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Portrait of Catherine Taylor

Catherine Taylor


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

Catherine works on employment issues, both contentious and non-contentious and has specific expertise in complex multi-jurisdictional and High Court litigation (especially bonus and employee competition disputes) board level disputes and data protection. Catherine also guides employers through complex investigations, setting the strategy and working with other teams to ensure the best possible client outcome. Her practice is employer-focused, with a particular interest in the Financial Services and TMC sectors. She plays a leading role in the firm’s women’s network.

Catherine is joint author of Employment Law Checklists (3rd Edition, published by OUP 2009) and is a contributing author to all three editions of Employee Competition (3rd Edition, published by OUP in 2016). In the latter publication, Catherine's contribution included co-writing the chapter on the international dimension of employment disputes and she was solely responsible for the chapter on pre-action tactics.

Chambers comments that Catherine "exemplifies the team's outlook, with a fun, responsive, creative approach". She is also described by clients as "highly accessible and always prompt", while peers commend her as a "rigorous, hard-fighting" opponent in litigation. Legal 500 comments that Catherine Taylor is "very accessible" and her business acumen brings clients "added value".

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"Catherine Taylor demonstrates a wealth of experience handling contentious and non-contentious employment matters, both domestically and internationally. She is well versed in handling whistle-blowing, discrimination and dismissal claims as well as complex employee competition cases."

Chambers, 2020

"She is fantastically experienced, measured and pragmatic." "She's very commercial and highly regarded." "She's extremely responsive and adept at providing tailored counsel."

Chambers, 2020

"Catherine Taylor is commercially astute, hard-working and available to deal with all client needs, across the spectrum of employment issues. She is very focused on the detail and always conscious of the broad strategic plan in dispute resolution. She is also clear and frank in her advice, which is crucial in knowing which battles are worth fighting."

Legal 500, 2021

"She is known for her fierce litigation practice and work in the High Court. Sources state that she is "a very good commercial litigator who really knows her stuff."

Chambers 2017

"Catherine Taylor is cited by sources for her specialist expertise in advising on team moves. Clients say they appreciate her "in-depth experience of employee competition litigation" and her pedigree in High Court disputes."

Chambers, 2016

"Catherine Taylor advises employers on a full range of matters, including regular work on restrictive covenants. Clients praise her as "very commercial and responsive" and "very adept at explaining the strategic options during litigation."

Chambers, 2015

Relevant experience

  • A former employer on a major team move in the global insurance industry and obtaining a multi-million pound settlement.
  • A client on litigation across two jurisdictions in relation to a large team move in the financial services industry, resulting in a mediation and settlement.
  • A global technology client on seeking an injunction to enforce non-compete provisions.
  • A former employer on a six figure settlement in relation to a team move in the retail sector.
  • A listed company in a significant investigation into a senior employee's wrongdoing.
  • A hedge fund on a complex whistle blowing claim.
  • A large financial institution on bonus claims in the High Court.
  • A global client on numerous pre-action conciliation claims and the subsequent tribunal litigation as a result of a redundancy programme.
  • A client on a high profile case in the sports world, in relation to claims for discrimination.
  • A professional services partnership on all aspects of its relationships with its partners.
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Memberships & Roles

  • Treasurer of Employment Lawyers Association
  • The Industrial Law Society
  • European Employment Lawyers Association
  • International Bar Association (IBA)
  • American Bar Association (ABA)
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  • Contributing author to all three editions of Employee Competition (3rd Edition, published by OUP in 2016). In the latter publication, Catherine co-wrote the chapter on the international dimension of employment disputes and was solely responsible for the chapter on pre-action tactics
  • September 2015 International Bar Association Employment & Industrial Relations Law – Friend or foe? Legal pitfalls in social media: the UK experience
  • Joint author of Employment Law Checklists (3rd Edition, published by OUP 2009)
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Lectures list

