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Month: January 2023

Sports immigration routes

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Sports – Immigration routes

Any UK employer (including professional football clubs) seeking to employ an overseas national who is not a settled worker and who does not otherwise have immigration permission to work in the UK, will need to apply to the Home Office for a sponsor licence. 

Following a successful application for a sponsor licence, a UK football club would then need to comply with the relevant UK Immigration Rules when looking to recruit a player or coach from the EU or elsewhere overseas. In addition, the player or coach would require a governing body endorsement (GBE) from the Football Association in order to gain entry clearance and thereafter employment with a UK football club.

The International Sportsperson visa is for elite sportspersons and qualified sports coaches who are recognised as being at the highest level of their sport internationally. The individual in question will need to be sponsored on a short or long-term contract and have been endorsed by the FA via a GBE.

International Sportsperson visas are available for a period of 12 months or more. We advise clubs on their GBE scoring technology to help streamline international player recruitment for football clubs, providing an important solution for clubs post-Brexit.

Business immigration

Immigration route – Football Players

Once the sponsor licence has been obtained, then a sporting organisation can then look to bring in athletes from overseas.

The main immigration routes available to football players are:

  • Standard Visitor
  • International Sportsperson
  • Permitted Paid Engagement

Anyone coming to undertake/work in sporting activities in the UK, will normally need an International Sportsperson visa. The individual will need to be sponsored on a short or long-term contract and have been endorsed (a GBE) by an appropriate UK sport governing body – i.e. The FA. An example of the most common route- International Sportsperson – is set out below.

International Sportsperson

The International Sportsperson visa is designed for elite sportspersons and qualified sports coaches over the age of 16 who are internationally recognised as being at the highest level of their sport internationally. Applicants need to be sponsored on a short or long-term contract and have been endorsed by an appropriate UK sport governing body.

Your sponsor will be a UK-based sporting body, sports club, events organiser or other organiser operating in the sporting sector and will hold a sports sponsor licence. Agents and overseas-based sports clubs and organisations cannot sponsor workers on the International Sportsperson route

International Sportsperson visas are available for a period of either 12 months or less, or for a period exceeding 12 months. If your International Sportsperson visa application is successful, you will be permitted to work in the job you have been sponsored for. Supplementary employment and study will also be permitted.

Your partner and any children under the age of 18 may accompany you as your dependents. International Sportspersons who have, at any point in the last 5 years, been granted leave as an International Sportsperson for a period exceeding 12 months, can apply for settlement (indefinite leave to remain) in the UK after 5 years’ continuous residence in the UK.

International Sportsperson Visa Processing Times

Most International Sportsperson visa applications are decided within 3 weeks.  It may be possible to secure a faster decision if the visa application centre offers a priority service.

Most applications to extend stay as an International Sportsperson are decided within 8 weeks.

Sponsor Licence Applications

Generally, most football clubs operating in the Premier League and the Championship will have obtained a sponsor licence already. However, each licence type has its own specific requirements. Clubs should note that most EU, EEA and Swiss nationals arriving in the UK since 31 December 2020 now need to be sponsored in order to work in the UK.

A sponsor licence grants permission to a UK club to recruit players and coaches from outside the UK to work for them.

Clubs will need a sponsor licence in order to employ most overseas players and coaches, and this includes both non-EU nationals and most citizens of the EU, Iceland, Liechtenstein, Norway and Switzerland.

How Blaser Mills Law can help

We have experience in international and domestic regulation of football and on various matters involving stakeholders in the game.

We also advise football clubs, agents, and individual players and their families on all aspects of immigration to the UK. Our experience allows us to quickly assess eligibility and to spot issues before they develop into problems.

We are here to help with personal immigration matters including the International Sportsperson visa, Standard Partner/EEA Nationals & Family visas and more. We are also able to assist if you require any advice or help with obtaining a sponsor licence, maintaining a sponsor licence as well as complying with your sponsor duties.

Get in touch with us today on 020 3814 2020 or email enquiries@blasermills.co.uk.

Welsh FA latest to implement equal pay

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The Welsh Football Association (‘WFA’) has recently announced that they will implement an equal pay policy for both men’s and women’s football teams.

This will apply to professional contracts at club and academy level, as well as performance-related pay. This comes at a time with women’s football is growing in popularity and recognition, but often undervalued in terms of pay and resources. The changes will help to create a more level playing field for both genders and is a huge step forward for the representation of women in sport.

