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Month: June 2025

Windrush day

Posted on by Britt Thompson

Since 2018, Windrush Day has been celebrated on 22 June every year to commemorate the arrival of the Windrush Generation and to acknowledge their contributions to help rebuild the UK.

To properly understand Windrush Day, it is imperative to appreciate who is the Windrush Generation, why they came to Britain and to understand the Windrush Scandal which unravelled in much more recent years.

Who were the Windrush Generation and why they came to the UK

The Windrush Generation were people in Caribbean countries (including Jamaica, Trinidad, St Lucia, Grenada and Barbados) who immigrated to the UK following World War II to help rebuild Britain.  The British Nationality Act 1948 allowed people from the Commonwealth countries to have the right to live and work in the UK. The first individuals to immigrate to the UK arrived on 22 June 1948 on the HMT Empire Windrush which gave rise to the term, “Windrush Generation”. The Windrush Generation are those who travelled to the UK between 1948 until 1971.

Many people immigrated to the UK to help rebuild Britain following the war as job opportunities in their countries of origin were scarce. Whilst the Windrush Generation fulfilled various jobs, they typically became manual workers, drivers, cleaners and nurses in the NHS (which was newly established at the time).

In 1971, the Immigration Act was passed which gave Commonwealth citizens living in the UK indefinite leave to remain.

What was the Windrush Scandal?

The Windrush scandal, which came to light in the late 2010s, involved the wrongful detention, denial of legal rights, and threat of deportation faced by many members of the Windrush Generation.

Hostile Environment Policy: Introduced in the 2010s by the UK government, this policy aimed to reduce illegal immigration by making life in the UK difficult for those without proper documentation. Measures included stringent checks on employment, healthcare, and housing status.

Documentation Issues: Many Windrush immigrants had arrived as children on their parents’ passports and did not retain their own documents. Over the years, some had not applied for formal documentation, relying on their legal status being implicitly recognised.

Impact on Individuals: The lack of documentation led to individuals being wrongly detained, denied access to healthcare, employment, housing and social benefits. A review of historical cases also found that at least 83 people who had arrived before 1973 had been wrongly deported.

Compensation and Apologies: The UK government issued formal apologies and established a compensation scheme for those affected. However, the process has been criticised for being slow and inadequate. The scandal highlighted the harsh impacts of immigration policies on lawful residents and brought to light the broader issues of institutional racism and administrative failures within the UK’s immigration system.

Windrush Day is celebrated all over the UK with community events, including festivals, parades and concerts. The Windrush Generation have had an undeniable impact in making the UK what it is today, and it is only right that their contributions are acknowledge and celebrated.

For the avid readers out there, we would recommend reading the novel, “Windrush Child” by Benjamin Zephaniah. As the title suggests, Benjamin Zephaniah depicts the story of a young child of the Windrush Generation. 

Tips on how to handle your first summer holiday as separated parents

Posted on by Britt Thompson

The first summer holiday after a separation can feel daunting. For many newly separated parents, the thought of managing childcare, travel, and time off work, all while navigating a new co-parenting dynamic, can be overwhelming.

With some early planning and clear arrangements, the summer holidays can run more smoothly for everyone involved.

Plan ahead

Try to agree on the summer schedule with your co-parent as far in advance as possible. Consider travel dates, video calls with the co-parent, and handover arrangements. The earlier you agree, the more settled you and your children will feel.

Put the children first

The family courts in England and Wales are guided by what’s in the best interests of the child, and that should be your guiding principle too. Children thrive with consistency and time with both parents, so try to approach discussions with fairness and flexibility.

Confirm arrangements in writing

Whether it’s a quick email or a message, putting holiday plans in writing helps prevent misunderstandings. If you have a Child Arrangements Order in place, make sure the plans align with the order, and don’t make changes without written agreement.

If your co-parent has parental responsibility, you must have their written permission to take your child abroad unless you have a court order stipulating those arrangements, or the child lives with you under a ‘live with’ order. Include travel dates, destination, and contact details in your request and make sure to carry that permission with you when you travel.

Keep communication child-focused

It’s not always easy but try to keep conversations calm and centred on the children. If direct communication is difficult, parenting apps such as Our Family Wizard can help coordinate plans more neutrally. Never use your children as messengers.

