Law Commission’s Plans To ‘Modernise Wills’

The Law Commission’s plans to ‘Modernise Wills’ and make it easier to challenge one.

The Law Commission has proposed a series of major reforms to the law of wills in England and Wales to make it ‘fit for purpose in the modern age’. Their plans were published on the 16th May in a final report aimed at bringing clarity to their suggestions. With the current law still largely based on the 1837 Wills Act, these reforms aim to modernise the process, make it more accessible, and better protect vulnerable people from exploitation.

One of the most significant proposals is to allow electronic wills. At present, a valid will must be signed in ink and witnessed by two people physically present, a requirement that was proven to be difficult during the Pandemic and outdated in today’s digital world. The Commission suggests that once secure systems are in place, electronic wills should be legally recognised.

Another key recommendation is to end the rule that marriage automatically revokes a will. Under current law, getting married cancels any existing will unless it’s made in contemplation of that marriage. This can lead to unintended consequences. The proposed reform would keep a person’s will in place after marriage unless they choose to change it.

The Commission also aims to make it easier to challenge wills that may have been made under pressure. As it stands, proving undue influence requires strong direct evidence of coercion which if often difficult to obtain. Under the new proposals, courts would be allowed to infer undue influence from relevant surrounding circumstances making it easier to challenge a will based on suspicious behaviour.

Importantly, the test for mental capacity would also be updated. The Commission proposes adopting the more modern approach set out in the Mental Capacity Act 2005. This would bring much needed clarity in cases involving dementia or cognitive decline, areas where disputes often arise.

Lastly, the Commission recommends allowing courts to validate informal wills. For example, handwritten notes or digital messages, if there is clear evidence of the deceased’s intentions. While this may help in emergencies, it could also open the door to more complex disputes about what someone really intended.

Further reforms include tightening the rules around witnesses to prevent potential abuse and lowering the age at which a person can make a will from 18 to 16.

Together, these reforms aim to bring wills law into the modern age while offering greater security and fairness. The next step is for the Government to respond on whether they support any of the Law Commission’s. A full response is expected within the next 12 months.

If you think you may have grounds to challenge a will these reforms could strengthen your position. Early legal advice is vital. Our team can help you assess the situation clearly and take the right steps to protect your interests, whether under current law or in light of the proposed changes.

If you haven’t reviewed your will recently, or if you don’t yet have one, now is a good time to speak to a solicitor and ensure your wishes are properly protected.

For all wills/contentious probate advice and representation contact us at [email protected]

Client feedback statistics for the period 1st April 2024 to 31st March 2025

Adams Harrison strives to provide our best service to all clients and client feedback is a measure of how we are doing.

Every client is sent a feedback questionnaire at the end of a matter and we are pleased that so many take the time to complete and return the questionnaire.

We have anaylised feedback received in the 12 months to 31st March 2025 and the statistics can be seen below:

Analysis of client questionnaire feedback – April 2024 to March 2025

97% of clients were “very satisfied” with our overall service to them

97% of clients deemed their interaction with our reception staff and other staff to be “very good”

85% of clients said they found the information and advice they were given “very easy” to understand

92% of clients said they were kept up to date “very well” on progress

99% of clients said that the personal manner of their lawyer was “very good”

84% of clients said they would be “certain” to recommend us to others and 14% “likely to”

 

With the consent of our clients we also publish real testimonials on our website and you can see these by navigating to the bottom of each web page for each area of work.

Employment Rights Bill Update April 2025

‘The biggest upgrade to workers’ rights in a generation’

The Employment Rights Bill (ERB) originated in the House of Commons and received its second reading in the House of Lords on 10th April 2025. The Bill is set to introduce 28 significant reforms with the majority anticipated to take effect from 2026. It makes provision to amend the law relating to employment rights and significantly changing many existing rights by removing the 2-year qualifying period. The key proposals in the ERB include employees gaining the right not to be unfairly dismissed from day one and will no longer need 2 years’ service to qualify.

There will be new restrictions on ‘fire and rehire’ to severely restrict employers’ ability to use this to vary an employee’s terms and conditions, and would result in an automatic unfair dismissal if the employee is dismissed for not agreeing to amended terms. There are multiple exceptions an employer can look to prove, but there is a high bar for them to meet.

The ERB sets out various reforms including bringing an end to exploitative zero-hour contracts by introducing rights to guaranteed hours reflecting the number of hours regularly worked. Notice of shifts changing and payments for short-notice cancellation will also be implemented. Specific details about how this will operate in practice will be subject to consultation and secondary legislation.