The WFA has stated that they will provide equal opportunities for both genders in terms of resources – such as marketing and media exposure.

The men’s team agreed to a 25% pay cut to enable a 25% rise for the women’s team, thus ensuring parity when representing Wales.

Both teams released a joint statement in support of the decision, emphasising the value placed on the Together Stronger ethos of collaboration across all Welsh teams – both on and off the pitch.

England and Ireland both implemented equal pay policies for their men’s and women’s teams in 2020 and 2021 respectively.

Furthermore, Scotland’s women’s team recently launched legal action against the Scottish FA for equal pay and treatment claims, demanding a contract stipulating equal pay and improved resources for their teams.

This equal pay policy is an historic moment for Welsh football as it serves as an important reminder that sports equality is possible and achievable. Moreover, it sets a precedent for other sports associations to follow.

Juventus star wins landmark maternity case before FIFA

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Sara Björk Gunnarsdóttir (‘Sara’) is an Icelandic footballer currently playing for Juventus in Italy and is also the captain of the Icelandic national team. In May 2022, FIFA ordered her then club, Olympique Lyonnais (‘Lyon’) in France to pay her unpaid salaries of more than €82,000 (£72,000) as a consequence of back dated maternity pay.

In what has been described as a “wake-up call for all clubs”, this landmark case saw FIFA’s regulations take precedence over French law and helps guarantee the rights of female football players during pregnancy.  

This article looks at the background and facts of the dispute, FIFA’s new maternity policy, and how this was utilised by Sara to achieve her stunning victory.

Background

Early in March 2021, Sara fell pregnant. However, this special moment was immediately consumed by anxiety and fear. Her first thoughts were how she was going to break this news to her then club.

Sara kept matters quiet for the first few weeks and only informed Lyon’s club doctor. Matters changed when Sara could not play in a crucial match against arch-rivals, Paris Saint-Germain after having acute morning sickness the previous day.  

Sara met with Lyon’s club director to arrange the next steps. She was advised to stop playing at this point and, as Covid-19 was still sweeping France at this point, she was worried how this could affect her pregnancy. She wanted to fly back to Iceland for the remainder of the process, to be close to her partner and family. The club agreed and signed off her absence.

However, once back in Iceland, Sara realised that Lyon were not paying her salary in line with FIFA’s maternity policy for women’s football. In fact, Sara only received a fraction of her monthly salary, and this continued into the following month. 

Nevertheless, she continued to press Lyon to pay her salaries. However, after months passing with no resolution, Sara filed a claim before the Football Tribunal of FIFA’s Dispute Resolution Chamber on 10 September 2021.

FIFA: Women’s Football

FIFA introduced a new maternity policy in January 2021. Under this policy:

“A female player is entitled to maternity leave, defined as a minimum period of 14 weeks’ paid absence – with at least eight weeks after birth – during the term of the contract, paid at the equivalent of two thirds of her contracted salary.”

Art 18 of FIFA’s new maternity policy, also states that:

“No female player should ever suffer a disadvantage of any sort on the basis of her pregnancy. As a consequence, the unilateral termination of a female player’s contract on the grounds of her becoming pregnant will be considered a termination without just cause.”

FIFA – Dispute Resolution Chamber

Sara’s position

It was asserted (by Sara’s legal representatives) that:

“…the FIFA [Regulations] are clear and provide for full remuneration, unless more favourable conditions would apply under domestic rules.”

Current French maternity provisions are less favourable and, as a consequence, it was argued that FIFA Regulations should apply in this instance. It was further argued that in line with the “spirit” of the Regulations:  

“…the pregnancy and maternity dispositions were implemented to protect female players in such pivotal and central moment of their lives not only as professional footballers but also as individuals”.

Sara asserted that this matter fell under Art 18 of FIFA’s Regulations of the Status and Transfer of Players (‘Regulations’), specifically art. 18quater par. 4 b) which states when a player becomes pregnant, she has the right, during the term of her contract, to:

“provide services to the club in an alternate manner, should her treating practitioner deem that it is not safe for her to continue her sporting services, or should she choose not to exercise her right to continue to continue providing sporting services. In such a case, the player shall be entitled to receive her full remuneration, until such time as she utilises maternity leave”.

Sara’s legal representatives asserted that the parties agreed she could travel back to Iceland, taken into consideration the outburst of COVID-19 cases within the team and that Lyon never “display[ed] any opposition”.

