Mini-pupillages generally last for two days and, save in exceptional circumstances, take place in specific weeks in June, July, November and December of each year. We aim to take 10 mini-pupils per week.
All applications received will be treated as applications for the specific mini-pupillage weeks. However, where there are extenuating circumstances we will endeavour to make adjustments to this time-table if possible. If you have any questions please email email@example.com.
Mini-pupillages do not include a formally assessed piece of work. However, views regarding the individual’s suitability for pupillage in Chambers are provided to the Recruitment Committee by the member of chambers responsible for supervising the mini-pupil. Mini-pupillages are not a pre-requisite for a pupillage application. However, we encourage potential applicants to do a mini-pupillage in Chambers. We believe they provide a valuable opportunity to get an understanding of the work we do here, to meet members of Chambers and to get a feel for the working environment.
If applicants have any particular requirements or interests they should make this clear on the application form . Where possible we will then make necessary arrangements prior to the mini-pupillage.
The deadlines for 2023 mini-pupillages are as follows:
Mini-pupillages are granted after a review of an application form by two members of Chambers. The details are as follows:
To apply for mini-pupillage please fill out the application form and equality and diversity monitoring questionnaire. Reasonable adjustments forms can either be returned with the application form or in the event that an adjustment is required prior to completion of the application form, a reasonable adjustment form can be obtained by contacting the Pupillage Administrator. The Pupillage Administrator is also the point of contact for any queries or difficulties. A copy of the reasonable adjustments policy can be found here.
Please return your completed application form, equality and diversity questionnaire and reasonable adjustment form (if applicable) to firstname.lastname@example.org or by post to Pupillage Administrator, 4 New Square, Lincoln’s Inn, London WC2A 3RJ.
We believe that great barristers, great clerks and great staff members can come from all walks of life. We also believe that people perform at their best when they get the support they need.
We seek to implement those values in our working lives in chambers. We respect one another. We strive, wherever we can, to make chambers a positive, inclusive and friendly place. We aim to provide mutual support to help each other whatever our backgrounds, age, gender, race, ethnicity, religious beliefs, sexual orientation, physical abilities or gender identity.
We know that the Commercial Bar has a great deal of ground to cover in relation to equality and diversity. We seek to make up that ground wherever we can. We do so by recognising that as different individuals in chambers we need different types of support. Our goal is always to adapt and to find new ways to provide that support; and to take responsibility for promoting diversity and inclusion.
4 New Square Chambers is committed to Equality and Diversity.
We do not discriminate on the grounds of:
We are opposed to all forms of unlawful and unfair discrimination, including direct & indirect discrimination, victimisation and harassment.
Although as a set of Chambers we work together in pursuit of a common purpose, we recognise that it is the contribution which we make as individuals which creates our success. This is the reason that Chambers sets out its policy clearly and adheres to it. We recognise that the provision of equal opportunities in Chambers will help Members of Chambers, pupils and staff to develop their full potential, talent and resources and allow us as an organisation to succeed.
We have a comprehensive Equality and Diversity Policy which applies to clients, members of Chambers and members of staff, pupils, mini-pupils, pupillage and tenancy applicants, job applicants, contract workers, agency workers, trainee workers and students on work experience or placements, volunteer workers, former members of Chambers and former members of staff. It sets out the policies which we have adopted in order to comply with the obligations imposed upon us by law, the Bar Code of Conduct and the Attorney General’s Equality and Diversity Expectations Statement.
All members of Chambers and members of staff receive regular equality and diversity training and, additional relevant training is provided to members of Chambers and staff who are involved in recruitment.
We have a parenthood leave policy which gives rent and expenses free periods to primary and secondary carers. We also support flexible working. We have a Fair Access to Work Committee which monitors the allocation of work between members of Chambers.
A number of members of Chambers are actively involved with the Social Mobility Foundation, both as e-mentors and in hosting SMF candidates for placements.
Chambers has 10 Equality and Diversity Officers. They are currently Paul Mitchell QC, Helen Evans QC, Stephen Innes, Shail Patel, Lucy Colter, Marie-Claire O’Kane, Mark Cullen, Diarmuid Laffan, Seohyung Kim and Carola Binney. Together with other appropriate members of Chambers, the Equality and Diversity Officers monitor the effective implementation of the Equality and Diversity Policy and regularly review its effectiveness. Chambers’ Diversity Data Officer is Richard Liddell.
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