Menu

Do I Need Probate?

Following the death of a loved one, one of the most common questions families ask is whether Probate is needed. The answer depends on the assets owned by the deceased, how those assets were held, and the requirements of the organisations holding those assets.

In some cases, Probate is essential before any money or property can be dealt with. In others, it may not be required at all. Understanding the difference can save valuable time and help families avoid unnecessary stress during an already difficult period.

What Is Probate?

Probate is the legal process that gives someone authority to administer a deceased person’s estate.

Where the deceased left a valid Will, the executors named in that Will may need to apply for a Grant of Probate. This document confirms their authority to collect assets, settle liabilities and distribute the estate in accordance with the deceased’s wishes.

If there is no Will, the person entitled to administer the estate will usually apply for Letters of Administration instead. Although technically different, both forms of authority are commonly referred to as “Probate”.

When Is Probate Required?

Probate is generally required when assets are held solely in the name of the deceased and the relevant institution requires proof of authority before releasing them.

For example, if a person owned a house in their sole name, held significant savings in individual bank accounts, or had investments and shareholdings registered solely to them, a Grant of Probate will often be needed before those assets can be sold, transferred or accessed.

Whether Probate is required is not determined solely by the value of an estate. Every bank, building society and investment provider has its own policies regarding the release of funds following death. Some will release relatively modest amounts without Probate, while others may insist on a Grant even where the sums involved are comparatively small.

As a result, two estates of a similar value may have very different Probate requirements.

When Might Probate Not Be Necessary?

Probate is not always required.

A common example is where assets were owned jointly. Joint bank accounts will usually pass automatically to the surviving account holder. Equally, where a property is owned by spouses or civil partners as beneficial joint tenants, ownership will generally pass automatically to the survivor.

Many estates are also able to be administered without Probate where the deceased held only limited assets in their sole name. Financial institutions frequently have procedures allowing smaller balances to be released upon production of a death certificate and indemnity forms, although the requirements vary between organisations.

It is therefore possible for an estate to be administered entirely without obtaining a Grant of Probate.

Does Owning Property Mean Probate Is Needed?

Often, but not always.

Where the deceased owned a property in their sole name, Probate will almost certainly be required before the property can be sold or transferred. The position is less straightforward where a property was jointly owned.

If the property was held as joint tenants, ownership usually passes automatically to the surviving owner and Probate may not be necessary in relation to the property itself. However, where a property was owned as tenants in common, the deceased’s share forms part of their estate and Probate will be required.

Given the significant value represented by residential property, obtaining legal advice is often sensible before taking any action.

Does Having a Will Avoid Probate?

This is one of the most common misconceptions surrounding estate administration.

A Will makes clear who should inherit and who has the authority to act as executor, but it does not automatically eliminate the need for Probate. In many cases, executors must still obtain a Grant of Probate before they can access estate assets and carry out their duties.

A valid Will can simplify the administration process, but it does not remove legal requirements imposed by financial institutions, investment managers or the Land Registry.

What Happens If Probate Is Required?

Where Probate is needed, the personal representatives must first establish the value of the estate and assess whether any Inheritance Tax reporting obligations arise.

Once the necessary information has been gathered, an application is made to the Probate Registry. Following issue of the Grant, the executors or administrators can collect the deceased’s assets, settle outstanding debts and distribute the estate to the beneficiaries entitled to inherit.

While some estates are relatively straightforward, others can involve business assets, trusts, agricultural property, foreign assets or complex tax considerations. In such circumstances, professional advice can help avoid costly mistakes and unnecessary delays.

How Can a Solicitor Help?

Acting as an executor carries significant legal responsibilities. Personal representatives can become personally liable if mistakes are made during the administration of an estate, particularly where liabilities are overlooked or assets distributed incorrectly.

A specialist Probate solicitor can advise whether Probate is required, prepare Inheritance Tax documentation, obtain the Grant and assist with the administration of the estate from start to finish. Professional support can be particularly valuable where there are concerns regarding tax, property ownership, trusts or disputes between beneficiaries.

Frequently Asked Questions:

Do all estates require Probate?

