CM Murray LLP - Employment, Partnership and Regulatory Law

CM Murray LLP

Welcome to the CM Murray LLP podcast channel where we discuss a wide range of topical issues in relation to partnership and employment law. CM Murray LLP is a leading partnership, employment and regulatory law firm based in London. We advise US and UK law firms and partners, hedge fund and investment management partners, US and other multi-national employers, senior executives and founders on a range of UK partnership and employment law issues.

  1. 2d ago

    Incremental or Disruptive? Business Model Change in Professional Services - PPA Webinar Recording

    In this panel discussion, ​Zulon Begum (Partner at CM Murray LLP), Corinne Staves (Partner at CM Murray LLP), David Shufflebotham (Founder at PepUp Consulting) and Rob Millard PhD (Director at Cambridge Strategy Group) are joined by guest speaker Rutvik Rau (Co-Founder and CEO of August) to explore whether AI, external investment and changing client expectations are fundamentally disrupting professional services, or accelerating the evolution of existing models. In particular, the panel discuss: - AI and the changing economics of professional services: How automation could increase efficiency, open up new revenue streams and drive a shift towards new pricing and delivery models. - Scale without headcount: Why growth may become less dependent on increasing lawyer numbers, as technology enables firms to scale their capabilities and services differently. - Competition and consolidation: How AI, investment and new delivery models could intensify competition between firms and reshape the professional services market. - Expertise as an asset: The opportunity for firms to capture and institutionalise the knowledge and experience of their professionals, rather than allowing it to leave when individuals move on. - The partnership model under pressure: Why partnership may be flexible enough to support the next stage of evolution, while increased investment needs raise important questions around capital and funding. - People, culture and leadership: Why successful transformation will require firms to engage their partners, build understanding of AI and overcome resistance to change. - From hype to action: The practical steps leaders can take now, from mapping how work is delivered and identifying efficiencies to understanding the investment needed to become an AI-enabled firm. If you have any questions arising from this recording or would like to discuss the issues facing professional services firms in more detail, please contact ​Zulon Begum (Partner at CM Murray LLP), Corinne Staves (Partner at CM Murray LLP), David Shufflebotham (Founder at PepUp Consulting) and Rob Millard PhD (Director at Cambridge Strategy Group) or Rutvik Rau (Co-Founder and CEO of August).

    Incremental or Disruptive? Business Model Change in Professional Services - PPA Webinar Recording

  2. Oct 8

    Whistleblowing, Sexual Harassment and Interim Relief: What Employers Need to Know - Ten-Minute Talk

    In this Ten-Minute Talk, Associate Ioana Jelea and Partner and General Counsel Beth Hale discuss interim relief in sexual harassment cases following the Employment Rights Act 2025 reforms. They explore why this area has become a significant risk for employers and why interim relief is increasingly being viewed as one of the most powerful remedies available to claimants. If you are an employer, HR professional or adviser dealing with whistleblowing or workplace investigations, this is a must-listen. Key discussion points from this Ten-Minute Talk include: - How the Employment Rights Act 2025 has expanded whistleblowing protection to include disclosures relating to sexual harassment. - Why sexual harassment complaints may now give rise to interim relief applications and what this means in practice for employers. - What interim relief is, why it is often described as a "nuclear weapon" in employment litigation, and the high threshold claimants must satisfy to obtain it. - The potentially significant financial consequences for employers where interim relief is granted. - Practical steps employers can take to reduce risk. As whistleblowing protections continue to evolve and interim relief applications become more common, employers should ensure they are prepared to respond effectively to sexual harassment disclosures and the litigation risks that may follow. If you would like to discuss sexual harassment disclosures, whistleblowing protections, interim relief applications, or any questions arising from this recording, please contact Ioana Jelea or Beth Hale.

