Senior Statespeople
Provided by Paul Vane-Tempest
Paul acts for Commonwealth Government agencies, statutory authorities and private sector employers. Paul joined the firm in July 2025, bringing with him deep Commonwealth client relationships built over an extensive career.
Paul’s practice spans all aspects of employment and industrial relations, WHS governance, administrative law and government procurement. He advises on enterprise bargaining, individual and collective workplace agreements, discrimination complaints, investigations of APS Code of Conduct breaches, reviewable actions and probity. He represents clients in the Fair Work Commission and courts in employment disputes, appears in Royal Commissions and commissions of inquiry, and advises on complex contracting and procurement processes across government contexts.
Paul has played a central role in some of Australia’s most significant government and public sector matters. His work includes advising in relation to the Royal Commission into antisemitism and social cohesion established following the Bondi Beach terrorist attack and the Independent Parliamentary Standards Commission’s first investigations into alleged misconduct by parliamentarians. He also advises on complex governance issues affecting the Australian National University.
Paul brings over 25 years of government employment and WHS experience from Canberra, with a practice that is genuinely embedded in the Commonwealth environment.
Provided by Chambers
Provided by Chambers
Paul has a good reputation in the commonwealth.
Paul Vane-Tempest is well regarded.
Paul has a good reputation in the commonwealth.
Paul Vane-Tempest is well regarded.
1 item provided by Thomsons
Thinking ahead in redundancy situations: employers must look at all arrangements, including contract
To engage the "genuine redundancy" bar to an unfair dismissal claim, an employer who engages contractors must consider whether contractors should make way for affected employees instead of retrenchment.
Thinking ahead in redundancy situations: employers must look at all arrangements, including contract
To engage the "genuine redundancy" bar to an unfair dismissal claim, an employer who engages contractors must consider whether contractors should make way for affected employees instead of retrenchment.