No. Many estates can be administered without Probate, particularly where assets are jointly owned or held below the thresholds set by financial institutions.

How do I know if Probate is required?

The answer depends on the assets owned by the deceased and the requirements of the organisations holding those assets. A solicitor can usually provide guidance after a brief review of the estate.

Can a house be sold before Probate is granted?

A property can often be marketed before Probate is obtained, but completion of a sale will generally have to wait until the Grant has been issued where Probate is required.

How long does Probate take?

Timescales vary according to the complexity of the estate, the accuracy of the information available and whether inheritance tax reporting is required.

Conclusion

At Lawson West Solicitors, our experienced Probate and Estate Administration team provides clear, practical advice to executors and families throughout the administration process. Whether you simply need guidance on whether Probate is necessary or require full assistance with administering an estate, we are here to help.

If you would like to discuss an estate administration or obtaining a Grant of Probate, please contact our friendly team on 0116 212 1000 or 01858 445 480, or complete our Contact Us form.

Written by a qualified Solicitor and enhanced by AI

The Biggest Change to Employment Tribunal Time Limits in a Generation: Why the New Six-Month Deadline Matters for Employees

By Ashley Hunt Employment Law Solicitor

For many, many years the general need to bring Employment law claims within three months from dismissal or the act complained of (subject to ACAS Early conciliation technically pausing the clock), has been ingrained in our minds as foundation pillar for an Employment Law Litigator. This has led to many claims or complaints being potentially out of time by the time an employee has begun to take legal advice or having to issue a claim within a very limited time frame before the matter can be comprehensively evaluated. Alternatively, it has often led to ‘protective proceedings’ being issued even when the employer and employer are in the midst of negotiating a settlement. This ‘pressure cooker environment’ has undoubtably increased the stress for both employee and employer and to some extent, the Employment lawyer themselves. Having practised civil litigation for many years where the limitation date was typically 3 years, moving across to dealing with Employment Law limitation dates was a seismic shift in the pace at which litigation had to be prepared and handled, especially when an employee might take a few weeks or even months to begin exploring and understanding their rights.

However, from 1 October 2026, one of the most significant procedural changes to employment law in recent decades will come into force. After considerable consultation and under reforms introduced by the Employment Rights Act 2025, the limitation period for bringing most Employment Tribunal claims will increase from three months to six months. This change applies to most statutory employment claims, including unfair dismissal, discrimination, whistleblowing detriment and unlawful deduction from wages claims.

I have no doubt that this could be one of the most important workplace rights reforms in many years.

The Logic behind Tribunal Time Limits

Employment Tribunal time limits have long been among the shortest limitation periods in the legal system.

For many decades, employees have generally been required to bring claims within three months of the act they are complaining about. This contrasts sharply with many civil court claims, where limitation periods can run for years rather than months.

The rationale historically was that workplace disputes should be resolved quickly while evidence remained fresh and employment relationships could potentially be repaired. However, in practice, the three-month deadline often created substantial difficulties for employees and Employment Lawyers. First and foremost, the situation for an employee is generally pressured and stressful. They will often have just lost their job so have a great deal of financial uncertainty, are focused on finding new employment, are at a real low point in their lives and yet have needed to immediately understand about their rights, consider appeals, gather evidence, take legal advice and explore previously unchartered situations such as ACAS and funding whilst at all times keeping two eyes on their limitation dates.

As a solicitor who has represented employees for many years, I have seen numerous cases where potentially valid claims came very close to being lost because the employee simply did not have sufficient time to understand their rights and obtain advice. Even worse, I have seen valid claims being lost or not presented simply for the sake of being a few days ‘out of time’.

What Exactly Is Changing?

From 1 October 2026, the typical Tribunal limitation period for most employment claims will increase to six months where the relevant act, or the last act in a continuing course of conduct, occurs on or after that date. It is important to remember that this is not retrospective in that claims arising wholly before 1 October 2026 generally remain subject to the existing three-month rules.

The extension is expected to cover the majority of common Employment Tribunal claims, including Unfair dismissal, Constructive dismissal, Discrimination claims, Harassment claims, Victimisation claims, Whistleblowing detriment claims, Unlawful deductions from wages and Redundancy-related claims.

