Picture of Sarah Ozanne

Sarah Ozanne

Of Counsel

CMS Cameron McKenna Nabarro Olswang LLP
Cannon Place
78 Cannon Street
United Kingdom
Languages English

Sarah Ozanne is Of Counsel in the Employment team and has specialised in both contentious and non-contentious employment law matters for over 15 years.

She works with clients in a broad range of industry sectors, regularly advising on senior executive appointment and departures, restructuring and redundancy programmes, restrictive covenants and team moves as well as employment aspects of disposals and acquisitions, outsourcings and integration, including TUPE in private and public sector context. She is also an experienced litigator handling employment tribunal and High Court litigation.

Sarah is regularly published in legal and HR journals and trade publications. She is a member of the Employment Lawyers Association, the European Employment Lawyers Association and the CBI Employment Lawyers Network. 

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"Clients say they value Sarah for her ‘practical and considered advice’ and ‘great level of support’"

Legal 500

Relevant experience

  • A multinational US headquartered organisation on changes to flex benefit and pension arrangements affecting its 18,000 strong UK workforce. 
  • An international insurance organisation on a project to restructure its European operations, including coordinating input from 24 jurisdictions.
  • UK banks on HR aspects of new individual accountability regime
  • A retail asset manager on board level changes including allegations of whistleblowing.
  • An insurance client on breach of confidentiality and post termination restrictions and enforcement action.
  • An international consumer products company on closure of its UK manufacturing operations.
  • A global leader in engineering on integration issues following its acquisition of a major planning, design and management consultancy and managing an on-going mandate for provision of global HR advice.
  • A major construction firm in a series of union backed claims concerning the application of TUPE. 
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  • 1995 - LPC, College of Law, London
  • 1994 - LLB, Lancaster University, Lancaster
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  • Member, Employment Lawyers Association
  • Member, CBI Employment Lawyers Network
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9 February 2017
What your busi­ness needs to know about gender pay gap...
CBI-CMS guide to gender pay
Em­ploy­ment law changes in April 2019
The ad­vent of Spring brings with it longer even­ings, (sup­posedly) warm­er weath­er, and the an­nu­al changes to rates and lim­its in em­ploy­ment law. 1 April 2019 The na­tion­al liv­ing wage ap­plies to work­ers aged 25 and over.
11 January 2017
Food and bever­age
Gov­ern­ment con­sults on key changes to use of con­fid­en­ti­al­ity clauses
Fol­low­ing re­cent rev­el­a­tions of the ab­use of non-dis­clos­ure agree­ments, the gov­ern­ment has launched a con­sulta­tion to un­der­stand how con­fid­en­ti­al­ity clauses in the cur­rent leg­al con­text work in prac­tice, and what new meas­ures can be in­tro­duced to pre­vent their.
Col­lect­ive Con­sulta­tion in the UK in the spot­light
Time’s al­most up – have you pub­lished your mod­ern slavery state­ment?
In 2015 the Mod­ern Slavery Act in­tro­duced the ob­lig­a­tion on cer­tain busi­nesses to pub­lish an an­nu­al mod­ern slavery and hu­man traf­fick­ing state­ment.   The aim of the state­ment was to en­cour­age busi­nesses to tackle is­sues of forced la­bour and hu­man traf­fick­ing.
Risk Mat­ters: In­sur­ance Sec­tor news­let­ter Sum­mer 2014
High­light­ing top­ic­al is­sues for in­sur­ance sec­tor par­ti­cipants
In­creased fo­cus on con­struc­tion sec­tor to tackle la­bour ex­ploit­a­tion
In 2015 the Mod­ern Slavery Act in­tro­duced the ob­lig­a­tion on cer­tain large busi­nesses to pub­lish an an­nu­al mod­ern slavery and hu­man traf­fick­ing state­ment. The aim of the state­ment was to en­cour­age busi­nesses to tackle any is­sues of forced la­bour and hu­man traf­fick­ing.
CMS re­tail sec­tor
Tack­ling Work­place Har­ass­ment
It is hardly sur­pris­ing that with so many news stor­ies re­port­ing work­place har­ass­ment and sexu­al mis­con­duct, em­ploy­ers are re­vis­it­ing how they tackle these is­sues in their own work­place. Par­tic­u­larly those work­ing in FTSE 100 com­pan­ies fol­low­ing the EHRC’s.
Mod­ern Slavery trans­par­ency re­quire­ments - Gov­ern­ment pub­lishes up­dated...
Re­cent stat­ist­ics in­dic­ate that only 50% of or­gan­isa­tions re­quired to pub­lish a state­ment in ac­cord­ance with sec­tion 54 of the Mod­ern Slavery Act have done so, and many of the pub­lished state­ments are de­fi­cient.
Dis­missal fol­low­ing long term ab­sence
What factors should be taken in­to ac­count be­fore dis­miss­ing an em­ploy­ee fol­low­ing long-term sick­ness ab­sence? In O’Bri­en v Bolton St Cath­er­ine’s Academy the Court of Ap­peal provides guid­ance on a num­ber of is­sues to con­sider in long-term sick­ness ab­sence cases.