Robin AI
London · founded 2018
Robin AI is a London-founded legal-AI company building software that reads and understands contracts, pitched as a 'Legal Intelligence Platform' for in-house legal teams and law firms. Founder-CEO Richard Robinson, a former lawyer, started it in 2018 after a punishing merger deadline, inspired by AI beating a top Go player; the company now serves 13 Fortune 500 members and many large private-equity firms and has grown teams across the UK, US, Singapore and South Africa. The public-facing material is polished and mission-driven ('make the law simple, for everyone'), but Robin publishes almost nothing about pay, benefits or day-to-day culture, and its careers board was inaccessible at collection time — so treat the vibe as marketing until an employee corrects it.
see the full file on Robin AIdocumented benefits (2)
| Offices | London, New York, Singapore |
|---|---|
| Countries with offices | United Kingdom, United States, Singapore, South Africa |
the legal floor where they are
Set by law, not by Robin AI. It applies to every employer in London.
| PTO | 28 (Working Time Regulations 1998; Employment Rights Act 1996) |
|---|---|
| Birthing-parent leave | 52 (Working Time Regulations 1998; Employment Rights Act 1996) |
| Partner leave | 2 (Working Time Regulations 1998; Employment Rights Act 1996) |
| State pension | auto-enrolment: employer contributes at least 3% of qualifying earnings (Working Time Regulations 1998; Employment Rights Act 1996) |
| Disability rights at work | Equality Act 2010: disability is a protected characteristic and s.20 imposes a duty to make reasonable adjustments (Working Time Regulations 1998; Employment Rights Act 1996) |
| Neurodivergent adjustments | Reasonable adjustments are owed on the IMPACT of a condition, not on a diagnosis. ACAS is explicit that no formal diagnosis is required, so the duty can arise before anyone has been assessed -- which matters when an adult autism assessment is a multi-year wait. Autism, ADHD, dyslexia, dyspraxia and dyscalculia are covered where the effect on day-to-day activities is substantial and long-term. Asking for an adjustment is itself protected: you cannot lawfully be dismissed or treated worse for asking. (Working Time Regulations 1998; Employment Rights Act 1996) |
Every claim above is sourced and dated. See sources on the full page.
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