In addition, to allow more time to potentially resolve issues, obtain certainty and settle claims, the existing ACAS Early Conciliation process will still apply to pause the limitation date ‘clock’.

More Time to Obtain Legal Advice

One of the most common difficulties employees face is understanding whether they actually have a viable legal claim.

Employment law is complex and what may seem unfair does not necessarily mean there is a legal claim, while some employees may have stronger claims than they realise.

Having time to consider the situation carefully and advise a client can take time. Documents need to be obtained and reviewed, questions need to be asked and the strengths and weakness of claims need to be considered. Additionally, where there is the potential for settlement discussions, the extra time gives both the employee and the employer time to consider this properly. Overall, it is difficult to find a negative side to having this extended period.

Overall, whilst the six-month deadline is still relatively short compared with many other areas of law, it does create a realistic opportunity to help individuals dealing with the consequences of dismissal, discrimination or workplace mistreatment.

More Opportunity for Settlement

Most Employment Tribunal cases settle before reaching a final hearing.

A longer limitation period gives both parties more time to engage meaningfully in settlement discussions.

In my experience, rushed litigation deadlines can sometimes force employees into issuing claims before productive discussions have had a chance to take place. The new regime should allow more time for negotiation and early resolution, potentially avoiding unnecessary litigation altogether.

A Word of Caution: Don’t Wait

Although the new six-month period is a welcome development, employees should not see it as an invitation to delay as we often see that evidence can disappear, witnesses leave businesses and memories fade.

It is still the case that the strongest cases are usually those where advice is obtained early and evidence is preserved from the outset.

Even after October 2026, my advice remains the same: Seek employment law advice as soon as possible after a workplace issue arises. The new deadline provides a valuable safety net, but early action will always place employees in the strongest position.

Looking Ahead

The move from a three-month to six-month Employment Tribunal limitation period represents the most significant change to Tribunal deadlines in a generation. For employees, it should improve access to justice, reduce the risk of claims being lost through procedural technicalities and provide more realistic opportunities to obtain legal advice and explore settlement.

Having acted for employees throughout my career, I have seen first-hand how difficult it can be to navigate workplace disputes within the existing timeframe. While the extension will not remove every obstacle facing claimants, it is a positive and long-overdue reform that recognises the realities of modern employment disputes.

For many employees, the change may mean the difference between having their case heard on its merits and losing the opportunity to pursue a claim altogether. That is why this reform is likely to be remembered as one of the most important employee-focused changes introduced by the Employment Rights Act 2025.

The Role of Certificate Providers in Lasting Powers of Attorney (LPAs)

A certificate provider plays a crucial safeguarding role in the creation of a Lasting Power of Attorney (LPA). Their involvement helps ensure that the person making the LPA, known as the donor, understands the document they are signing and is acting voluntarily without pressure or undue influence. [publicguar…log.gov.uk], [gov.uk]

What Is a Certificate Provider?

A certificate provider is an independent individual who signs the LPA to confirm that:

  • The donor understands the purpose and effect of the LPA.
  • The donor has the mental capacity to make the LPA.
  • The donor is not being pressured, coerced, or fraudulently induced into making it.
  • There are no other factors that would prevent the LPA from being created validly. [gov.uk], [publicguar…log.gov.uk]

Without a valid certificate provider, an LPA cannot be registered with the Office of the Public Guardian (OPG). [gov.uk]

Who Can Act as a Certificate Provider?

The law permits two categories of certificate provider:

1. Knowledge-Based Certificate Providers

A person who has known the donor personally for at least two years may act as a certificate provider. Examples include:

  • Friends
  • Neighbours
  • Colleagues
  • Former colleagues

The individual must have sufficient knowledge of the donor to be satisfied that the donor understands the LPA and is acting freely. [gov.uk]

2. Skills-Based Certificate Providers

A professional with relevant expertise may act as a certificate provider, even if they have not known the donor personally. Examples include:

  • Solicitors
  • Doctors
  • Social workers
  • Registered healthcare professionals
  • Independent mental capacity assessors

Professionals are often used where there are concerns about capacity, family disputes, or a heightened risk of challenge to the LPA. [gov.uk], [ofhcare.co.uk]

Who Cannot Be a Certificate Provider?