By refusing to follow the Regulations, Lyon had discriminated against her. Sara’s legal team stressed that “maternity should never constitute a source of discrimination in employment, including in that of receiving salaries”, the latter being an “essential step to ensuring gender equality”.

It was stated that Sara had only received a small percentage of her monthly salaries and her employment contract with Lyon was governed by French law under the collective bargaining agreement applicable to female players equally ensured full remuneration for 90 days following the beginning of Sara’s leave.

Lyon’s position

Lyon maintained the FFT did not have jurisdiction to hear the dispute. Lyon declared the employment contract between the parties referred explicitly to the French labour Court to the extent that:

“The labour court shall have exclusive jurisdiction, regardless of the amount of the claim, to hear the disputes referred to in this chapter. Any agreement to the contrary is deemed unwritten (…).” (free translation from French)”.

Lyon further claimed, “that there is not a single reference in the contract to the DRC [FIFA’s Dispute Resolution Chamber] or any other arbitral institution”.

It was also submitted by Lyon that it had done everything in its power to allow Sara to return to Iceland while benefiting from the social security allowance.

Furthermore, given that Sara did not make any request concerning the possibility of continuing to carry out her services in an alternate matter, and in view of her insistence to return to Iceland as soon as possible to be near her relatives for the monitoring of her pregnancy, the prerequisites of the Regulations were clearly not fulfilled.

FIFA’s Decision

Firstly, the DRC Chamber (the ‘Chamber’) considered whether it was competent to deal with this case. It noted that the employment contract did not contain any explicit jurisdiction clause in favour of the respective labour court. The Chamber recalled its long-standing jurisprudence that a choice of jurisdiction by means of which the parties agree to decline the competence of FIFA must be clear, exclusive, and unequivocal.

Turning towards the dispute itself, the Chamber acknowledged that the crucial element of this dispute lay in the application and interpretation of art. 18quater par. 4 lit. a) and lit. b) of the Regulations, concerning the player’s entitlement to remuneration during her pregnancy.

The Chamber acknowledged that the maternity provision – in general – enshrined the duty of care of the employer with the main objective to provide protection for the pregnancy of a player.

It was also acknowledged by Lyon that Sara would not provide sporting services during her pregnancy.  

The Chamber equally acknowledged that Lyon had never mentioned the possibility of Sara continuing to work in an alternate way. The Chamber concluded that Lyon failed to address any possibilities regarding Sara’s alternative employment during her pregnancy, and Sara had made herself available for alternate services by means of her letter to Lyon in August 2021.

Therefore, the Chamber decided that Lyon was liable to pay Sara the amounts claimed as outstanding under the contract. FIFA also stated in its judgement that Lyon had 45 days (from the decision), to pay Sara, otherwise the club would be given a transfer ban.

The decision of the DRC can be viewed in full here.

Thinking of selling your house in the New Year?

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January is usually a time of change, we all start making plans for all those things we hope to achieve across the year.

What better time could there be to decide if the house you are in is the home you want to see yourself or your family in before next year? Jane Hannaway, Partner & Head of Residential Property looks at why January is a good time to start preparing to sell.

The market
Traditionally the housing market takes a small decline from October through to December, before a rush of property is added in the spring. This is thought to be due to people not wanting to move in the lead-up to the festive season, but it is also very understandable that the thought of trying to transfer all of your valuable possessions from one house to another on a cold winter’s day is not one to warm many hearts.

Fast forward to January, people start looking again at taking that first step or the next step on the property ladder.  If you’re looking to sell within the year, now is the time to start putting those plans into action. The sooner you get your property on the market, the sooner you can instruct a conveyancing solicitor who can begin to prepare all the basic documents you will need to sell your home, helping to speed up the process.

Spring sales
The vast majority of homeowners who choose to sell do so in the spring, leading to a saturated market full of competition for those looking to sell.  It becomes a buyers’ market which can lead to deflation in the price you can hope to achieve.  If you have a valuation you aim to sell at or even need to meet to make a move worthwhile, this could take longer during this period.

There is also more chance of being stuck in a property chain when the market is busier, extending your selling process as there will be buyers before you. The conveyancing process for a buyer is typically longer since there are more steps involved. Selling in the early part of the year allows your property to be seen before others join the market making it far easier for your property to achieve its potential, and it is likely you will be earlier in the chain. As the market becomes more saturated, the time it takes for conveyancing also becomes longer, meaning you could wait months before you get your new property.

