recognised leaders in the development of the law of negligence
Paul was admitted to the bar in 1986 and graduated from the University of Otago in 1987.
He joined a large Wellington law firm before practicing in England for three years. He was admitted as a solicitor of the Supreme Court of England and Wales in 1991
Paul started working for the predecessor of the firm in 1997. In 2013 he became a partner.
Paul is valued by clients because focusses on resolving disputes as quickly and economically as possible.
Paul has considerable experience in the litigation and insurance arenas and regularly appears in the Employment Relations Authority and the Employment Court, the High Court, and the Court of Appeal.
Paul heads the firm’s employment liability team. He advises employers in relation to disputes with employees and general employment relations issues. Paul acts on behalf of the insurers of most schools in New Zealand as well as for societies and clubs, owners of supermarkets, health professionals, solicitors, engineers, public health providers, faith-based organisations and other employers.
Paul is also regularly called in to resolve commercial disputes; he has particular expertise with claims involving flooding, nuisance, planning issues, allegations of negligence when inspecting buildings and disputes involving financial advisers and insurance brokers.
He regularly advises on coverage under policies of insurance.
Paul Robertson and Frana Divich together with senior counsel, acted for the council in an appeal to the Supreme Court. They were successful in overturning the Court of Appeal’s judgment on fraudulent concealment for the purposes of limitation and defended the finding that the council had not committed misfeasance in public office because its conduct had not been deliberate. The successful limitation defence means that the majority of the damages awarded were set aside and the respondent was ordered to pay costs to the council.
Paul Robertson acted for a School Board of Trustees and Principal and successfully resisted an application by a 6 year old child’s mother, to be appointed his litigation guardian.
In PETERS V MARLBOROUGH FREE KINDERGARTEN ASSOCIATION [2024] NZERA 549 we acted for the employer. Their employee was investigated for misconduct.
The High Court rejected an application by a supporter of several students to be their ‘litigation guardian’ in this High Court decision.
In this article we examine a recent determination of MBIE.
We successfully acted for the School Board in a case where the High Court upheld the school's decision to issue a trespass notice against a supporter of a student.
Paul acted for the school board in this case where the Court had to determine whether the school could withdraw offers of places to students from out of zone if there were no places for them.
An employer must have genuine reasons based on reasonable grounds for proposing a fixed term arrangement. Paul Robertson considers a recent case.
The Employment Relations Authority recently took a tough approach when a teacher delayed too long before raising a personal grievance.