Author: Riya Sekhon

Owning a home is one of the most significant financial commitments you could make. However, despite the importance of property ownership, a surprising number of homeowners do not have a valid Will in place. This can lead to unintended consequences, financial challenges for loved ones, and legal complications. Here’s why every homeowner should make a Will.

1. Ensure Your Home Passes to the Right People

Without a valid Will, depending how you own your home the rules of intestacy may determine who inherits your home. These rules follow a strict legal hierarchy, which may not align with your personal wishes. For example, unmarried partners or stepchildren may not have an automatic right to inherit your home, potentially leaving them vulnerable. By making a Will, you can specify exactly who should inherit your property and on what terms.

2. Protect Your Family from Legal Complications

Dying intestate can lead to lengthy and expensive legal processes for your loved ones. If multiple family members have a claim on your estate, disputes may arise, leading to delays and additional stress. A clearly drafted Will provides certainty and helps avoid unnecessary legal battles.

3. Minimise Inheritance Tax Liability

A well-structured Will can help reduce the amount of Inheritance Tax (IHT) payable on your estate. The UK currently imposes a 40% tax on estates passing to non exempt beneficiaries which exceed the IHT threshold. Careful estate planning through a Will can help maximise tax-free allowances and ensure your beneficiaries receive as much of your estate as possible.

4. Provide for Young or Vulnerable Beneficiaries

If you have young children or dependents who are unable to manage a large inheritance, a Will allows you to set up trusts or appoint guardians to manage their inheritance until they are ready. Without a Will, their inheritance could be distributed in a way that does not protect their long-term interests.

5. Prevent the Sale of Your Home Against Your Wishes

If you own a home with a partner or family member, making a Will ensures that your share of the property passes according to your wishes. Otherwise, co-owners may be forced to sell the property or face legal challenges to retain ownership. This is particularly important if you own your home as tenants in common rather than joint tenants.

6. Support Charities and Causes You Care About

Many homeowners wish to leave a portion of their estate to charitable causes. Without a Will, your entire estate will be distributed according to intestacy laws, with no provision for charitable donations. Including a charity in your Will can also reduce Inheritance Tax liabilities.

7. Avoid Government Control Over Your Estate

If you die without a Will and have no eligible family members under intestacy rules, your estate could pass to the Crown under bona vacantia laws. This means the government will inherit your assets instead of friends, distant relatives, or charitable causes you may have preferred.

Despite common misunderstandings, making a Will is straightforward and affordable. Aston Bond had put together a step-by-step for how to make a Will (https://www.astonbond.co.uk/how-to-make-a-will-a-simple-step-by-step-guide/).  Consulting a Private Client solicitor ensures that your will is legally sound and reflects your intentions.

Don’t hesitate to contact our professional Private Client team on lthomas@astonbond.co.uk and sclark@astonbond.co.uk, or call our office on 01753 486 777. By acting now, you can provide peace of mind, protect your loved ones, and ensure that your home is passed on according to your wishes.

Buying a property is one of the most significant financial commitments you’ll make, and it can be incredibly stressful when things don’t go to plan. Unfortunately, property purchases sometimes fall through for various reasons, such as mortgage issues, survey problems, or chain collapses. If you find yourself in this situation, here’s what you need to know and do next.

Understand Why the Sale Fell Through

The first step is to determine the exact reason why your property purchase didn’t go ahead. Common reasons include:

• Mortgage issues – If your mortgage lender refuses to offer a loan, you may need to reassess your finances or seek alternative lending options.
• Gazumping – The seller may have accepted a higher offer from another buyer.
• Survey concerns – A negative survey report could reveal structural or legal issues that make the purchase untenable.
• Chain collapse – If another transaction in the property chain falls through, it can impact your purchase.
• Seller withdrawal – The seller may have decided not to sell, sometimes for personal reasons.

Understanding the cause can help you determine your next course of action.

Check if You’ve Lost Any Money

If your property purchase falls through before contracts are exchanged, you usually won’t be legally obligated to proceed, but you may be liable to costs, such as:

• Survey fees
• Search fees
• Conveyancing solicitor fees
• Mortgage application fees

Some of these costs may be recoverable or transferrable to a new property, so check with your solicitor and mortgage lender.