To preserve independence, certain individuals are excluded from acting as certificate providers. These include:

  • An attorney or replacement attorney appointed under the LPA.
  • A family member of the donor or attorney.
  • A business partner or employee of the donor or attorney.
  • An owner, manager or employee of a care home where the donor resides (subject to limited exceptions). [gov.uk]

The purpose of these restrictions is to reduce the risk of conflicts of interest and potential abuse. [gov.uk]

The Certificate Provider’s Responsibilities

Before signing, the certificate provider should meet with the donor and satisfy themselves that:

  1. The donor understands the nature and effect of the LPA.
  2. The donor appreciates the powers being granted to the attorneys.
  3. The donor understands that the attorneys may make important decisions on their behalf.
  4. The donor is not acting under pressure or influence from others. [gov.uk], [publicguar…log.gov.uk]

The certificate provider is not expected to conduct a formal mental capacity assessment unless their professional role requires it. However, they must be comfortable that the donor has the requisite understanding at the time of execution. [gov.uk]

Practical Considerations for Solicitors

Solicitors advising donors should carefully consider who is best placed to act as certificate provider. While a family friend may satisfy the legal requirements, a professional certificate provider can provide additional protection where:

  • The donor is elderly or vulnerable.
  • There are concerns regarding capacity.
  • Family relationships are contentious.
  • Significant assets are involved.
  • A future challenge to the LPA is anticipated.

Professional involvement may provide valuable evidence should the validity of the LPA later be questioned before the Court of Protection. [ofhcare.co.uk], [gov.uk]

Consequences of an Invalid Certificate

An improperly completed certificate or the use of an ineligible certificate provider may lead to:

  • Rejection of the LPA registration application by the OPG.
  • Delays in registration.
  • Additional costs.
  • Potential challenges to the validity of the LPA after registration. [gov.uk]

It is therefore essential that the certificate provider understands their role and completes the certificate section accurately.

Conclusion

The certificate provider serves as one of the key safeguards within the LPA framework. Their certification helps protect donors from undue influence and ensures that LPAs are entered into knowingly and voluntarily. Whether acting in a personal or professional capacity, certificate providers contribute significantly to the integrity of the LPA process and the protection of vulnerable individuals. Created by AI checked by a Qualified Solicitor

The Renters’ Rights Act and Probate: Key Considerations for Executors, Beneficiaries and Landlords

The interaction between probate and residential tenancies is often overlooked during estate administration. However, where a deceased person owned a rental property or was themselves a tenant, executors and personal representatives must understand the impact of the Renters’ Rights Act 2025 on estate management. The legislation has significantly reformed the private rented sector in England, abolishing assured shorthold tenancies and section 21 evictions, while also affecting how estates deal with occupied properties. [gov.uk], [legislation.gov.uk]

Overview of the Renters’ Rights Act

The Renters’ Rights Act 2025 introduced substantial reforms to residential letting in England. Among the most significant changes are:

  • The abolition of section 21 “no-fault” evictions.
  • The conversion of assured tenancies into periodic tenancies.
  • New statutory procedures for rent increases.
  • Enhanced protections for tenants against unfair eviction.
  • Revised possession grounds enabling landlords to recover possession in defined circumstances. [gov.uk], [legislation.gov.uk]

While the Act primarily focuses on landlord and tenant rights, it has important implications for estates being administered following a death. [gov.uk], [legislation.gov.uk]

When a Landlord Dies During a Tenancy

A common misconception is that a tenancy automatically ends upon the death of a landlord. In fact, the tenancy continues on the same terms and conditions. Responsibility for the property passes to the deceased landlord’s personal representatives pending the administration of the estate. [england.sh…ter.org.uk]

Where the deceased landlord left a will, the executors assume responsibility for the tenancy. If there is no will, the administrators appointed under letters of administration fulfil the same role. Personal representatives may:

