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Paul Livingston

Paul Livingston

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Paul is a civil practitioner specialising in Employment & Discrimination/Harassment, Public Inquiries and Child Abuse.

His work includes both written and oral advocacy in the Employment Appeal Tribunal, Employment Tribunal, County Courts, and in Public Inquiry hearings.

He also accepts instructions in Chambers’ core areas and has undertaken a wide variety of other work, including advising, drafting and acting in personal injury and clinical negligence claims, and has also appeared in bankruptcy proceedings, bail hearings for immigration detainees, and in a claim for unjust enrichment.

Paul was appointed to the C Panel of the Attorney General’s Counsel to the Crown in 2020 and undertakes public law work in his areas of specialism.

Paul studied law at the University of Cambridge, where he received a Senior Honorary Exhibition. He continues to play football regularly and follows his beloved Celtic from afar.

Employment & Discrimination

Paul regularly acts and advises in a range of Employment Tribunal claims and other employment matters.

He is regularly instructed to advise or represent large companies, SMEs, local authorities, individuals, charities and trade unions across a variety of sectors – including telecommunications, transport, healthcare, housing, retail, energy and education.

Paul is currently instructed on behalf of the Claimants in the landmark Asda equal pay litigation – the largest ever such claim against a private employer. One aspect of the case is due to be heard in the Supreme Court in the summer of 2020.

He has also appeared in a number of Employment Appeal Tribunal cases, those being:

His caseload also includes acting in full merits hearings and preliminary hearings, advice, negotiations, and drafting. For example, Paul has appeared in multi-day Tribunal hearings on the following issues:

  • A claim for disability discrimination. The Tribunal found that the Claimant has been subjected to harassment related to her disabled, discrimination arising from disability, failure to make reasonable adjustments, and unlawful deductions from wages: Bari v Metropolitan Police [2019]
  • Trial on unfair dismissal, whistleblowing and unlawful deductions from wages. Unfair dismissal claim was primarily about whether a dismissal had occurred when the Claimant was demoted: Khan v Govia Thameslink [2019]
  • Represented the Claimant in about whether he had been constructively dismissed. This after he had resigned following an internal investigation into allegations of sexual harassment against him: El Kachtoul v Alaraby Television Network Ltd [2019]
  • A claim for disability discrimination and harassment against a transportation company: Birmingham v Abellio [2019].
  • A claim for a working-time-related dismissal against a large online supermarket: James v Ocado [2019].
  • A claim for unfair dismissal and disability discrimination against a telecommunications company: Bennett v British Telecommunications plc [2019].
  • A claim for trade union detriment in the energy sector: Richardson v Esso Petroleum Company Ltd [2018].
  • A claim for race discrimination and unlawful deductions from wages against a private hospital: Bogdan v Hospital of St John and St Elizabeth [2018].
  • A claim for disability discrimination against an education provider: Bartosiewicsz v Aspect Education Ltd [2018].
  • A claim for religious discrimination and harassment against a large logistics company: Lucas v Southampton Containers Ltd [2017].
  • A claim for race discrimination and victimisation in the postal services industry: Ladeinde & ors v Royal Mail [2017].
  • A claim for an enhanced redundancy payment against a local authority housing management organization: Emmanuel v Clapton Park [2017].

He has also advised on, negotiated in, and appeared at preliminary hearings on various TUPE-related matters, territorial jurisdiction, sexual orientation discrimination and harassment, sex discrimination and harassment, religious discrimination and harassment, whistleblowing detriment and dismissal, holiday pay, liability for acts of agency workers, pregnancy discrimination and sexual harassment.

Additionally, he has:

  • Advised a large facilities management company facing an application for statutory recognition of a trade union, including appearing before the Central Arbitration Committee.
  • Advised on the development of the discrimination and harassment reporting tool ‘Talk to Spot’, used by several large organisations including Davita, Monzo and the Bar Council.
  • Offered training to prospective Claimant and Respondent witnesses prior to their evidence at forthcoming trials.
  • Frequently done Pro Bono work for Advocate, ELIPS for ‘Bail for Immigration Detainees’.

Given Paul’s extensive experience in both employment law and Public Inquiries, he is ideally suited to carrying out internal investigations and inquiries. He has experience appearing in Scottish Tribunals and prior to joining Outer Temple, Paul worked in the Employment Team at BT Legal, where he represented the company in around 20 Employment Tribunal cases.

Appointments & Memberships

  • Employment Lawyers Association
  • Industrial Law Society
  • Employment Law Bar Association

Paul Livingston is regulated by the Bar Standards Board (BSB) and holds a current practising certificate. If you are not satisfied with the service provided, please click here.

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