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When to appoint a Power of Attorney

With regard to making Powers of Attorney, this is best done as soon as possible.  If you have not appointed an Attorney and you become unable to look after your affairs through; illness, an accident or old age, then your loved ones will have no legal right to look after you in the way you would like, even if you have informally expressed your wishes without having to make a complex and costly application to the Court of Protection.

Lasting Power of Attorney

There are different types of Power of Attorney, however, the most common is a Lasting Power of Attorney (LPA).  This is a legal document appointing someone else to act on your behalf if you become ill or lack mental capacity.  In order to make an LPA you must be capable of making decisions for yourself; you must have mental capacity

This is why it is important to complete the LPA document as soon as possible, to be sure your future care and affairs are decided by you. 

There are two types of LPA: Health and Welfare and Financial.

The LPA for health and welfare can give the appointed person the authority to decide what type of care you are to receive or what type of accommodation is appropriate for you if you are no longer able to make these decisions for yourself because you lack mental capacity instead of potentially leaving these decisions to Social Services.  They could also give or withhold consent for medical treatment depending upon the instructions given in the LPA.   

The financial LPA gives wide powers over all aspects of your finances.  This can include; opening and closing bank accounts, selling property, managing savings or investments, managing or winding down a business. 

Appointing an Attorney

It is important that you choose someone that you trust to be appointed as Attorney, as they have a great deal of power and responsibility.  However, they must always act in your best interest, and can only do the things that you have authorised them to do.  It is useful to appoint someone who is good at financial management and keeping complete records.

Completing an LPA will give you confidence that in the unfortunate event that you lose mental capacity, you will have had a say in; how you are cared for, where you are to live and what medical treatment you do/do not receive.  In addition, your finances will be managed by someone you have carefully chosen and trust to act in your best interest.  Without an LPA in place then, in the event you lose metal capacity for any reason, these decisions may be taken away from you and your loved ones

Lawson West and Power of Attorneys

It is not expensive or time consuming to draw up a Power of Attorney document and it can be done in the comfort of your own home if you are unable to visit our offices. Contact Lawson West’s Wills and Probate team today on 0116 212 1000. We can talk through the cost and the process with you. We conduct all meetings at a time and location to suit you, and have offices located in Market Harborough, Wigston and Leicester.

If you would like to find out more information about Powers of Attorney, Will Writing, tax efficiency and succession planning, we would be delighted for you to join us at an event we are hosting with Haines Watts which will be covering these matters in more depth. To reserve a place follow https://www.eventbrite.com/e/looking-to-the-future-for-you-and-your-business-tickets-45372442196

Making a valid Will

Can I make my own Will?

A Will is a legally binding document that outlines what you want to happen to your estate when you pass away, who should benefit and how.

There are several options when it comes to writing your Will, but the most important element is that it is valid. You can write your own Will, but it is not advisable. It may seem cost effective in the short term, but can lead to expensive complications in the long term.

At Lawson West our Wills and Probate department are dedicated to ensuring your wishes are adhered to when you pass away. Nothing is too much hassle for us; if you require a home visit we will visit you at home at your own convenience, be it during or outside office hours, and to make the process more straight forward, we can also act as witnesses to your Will.

Making your Will legally valid

As a Will is a legal document, there are certain criteria that you must meet to validate your will. These include, but are not limited to:-

  • it must be signed and witnessed by two independent witnesses;
  • you must be over 18 years unless on military service;
  • you must have ‘mental capacity’; and
  • you must have full knowledge of, and approve, the Will’s contents.

All these criteria, and a few more, must be met to make your Will valid and if they are not, major complications when can arise. At Lawson West, we will ensure that your Will is fully valid, and will be effective once you pass away.

Witnessing a Will

Once the Will has been drawn up, it is not valid until it has been signed in the presence of two independent witnesses.  The witnesses are required to confirm the signing is completed by you and without any pressure from anyone else.  The witnesses are not required to read the Will, and any clauses in the Will can be covered over with a sheet of paper if required.  There are several rules regarding this process, which, if not followed correctly, will make your Will invalid.  Lawson West are specialists in Wills, and will follow the correct procedure to ensure the signing of your Will is correct and legal.

