Regulatory

CANDEY Limited is a Limited Company registered in England and Wales (registered number 08225765) and is authorised and regulated by the Solicitors Regulation Authority (614089). Any reference to a “Partner” denotes a Senior Manager.

The registered office is 8 Stone Buildings, Lincoln’s Inn, London WC2A 3TA.

Telephone +44 20 3370 8888. Email: contact@candey.com.

VAT Number: 185258872

You can obtain a copy of the rules and priciples of professional conduct that we are subject to by clicking on the link http://www.sra.org.uk/solicitors/handbook/code/content.page

Complaints

We aim to offer all our clients an efficient and effective service at a fair and reasonable cost. If you are unhappy with any aspect of our service, we will try to address the complaint promptly with the intention of reaching an acceptable outcome to both parties.

Our Terms of Business specify that any complaint should be referred to our Chairman, Nigel McEwen. This should be done in writing and either posted to him at CANDEY, 8 Stone Buildings, Lincoln’s Inn, London WC2A 3TA or emailed to him at nmcewen@candey.com.

On receipt of a letter or email of complaint, the Chairman will acknowledge your communication within 3 working days.

The Chairman will then investigate any complaint received and will write to you within 10 working days:

  • asking, if necessary for any further information;
  • if appropriate, requesting a meeting with you to discuss and endeavour to resolve the complaint;
  • alternatively, either address the complaint in detail or indicate a date by which we expect to be able to do so.

If any meeting does take place, a file note of the meeting and the conclusions reached will be prepared. A copy of the note will be sent to you within 5 working days of the meeting.

We hope to be able to resolve all complaints amicably within this procedure and will provide our final written response within six weeks of receipt of any complaint by the Chairman. There is no provision in our procedure for an appeal or internal review.

If, following the receipt of our final written response, you are not satisfied with our handling of the complaint; you can refer the matter to The Legal Ombudsman within 6 months of receiving our final decision. Further details can be found at www.legalombudsman.org.uk, telephone number 0300 555 0333 or by post to Legal Ombudsman, PO Box 6806, Wolverhampton WV1 9WJ.

Equal Opportunities

This Firm is commitment to the principles of equality and diversity and to observing legislative requirements (in particular the Equality Act 2010) relating to discrimination and promoting equality and diversity. This applies to the Firm’s professional dealings with staff (including applicants and former members of staff) and partners, other solicitors, barristers, clients and third parties.

In our professional dealings we will not discriminate, without lawful cause, against any person, nor victimise or harass them on the grounds of sex (including marital or civil partnership status, gender reassignment), sexual orientation, race (including colour, nationality, ethnic or national origin), religion or belief, pregnancy, maternity and paternity, age or disability (the “Protected Characteristics).

Forms of Discrimination

(a) Direct discrimination occurs where someone is put at a disadvantage on the grounds of sex (including marital or civil partnership status, gender reassignment), sexual orientation, race (including colour, nationality, ethnic or national origin), religion or belief, pregnancy, maternity and paternity, age or disability (the “Protected Characteristics).

(b) Indirect discrimination occurs where a person applies a provision, criterion or practice which disadvantages someone because of one of the reasons set out in paragraph (a) above. This covers formal requirements, conditions and provisions as well as informal practices.

(c) Disability discrimination occurs where an individual is unjustifiably disadvantaged in employment/recruitment for a reason connected with his/her disability in circumstances where there has been a failure to make reasonable adjustments.

(d) Victimisation, where someone is treated less favourably than others because he or she had taken action, e.g. raising a complaint or supporting another in such a complaint in good faith against the Firm relating to discrimination or harrassment under section 27 of the Equality Act 2010.

(d) Harrassment, when one person subjects another to “unwanted conduct that has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment” (section 26 of the Equality Act 2010). Harrassment may involve physical acts or verbal and non-verbal communications and gestures related to a Protected Characterstic.

Recruitment

The Firm is committed to recruiting staff and making decisions concerning promotion, training, etc., on the basis of objective and non-discriminatory criteria.

Clients

The Firm is generally free to decide whether or not to accept instructions from any particular client, but no refusal to act will be based upon the sex (including marital or civil partnership status, gender reassignment), sexual orientation, race (including colour, nationality, ethnic or national origin), religion or belief, pregnancy, maternity and paternity, age or disability (the “Protected Characteristics) of the prospective client.

Barristers, Suppliers and Third Parties

Barristers will be instructed on the basis of their skills, experience and ability. Clients’ request for a named barrister should be complied with, subject to the Firm’s duty to discuss with the client the suitability of the barrister and to advise appropriately.

The Firm will treat all suppliers, potential supplies and other third parties fairly and will not discrimiante against them.

Complaints

The Firm will consider seriously, and take action where appropriate, all complaints of discrimination or harassment on any of the Protected Characteristics made by employees, partners, clients, barristers or other third parties. Complaints will be fully investigated in accordance with the Firm’s grievance and complaints procedure and the complainant will be informed of the outcome.