    Whistleblowing, Sexual Harassment and Interim Relief: What Employers Need to Know - Ten-Minute Talk

  3. Aug 4

    Compensation, Culture and Competition: Balancing Reward, Governance and Growth

    The market for lateral partner talent continues to place significant pressure on law firms on both sides of the Atlantic. Compensation is increasingly being used as both a recruitment and retention tool, raising important questions about culture, governance and long-term firm strategy. In this podcast, CM Murray LLP Partners Zulon Begum and David Fisher are joined by Lisa Smith, Founding Principal at Fairfax Associates, to discuss how law firms in the UK and US are responding to these challenges and what firms can do to attract and retain key talent whilst protecting collaboration, culture and long-term stability. Watch the podcast here or listen here. Key discussion points include: - The changing role of partner compensation and the growing pressure on firms to move away from traditional lockstep models. - The impact of the lateral hiring market on partner retention, culture and partnership dynamics. - How firms are balancing individual reward and collaboration, including the increasing use of discretionary bonus pools, performance-based metrics and expanded origination credit models. - The governance and legal issues arising from compensation decisions, including performance management, transparency, partner disputes and discrimination risks. - Strategies for managing partner exits and team moves, including notice periods, garden leave, restrictive covenants and good/bad leaver provisions. - The different approaches taken by UK and US firms to partner mobility and retention, and the challenges this creates for international firms. - The impact of cross-border mergers and globalisation on partner expectations, remuneration structures and firm-wide collaboration. If you would like to discuss partner compensation, partner retention, lateral hiring, partnership governance or any of the issues raised in this podcast, or if you have any questions, please contact Zulon Begum, David Fisher or Lisa Smith.

    Compensation, Culture and Competition: Balancing Reward, Governance and Growth

  4. Jul 23

    Are You PE Curious? Part 1: Why Take PE Investment and Let’s Bust Some Jargon

    Private equity is no longer a theoretical conversation for law firms - it’s happening. But what it actually involves, and what it means in practice, is often less well understood. In this first episode of PE Curious, Corinne Staves is joined by Fredrik Bürger and Mike Strotz of EY-Parthenon, and Zulon Begum and Nick Leale of CM Murray LLP, to discuss the reality behind the headlines - from why PE is interested in the legal sector, to how deals are structured, and what it means for partners. Key takeaways: - Why PE is focusing on law firms: A fragmented market and a well-established investment model make legal services a natural next step. - A different way of being paid: Moving from full profit distribution to a salary + equity model is a fundamental shift - financially and culturally. - Structure comes early: Many firms will need an ABS structure, with legal and regulatory considerations shaping the process from the outset. - Diligence goes both ways: Investors will scrutinise financials, risk and performance - but firms also need to be clear on who they are partnering with. - What drives value: The fundamentals still apply: growth, profitability, quality of earnings, scalability and talent - with increasing focus on data and AI. - Alignment is critical: Partner buy-in can’t be assumed. A clear strategy and strong leadership are essential. - Regulation shapes the timeline: SRA approvals and ownership requirements can add complexity and delay if not addressed early. If you have any questions following this recording, or would like to talk through PE investment in the context of your firm, please do get in touch with Corinne Staves, Zulon Begum or Nick Leale at CM Murray LLP, or Fredrik Bürger and Mike Strotz at EY-Parthenon. Corinne Staves is ranked as a “Star Individual” by Chambers and Partners UK 2026 for Partnership: Non-contentious: “One of the absolute leaders in the field on both contentious and non-contentious matters, regulatory and litigation.” Zulon Begum is ranked Band 1 by Chambers and Partners UK 2026 for Partnership: Non-contentious: “Zulon is extremely responsive and has a solid handle on the challenges of pressure and in the regulatory environment that we have been dealing with.” ”She is calm and confident and gives the sense and feeling of really knowing the topic and the market, which is very important.” Nick Leale is recommended by Legal 500 2026 for Professional Discipline: "Partner Nick Leale is a great addition to the team. He is knowledgeable, approachable, and puts all his efforts into getting results for his clients.” CM Murray LLP is ranked Tier 1 for Partnership by Legal 500 2026: “This practice is unique due to its very specific focus on partnership matters and related transactions.” #privateequity #lawfirms #professionalservices #PE #partnershiplaw

    Are You PE Curious? Part 1: Why Take PE Investment and Let’s Bust Some Jargon

  5. Jul 13

    When Lawyers Break the Law Outside Work: The Regulatory Consequences - ReguLaw Podcast Episode 6

