- 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)
We now have new legislation requiring care home staff to be vaccinated and there’s a consultation due on mandatory vaccination in the wider NHS and social care sector.
The government has published its COVID-19 Response: Summer 2021 (Roadmap) setting out the details of step 4 of the roadmap out of restrictions for England. The restriction are scheduled to be lifted on 19 July 2021. Hempsons' employment law team discuss the guidance.
The government has published new guidance for the public sector on making termination of employment/severance payments to employees.
The Supreme Court has this morning ruled in Mencap v Tomlinson-Blake that calculation of national minimum wage (NMW) for sleep-in care workers only needs to include time when they are awake for the purpose of working. Where the employer provides suitable facilities for sleeping, time spent sleeping is not included in the calculation.
Covid-19 has brought safety concerns and whistleblowing protections into sharp relief. Martin Cheyne explores some implications for practices to watch out for.
The long-awaited cap on exit payments in the public sector came into force on 4 November 2020. Its effect is to prohibit almost all public sector employers from making payments of more than £95,000 to employees in connection with the termination of their employment.
We know that if we have Covid-19, we need to protect those around us. Whilst that is essential and mandatory, so too is self-isolation for those who have been in close contact with someone who has Covid-19; but what should workers and their employers do?
Employees really can be in two places at once (or at least TUPE transfer to two employers). See our review of ISS Facility Services v Govaerts in the European Court of Justice, overturning UK caselaw.
No compensation does not equate to no case to answer - Martin Cheyne and Zubeda Tayub discuss in the latest employment blog.
In the last week the government has released two further versions of the Coronavirus Job Retention Scheme guidance. Guidance for Charities & Social Enterprise.
“Exceptional value for money with quick response times and great insight.”