Getting ready to sell
Selecting your conveyancing solicitors early on can help you find the right team for you, making it easier along the way to have open communication. As a seller, conveyancing has fewer steps but instructing a solicitor when you decide to list your house allows the paperwork to start early and hopefully prevents delays when a buyer is found.

A big part of moving home is being ready for that big move day. So why not take advantage of the colder weather and that natural tendency to want to stay indoors to declutter? Clearing out those things you no longer want or need helps you make things easier when it comes to moving and will have the added advantage of making the presentation of your home for sale so much easier too.

New year, new property
The sooner you begin finding and instructing a conveyancing team, the smoother the process is likely to go. Plus, getting your home ready is a perfect New Year’s resolution!

Get in touch with Blaser Mills Law
If you are ready to speak to the Residential Property team, get in touch with Jane on 020 3814 2020 or email jeh@blasermills.co.uk.

Family Mediation Week: The benefits of mediation

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This week, 16-20th January, marks Family Mediation Week, an opportunity to raise awareness of family mediation and the benefits it may bring to separating families.

Family mediation is a process in which an independent and professionally trained mediator helps separating couples resolve any challenges and disputes faced when parting ways. The mediator will help you to work out arrangements for things such as housing, children, assets and finances.

Mediation involves an initial assessment meeting where the mediator will see you on your own to discuss the process and find out what you are hoping to achieve and for you to consider whether mediation will be appropriate in your case. There will then be a series of face-to-face discussions between you and your partner, which are facilitated by a mediator. The mediator will help you and your partner make decisions in a constructive and confidential setting, making sure all disputes are resolved with as little conflict as possible.

If you do not feel comfortable with face-to- face mediation, the mediator will offer video mediation or shuttle mediation – where you will each be in a separate room and the mediator will shuttle between you.

What are the benefits?

There are several benefits to the mediation process, some of which are set out below:

Cost effective: Mediation tends to be more cost-effective than involving solicitors. Even if you do not come up with a complete agreement in mediation, the mediator should help you narrow the issues that are being disputed.

Confidential: Disputes resolved through mediation and not in court are completely confidential for both parties involved.

Faster outcome: Mediation generally takes less time to complete, allowing for an earlier solution than through the legal or court route.

More control: Mediation increases the control both parties have over the resolution. Both parties are involved in negotiating their own agreement and no settlement can be imposed upon you.

It improves communication: The mediation process helps both parties to focus on communicating effectively and relieves the pressure and stress that court disputes may bring.

Flexible: The process is informal and there are no formal rules and evidence required although the mediators at Blaser Mills Law will explain the advantages of full financial disclosure.

How Blaser Mills Law can help

By focusing on clear and open communication, family mediation has the potential to get you and your partner on the same page. We will support you every step of the way.

Lucinda Holliday

With over 10 years of experience in mediation, Lucinda Holliday qualified as a mediator in 2011 and became accredited in 2018.  Lucinda went on to qualify as a child inclusive mediation in 2020 which means she can facilitate your children being heard in the mediation process when relevant.

She is an expert in her field with expertise in dissolution, divorce, and separation and the associated financial issues and children matters that might occur as a result of the breakdown of a relationship.

To speak to Lucinda further about family mediation services call 01494 478603 or email ljmh@blasermills.co.uk.

FIFA launches new worldwide football agent regulations

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FIFA’s Football Agent Regulations (the “FFAR”) were approved by the FIFA Council on 16 December 2022 and came into force this week. 

There are major implications for football agents, including:

  1. The (re)introduction of an examination
  2. A licensing system
  3. A cap on agents’ fees
  4. Limits on multiple representation.

The FFAR will have major ramifications for all those involved in football worldwide and, as such, it is important that all stakeholders are fully aware of what these changes entail.

The enforcement will fall into two tranches with a transition period in between the first and second date.

  • 9 January 2023 – The provisions regarding becoming a football agent, including the requirement for agents to pass an exam and obtain a licence, will enter into force on this date.
  • 1 October 2023 – The remaining regulations come into force on this date and this includes the obligation to only use licensed football agents, the cap on agents’ fees and limits on multiple representation.

The Blaser Mills Sports Law team are here to assist those effected by these widespread change.

Sponsor Licences: How can a business secure more skilled workers?

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Sponsored licence application: What route can I take as an employer?

The UK job market is experiencing a significant labour shortage at the moment; particularly in the skilled sector. As a consequence of Brexit, the Government changed the UK’s Immigration Rules, making it easier for UK based organisations to bring in skilled migrant workers from the EU and beyond. Following an initial implementation phase, these new rules are fully operational and any UK employer will now need to apply to the Home Office for a sponsor licence when looking to employ an overseas national who is not a settled worker, and who does not otherwise have immigration permission to work in the UK.     