Currently there is a time limit of 3 months from the act complained of to bring any claim in the Employment Tribunal (e.g unfair dismissal and discrimination). A key proposal of the ERB is to extend this to 6 months, providing employees with significantly more time to bring an employment claim and allow both parties greater opportunity to explore early resolution.

Other proposed changes include:

  • Flexible working will be made the default where feasible. Any refusal of a flexible working request must be reasonable and be explained in writing.
  • Introducing new regulations to cover dismissals during pregnancy, maternity leave and for six months following a return to work.
  • Lower paid employees will have access to a safety net of sick pay at a rate of either 80% or the flat rate, whichever is lower. This will be available from day one of the sickness.
  • Employers will need to keep records demonstrating their compliance with holiday entitlement.
  • Strengthening collective redundancy rights where employers propose 20 or more redundancies at one time.
  • Improved access to paternity and unpaid parental leave by giving day one rights.
  • Day one right to bereavement leave.
  • Extending the legal duty for employers to take steps to stop sexual harassment including by third parties. Employers will be required to take ‘all reasonable steps’ to prevent harassment.
  • Improve the provisions about treatment of workers involved in the supply of services under certain public contracts.

Amendments continue to be put forward as the ERB progresses through Parliament. The next step is for the Bill to pass through the House of Lords with discussions of an anticipated date it will come into force. Follow along with us for updates on the final stages of the Bill and its implementation.

We can provide detailed legal advice on how the upcoming changes could affect you as an employer/employee.
For all employment law advice and representation contact us at [email protected]

Haverhill Young Citizens Awards 2025

Adams Harrison were delighted to sponsor the Haverhill Rotary Club Young Citizens Awards again for 2025. The Awards dinner and ceremony took place on Monday 31st March at Haverhill Golf Club.

Award winners attended with their families as well as representatives from local schools and Haverhill Rotary Club..

Jennifer Carpenter, Managing Partner, attended the prize giving and the awards were presented by Rotary Club President Robin Harman

The award winning students were:

Haverhill Young Citizens Award Winners 2025

From left to right: Jessie Lee, Ryan Nyazamba, Robin Harman, Archie Cook, Anabel Mackenzie, Jessica Kemshell

Minimum Wage Rate Increases 1st April 2025

There is a legal right for all workers/employees to receive a minimum wage. The National Minimum Wage Act 1998 created this right. As from 1st April the hourly rates have increased once again.

Therefore, check your pay and ensure it conforms with the minimum rates. If you are an employer it is especially important that you check the pay of all workers and employees. There are a number of different remedies for those that are not being paid at least the minimum and the consequences for employers can be significant as back pay for up to two years can be claimed.

The full increases from 1 April 2025 are:

  • National Living Wage (age 21+) has increased by 6.7%, from £11.44 to £12.21 per hour.
  • National Minimum Wage (18-20) has a record increase of 16.2%, from £8.60 to £10 per hour.
  • National Minimum Wage (under 18) has increased 18%, to £7.55 per hour.

Claims that can be brought:

  • Unlawful deduction from wages claim in the Employment Tribunal.
  • Breach of contract claim in the County Court or Employment Tribunal.

It is not possible to agree with a worker/employee that they will be paid less. Any attempt to agree this will be void and a claim can still be brought, therefore. If a claim is made it is for the employer to prove that the pay was in accordance with the National Minimum Wage Act 1998.

In addition to a claim there is also HMRC enforcement. A complaint can be made by a worker or third party or HMRC can target an organization that is suspected of being non-compliant. If non-compliance is discovered the organization can be made subject to civil penalties.

In 2022-2023 HMRC investigated 3,200 cases and £13.66 million of arrears were discovered for over 108,000 workers.

Whether you are a worker, employee or employer we can provide detailed legal advice as to your position.

Legal Update – The Renters’ Rights Bill

Earlier this month in the House of Lords, on its second reading members discussed the main topics in the Bill and highlighted concerns or specific areas where they think amendments are needed.

The main points included:

  • Reassurance that the Court system would cope with the impact from the Bill.
  • The limits on advance rent was debated, so this might be subject to change;
  • Consideration that purpose built student accommodation now be removed from the regime
  • Pets are to stay but there is concern over no comprehensive pet insurance existing.

You can read the Hansard transcript setting out the discussions here

The Bill now moves on to the Committee Stage before a 3rd Reading with plans to implement the Bill still remain for Summer 2025