Assess Your Options

Once you know why the sale fell through, you can consider your next steps:

• Renegotiate the deal – If the issue was a bad survey or an unexpected problem, you may be able to negotiate a lower price.
• Look for another property – If the seller has pulled out or you’ve been gazumped, it may be time to resume your search.
• Seek alternative financing – If your mortgage was declined, you could speak to a broker about alternative lenders or government schemes.
• Thanks to Aston Bond’s partnership with our search provider, with us as your solicitors you’ll receive a free search pack on your next purchase if your initial purchase falls through, as long as it happens within six months.

Prevent Future Issues

To minimise the risk of a failed purchase in the future, consider:

• Using a mortgage agreement in principle (AIP) – This shows you’re a serious buyer with financial backing.
• Getting property surveys done early – Identifying issues quickly can prevent wasted time and money.
• Inquiring about chain-free properties – If possible, look for properties without a long transaction chain.
• Discussing legal protections with your solicitor – Some buyers opt for “lock-in agreements” to deter gazumping.

Consider Home Buyer Protection Insurance

To protect yourself financially, you may want to consider home buyer protection insurance, which can cover costs incurred if your purchase falls through due to circumstances beyond your control.

A failed property purchase is frustrating, but it doesn’t have to derail your plans. By understanding the reasons behind it, assessing your options, and taking steps to prevent similar issues in the future, you’ll be in a stronger position when you find your next home.

Don’t hesitate to contact Aston Bond’s skilled Conveyancing department on 01753 846 777 for expert advice.

Harassment in the workplace is a serious issue that can have legal, financial, and reputational consequences for businesses. Employers in the UK have a duty to protect their employees from harassment under the Equality Act 2010. Failing to address complaints productively can lead to Employment Tribunal claims, fines, and damage to workplace morale. We have put together a blog to outline the best practices for handling harassment claims in the workplace.

Understanding Workplace Harassment

The Equality Act 2010 defines harassments as unwanted behaviour that makes the victim feel intimidated, humiliated, and uncomfortable.   

In order to be able to claim harassment under the Equality Act, the victim would first have to fall within one of the protected characteristics such as age, sex, race, disability, religion, sexual orientation, and gender reassignment.

Harassment can then happen in many forms, including:

• Verbal Harassment – offensive jokes, slurs, or threats.
• Physical Harassment – unwanted touching, intimidation, or assault.
• Sexual Harassment – inappropriate comments, advances, or quid pro quo behaviour.
• Cyber Harassment – offensive emails, messages, or online bullying

New duties regarding Sexual Harassment in the Workplace

From October 2025, there is a new statutory duty to take reasonable steps to prevent sex harassment in the workplace.  These changes are mean that all employers will be under a statutory duty to take reasonable steps to prevent sex harassment in the workplace.  If employers fail to take reasonable steps to prevent sex harassment, then the Equality and Human Right Commission can take enforcement steps, plus any successful tribunal claim will be subject to a compensation uplift of up to 25%.

Establishing a Clear Anti-Harassment Policy and Action Plan

Employers should always implement a strong anti-harassment policy that clearly outlines:

• The definition of harassment
• Expected standards of behaviour
• Procedures for reporting harassment
• Disciplinary actions for those found guilty of harassment

This policy should be easily accessible to all employees and included in employee handbooks and contracts. Training materials should be provided for employees and managers, so that they are able to recognise and prevent workplace harassment.   

• Crucially however, what is clear is the new duties regarding sexual harassment mean that simply having in place a generic policy is simply not going to cut it any longer in terms of “taking reasonable steps” to prevent harassment.  

Employers will need to carefully draft policies relevant to their workplace and implement training and action plans (alongside regular reviews of these) to properly discharge these new liabilities.

Encouraging a Culture of Reporting and Support

Creating a safe environment where employees feel comfortable reporting harassment is essential. Employers should:

• Offer multiple reporting channels (e.g., HR, anonymous reporting systems)
• Ensure confidentiality to the greatest extent possible
• Reassure employees that retaliation for reporting harassment will not be tolerated

Ignoring or downplaying a harassment claim can lead to an Employment Tribunal claim. Employers should treat every complaint as a serious matter and act promptly to investigate.