The type of sponsor licence application you will need to make will depend on the immigration route that the overseas worker is seeking to be sponsored to work on. Our team has a wealth of experience in this area and has assisted many UK employers in obtaining the right sponsor licence. We recently advised a major UK restaurant chain in obtaining a sponsor licence to allow it to bring in nearly 200 skilled Chefs and Sous Chefs from overseas.  

Here are some of the possible routes available.

Business immigration

Sponsor Licence Applications

If you are an employer seeking to employ an overseas national who is not a settled worker and who does not otherwise have immigration permission to work for you in the UK, you will need to apply to the Home Office for a sponsor licence. 

The type of sponsor licence application you will need to make will depend on the immigration route that the overseas worker is seeking to be sponsored to work on.  Each licence type has its own specific requirements. Employers should note that most EU, EEA and Swiss nationals arriving in the UK since 31 December 2020 now need to be sponsored in order to work in the UK.

A sponsor licence grants permission to a UK business to employ workers from outside the UK to work for them, in their business.

You will need a sponsor licence in order to employ most overseas workers, including Skilled Workers and UK Expansion Workers. This includes both non-EU nationals and also most citizens of the EU, Iceland, Liechtenstein, Norway and Switzerland who arrived in the UK after 31 December 2020.

In order to secure a sponsorship licence you will need to submit an application to the Home Office and pay an application fee.

Businesses of all sizes, operating in all sectors, can apply for a sponsor licence, providing they are able to satisfy the business eligibility and job suitability requirements for the category of sponsor licence they are applying for.

We also assist with sponsor licence renewals and certificates of sponsorship.

Key points for UK employers

The key points for UK employers are:

  • UK businesses need sponsor licences to sponsor workers from overseas and this includes both non-EU nationals and also most citizens of the EU, Iceland, Liechtenstein, Norway and Switzerland
  • Rebranding of visas so there are similar (but different) intra company transfer visa and sole representative routes
  • There are no changes to the skilled worker visa

Examples of the various routes under the global business mobility (GBM) route are set out below

The GBM visa route

The new GBM visa is in part a re-branding exercise of existing work and business visa routes but with the addition of a new visa routes for workers being seconded to work in the UK.

The five elements of the GBM visa route are:

  • Senior or specialist worker visa route – this replaced the intra company transfer visa and is designed for senior managers or specialist employees who are being transferred to a UK branch of an overseas company. There is a minimum salary threshold for this route or one hundred percent of the going rate for the job, whichever is higher. Applicants do not need to meet the English language requirement. However, senior or specialist worker applicants need to be currently working for an overseas business or organisation that is transferring their employment on a temporary basis to a UK based company that is linked by common ownership or control, or by a joint venture on which they are sponsored to work. 

The visa applicant must have worked outside the UK for the linked business for a cumulative period of at least twelve months, unless the worker is earning a specified sum per year or more. The senior or specialist worker route does not lead to settlement in the UK.

  •  Graduate trainee visa route – this replaces the graduate trainee intra company transfer visa and is intended for those on graduate trainee schemes who will spend part of their graduate training in the UK.
  • UK expansion worker – this somewhat nebulous title is the route that replaces the sole representative visa and is designed for senior employees of overseas businesses who are tasked with setting up a new branch or subsidiary company in the UK of the overseas parent company.
  • Service supplier route – this route replaces the contractual service supplier and independent professional route under the current temporary worker international agreement route. It is designed for contractual service suppliers employed by an overseas service provider or for self-employed independent professionals who work and are based overseas but who need to carry out an assignment in the UK and the assignment covers services covered by one of the international trade commitments of the UK.
  • Secondment worker – this is the new route and is intended for use by workers being seconded to the UK by an overseas based employer company as part of a high value contract or investment being undertaken by the employer.

How Blaser Mills Law can help

We are here to help and assist if you require any advice or help with obtaining a sponsor licence, maintaining a sponsor licence as well as complying with your sponsor duties. We also assist with personal immigration matters including short and long term visas including the Skilled Worker visa, Partner/EEA Nationals & Family visas. 

New Year divorce spike: Protecting your finances

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The beginning of a New Year brings new opportunities and a chance to make a fresh start. For some, this may involve taking the first, often painful steps towards a new life and divorcing their partner. Law firms across the UK usually see a vast increase in divorce cases rising in the months of January and February.

