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.
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.
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.