Handling Harassment Complaints Effectively

When a harassment complaint is received, employers must act promptly and fairly. Key steps include:

Acknowledge the Complaint

• Acknowledge the complaint in writing.
• Offer support and explain the next steps.

Conduct a Thorough Investigation

• Appoint an unbiased investigator, usually from HR or an external party if necessary.
• Gather evidence, including interviews with the complainant and accused, witness statements, emails, and CCTV footage.
• Keep records of all actions taken.

Employers must follow the ACAS Code of Practice on handling workplace disciplinary and grievance procedures to ensure fairness.   The steps within an employer’s disciplinary & grievance policies should be followed to ensure compliance and enable all parties involved to know what to expect.

Take Appropriate Action

If harassment is found to have occurred, employers must act appropriately, which may include:

• Disciplinary action – a warning, suspension, or dismissal.
• Workplace adjustments – changing reporting lines, or work environments.
• Revising policies – improving training and awareness.

Even if harassment is not proven, employers should take steps to foster a respectful and inclusive workplace.

Prevent Victimisation and Retaliation:

Under UK law, employees are protected from victimisation for making a harassment complaint. Employers should:

• Reassure employees that they will not suffer negative consequences for speaking up.
• Monitor the workplace for signs of retaliation.
• Take swift action if victimisation occurs.

Failure the prevent victimisation can lead to legal claims for constructive dismissal or discrimination.

Offer Mediation (If Appropriate)

In some cases, workplace mediation may help resolve disputes amicably, but this should never be forced upon the complainant.

Preventative Measures

To minimise future incidents, employers should:

• Provide regular anti-harassment training for all employees.
• Foster an inclusive and respectful workplace culture.
• Encourage leadership to lead by example in maintaining respectful behaviour.

Legal Consequences of Mishandling Harassment Claims

If an employer fails to handle a harassment claim appropriately, the affected employee may bring a claim before an Employment Tribunal. Potential consequences include:

• Unlimited compensation in cases of discrimination claims
• Reputational damage to the business
• Increased staff turnover and loss of productivity

Addressing workplace harassment is not just a legal obligation but also a moral responsibility. By establishing clear policies, fostering a culture of respect, and responding effectively to complaints, UK employers can create a safer and more productive workplace for all. Taking proactive steps to prevent harassment and ensure compliance with UK employment law will ultimately benefit both employees and businesses alike.

For any further advice, don’t hesitate to contact Aston Bond’s skilled Employment Solicitor Ilinca Mardarescu on imardarescu@astonbond.co.uk, or call our office on 01753 846 777.

Planning for the future is essential, and one of the most responsible steps you can take is setting up a Lasting Power of Attorney (LPA). An LPA is a legal document that allows you to appoint trusted individuals to make decisions on your behalf if you’re unable to do so. Whilst no one likes to imagine a time when they might lose capacity to make their own decisions, having an LPA in place ensures that your affairs are managed according to your wishes.

What Is a Lasting Power of Attorney?

An LPA is a legal document created to give authority to someone or several people (known as “attorneys”) to act on your behalf in case you lose capacity and are unable to manage your financial affairs or health. There are two types of LPAs that you can choose to set up just one or both, depending on your needs:

• Health & Welfare LPA – Covers decisions about your personal care, medical treatments, living arrangements and life sustaining treatment.
• Property & Financial Affairs LPA – Covers decisions about your finances, such as paying bills, managing bank accounts, or selling your home should it be required.

Why Should You Set Up an LPA?

LPAs are intended to enhance your control rather than restrict it or transfer it to others. With the increasing cases of dementia in the UK, along with other serious illnesses, LPAs allow you to plan and appoint trusted individuals to make decisions on your behalf.

By having an LPA in place, you can prevent potential disputes among your family over who should make decisions for you and when actions should be taken. Differing opinions can create tension during an already challenging time. An LPA clearly outlines your chosen attorneys and your preferences, providing clear guidance.

