Menu

Don’t Leave it to Chance – Why Making a Will is Even More Important for Cohabitants

When it comes to planning for the future, writing a Will is essential for all of us as it is the only way you can ensure that your wishes are followed and that your loved ones are cared for after your death.

However, the way the law treats cohabitants and spouses can be drastically different, especially where there is no valid Will in place. Whether you are cohabiting with your partner or are already married, it is important to understand the distinctions so that you can make informed decisions when it comes to your planning.

Cohabitants vs Spouses – what’s the difference?

Under most jurisdictions, spouses are recognised under marriage or civil partnership laws. These laws allow certain rights, including the automatic right to inherit from each other even if no Will exists, as well providing inheritance tax emptions for transfers between spouses.

The same cannot be said for cohabitants and despite how many years they may have been living together, they do not have the same automatic right to inherit, unless expressly stated in their Will and crucially they do not benefit from the same inheritance tax exemptions.

Dying With a Will or Without One – does it matter?

If a person dies without making a Will their estate will be dealt with under a set of statutory rules, called the intestacy rules. These rules dictate who can inherit and in what order of priority.

Spouses

Under the intestacy rules, a surviving spouse is eligible to inherit a significant portion, if not all, of their late spouse’s estate and they are given priority over other family members.

Rather than relying on the intestacy rules which do tend to favour spouses, it is still advisable to make a Will. It not only gives freedom and choice to specifically name chosen beneficiaries, but it also ensures the arrangements align with their wishes, especially for spouses wishing to provide for children from previous marriages.  Further, having a Will can also speed up the administration of the estate, not only in terms of getting a Grant, but financial institutions can easily follow what the Will says.

Cohabitants

Cohabitants have no guaranteed eligibility to inherit under the intestacy rules. A surviving partner would not be prioritised over other family members and may therefore find themselves having to bring a legal claim before a judge to secure a share of the estate. Proceedings can be lengthy, costly and with no guarantee of the result this could also cause unnecessary heartache at an already tough time.

Therefore, it is even more important that cohabitants make a Will to avoid these difficulties and ensure their intentions are clear and legally enforceable.

Get in Touch

Regardless of your relationship status, a Will can ensure your wishes are respected after you have died. However, it is clear the stakes are often higher for cohabitants because of the lack of automatic legal protections. Whilst successive governments have been lobbied to equalise the rights between spouses and cohabitants, this has yet to come to fruition so don’t leave it to chance and contact one of our Probate, Wills and Trusts team today to discuss how you can protect your family and beneficiaries and future proof your Will planning.

Contact Us

New rates published for 2025-26

Last week the government published the new 2025-26 rates for statutory maternity, paternity, adoption, shared parental and sick pay.

The new rates will take effect on 6 April 2025.

Statutory maternity, paternity, adoption and shared parental pay will go up nominally from £184.03 to £187.18 a week. The earnings threshold for these payments – except for maternity pay – will also go up from £123 to £125 a week.

The threshold for maternity allowance will remain at £30 per week.

Statutory parental bereavement pay, paid to individuals who need to take time off work if their child dies or there is a stillbirth, will also go up to £187.18 a week.

Statutory sick pay will rise from £116.75 per week to £118.75. Under the proposed Employment Rights Bill, sick pay could soon be payable from the first day of being ill, but this will likely not be in effect by next April.

Employees on carer’s allowance will see their weekly earnings threshold rise from £151 per week to £196, and the weekly payment will go up from £81.90 to £83.30. This means they can work up to 16 hours per week on the national minimum wage alongside caring responsibilities.

Our expert Employment Solicitors are available to provide the appropriate advice and guidance in relation to all areas of Employment Law.

Please contact us on Tel: 0116 212 1000, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

Don’t sign your Settlement Agreement until you have read this!

Being in a situation at work where you are faced with the pressure of signing a settlement agreement as part of exit negotiations can be a daunting experience. You will no doubt have a number of concerns, and employees can feel under a great deal of pressure to sign a settlement agreement and accept the terms you have been given.

At Lawson West we have over 60 years combined experience of advising employees on settlement agreements so you can be comfortable that you are receiving the best advice based on experience.

If you find yourself in a situation where your employer is proposing to exit you from the business under the terms of a settlement agreement, do consider the following three points before proceeding.

  1. Take time to think.

Often a settlement agreement proposal, or without prejudice exit meeting, can come as a shock or without warning. Even if you have an expectation that an exit situation might arise, the effect of discussions around a termination package can make an employee feel vulnerable and unprepared. It is therefore important to take stock of the situation and consider your options rather than make rash decisions. Your employer is obliged to give you a reasonable period of time to consider any proposal before making a decision.

  1. Consider what you might really be entitled to.

At the outset it is common for an employer to put forward a simple financial offer and not make reference to other aspects of the settlement. As with all negotiations, what an employer proposes compared to what you might arguably, or legally, be entitled to can be very different.

