- 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)
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.
Yesterday afternoon (15 April 2020), the government published updated information about the job retention (furlough) scheme.
Late on Thursday 9 April 2020, the government released the third version of the Coronavirus Job Retention Scheme guidance. Here are Martin Cheyne's first impressions of the update.
The guidance for employers on the Coronavirus Job Retention Scheme was updated on 4 April 2020. The scheme allows employers to furlough staff and claim back part of their wages. The new guidance adds detail and some clarifications to the original HMRC guidance published on 26 March, but many questions remain.
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:
“Exceptional value for money with quick response times and great insight.”