Without an LPA, your loved ones might be excluded from making important decisions on your behalf. They may even have to apply to the Court of Protection for a Deputyship Order to be able to make decisions on your behalf. This means they would need to go through a lengthy and expensive court process to gain the right to make decisions for you if you lose capacity.

How to Set Up an LPA

Book a Consultation with a Private Client Solicitor

The first step is to contact a solicitor who specialises in Private Client law. During your initial consultation, they’ll explain the process, discuss your needs, and help you decide which type of LPA you need.

Choose Your Attorney(s)

Your attorney should be someone you trust completely. This could be a family member, close friend, or a professional such as a solicitor. You can appoint more than one attorney, and you’ll need to decide if they will act:

• Jointly – They must make decisions together.
• Jointly and Severally – They can act independently or together.

Define Your Instructions and Preferences

Working with a solicitor allows you to customise your LPA in a clear and legally enforceable way. You can outline specific instructions or preferences for your attorney, such as:

• Restrictions on selling property.
• Preferences on medical treatment.
• Guidance on investments or distributing funds.

Engage a Certificate Provider

You will need a certificate provider to confirm that you understand the document and aren’t under pressure to create it. Your solicitor can often serve as the certificate provider, streamlining the process.

Draft and Review the LPA Documents

Once all the documents are finalised, your solicitor will draft the LPA forms on your behalf. They will review these with you to ensure the information is accurate and reflects your wishes. This stage includes careful attention to any optional sections, such as preferences or instructions, which are often overlooked in DIY applications.

Sign and Witness the Documents

Your solicitor will oversee the signing process to ensure the correct order is followed, as any errors in the signing order can invalidate the LPA:

• You (the Donor) signs first, in the presence of a witness which can usually be your Solicitor.
• The certificate provider signs to confirm your capacity.
• Your attorneys sign to accept their role, in the presence of a witness.

Register the LPA with the Office of the Public Guardian (OPG)

Your LPA needs to be registered with the OPG to be valid. Your solicitor will handle this step, submitting the forms and paying the registration fee. The registration process can take up to 20 weeks, and your solicitor will keep you updated on the progress.

Receive the Registered LPA

Once the LPA is registered, the OPG will return the official document. your solicitor will provide advice on how to store it safely and ensure relevant parties have access when needed.

Setting up a Lasting Power of Attorney with the help of a Private Client solicitor ensures your wishes are clearly recorded and legally binding. While it’s an additional cost compared to the DIY approach, the expertise and peace of mind you gain are invaluable.

If you’re considering setting up an LPA, contact Aston Bond’s experienced Private Client team on 01753 486 777. By planning, you’ll be protecting yourself and making life easier for your loved ones if the unexpected happens.

For your information, we prepare Lasting Powers of Attorney on a fixed fee basis. Please see below for our costs:

• Individual Lasting Power of Attorney X 1 (Finance & Property OR Health & Welfare) – £500.00 + VAT
• Individual Lasting Power of Attorney X 2 (Finance & Property AND Health & Welfare) – £600.00 + VAT
• Couples Lasting Power of Attorney X 1 (Finance & Property OR Health & Welfare) – £600.00 + VAT
• Couples Lasting Power of Attorney X 2 (Finance & Property AND Health & Welfare) – £750.00 + VAT

There is also a further registration fee of £82.00 per application for registering the documents with the government body that manages LPAs The Office of the Public Guardian. The documents must be registered before they can be used.

There is also an additional one-off charge for fixed fee Lasting Power of Attorney files to cover our case management, archiving, and administration fees. This is £45.00 + VAT. There are no ongoing annual charges for these services, and we also offer to store your original Lasting Power of Attorney documents without any additional charge!

Dealing with redundancies is one of the most challenging aspects of being an employer. Regardless of whether redundancy arises from financial challenges, technological issues, or restructuring, employers must comply with UK employment law to ensure the process is legally compliant and fair. This guide outlines key legal requirements, best practices, and key tips for handling redundancies professionally.