The most common and overlooked mistake made by many is not protecting your finances and safeguarding your future. Protecting your money in divorce can be made much easier by having the right information and strategies in place.

Naim Qureshi, Senior Associate in the Family & Divorce team, outlines key things to consider.

Know the value of your assets
Make sure you understand and do not guess the value of things such as your home, vehicles, and other assets. Outlining these before the divorce process begins will help to move things along and will allow you to understand how much money truly exists between you and your ex-spouse.  Pensions are also a commonly overlooked asset where professional advice is vital particularly given that pensions are frequently the biggest asset in a marriage.

Additionally, there are potentially tax consequences on divorce and dividing the assets and this should be considered at the earliest opportunity.

You may also hold joint assets such as businesses which makes things complex and will require detailed legal advice.

Never hide your assets
This is a mistake made by many and can often backfire. If you hide your assets you could be faced with a monetary fine and can lose credibility with the court. Being honest from the beginning will help you in protecting your finances.

Update your beneficiaries
It is common to have your partner named as your beneficiary on things like insurance policies, wills and trusts. Make sure to update these in advance to protect your money from going to someone that you no longer want in the future.

Time is of the essence
The longer the gap between the Decree Absolute or what is now known as the Final Order and the financial settlement, the more complicated it becomes to resolve. In some circumstances things can change like the sudden death of an ex-spouse.

If finances aren’t resolved it can quickly turn into a very complex case. Your claims against their estate will become weakened and any pension entitlement may fall through.

Talk to a professional
A family and divorce lawyer and a specialist independent financial adviser (IFA) can offer advice on how to best safeguard your money throughout your divorce process and offer some guidance along the way.

How Blaser Mills Law can help
Our team of family and divorce lawyers have the experience and skills required to ensure you achieve the best outcome.

Blaser Mills Law has an extensive network of third-party professionals such as psychotherapists, IFAs, and accountants that can be referred upon request. In addition, the team has two mediators which can help to work out child and financial arrangements following a separation, often this can be a far more cost-effective process although it may not be right for everyone.

We are offering a free 30 minute confidential consultation (*subject to availability*) to discuss your circumstances and explain how we can help, please do not hesitate to contact Naim Qureshi on 01494 781 356 or email naq@blasermills.co.uk.

New Year, new Will

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With Christmas over, it’s that time of year when we begin to make our New Year’s resolutions. Making a Will never seems to be at the forefront of people’s minds and without a doubt, this is one of the most important resolutions you could make for 2023. It’s an essential way to protect your and your family’s future.

The most recent Probate Research Report by IRN Wills titled UK Wills & Probate Market 2020: Consumer Research Report, has found that fewer than 4 in 10 adults in the UK have made a Will. Meaning over half of the UK population will die intestate.

Carol Dalziel in the Wills, Trusts, and Probate team outlines some of the top reasons for making a Will.

1. It allows you to choose how your estate will be distributed
This is the most important reason to make sure you have a Will and why most of our clients come to see us. If you fail to make a Will your estate will be distributed according to the rules of intestacy.

2. It allows you to appoint the guardian(s) of a minor
Within your Will you can appoint a guardian or guardians for your children who are aged below 18, or who are adults but unable to manage their own affairs. It’s often very tricky to think about but you will want to make sure your children are cared for in the event of your death.

3. It gives protection to your partner if you are not married
The law does not recognise ‘common law’ marriage. This means if you are not married and you die without leaving a Will, your partner will not receive anything.

Estate administration is the process of handling all the deceased person’s legal and tax affairs after they’ve died. In short, this means dealing with their assets, debts, and taxes before distributing their inheritance to the beneficiaries.

4. It allows you to appoint an executor
When you make a Will, you can decide who you would like to carry out the administration of your estate after you die. This can be a difficult task and it is important that those who are called upon to be an executor are both willing and capable.

If you feel there isn’t anyone who could take on this role for you, you can appoint a professional executor to act on your behalf.

5. It provides peace of mind for you and your family
When all is said and done, a Will provides peace of mind for all of those involved. Your estate will be secure, and your beneficiaries will be protected. It’s also a great way to make sure your final wishes are carried out without the need for any disputes or second-guessing by loved ones who will miss you.

Get in touch with Blaser Mills Law
If you’re ready to make a Will or would like to review your current Will, contact Carol Dalziel on 01494 781362.