    How should regulators respond when criminal offences or other misconduct occur outside a professional's practice? In the latest episode of our regulatory podcast ReguLaw, CM Murray Partners Beth Hale and Andrew Pavlovic are joined by Chloe Carpenter KC of Fountain Court Chambers to discuss the recent High Court decision of Hickey v Bar Standards Board and its wider implications for lawyers and other regulated professionals.  Beth, Andrew and Chole discuss: - Why regulators care about conduct outside of practice - Regulators may take action in relation to conduct outside practice where it raises concerns about fitness to practise or could diminish public trust and confidence in the profession. - Context matters – The Hickey judgment demonstrates the need for regulators to assess the specific facts of each case rather than applying a blanket approach to sanctions relating to criminal conduct. - The nature of the misconduct is critical - Courts and regulators will look closely at the nature of the conduct and the extent to which it genuinely reflects on the individual's professional standing. - Reporting obligations can arise at an early stage - Criminal cautions, charges and convictions will often trigger automatic regulatory reporting obligations, but wider reporting obligations will also need to be considered at the earliest possible stage. - Non-criminal conduct can also attract scrutiny - Regulatory concerns are not limited to criminal offences and may extend to other forms of personal conduct outside professional practice.  - Practical lessons for regulated professionals - The discussion highlights the factors courts and regulators are likely to consider when balancing public confidence, proportionality and professional standards. If you have any questions about the issues discussed in this episode, or would like advice on regulatory investigations, disciplinary proceedings or self-reporting obligations, please get in touch with Beth Hale or Andrew Pavlovic.

    When Lawyers Break the Law Outside Work: The Regulatory Consequences - ReguLaw Podcast Episode 6

  6. Jul 8

    Beyond the Findings: Navigating Outcomes, Culture and Risk Management After an Investigation - Webinar Recording

    At our recent webinar featuring special guests Dr Nina Burrowes (Psychologist, Author, Activist and founder of The Consent Collective) and Bethaney Durkin (Director at Byfield Reputation Counsel), alongside Emma Bartlett, Beth Hale and Gabrielle Lintott of CM Murray LLP, the panel examined the increasingly complex landscape facing employers once a workplace investigation has concluded. Set against heightened statutory duties to prevent sexual harassment and manage third‑party risk, the discussion highlighted that the period following an investigation is often the point of greatest organisational and reputational exposure. The panel discussed the key issues for employers, in particular: - Communicating outcomes: Striking the right balance between transparency and confidentiality remains a persistent challenge, particularly where expectations across stakeholders diverge. - Interpreting the outcome in practice: Investigation findings are rarely experienced as binary, and can have wider implications for perceptions of fairness, trust and organisational culture. - Managing ongoing employment relationships: Where employment continues, decisions around reintegration, oversight and appropriate safeguards require careful judgement. - Rebuilding team dynamics: The wider impact of an investigation on colleagues and teams is often underestimated and can give rise to longer-term cultural and engagement issues. - Mitigating future risk: Investigations should prompt reflection on whether existing frameworks - policy, training and reporting structures - are sufficient. - Responding to evolving duties: Heightened obligations around sexual harassment and third‑party risk are placing greater scrutiny on how employers manage outcomes and demonstrate proactive compliance. The panel also highlighted the importance of prevention, with Dr Nina Burrowes’ recent book, All Reasonable Steps, exploring how psychological insight can be used to strengthen organisational approaches to preventing workplace sexual harassment. A discount code for the book, referenced during the webinar ("prepared") is currently available via her website: https://www.consentcollective.com/ars If you have any questions regarding this discussion or require advice regarding workplace investigations, please do not hesitate to contact Partners Emma Bartlett, Beth Hale, or Senior Associate Gabrielle Lintott, or another member of our Investigations Unit: https://www.cm-murray.com/investigations/

    Beyond the Findings: Navigating Outcomes, Culture and Risk Management After an Investigation - Webinar Recording

  7. Jul 2

    Partner Remuneration: Trends, Pain Points & What Firms Are Changing in 2026 - PPA Webinar Recording

