- 01423 724121 (Mobile 07590 351 659)
What Martin can do for you
The majority of Martin’s clients are health or social care organisations and he acts in the full range of claims before employment tribunals.
Martin frequently defends factually complex and also legally novel claims, particularly in relation to disability, sex and sexual orientation discrimination and whistle-blowing allegations.
His advice practise includes executive and senior manager terminations, discrimination issues, TUPE, reorganisations, complex disciplinary matters and concerns with doctors (MHPS).
Martin also provides bespoke training on employment topics ranging from TUPE and related procurement preparation, equal opportunities to disciplinary investigations and appeals.
Main areas of expertise
- Disability discrimination
- Sexual orientation discrimination
- Sex and race discrimination
- Unfair dismissals
- Industrial action
The clients he works with
- NHS trusts and foundation trusts
- Social care providers
- Community healthcare organisations
- Clinical commissioning groups
- Large retail organisations
- Employment Lawyers Association
“When nearing the conclusion of an outsourced contract we needed rapid advice about staffing and TUPE implications. Martin Cheyne and the Hempsons’ employment team provided very rapid and pragmatic support and advice, helping us get exactly the outcome we wanted.” (Richard Cliff, Trust Solicitor, Pennine Care NHS Foundation Trust)
Coronavirus employee retention scheme guidance is now out. This describes the circumstances where employer applications for the furlough payments can be made. Not all questions are answered and we do not know if there will be legislation to back this up. Here’s our summary:
Welcome to our Summer 2019 edition of Hempsons’ Employment Newsbrief.
Welcome to the latest edition of our Social Care Newsbrief.
Welcome to our autumn/winter 2018 edition of Hempsons’ Charities and Social Enterprise Newsbrief.
The Court of Appeal’s judgment in the Royal Mencap Society v Tomlinson-Blake is not yet the final word on sleep-ins.…
The Court of Appeal’s judgment in the Royal Mencap Society v Tomlinson-Blake is not yet the final word on sleep-ins.
A recent ECJ case has set out that employers can be ordered to provide paid holidays to even apparently self-employed contractors. The ECJ went on to provide that backpay holiday claims could stretch back to the worker’s commencement.
Welcome to the latest edition of Hempsons’ Social Care newsbrief, a round-up of some of the hot legal topics in the social care sector.
On 26 July 2017, HM Revenue and Customs (‘HMRC’) suspended enforcement action against employers in the social care sector in relation to the National Minimum Wage (‘NMW’)/National Living Wage (‘NLW’). This decision followed on from the decision in the Mencap case (Focus Care Agency Limited v Roberts, Frudd v The Partington Group Limited, and Royal Mencap Society v Tomlinson Blake, 2017). The decision that a care worker could be “working” whilst asleep highlighted a significant liability in the care sector, where workers traditionally have been paid a fixed sleep-in allowance, and were often paid below the NMW/NLW.
Sleep-ins have become a difficult and worrying problem for many social care providers in recent years. It is an issue live in current politics and one which is subject to regulatory intervention and litigation.
“Exceptional value for money with quick response times and great insight.”