Nicholas was appointed Silk in March 2019.
Nicholas is an employment specialist whose practice takes in all facets of employment litigation in the High Court and the statutory tribunals. Nicholas has a significant investigatory practice. He also enjoys a significant sports law related practice appearing before the ordinary courts and the relevant disciplinary/adjudicatory tribunals.
Particular areas of expertise are:
- Whistleblowing particularly in the Financial Services Sector
- Discrimination and Equal Opportunities Litigation
- Equal Pay
- National Minimum Wage compliance
- Restrictive Covenants and Confidential Information
- Sports Law
Nicholas has been continuously listed as a leading practitioner in employment in the legal directories since 2007. He is, in addition, listed for his Sports Law Practice in the Legal 500. Examples of recent comments are as follows:
“Nicholas Siddall KC is a highly skilled silk who is widely praised for his client service. He regularly appears in the Employment Tribunal and the High Court on behalf of claimants and respondents, handling both discrimination and commercial employment claims.
“Nicholas is sharp as a razor; very tactical, not afraid of a fight, and has the experience to see the downsides to balance the upsides.”
“Brilliantly smart and focused. Always in charge; his preparation is second to none.” Chambers UK 2024.
Nicholas “is a highly skilled silk who is widely praised for his client service. He regularly appears in the Employment Tribunal and the High Court on behalf of claimants and respondents, handling both discrimination and commercial employment claims.
“Nick oozes intellect and controlled aggression combined with superb client handling.”
“His preparation and attention to detail is excellent. He always goes the extra mile to make the difference in the cases he takes on.” Chambers UK 2023
“He is on the ball, he is phenomenally intelligent, clients get on well with him and he is a safe pair of hands.” “He is one of my go-to people if I need a big hitter; I particularly like him for discrimination, TUPE cases and really technical matters. He is a very strong advocate and he is a very likeable person.” “He is forensic and considered, which allows him to conduct careful analysis for clients.”
Nicholas Siddall QC has notable experience with TUPE, along with high-value discrimination claims and public interest disclosure cases. He is predominantly instructed on behalf of respondents but also works with trade unions and high net worth claimants. He is recognised for his expertise in defending applications for injunctive relief.
Strengths: “Nick is intensely intelligent and has a photographic memory for case law. His written advice is well structured and reasoned. He has a confident ability when dealing with clients.” “He is technically very good; a powerful, commanding advocate and an impressive all-round character.” Chambers UK 2022
A silk who oozes confidence and intelligence, which is reassuring for both clients and instructing solicitors.’ Legal 500 2023
Technically excellent, with the ability to digest complex facts of the case and apply to the relevant law in a user-friendly way. Always willing to take a call and very client friendly. Legal 500 2021
“He is wonderful – an employment law obsessive. He takes a scholarly approach to the law, and is genuinely interested.” “Great focus and attention to detail. Client witnesses invariably say they that they are pleased that he is on their side rather than the opponent’s.” Chambers UK 2021
Superb – his warmth and personality are great assets for this type of work. He is decisive, does not sugarcoat, and is not afraid to tell a client how it is. He is also unflappable and very good on his feet.’ Legal 500 2020
“A consummate professional, who grasps the intricate details of a case and distils into a clear, manageable legal analysis” Legal 500 2017
In the 2017 and 2018 Thomson Reuters Reports entitled “What do clients want from the Bar?” Nicholas was listed in the section “What barristers were respondents most impressed with?” as follows: ‘Very good on his feet in tribunal, good with clients, and works as a team with instructing solicitors’
Instructions over the last 12 months include:
- Advising various care employers (including a prominent mental health charity) as to the legal implications of the 2021 Regulations requiring the vaccination of all care home staff including whether dismissals for that reason triggered an employer’s obligation of collective consultation. He is currently instructed in a test case on behalf of one provider to assess the lawfulness of the employee’s dismissal on the basis of her non-vaccinated status;
- Appearing on behalf of an international automotive group in securing an injunction to restrain the employment of its senior technical officer by a competitor;
- Appearing in defence of a 10 day claim of whistleblowing brought against a Lloyd’s insurance syndicate in which the Claimant sought a career long loss of £2.6 million;
- Hearing an internal grievance appeal brought by an employee of a international price comparison website where the employee alleged that she had been harassed by her expression of gender critical views.
- Advising a Magic Circle firm as to the correct manner to amend its internal policies to address holiday pay in the context of Permanent Health Insurance;
- Acting on behalf of a former desk head of an international financial institution in his claim of whistleblowing and disability discrimination. The Claimant seeks a career long loss of in excess of £13 million;
- Appearing in defence of an 8 day claim for whistleblowing dismissal on behalf of an international financial institution. The Claimant sought damages of £2.3 million reflecting a career long loss. The decision of the Employment Tribunal was successfully defended on appeal where the EAT clarified the scope of the Jhuti A further appeal was successfully defended before the Court of Appeal on the issue of separability and Protect were permitted to intervene. The Claimant’s application for permission to appeal to the Supreme Court was refused;
- Appearing a ‘test case’ on behalf of in excess of 850 ‘Just Eat’ couriers seeking to establish their employment/worker status which is listed for 20 days;