Understanding Redundancy in UK Employment Law

Redundancy is when an employer needs to reduce the staff because a role is no longer needed. This could be due to full or partial business closure, relocation, or a reduced need for that specific role/roles. Under the Employment Rights Act 1996, redundancy is a fair reason for dismissal, but it must be handled correctly.

Legal Obligations for Employers

Employers must follow UK employment laws when making employees redundant. Key legal obligations include:

• A valid reason as the redundancy must be genuine, not used to unfairly dismiss an employee.
• A fair selection process with an objective criteria to select employees for redundancy.
• Consultations with employees before final decisions are made.
• Statutory redundancy pays for eligible employees.

Failing to meet these obligations could result in claims for unfair dismissal or discrimination.

The Redundancy Process: Step-by-Step

Step One: Planning and Business Justification

Before initiating redundancies, employers should –

• Assess alternatives (e.g., reducing hours, redeployment, voluntary redundancy)
• Document the business case for redundancies
• Identify which types of roles are affected

Step Two: Selecting Employees for Redundancy

The selection criteria applied must be fair, objective, and non-discriminatory.

Common criteria include –

• Length of service (last in, first out – this should be the one the least weight is applied to as it may spark allegation of age discrimination)
• Skills, qualifications, and experience (skills the employer wishes to retain within the business should be a key factor in selection)
• Performance records
• Attendance (excluding maternity/ pregnancy-related or disability related absences)

Avoid criteria that could be deemed discriminatory, such as age, gender, and disability.

Step Three: Employee Consultation

Consultation is a legal requirement under UK law. The process depends on the number of employees affected –

• Fewer than 20 redundancies – individual consultation is required
• 20+ redundancies within 90 days – collective consultation with employee representatives or a trade union (minimum 30-day consultation period)
• 100+ redundancies within 90 days – minimum 45-day consultation period

Failure to properly consult could lead to claims for unfair dismissal or a protective award of up to 90 days’ pay per employee.

Step Four: Redundancy Notice and Pay

After consultation, affected employees must receive –

• A formal redundancy notice (length depends on contract and statutory requirements)
• Redundancy pay (if they have at least two years of service)

Statutory Redundancy Pay (2024 Rates) –

• Half a weeks pay per year of service (under age 22)
• One weeks pay per year of service (aged 22-40)
• One and a half weeks pay per year of service (over 41)

But note that a weeks’ pay capped at £700 (as of April 2024) so if you earn more than this, this is the maximum that will count when calculating (if you earn less, your actual weeks’ wages apply).

Step Five: Supporting Employees and Alternative Employment

Employers must consider offering alternative roles within the organisation. Employees have a statutory right to a 4-week trial period in an alternative role without losing redundancy rights.

Note that those who are pregnant or on maternity/adoption leave are entitled to special protection so advice should always be sought.

Providing support, such as career counselling, CV workshops, and references, can help maintain morale and employer reputation.

Legal Risks and How to Avoid Claims

Common Legal Pitfalls:

• An unfair selection criteria could lead to discrimination claims
• A lack of consultation could lead to unfair dismissal claims
• Incorrect redundancy payments could mean employees can take legal action

Avoiding Tribunal Claims:

To minimise legal risks –

• Follow ACAS guidelines and seek legal advice when unsure.
• Keep detailed records of the process, selection criteria and communications.
• Be transparent and communicate with employees throughout the process.

Redundancies should be a last resort, and when necessary, they must be handled with care, fairness, and legal compliance. Following UK employment laws, maintaining clear communication, and supporting affected employees will help protect your business from legal claims and reputational damage.

If you’re facing redundancies, don’t hesitate to contact Aston Bond’s experienced employment solicitor at imardarescu@astonbond.co.uk to ensure you comply with UK employment laws and treat employees fairly.

Buying a house in the UK is an exciting but complex process that requires important documents. Ensuring you have the right paperwork in place will streamline the process. Aston Bond’s Residential Conveyancing team have put together a checklist of key documents you’ll need to buy your house:

1. ID & Proof of Address

To comply with anti-money laundering regulations, you’ll need:

• A valid passport or driver’s license
• A recent utility bill or bank statement (dated within the last three months)

This is to prove who you are and where your money comes from.

