recognised leaders in the development of the law of negligence
Paul was admitted to the bar in 1985 and graduated from the University of Otago in 1986. He was admitted as a solicitor of the Supreme Court of England and Wales in 1991
He joined a large Wellington law firm before practicing in England for three years.
Paul started working for the predecessor of the firm in 1997. In 2013 he became a partner.
Paul has considerable experience in the litigation and insurance arenas and regularly appears in the Weathertight Homes Tribunal, the High Court, the Court of Appeal, the Employment Relations Authority and the Employment Court.
He has particular expertise in resolving 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.
In addition to his extensive common law experience in relation to commercial disputes, 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, health professionals, solicitors and other employers.
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.
Does a requirement to report a dismissal or resignation to a professional body override the full and final nature of a record of settlement?
Council officers expose their councils to liability for what they do and what they say.
When awards for unjustified dismissal take loss of salary into account, employers may end up paying a substantial amount, Paul Robertson warns.
The Employment Relations Authority has delivered good news in recent decisions relating to fixed term contracts. Paul Robertson explains.
Getting the procedure right is the key, as a district health board recently discovered.
A claim against the Order of St John emphasises the importance of taking bullying allegations seriously and following fair processes.
Can a casual employee raise a personal grievance? This question was answered in a recent decision of the Employment Relations Authority. Paul Robertson outlines the lessons to be learned.