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Planning for life’s milestones? You need a Will

Planning for life’s milestones? You need a Will

In the UK, the average age of first-time Will writers is 58 – over two decades older than the average first-time homebuyer at 33, the average new parent at 30 and 34 for mothers and fathers respectively, and the average newlyweds around 35.

What this shows is that many people aren’t seeing life’s key milestones as a driver to write a Will. Instead, age seems to be the primary driver.

However, this isn’t necessarily the best way forward.

Growing your estate

Understandably, age is a big motivator for writing a Will for the first time, for the simple fact that you are more likely to need one as you age.

However, the growth of your estate over time should also be a driver for writing a Will.

While this may well correspond with age as you accumulate assets, the data shows that you’re likely to be significantly younger when you begin to own significant assets, such as a house, than the age at which you might consider writing a Will based on mortality alone.

In simple terms, it should be ownership of major assets that drives you to make a Will, rather than age or poor health alone.

This gives you time to plan and ensure that your loved ones are cared for.

Marriage and separation

If you are in the minority of people below the average marrying age to have already made a Will, it will be invalidated once you are married, if you did not make it in contemplation of marriage of civil partnership.

It is vital, then, that you take the opportunity of your marriage to review any previous Will to ensure validity, how best to provide for your new spouse or civil partner and how to deal with any shared and separate assets.

Under intestacy laws (if you die without a Will), your spouse may automatically inherit your entire estate, or at least part of it if you have children.

While this mirrors the wishes of the majority of married people, the law still applies to separated, but not divorced, spouses or civil partners – so you should review your Will upon separation.

You may also have certain assets that you wish to leave to your children or a close friend, making it important that you make a Will once you are married and continue to update it regularly.

Providing for children

Having children is perhaps the most important milestone for making a Will as a younger person.

This is because, without a Will, your spouse is likely to be entitled to a share of your estate, even if not the entirety of it – which may be against your wishes.

You may also wish to leave assets to your children in a trust, which will need to be detailed in your Will and set up with the support of a solicitor.

Your Will is also your opportunity to appoint Guardians for any children under the age of 18 if anything should happen to you and your spouse/their other parent – typically a relative or close friend.

Writing a Will as a younger person isn’t something many of us want to think about, but it is vital to do so once you begin to reach life’s milestones or acquire larger assets. Doing this will help to protect your estate, your spouse or civil partner, your children and other loved ones.

If you want to review or write a Will or discuss planning your estate, please contact our Private Client team for tailored advice.

What happens if someone else owns the access to your new property?

What happens if someone else owns the access to your new property?

When buying your new home, it’s important to know that you enjoy unrestricted access to your property and its land.

While it’s uncommon in newer properties and those in urban areas, some homebuyers may face issues relating to the legal ownership of access to a property, such as a driveway.

This can substantially impact the value of a property and the ability of the buyer to proceed with the sale.

Our Residential Conveyancing team takes a look at how this situation can be navigated and how homebuyers can achieve the best outcome.

A question of ownership

When you buy a property, your conveyancer will check and report on access to the property as part of the ‘title investigation’.

They will look to see whether your new property has a ‘good and marketable’ title, including whether the property has sufficient legal access or a right of way that allows you to enter and leave the property freely.

This will show you if your property borders a publicly adopted road – one which is maintained at public expense. This is not private property, and therefore any house which borders it has a right of use.

However, if access to your property includes a private road, then someone else may own that land and you may not have automatic access to your property.

Obtaining access

Your property’s title will not be deemed ‘good and marketable’ if you don’t have legal access. However, there are ways of gaining legal access without the automatic right conferred by a publicly adopted road.

A right of way (or ‘easement’) can provide you legal access to a property across private land in one of three ways:

  • By Deed – One party permits access to their land by the other party, typically in exchange for a fee
  • By prescription – If the claimant can show uninterrupted use of 20 years or more, an easement may be presumed
  • By implication – When a property is sold, a legal right may be created that allows the buyer to use someone else’s land to access the property without specifying it in the Deed.

Without a legal right of way to your property, it will be considered ‘landlocked’. Your conveyancer will have to report this to your mortgage lender, who may then revoke your mortgage as the property is likely to face further difficulties and represents a higher risk to your lender.

If you need advice on obtaining access to your new property, please contact our Residential Conveyancing team to discuss your situation.

Groundbreaking change is needed as employee sickness cost spikes

Groundbreaking change is needed as employee sickness cost spikes

By Kristie Willis, Employment Solicitor, Palmers Solicitors

A recent report by the Institute of Public Policy Research (IPPR) has found that the “hidden cost” of employee sickness in the UK reached £103 billion in 2023.