  • January 2016 - "Collective redundancies" – LexisNexis webinar 
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  • 1993 – Admitted as a Solicitor in England and Wales
  • 1991 – Legal Practice Course, York
  • 1990 – History & Law BA , Cambridge University, Cambridge
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Em­ploy­ment Risk and In­vest­ig­a­tions Team
The em­ploy­ment team are ex­perts at man­aging and car­ry­ing out in­vest­ig­a­tions. We sup­port cli­ents by ad­vising on the in­tern­al man­age­ment of in­vest­ig­a­tions, and con­duct­ing in­vest­ig­a­tions ourselves as an in­de­pend­ent third party. 
What will the trans­ition to net zero mean for wo­men’s la­bour mar­ket equal­ity?
ESG: Pay Gap Re­port­ing – a tan­gible way to show pro­gress un­der the S 
In the second of our ESG series look­ing at em­ploy­ment law and ESG, we ex­plore the role of pay gap re­port­ing as a way of demon­strat­ing a com­pany’s so­cial cre­den­tials. One of the cent­ral chal­lenges for...
CMS Ex­pert Guide on dis­crim­in­a­tion in the work­place
Meas­ures to en­sure that cit­izens are treated equally and re­spect­fully, re­gard­less of gender, eth­ni­city, age, sexu­al­ity, be­liefs and oth­er cri­ter­ia have wit­nessed con­stant evol­u­tion over the past 75 years.From...
FCA Rules on Di­versity and In­clu­sion
On 20 April 2022, the FCA pub­lished PS22/3, set­ting out its policy state­ment and fi­nal rules on di­versity and in­clu­sion on com­pany boards and ex­ec­ut­ive man­age­ment (Policy State­ment) build­ing on the pro­pos­als...
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Des­pite a suc­cess­ful vac­cine roll-out, the world con­tin­ues to con­tend with new vari­ants of COV­ID-19. As coun­tries scramble to ad­apt to on­go­ing in­fec­tion risks, it is clear that work­ing life isn’t go­ing...
The S in ESG: The role of HR
As ESG be­comes an in­creas­ingly im­port­ant factor for or­gan­isa­tions, what role can HR play in shap­ing the ESG agenda? In our guide the em­ploy­ment team dis­cuss the S in ESG and the role of HR. 
FCA con­sulta­tion on new Di­versity and In­clu­sion List­ing Rules
Over the sum­mer, the FCA an­nounced a con­sulta­tion on its pro­pos­al to in­tro­duce a new con­tinu­ing ob­lig­a­tion in the List­ing Rules that would re­quire UK and over­seas com­pan­ies with a UK premi­um or stand­ard...
Man­aging in­vest­ig­a­tions: plan­ning pres­sures and pit­falls video series
With more in­tern­al re­port­ing of con­cerns with­in busi­nesses thanks to im­proved train­ing and con­trols, and with com­plex reg­u­lat­ory, crim­in­al and HR in­vest­ig­a­tions be­com­ing more com­mon­place, cor­por­ates need...
Al­low­ing or en­cour­aging a re­turn to the of­fice – the po­ten­tial leg­al li­ab­il­it­ies
We con­sider when work­ers in Eng­land might be able to re­turn to the of­fice and re­sume busi­ness travel in light of the re­cently an­nounced “roadmap” out of lock­down, as well as the latest po­s­i­tion on...
How can em­ploy­ers take ac­tion to sup­port em­ploy­ees af­fected by do­mest­ic...
The pre­val­ence of do­mest­ic ab­use An es­tim­ated 2.3 mil­lion adults aged 16 to 74 ex­per­i­enced do­mest­ic ab­use in the year end­ing March 2020 in Eng­land and Wales.[1] Whilst both men and wo­men ex­per­i­ence do­mest­ic...
COV­ID-19 and whis­tleblow­ing - A double whammy for a pos­it­ive speak up listen...
Over the past few years many UK busi­nesses have in­ves­ted time and money in cre­at­ing a cul­ture which en­cour­ages in­di­vidu­als to speak up and re­sponds pos­it­ively to their con­cerns. This is a re­quire­ment...