2. Proof of Funds

If you’re a cash buyer or paying a deposit, you must provide bank statements or a letter from your solicitor confirming the source of your funds.

3. Mortgage Agreement in Principle (AIP)

If you’re using a mortgage, your lender will provide an AIP, which shows how much they’re willing to lend you. This helps sellers take your offer more seriously.

4. Property Searches and Survey Reports

Your solicitor will conduct searches (e.g., local authority search, environmental search, water search) to uncover any legal or environmental issues. A surveyor may also assess the property’s condition.

5. Memorandum of Sale

Once an offer is accepted, the estate agent issues a Memorandum of Sale, outlining the agreed price and parties involved.

6. Draft Contract and Title Deeds

The seller’s solicitor prepares a draft contract, including key property details. The title deeds confirm the seller’s legal ownership.

7. Mortgage Offer and Insurance Details

Your mortgage lender will issue a formal offer, which you’ll need to review and sign. You may also need buildings insurance before exchanging contracts.

8. Exchange and Completion Documents

Once all legal checks are complete, you’ll exchange contracts, making the purchase legally binding. On completion day, you’ll receive the transfer deed and other relevant documents.

9. Stamp Duty Land Tax Receipt

A SDLT receipt provides proof that you have paid the necessary tax to HM Revenue & Customs (HMRC)

10. Energy Performance Certificate

An EPC shows how energy-efficient a property is. It must be included in a property sale by law.

11. Copy of the Lease

This is crucial for leasehold properties. A copy of the lease outlines the terms of the lease agreement, such as rent.

12. Property Information Form (TA6)

This is a document that sellers complete to provide buyers with important information about a property.

Having these documents ready will make the whole process smoother and help prevent delays. Working with a good conveyancing solicitor is also key to ensuring everything is in order, so don’t hesitate to contact our experienced team on 01753 486 777!

Chinese New Year, also know as Lunar New Year, is set to begin on 29^th January 2025, ushering in the Year of the Snake according to the Chinese zodiac. This centuries-old festival is one of the most important celebrations in Chinese culture, marked by traditions that emphasise family, renewal, and good fortune.

The snake is the sixth sign in the 12-year Chinese zodiac cycle and symbolises wisdom, growth, intuition, and transformation. In 2025, the Snake year will inspire reflection, adaptability, and creativity, making it a time for personal growth and strategic planning.

As the Year of the Snake unfolds, it’s an ideal time to embrace change, make thoughtful decisions, and reconnect with loved ones. Whether you celebrate with a feast, fireworks, or quiet reflection, the Chinese New Year offers a universal reminder to honour the past and welcome the possibilities of the future.

Wishing you a happy Chinese New Year from Aston Bond!

Divorce is never an easy decision, but recent changes to Family Law in the UK have made the process more straightforward. Since the introduction of no-fault divorces in April 2022, couples seeking to end their marriages can now do so without placing blame on either party. At Aston Bond, we understand how significant the changes are for families navigating this challenging time. Here’s a comprehensive guide to understanding no-fault divorces and how they work.

A no-fault divorce allows couples to divorce without having to prove that one partner was at fault due to reasons such as adultery or unreasonable behaviour. This is designed to reduce conflict between both parties, making the process less stressful.

Key Features of a No-Fault Divorce

• No need to assign blame
• Couples can apply for divorce together with joint applications, reflecting mutual agreement or one party may make an application.
• The legal jargon has been simplified to make the process more accessible. For instance, “decree nisi” is now called “conditional order”.  The final order which

was previously called decree absolute is called “final order”.

• A minimum of 20 weeks is required between the application and the conditional order and an additional 6 weeks must pass before the final order is granted to ensure couples have enough time reflect on their decision.    Obtaining a conditional order and final order is not automatic.    After receiving a notification from the Court for both orders the parties need to apply to the Court

for the orders to be made.    Otherwise, there may be delays.   Also, they may be

advised that they should not apply for a final order until a financial settlement

has been agreed.   

How Does the No-Fault Divorce Process Work?