This is an increase of £30 billion since 2018. Surprisingly, £25 billion of this increased cost is due to lower productivity from people working through sickness, with only £5 billion related to rising sick days.

The report has also found that workers in the UK “are among the least likely to take sick days, especially compared to other OECD and European countries.” Those lacking formal qualifications and those from ethnic minorities are particularly likely to work through poor health.

Analysing the figures

There are different types of workplace ill health which could factor into these figures, including:

  • Those who are off on long-term sickness often as a result of long-term health problems and disabilities;
  • Those that suffer from long term, dynamic health problems and disabilities who have intermittent flare ups and require days off in relation to these, but are otherwise able to work;
  • Those suffering from short term illnesses who require short term absence.

The report recognises that working while sick does not always carry a cost to productivity. In some cases, it can have a therapeutic effect, but it depends on the illness and the employee in question.

However, the above data also shows that a lot of the productivity loss is actually from people not taking time off sick but continuing to work – at least part of which relates to those with long term health conditions.

The report notes that: “Twenty-six million people have long-term conditions in the UK. The number of working-age adults living with one or multiple health conditions is set to rise rapidly over the next decade.”

It is therefore important that employers are aware of their obligations in respect of long-term health conditions and disabilities, including the duty to make reasonable adjustments and avoid discrimination.

Setting a precedent

Employers should tackle the issue of employees working when they are not fit to do so by encouraging senior members of staff to set examples on when they are fit to work and when they are not.

If employees are at work when they are unwell, not only could any microbial illness spread through the workplace, but it may also take longer for the employee to recover, which could then affect the employee’s productivity over a longer period of time.

Employers should use return-to-work meetings and ongoing one-to-ones to ascertain the workplace dynamic in relation to sickness absence and seek to avoid a position where employees feel that they must attend work even when sick, whether this is due to workload, perceived negative views on sickness or financial reasons.

In addition, it can help if employers can be flexible.

For example, allow employees to work from home rather than being required to attend the office if they feel they cannot manage the commute.

That said, there is a fine line between whether any employee should be working if they are feeling under the weather, or whether they should be off sick.

Employers will need to consider this on a case-by-case basis, particularly if the employee has a disability or long-term condition.

Proposed solutions

The solution to these issues proposed by the IPPR is based on the Government and businesses working together to improve the health of employees, which will, in turn, benefit businesses and the economy.

The report continued: “IPPR is proposing a bold pro-business health plan which reimagines the role of business in health – clamping down on businesses that harm health and scaling up businesses that create good health – to deliver a healthy future of work for all. The think tank argues this would help the new government achieve health, prosperity and economic growth.

“The plan includes:

  • Incentives: A new tax incentive for companies that commit to significant improvements in the health of their workforce, including the security, flexibility and pay of their staff, focused on SMEs.
  • Regulation: A new ‘do no harm’ duty for employers, regulating them on health outcomes, not just safety inputs.
  • Investment: New compulsory reporting on worker health – modelled on climate emissions reporting – to help private investors differentiate between health-orientated and health-harming businesses”.

In respect of incentives, it is proposing that those who meet certain standards relating not only to policies and procedures but also in respect of outcomes, including regarding the level of employee satisfaction for example, will have access to a temporary reduction in employer National Insurance Contributions (NICs) for a period of five years (provided a yearly certification is met).

Improving workplace environments

The report points to the fact that there are currently high levels of employment but that the quality of the employment appears to have deteriorated.

For example, in 2023, there were over 1 million people on zero hours contracts as opposed to 190,000 in 2011. The current Government has pledged to ban exploitative zero hours contracts so it is likely this will happen in some format, although the final proposals as to how this will work in practice are not clear currently.

To enable a continuous improvement incentive, it is proposed that where sufficient changes continue to be made, employers could become re-eligible for any incentive.

These proposed changes could be part of the measures considered by the Government to support employees and improve the health of employees overall.

At present, it appears that the number of people living with long-term health conditions is likely to increase and as such, it will likely be a combination of Government-led initiatives and employer led initiatives that provide the best outcomes in terms of productivity for both employees and employers.

The government is already proposing substantial employment law changes so it remains to be seen whether any of these proposals will be actioned.

Please contact our Employment Law team today to discuss workplace wellbeing initiatives for your business.

Palmers Solicitors pair become first solicitors accredited by J9 against domestic abuse

Palmers Solicitors pair become first solicitors accredited by J9 against domestic abuse

Two members of Palmers Solicitors’ Family Law team, based at the firm’s South Woodham Ferrers office, have become the first solicitors to be trained and accredited by the J9 Domestic Abuse Initiative.

Head of Family Law, Karen Bishop, and Solicitor Rumi Begum took on the training in August 2024 to offer informed support to clients and build empathy and understanding for survivors into the firm’s practice.

