint will be viewed as a disciplinary matter.

8. A copy of this policy is provided to all those for whom Chambers constitutes a working environment, including members of chambers, pupils, squatters, clerks and other employees, temporary workers, those who provide services to chambers such as mini-pupils and work experience students.

9. This policy will be reviewed by New Walk Chambers Equality and Diversity Officers every two years. The next review will be during September 2017.


Equality & Diversity policy

Equal Opportunities
New Walk Chambers is committed to equality opportunity for all. It is Chambers policy to treat everyone equally and fairly and we assess candidates for pupillage and tenancy on merit alone, without reference to their background, age, ethnic or national origin, marital status, nationality, racial group, colour, religion or belief, gender, sexual orientation or disability.

Equal Opportunities Policy
1. New Walk Chambers is committed to ensuring that equal opportunities are given to all pupils, members of Chambers and employees. Meaning that all pupils, members of Chambers and employees will be provided with equal opportunities without regard to sexual orientation, race, religious belief, colour, nationality, disability, ethnic or national origin, sex or marital status, age or any other unlawful criteria or circumstance (‘unlawful discrimination’).
2. We remind all pupils, members of New Walk Chambers that the responsibility to make sure that there is no unlawful discrimination rests not only with Chambers but also with each member as individuals and claims for discrimination and harassment can be brought against those members personally. Therefore, you must make sure that you do not unlawfully discriminate or assist others in doing so. You must always abide by the Bar Council/BSB regulations.
3. Equal opportunities must be provided without unlawful discrimination:
(a) In recruitment of pupils, members of Chambers and employees. This includes the arrangements made when selecting pupils, members of Chambers and employees, any terms of pupillage or employment provided and in offering or refusing a person tenancy, pupillage, or employment with New Walk Chambers;
(b) In any dealings with or on behalf of this Chambers and pupils, members of Chambers and employees;
(c) In giving access to opportunities for transfer, promotion and training;
(d) In the career development of pupils, junior members of Chambers and employees;
(e) In the terms on which employment or pupillage is offered and in affording access to any benefits, facilities or services;
(f) In ensuring that no pupil, member of Chambers or member of staff is victimised for complaining in good faith of unlawful discrimination or giving evidence about such a complaint;
(g) Harrassment of any member of staff, other member of Chambers, client or other is totally unacceptable and will be subject to the Chambers disciplinary procedure;
(h) In the manner in which and the reasons for which employees are dismissed; and
(i) In ensuring that pupils, members of Chambers and employees are not treated unfavourably in any other way.

4. All members of Chambers and pupils are required to comply with this policy.
Failure to do so will result in the implementation of the Chamber’s disciplinary procedures.

Obligation of pupils, members of Chambers and staff
5. If at any time during your pupillage at, membership of, or working at Chambers you believe that this policy is being or has been violated by any person, in any manner, we ask that you:
(a) First speak to the person involved directly and ask them to stop their particular conduct;
 (b) Raise it with the Chambers’ Equal Opportunities Officer. The Chambers’ Equality Procedures will apply to any grievance or complaint about the implementation of this policy; or
(c) Otherwise contact a member of the Management Committee.
6. The Chambers’ Equal Opportunities Officer is responsible for monitoring the effectiveness of this policy.
We are committed to offering opportunities for gaining experience and practice development to all pupils and members of Chambers equally without discrimination.
7. New Walk Chambers is situated in a listed building and access can be a problem to some clients. Therefore, where required we can provide parking facilities with prior arrangement and can book a downstairs conference room. We will consider any requests for reasonable adjustments to assist disabled applicants including arranging conferences at other locations including where appropriate, among others, the clients home.
8. New Walk Chambers offers a generous maternity and paternity package (detailed in the Parental Leave Policy) in line with the Bar Council/legal requirements of the time and we are often much more generous and flexible. Similarly any requests for flexible, part-time working and career breaks (detailed in the Flexible Working and Career Break Policy) are viewed in line with the Bar Council/legal requirements of the time and are considered under that guidance. Each situation is tailored to the individual’s needs and circumstances.

New Walk Chambers is committed to ensuring that there are two Equality and Diversity Officers and a Diversity Data Officer in Chambers. The Equality Officers will be responsible for all matters relating to equality and diversity, including compliance with Chambers’ policies, updating policies to meet changes in any legislation and guidance, and promotion of the policies within Chambers and externally where appropriate.

New Walk Chambers takes these commitments very seriously and reviews them regularly.

Equality & Diversity Officers
Nalla Lawrence
Simon Reed

Diversity Data Officer
Kajal Dasani



Website developed by Focus New Media