1. Either one or both parties file an application online or through the family court, citing the irretrievable breakdown of the marriage.
2. The 20-week period (or Reflection Period) takes place and provides time to consider the effects of the divorce and allows preparation for any financial and childcare arrangements.        However, although the Divorce process is usually

much quicker as mentioned above, if one party disagrees, especially in respect of children and financial matters the process can be longer.

Financial and Child Arrangements

A no-fault divorce only deals with the legal end of the marriage. Financial settlements and child arrangements must be addressed separately.  Finances are either agreed by a consent order through the court or by a financial order made by the court after proceedings.   It is essential where possible that the parties obtain a clean break so that they cannot make claims against each other in the future.  Parties are encouraged to agree child arrangements where possible but if arrangements cannot be agreed it will be necessary for the party who disagrees to make an application to court under the Children Act 1989 for a child arrangements order.  Aston Bond’s experienced Family Law Solicitor, Lynette A’Court, can guide you through the necessary steps to ensure a fair outcome in respect of all aspects of your case.

Benefits of No-Fault Divorce

• By removing the blame, couples can focus on resolving practical matters.
• The simplified process can save time, allowing couples to move on more quickly.
• Reduced conflict between parents creates a more stable environment for children during a challenging time.

The introduction of no-fault divorces marks an important step forward in making divorce more accessible and less contentious. By prioritising respect and mutual understanding, it allows couples to transition to the next chapter of their lives with dignity.

If you’re considering a divorce or need advice on related matters, contact Aston Bond’s Family Law Solicitor, Lynette A’Court, on lacourt@astonbond.co.uk, or call our office on 01753 486 777.

Significant changes to Stamp Duty Land Tax (SDLT) are set to take effect on 1^st April 2025, affecting residential property transactions. These adjustments will impact first-time buyers, home movers, and investors. Whether you’re looking to buy your perfect home or considering selling, it’s crucial to understand the impact these changes are going to have. Here’s a breakdown of what’s changing and how you can prepare:

Reduction in Nil-Rate Band for Main Residences

Currently, no SDLT is payable on main residence purchases up to £250,000, but this threshold is going to decrease to £125,000, meaning that properties priced between £125,001 and £250,000 will have a 2% SDLT rate. Consequently, more buyers will have to pay SDLT, even on lower-priced homes. This change could make moving more expensive, especially for those with mid-range budgets.

Changes for First-Time Buyers

First-time buyers currently benefit from SDLT relief on properties up to £425,000, with a maximum property value of £625,000 to qualify for this relief. From April, the relief threshold will decrease to £300,000, and the maximum property value eligible for relief will decrease to £500,000. This means there’ll be a sharp rise in costs for first-time buyers purchasing properties above £300,000 and they will face higher SDLT liabilities. If you’re saving for your first home, it’s worth factoring in this cost.

Increased Rates for Additional Property Purchases

Investors and individuals purchasing additional properties used to pay a 3% surcharge on top of standard SDLT rates, which increased to 5% on 31 October 2024. From April 2025, the rates for additional properties will be:

• Properties up to £125,000 = 5% surcharge
• £125,001 to £250,000 = 7% surcharge
• £250,001 to £925,000 = 10% surcharge
• £925,001 to £1.5 million = 15% surcharge
• Above £1.5 million = 17% surcharge

Investors will need to carefully weigh the higher costs against potential rental returns.

What Does This Mean for You?

These changes are expected to influence buyer behaviour, potentially leading to a surge in property transactions before the April 2025 implementation date as buyers aim to avoid higher SDLT costs. First-time buyers and investors may expedite purchases to benefit from the current SDLT rates.

Considerations

If you’re buying, consider accelerating your purchase to avoid the higher SDLT rates. Consult a conveyancing solicitor to help you fast-track your transaction.

If you’re selling, early 2025 could be a good time to list your property. Increased buyer activity could drive up competition, and potentially prices.

In you’re an investor, consider reassessing your portfolio. The higher SDLT rates could impact your profitability, so factor this into your long-term strategy.

The 2025 SDLT changes are a significant shift, but with careful planning, you can navigate them successfully. Whether you’re buying, selling, or investing, professional advice is essential to help you make informed decisions. Don’t hesitate to contact our experienced Residential Conveyancing team on 01753 486 777.