Lawson West witnessing your Will

If you are looking to draw up your Will, you can be assured that when choosing Lawson West you will receive excellent service to suit your needs. Wills are very personal and private; We respect this and will do our utmost to make the process hassle free. Using Lawson West your witnesses to help legally validate your will can help speed up the process and ensure everything is in place correctly.

Speak to a member of the Wills and Probate team on 0116 212 1000 and arrange an appointment at any of our offices locations; Market Harborough, Wigston or Leicester.

 

Changes to Subject Access Requests under GDPR

The importance of understanding the changes to Subject Access Requests

Subject Access Requests are nothing new and have been part of the Data Protection Act 1988 (DPA) since it was formed. In line with GDPR going live, from 25 May 2018 a new Subject Access Request regime will come in to force with changes being made to the current format.  The following article outlines the main changes employers need to be aware of to remain compliant and avoid any penalties.

Complying with legislation is vital for a business to succeed because failure to comply can result in hefty fines that can ultimately cost too much for the business to continue trading. At Lawson West our employment team pride themselves on their knowledge of employment law and can advise businesses on the areas that require compliance and what needs to be actioned to be compliant.

Subject Access Requests entitle individuals to the right to find out what personal data is held about them by an organisation, why the organisation is holding and who their information is disclosed to by that organisation.  This is an important part of the GDPR guidance which is advising businesses to be as open and transparent about their data processing and falls in line with the changes to SAR’s also.

The changes to Subject Access Requests (SARs)

There are going to be several changes to Subject Access Requests that employers need to be mindful of going forward.

Response Time

An employer has previously had 40 days to repose to a SAR. Under GDPR, the timescale will now be ‘without undue delay and in any event within one month of receipt of the request’.  GDPR does allow employers to extend the deadline up to two months where requests are particularly complex, the individual must be contacted within one month of the request and notified of the delay. The more specific the individuals’ request, the easier the request will be to process.

Charges

It is currently acceptable to charge a fee of up to £10 to process a Subject Access Request but under GDPR this fee will be scrapped, and the information must be provided free of charge, however there are exceptions. If the request is deemed ‘manifestly excessive or unfounded’ an employer can charge a fee, the fee must be based on the amount of administration the request requires.

The right to refuse

In addition to being able to charge for ‘manifestly excessive or unfounded’ request, employers will also be able to refuse to respond to unwarranted requests. The employer must be able to justify the refusal and explain to the individual their right to complain and take the matter further.

Access

When the new regulations come into force, it must be possible for employees to make SARs electronically and unless otherwise requested by the individual should be provided in a commonly used electronic format. The changes also include the ability to make requests via the company’s social media sites, organisations can steer people towards a particular communication channel, but may not insist on it.

The right to withhold personal data

Under GDPR organisations can withhold personal data if disclosing it would adversely affect the rights and freedoms of others.

If an employer fails to meet the deadline or provide an employee with access to all the data they request it could expose the organisation to significant penalties.

Lawson West’s understanding of the changes

If you are unsure on the impact GDPR compliance has in regards to your employees why not join us at our event on Friday 4th May where we will be discussing this subject. Our employment law team will be delivering the session; it is an open forum for like-minded businesses to share their ideas on how they are approaching the matter. Reserve your place today.

Alternatively if you find yourself in a situation where you need employment law advice please remember there are strict time limits in Employment claims where you should take good advice as soon as possible.

With offices in Leicester, Wigston and Market Harborough we are willing to discuss your employment dispute at any of our offices. In addition we are a national provider of expert employment law advice and welcome a free discussion with you regarding you circumstances and potential claim.  If you believe you have a situation where you require free legal advice, please contact us on telephone either 0116 212 1000 or 01858 445 480.