Karen said: “This support and insight is something that every family law team should be able to provide. J9 and Safer Places delivered a really eye-opening experience, and we’re incredibly proud to have taken part and brought back invaluable information to our practice.

“We hope to offer the opportunity for more of our team to become accredited, making it clear that our firm is a safe place for those facing abuse in the community.”

The J9 Domestic Abuse Initiative was founded and named in memory of Janine Mundy, who was killed in 2003 by her estranged husband while on police bail.

The Initiative is run by Safer Places, an Essex and Hertfordshire organisation that supports survivors of domestic abuse through a “journey to recovery, resilience and independence”.

Palmers Solicitors strengthens foundations for Construction team with key promotion

Palmers Solicitors strengthens foundations for Construction team with key promotion

Essex-based Palmers Solicitors has bolstered its specialist Construction Law practice with the promotion of Layna Thompson to Department Director.

The move was the most recent step in a glittering career for Layna, who joined Palmers Solicitors in 2017 with a background in litigation and conveyancing.

She has offered invaluable support to Supervising Director Adam Davis with the development of the firm’s Construction department – facilitated by a 2023 promotion to Senior Associate, during which time Layna drove significant growth in the department’s fee income.

Layna said: “It’s a huge honour to join the team of Directors at Palmers Solicitors.

“Being at Palmers has allowed me to develop my skills and technical knowledge in a niche and complex area of law. In turn, this has given me the opportunity to take on business development work and drive growth in an exciting area of the practice.

“I’m excited to continue developing within this new role and helping the rest of the team to build their skills and the firm’s reputation as a leader in construction law.”

Commenting on Layna’s achievement, Adam Davis said: “A big congratulations to Layna on her well-deserved promotion.

“She has been a major asset to the Construction team since joining us. It’s been a huge privilege to see her develop and support her through her career.

“In recent months, she has really stepped up to act on some of the most complex matters that have come to us and demonstrated her aptitude for leadership and business development.

“I look forward to working alongside Layna to grow our department and expand our exceptional team.”

When am I liable for a personal guarantee?

When am I liable for a personal guarantee?

You become liable under a personal guarantee when your business defaults on or becomes unable to repay a business loan.

But are there any other circumstances when you might need to assume responsibility for your business debts? Many small business owners are concerned that they might unexpectedly become responsible for large sums of money to be repaid.

We’ll take a look at the requirements behind a personal guarantee and when you might have to repay your loan.

Understanding personal guarantees

A personal guarantee is a promise by a business owner that they will become responsible for repaying a business loan should the business default on the loan.

These arrangements offer lenders a layer of protection against non-payment. It also tends to give you as a borrower more access to higher loan amounts.

Personal guarantees are particularly common in small business lending, where the business itself may not have the assets or track record to secure a loan independently.

They can also influence the terms of the loan, such as more favourable interest rates or repayment schedules. It reflects a vote of confidence in your reliability and the viability of your business venture.

When do I have to repay the loan?

By taking on a personal guarantee, you agree that you don’t have to repay the loan unless your business defaults on repayment.

You might find yourself obliged to repay the loan under certain circumstances, including:

  • Defaulting – If you fail to make scheduled repayments or breach other terms of the loan agreement, it’s likely that you’ll then become liable to pay the debt.
  • Insolvency – In cases where the primary borrower is a business that becomes insolvent and is unable to pay its debts, you’ll need to step in and meet your obligations under the agreement.
  • Loan conditions – Certain loan agreements might specify situations under which your liability is triggered, beyond simply defaulting or becoming insolvent.

It’s important that you understand fully the terms of your loan agreement and that you ensure the circumstances under which you will have to repay the loan yourself are outlined clearly.

Does the lender have to pursue the borrower before me?

A personal guarantee will only apply if the original borrower, such as a business, defaults on its loan. Even as a guarantor, you won’t be expected to repay the loan personally unless the borrower fails to make repayments.

Typically, lenders have the right to seek repayment from the guarantor without pursuing the borrower first, known as “on-demand” guarantees.

In practice, this means that your lender can pursue you straight away for the full value of the guarantee.

However, the lender will typically take action against the borrower first and will generally will only take action against a guarantor if the borrower fails to pay or there is a deficit in the sums due to the lender from the borrower.

Protecting yourself

If you are considering offering a personal guarantee to a lender on behalf of your business, you should seek independent advice to ensure that you understand the risks and the circumstances under which you can be pursued for the value of the loan.

We can provide practical support and guidance throughout the loan process, helping you understand your rights and obligations before entering into an agreement.

Alternatively, if you’re struggling with loan repayment liabilities, please feel free to get in touch with our Banking and Finance team.