  • Collect rent.
  • Carry out repair obligations.
  • Deal with tenant enquiries.
  • Grant new tenancies where appropriate.
  • Take possession proceedings where necessary. [england.sh…ter.org.uk]

The tenancy forms part of the estate until the property is transferred to beneficiaries or sold. [england.sh…ter.org.uk]

Impact on Probate Administration

Executors administering an estate containing a tenanted property must recognise that they effectively step into the landlord’s position. They inherit both the benefits and obligations associated with the tenancy. [england.sh…ter.org.uk], [letsafeuk.co.uk]

This means:

  • Rent remains payable to the estate.
  • Repair obligations continue.
  • Deposit protection requirements remain in force.
  • Housing legislation must still be complied with throughout the administration period. [letsafeuk.co.uk]

Failure to comply with landlord obligations may expose the estate, and potentially the personal representatives, to claims from tenants. [letsafeuk.co.uk]

Selling a Property During Probate

Many executors seek to realise property assets for distribution to beneficiaries. However, where the property is occupied by tenants, possession may not be immediately available.

Under the previous regime, landlords often relied upon section 21 notices. Following the enactment of the Renters’ Rights Act 2025, that route is no longer available. Executors wishing to sell a property must instead rely upon one of the statutory possession grounds where applicable. [gov.uk], [legislation.gov.uk]

Consequently, estate administration may take longer where vacant possession is required before sale. Probate practitioners should therefore factor tenancy arrangements into estate administration timetables and beneficiary expectations. [gov.uk], [letsafeuk.co.uk]

When a Tenant Dies

Probate issues can also arise where the deceased was a tenant rather than a landlord.

The death of a tenant does not necessarily bring a tenancy to an end. Succession rights may arise in favour of a spouse, civil partner or qualifying cohabitant who occupied the property as their principal home at the date of death. [england.sh…ter.org.uk], [withfarra.co.uk]

Where no person is entitled to succeed:

  • The tenancy generally passes into the deceased’s estate.
  • The personal representatives become responsible for dealing with the tenancy.
  • Rent continues to accrue until the tenancy is properly terminated.
  • The deceased’s possessions within the property remain estate assets. [withfarra.co.uk]

Executors should act promptly to establish whether succession rights exist and, where appropriate, serve notice to terminate the tenancy to minimise ongoing liabilities. [withfarra.co.uk], [england.sh…ter.org.uk]

Succession Rights and Estate Planning

The law of succession in relation to tenancies operates independently of a will.

A qualifying spouse, civil partner or cohabitant may automatically inherit tenancy rights irrespective of the deceased’s testamentary wishes. Accordingly, a tenancy cannot necessarily be gifted under a will to another beneficiary. [england.sh…ter.org.uk], [england.sh…ter.org.uk]

This distinction is important when advising clients on estate planning. Whilst ownership of property may pass under a will or intestacy rules, tenancy succession is governed primarily by housing legislation rather than probate law. [england.sh…ter.org.uk], [england.sh…ter.org.uk]

Practical Advice for Probate Practitioners

When administering estates involving rented property, practitioners should:

  1. Identify whether the deceased was a landlord or tenant.
  2. Obtain copies of tenancy agreements.
  3. Notify tenants or landlords of the death promptly.
  4. Establish whether any succession rights arise.
  5. Consider how the Renters’ Rights Act 2025 affects possession options.
  6. Ensure continuing compliance with landlord obligations during administration.
  7. Manage beneficiary expectations where possession cannot be obtained immediately. [england.sh…ter.org.uk], [gov.uk], [england.sh…ter.org.uk]

Conclusion

The Renters’ Rights Act 2025 has increased security for tenants and fundamentally altered the legal landscape for residential landlords. For probate practitioners and personal representatives, the key message is that death does not terminate a tenancy. Whether the deceased was a landlord or tenant, tenancy rights and obligations generally survive, creating important considerations during estate administration. A clear understanding of both probate law and the modern tenancy regime is therefore essential to ensure estates are administered efficiently and lawfully. [england.sh…ter.org.uk], [gov.uk], [legislation.gov.uk]

Created by AI checked by a Qualified Solicitor