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Sheila Aly

Sheila was called to the Bar in 2002, and is a highly experienced commercial and employment practitioner. She completed her training at what remains one of the leading chambers in the UK for Employment Law, Littleton Chambers, and has since worked as both a self-employed barrister in chambers and as an in-house barrister.


Sheila Aly

Sheila has worked with numerous satisfied Claimants and Respondents over her 20+year career. She has a number of high profile wins, including the widely publicised Macken v BNP Paribas, which was one of the highest employment tribunal payouts of all time and remains the only case in the top 10 awards of all time to have been conducted by a public access barrister. It was a historic victory in that it was the first (and only) case in the UK where the tribunal have awarded an equal pay audit against an employer and is one of the highest ACAS uplifts and injury to feelings awards in the UK for a discrimination case to date. The win was termed by the Guardian as a "rare win" in the equal pay field and prompted the start of the #metoopay movement.

Sheila regularly assists her clients from the outset of the Tribunals process, from drafting initial claims to representing her clients at Tribunal. She is able to deal with all aspects of contentious and non contentious employment law, including Unfair Dismissal, Discrimination, Equal Pay, Wrongful Dismissal, advising on compromise agreements and drafting contracts. She undertakes direct access instructions in most of her cases and has gone onto win against highly resourced legal teams in that capacity. Her clients have regularly praised her for her down to earth, sensitive, yet practical approach to their needs. She works very closely with her clients in order to ensure that they achieve the best possible outcome for their particular claim. Although Sheila works with a lot of corporate claimants, she has successfully represented Claimants and Respondents from all walks of life.

Although the vast majority of her cases do not feature in the press, and of course client confidentiality is paramount, Sheila has nevertheless been involved in a number of other high-profile cases, some of which have been featured across every major newspaper, Channel 4 and the BBC. Some of her most publicised cases include Dehais v BNP Paribas, Mulumba v Partners Group, Ramos v Post Office, Edebi v Canary Wharf Management, Ms. A v Lord Ranger & others and she has had involvement in Walker v Co-op and Rajput v Commerzbank.

She is also featured in "It’s Raining Women", a feature-length documentary about equal pay and the glass ceiling, which premiered in Amsterdam and was featured at the One World Human Rights Festival in Prague, both taking place in March 2023.

Sheila is also a qualified CEDR commercial mediator, and a Workplace and Community mediator. She is able to undertake mediation within the workplace, or at a litigation stage in order to avoid Tribunal hearings. She is also a qualified corporate coach and has lectured within organisations on various aspects of employment law.

Sheila's Experience

Called in 2002

Specialist Sectors

  • Banking and Financial Services
  • Health Services
  • SME Services

Barristers in England and Wales are regulated by the Bar Standards Board

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Employment Law

Sheila is known for her consistent dedication to aiding her clients right from the outset of their claims. With a down-to-earth demeanor, she possesses a remarkable ability to simplify intricate concepts into easily understandable explanations. Sheila holds a firm belief in providing a blend of sensitivity and professionalism to every individual she represents. Understanding the inherent stress associated with initiating a claim, she views her role as facilitating a seamless and straightforward process.

Valuing the preferences of each client, Sheila collaborates closely with them, striving to secure the best possible outcomes. Her track record of client relationships has been instrumental in generating a significant portion of her work through referrals and repeat business, a testament to her exceptional service.

She deals with all aspects of contentious and non-contentious employment law, including but not limited to Discrimination, Unfair Dismissal, advising on compromise agreements, TUPE issues, and drafting contracts.  She has also been asked to comment on employment law related subjects on various media outlets such as BBC Radio 4, Bloomberg and The Guardian. 

Sheila often assists her clients from the very outset of their claims, and is regularly praised for her down to earth, sensitive, yet practical approach. She works closely with her clients in order to ensure that they achieve the best possible results and so that they feel fully supported along the way. Her strong client relationships have meant that she receives a lot of referrals and repeat business.

Privacy Policy

1. This is a privacy notice that describes how, why and for how long I will process or keep your personal data in accordance with the General Data Protection Regulation (‘GDPR’).
2. The GDPR governs how an individual’s personal data is used, and your rights in relation to that data.
3.  I, Sheila Aly, have been instructed by you or your litigation friend (usually a parent), through your solicitor or agent, or via the Bar Pro Bono Unit.
4.  It is necessary for me to process your personal data in order for me to provide you with legal services, for example:

  • Advise on the prospects of litigation;
  • Advise on the value of your claim;
  • Representation at a court hearing;
  • Representation at trial;
  • Advise, review or comment on legal issues or evidence.

5. Processing means anything done to data such as: recording, organising, adapting, altering, copying, consulting, transmitting, combining, erasing or storing it.

6.The processing for the purposes listed above will take place in accordance with either Article 6(1)(a) GDPR or Article 6(1)(b) GDPR, depending on how you instructed me.