There are a considerable number of factors that should be taken into consideration. These may be financially measurable in terms of compensation for lost earnings or notice pay,  but they may also relate to some of the benefits, such as company cars, holiday entitlement, share entitlements or post-termination restrictions to name a few. When it comes to a negotiation, all these factors should be considered and not overlooked.

  1. Take proper legal advice

It is important to take legal advice from Employment Solicitors who have significant experience in dealing with settlement agreements and potential tribunal claims. This way you can be sure that you are making the best decision for you which takes into account all the aspects of the settlement.

Lawson West Solicitors has a team of solicitors who specialise exclusively in Employment Issues for employees and significant experience on advising clients and negotiating the terms of settlement agreements, employment disputes and Employment Tribunal Claims. You are therefore in safe hands so that when you make an informed decision, it is the right one for you.

Lawson West Solicitors offers free initial discussions about your circumstances and settlement offers that you might have already received. We also have extensive experience in negotiating significant increases in compensation and better exit terms for our clients and when it comes to dealing with a settlement agreement. Remember, in the majority of situations, your employer will pay your legal fees.

Our Specialist Settlement Agreement Solicitors are available to provide the appropriate advice and guidance in relation to any aspect of settlement agreements or employment law.

Please contact us on Tel: 0116 212 1000, alternatively complete the free Contact Us form and we will get in touch as soon as possible.

Family Law Q&A – x3 answers to x3 common questions

From Enquirer A – Dear Matt

My wife and I were divorced 2 years ago. I have the final order. I have just received a large windfall, but my ex-wife is insistent that she has a share of that. We just sorted the finances out between us when we got divorced, there was no need to see a solicitor. Surely my wife can’t make a claim now!?

 

Dear Robert 

Thank you for your enquiry. This is certainly something I can assist you with.

The making of your Final Order of Divorce does not dismiss the financial claims you and your ex-wife can make against each other. To dismiss those claims, a Financial Remedy Order is required. So, unless your wife has since remarried, she can make a claim against your assets (which include your windfall).

In deciding whether to make a further award to your ex-wife, the Court will first have regard to her reasonable needs and those of any dependent children. If your ex-wife’s needs were met by the agreement you reached 2 years ago, then you may be able to argue that your windfall should be excluded as a “post-separation asset”. That decision will, however, be exclusively the Court’s.

Though the Divorce process can be undertaken without a solicitor, it is always a good idea to ensure that you take legal advice in respect of financial matters to ensure that you are protected against further claims such as this.

Please do feel free to contact me if you have any further questions.

____________________________________________________________________

 

From Enquirer B – Dear Matt

I have lived with my common law husband for 20 years. We have three children together aged 2,3 and 4. Am I right that my common law husband is required to keep a roof over our heads? Is this something you can help me with please?

 

Dear Samantha

Thank you for your enquiry, I would be delighted to assist you.

Unfortunately, the notion of a “common law husband” is myth; there is no such thing. You are in fact in a cohabiting relationship. Cohabiting partners in England and Wales do not have a legal duty to support each other financially should the relationship end, nor do they have an automatic right to each other’s pensions or inheritance, unless specified in a will. So, your claims against your partner are limited to claims against property, whether owned jointly or in one person’s sole name.

However, as you have three children together, you could apply to the court for financial provision from your partner, for the children’s benefit. You could ask the court to make orders such as a transfer of the family home into your sole name, or lump sum payments to provide for the children’s capital needs (such as housing).

I hope the above is of assistance. Please do feel free to contact me if you would like any further advice.

____________________________________________________________________

 

From Enquirer C – Dear Matt

My kids are 4 and 5. Love them to bits and would do anything for them. They are at school all week and are tired at the weekends.  Their dad wants to see them at the weekends, which is my time with them. He can see them in the school holidays. No Court will make them go at the weekend, will they?

 

Dear Jenny

Thank you for your enquiry. It would be my pleasure to assist you.

Unfortunately, the circumstances of your case are not quite as straightforward as you may think. In deciding what the arrangements should be for the children, the court’s paramount concern will be that of the children’s welfare. Further, the court will presume that the children should have a meaningful relationship with both of their parents, unless there are safeguarding concerns that would make it too risky for them to do so.

If you have no concerns about the father’s care of the children, then I do consider that the Court would want them to spend more time with him than just the school holidays. I do not think that a Court would award him every weekend, as that would impact their chance to spend quality time with you. However, an arrangement whereby he sees them, say, every other weekend, would not be unusual.

It would be in the children’s best interests if you and the father could agree the arrangements for them, without the need for Court proceedings. I would be happy to negotiate on your behalf. Alternatively, I could refer you to a mediator who may be able to help you and the children’s father settle on arrangements that are workable and, most importantly, in the best interests of the children.

Please do feel free to contact me if you would like any more advice.

____________________________________________________________________

matt

You shouldn’t rely fully on the comments made here as every situation is different and needs full advice based on your own set of circumstances. However, if you’re affected by any of these situations and recognise the type of worry that might be affecting you too, then we’re here to help. Give me a call on 0116 212 1000. 

Matthew Harcourt-Poole, Family Law Associate Solicitor
Lawson West Solicitors, Leicester