    We are delighted to share with you the recording of the recent Professional Practices Alliance (PPA) Webinar, Partner Remuneration: Trends, Pain Points & What Firms Are Changing in 2026. In this recording, Corinne Staves (Partner at CM Murray LLP), Zulon Begum (Partner at CM Murray LLP), Wonu Sanda (Senior Associate at CM Murray LLP) and David Shufflebotham (Founder at PepUp Consulting), Rob Millard PhD (Director at Cambridge Strategy Group) explore how firms are approaching partner remuneration in a period of rapid change. In particular, the panel discuss: - AI and the billable hour tension: As efficiency improves, does time spent still reflect value - or are firms disincentivising change? - Evolution, not revolution (for now): Most firms are adapting incrementally - layering new expectations onto legacy systems rather than redesigning them. - Performance, profit and misalignment: An increasing gap between how firms say they create value and what they actually reward. - Complexity, discretion and challenge risk: Where more nuanced systems are increasing reliance on discretionary decision-making processes, evidence and consistency are critical. - Culture follows compensation: What firms reward ultimately shapes behaviour - raising questions about whether cultures can (or should) stay the same. - External pressure accelerating change: AI and external capital are pushing firms towards more data-driven, performance-focused models. - A clear direction of travel: Away from traditional lockstep and towards contribution, profitability and demonstrable value - but with no single model emerging. If you have any questions arising from this recording or would like to discuss partner remuneration, governance or performance frameworks in more detail, please contact Corinne Staves or Zulon Begum (Partners at CM Murray LLP), David Shufflebotham (Founder at PepUp Consulting), or Rob Millard PhD (Director at Cambridge Strategy Group).

    Partner Remuneration: Trends, Pain Points & What Firms Are Changing in 2026 - PPA Webinar Recording

  8. Jun 25

    The Glass Cliff Podcast: Are Women and Minority Ethnic Group Leaders Held to a Higher Standard and, if so, Why Does it Matter?

    Building on the Glass Cliff discussion between Sophie Williams and Emma Sangeelee at last week’s 7th Annual IFSEA Conference Welcome Drinks Reception - and the Glass Cliff evening event earlier this year, kindly hosted by Mishcon de Reya - this podcast explores the concept in more depth. Drawing on research, lived experience and practical insight, the discussion unpacks how and why underrepresented leaders can find themselves stepping into the most challenging leadership roles - and what can be done to change that trajectory. Once again, Emma Sangeelee (Partner, CM Murray LLP) is joined by Sophie Williams (Author of The Glass Cliff and former global executive at Netflix), Jennifer Millins (Partner, Mishcon de Reya LLP) and Kevin Hogarth (Partner, PSFI LLP and Board Adviser, Executive Coach and NED) to discuss: - What the glass cliff is - and how societal and often unconscious discrimination shapes leadership outcomes - Why underrepresented leaders are more likely to be appointed into roles during periods of organisational crisis - The structural and cultural dynamics behind these appointments, including unequal access to progression, sponsorship and high-profile opportunities - How unconscious bias shapes decision-making - from “think manager, think male” to “think crisis, think female” - The risks for individuals, including scrutiny, limited support and the potential for disproportionate blame when things go wrong - Practical signs to look out for when considering a senior role - and how to assess whether the conditions for success are really in place - The role of sponsorship, organisational support and active leadership in improving outcomes - How the concept can be used in a legal context to identify and evidence patterns of unfair treatment Watch the video below or listen here. The podcast offers a thought-provoking look at a dynamic that continues to play out across organisations and, importantly, where advisers and leaders can intervene to drive better, fairer outcomes. Special thanks to Melissa Davis (CEO, MD Communications) who was unable to join the podcast, but took part in the Glass Cliff IFSEA evening event earlier this year. If you would like to discuss the Glass Cliff further, or if you have any questions arising from this discussion, please contact Emma Sangeelee, Sophie Williams, Jennifer Millins or Kevin Hogarth. Sophie Williams's book, The Glass Cliff, is available for purchase on Amazon and in other bookshops.

    The Glass Cliff Podcast: Are Women and Minority Ethnic Group Leaders Held to a Higher Standard and, if so, Why Does it Matter?
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About

Welcome to the CM Murray LLP podcast channel where we discuss a wide range of topical issues in relation to partnership and employment law. CM Murray LLP is a leading partnership, employment and regulatory law firm based in London. We advise US and UK law firms and partners, hedge fund and investment management partners, US and other multi-national employers, senior executives and founders on a range of UK partnership and employment law issues.

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