7. If you have instructed me on a direct access basis, or engaged a solicitor (or legal agent), to assist you in bringing or defending a claim then the processing is necessary to perform a contract to which you are a party (Article 6(1)(b) GDPR). To give effect to that contract (i.e. to bring a claim) it is necessary for me to process your personal data for litigation purposes.

8. If I am assisting you on a pro bono basis, it will be necessary for me to seek your consent to be able to represent you (Article 6(1)(a) GDPR). In this scenario, you will be sent a consent form.

Recipients of your data

9.  I may also be required to share your data with others, depending on the nature of your case. This may include:

(i)  Courts and other tribunals to whom documents are presented;

(ii) Your solicitors, or agent representing you, through whom I have been instructed;

(iii) Potential witnesses, experts and other persons involved in the case;

(iv) Solicitors, barristers, or other legal representatives;

(v) Ombudsman and regulatory authorities;

(vi) Education and examining bodies; and

(vii) Current, past or prospective employers.

Special Categories of Data

10.  In some cases I will have been given your personal data that is within the ‘special categories’ of data described in GDPR Article 9(1). For example, personal data that reveals your race, ethnicity, sexual preferences, political or religious beliefs, trade union membership or health. There are also restrictions for processing information regarding criminal convictions.

11. This type of personal data will only be processed where it is necessary in order to represent you in your legal claim, or advise on the prospects of a legal claim.


12. I will retain your personal data for no longer than is necessary, and where it is possible, I will anonymise your data.

13. How long your personal data is kept will depend on a number of factors. The retention period will be reviewed when the service I am providing you with is complete. However in general, I am obliged by the Bar Code of Conduct to retain records of my cases, and by HM Revenue and Customs to retain records for 6 years.

14. Once your case has concluded and fees have been paid, I shall retain only the personal data necessary for the following purposes:

(i) The legal and professional obligation to retain information relating to my cases;

(ii) To check for any potential conflict of interests that may arise in the future when I am instructed on other cases;

(iii) For use in the defence of potential complaints, legal proceedings or fee disputes;

(iv) To refer back to in future cases which raise similar legal, factual, or procedural issues.

15. The processing for the purposes listed in paragraph 14 (ii), (iii), and (iv) above, will take place in accordance with Article 6(1)(f) GDPR. That is, for the purposes of legitimate interests that are not outweighed by your interests or fundamental rights and freedoms.

16. The processing for the purposes listed in paragraph 14(i) above, will take place in accordance with Article 6(1)(c) GDPR. That is, the processing is necessary for me to comply with a legal obligation. 

Your Rights

17. Where processing of your personal data was based on your consent (see paragraphs 6 and 8) you have the right to withdraw that consent at any time. This does not affect the lawfulness of the processing based on consent before its withdrawal.

18. Withdrawal of your consent to process such data will most likely mean that I am no longer able to provide you with the legal services you seek.

19. You may request confirmation that your personal data is being processed by me and details about the personal data, the source, the processing, the purposes of the processing, the recipients and the retention period.

20. You may request a copy of your personal data that is being processed by me. You may also request rectification (i.e. correction) where there are inaccuracies in the personal data.

21. You have the right to object, on grounds relating to your particular situation, at any time, to processing of your personal data in paragraph 14 of this privacy notice. Should you object, the processing will only continue where there are compelling legitimate grounds for the processing which override your fundamental rights, freedoms and interests. 

22. Where the processing or retention of your data is necessary for the establishment, exercise or defence of legal claims, it will not be possible to object. 

23. You have the right to request that your personal data is erased where any of the following apply:

(i) The personal data are no longer necessary in relation to the purposes for which they were collected or otherwise processed;

(ii) You withdraw your consent where the basis of processing was based on consent and where there is no other ground for the processing;

(iii) Where your fundamental rights, freedoms and interests override the legitimate interests of processing in paragraph 14;

(iv) The personal data has been unlawfully processed; or

(v) The personal data have to be erased to comply with a legal obligation.

24. You have the right to request that your personal data is restricted from processing, so that it is simply stored, for the following reasons: as an alternative to deletion; so that it can be corrected; for the establishment, exercise or defence of legal claims; to verify if a legitimate ground exists (paragraph 14).

25. Where it is necessary to correct your personal data, or you have requested the restriction or erasure of your personal data, I shall endeavour to contact the recipients of the personal data, unless this involves disproportionate effort. 


26. I take appropriate physical and technical procedures to safeguard your personal data to prevent it from being accidentally lost, used or accessed in an unauthorised way. 

Complaints or Queries

27. If you have any questions regarding this privacy notice, or how I use your personal data please email me:, or my clerks: telephone 01823 247 247.

28. I shall aim to respond as soon as possible, and within 30 days.

29. You have the right to complain to the Information Commissioner's Office (ICO) if you believe I have not handled your request in an appropriate manner. For information on contacting the ICO please go to:

Latest articles from Sheila

Getting to Grips with Constructive Dismissal (Webinar)

For many claimants, constructive dismissal remains one of the most misunderstood concepts in employment law.
The Barrister Group



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