Consider mediation if needed

If you can’t agree on arrangements, mediation can offer a constructive space to find solutions together. It’s usually quicker, less costly, and less stressful than court.

Look after yourself too

This is a period of adjustment. Be kind to yourself and seek support where needed, whether from friends, family, or professionals.

Need support this summer?

Our experienced family team helps separated parents reach clear, child-focused solutions. Whether you need advice on holiday arrangements, court orders, or international travel, we can help to guide you.

To speak to Kate Jones, Senior Associate, call 01494 478684 or email kate.jones@blasermills.co.uk.

Are you really a first time buyer?

Posted on by Britt Thompson

Before claiming First-Time Buyer Stamp Duty Land Tax (SDLT) relief, it’s important to be certain that you meet HMRC’s definition of a first-time buyer.

A first-time buyer is someone who has never owned a major interest in a residential property in the UK or anywhere else in the world, and who intends to live in the property as their main residence.

If you are buying with someone else, every buyer must meet these conditions. You will not qualify for relief if:

  • You’re married and your spouse has previously owned property, this applies even if you personally haven’t owned any property. HMRC treats married couples as one unit for SDLT purposes.
  • You’ve previously been gifted or inherited a property, whether or not you lived in it.
  • You currently own or have ever owned a residential property overseas.

What’s changing?

From 1 April 2025, the following thresholds will apply:

  • No SDLT is payable on the first £300,000 of the purchase price.
  • First-time buyer relief applies only to properties up to £500,000.
  • If the purchase price exceeds £500,000, no relief is available – SDLT will be calculated at the standard residential rates.

Buying an additional property?

Please note: First-time buyer relief is not available for commercial or mixed-use properties (for example, a shop with a flat above it).

If you already own (or part-own) another residential property in the UK or abroad, you may be liable for the Additional Property Surcharge, even if the property you’re buying will be your main home.

This surcharge applies when:

  • The new property is worth more than £40,000;
  • You have not sold or gifted your previous main residence;
  • You are married or in a civil partnership and your spouse/partner owns another property;
  • You are buying with someone else who owns another property;
  • The purchase is being made through a trust.

Exemptions from the surcharge may apply, for example:

  • If you are replacing your main residence and have already sold or gifted your previous home;

If the property is:

  • Worth less than £40,000;
  • Non-residential or mixed-use;
  • A caravan, houseboat or mobile home;
  • A leasehold of 7 years or less, or where someone else holds the lease and it has more than 21 years left.

Non-UK residents

If you are not a UK resident at the time of your purchase, an additional 2% surcharge may apply, regardless of whether you are a first-time buyer or not.

As conveyancers, we rely on the information you provide when calculating Stamp Duty. Ultimately, the responsibility for confirming your tax position lies with you. We strongly recommend that you seek advice from a qualified tax specialist before completion to ensure you pay the correct amount.

For further details, visit:

For any further information or guidance, please contact Helen Rodwell, Associate in the Residential Property team on 01494 478627 or email helen.rodwell@blasermills.co.uk.

Regaining possession of your property: No-Fault Eviction and how the law if changing

Posted on by Britt Thompson

With the ever-changing requirements imposed on landlords and the imminent enactment of the Renters’ Rights Bill, this article aims to provide a brief overview of the law in relation to ‘no-fault’ evictions and how the forthcoming change in legislation will affect the process where a landlord seeks to regain possession of a rented property.

What is a ‘No-Fault’ Eviction?

Evictions under Section 21 of The Housing Act 1998, or ‘no-fault’ evictions as they are commonly known, is a process whereby a landlord can require their tenant to vacate their rented property without having to give any reasons. As such, these notices can be served at the landlord’s discretion, however, whether a valid Section 21 notice can be served is contingent on the terms of the tenancy and on the landlord satisfying certain regulatory requirements.

Ensuring your Section 21 notice is valid

Section 21 notices generally cannot be served within the first four months of a fixed term. They can be served after this but the expiry date (i.e. the eviction date) must either be after the fixed term ends or in compliance with the notice period set out in the tenancy’s break clause. Where a tenancy either began as a periodic tenancy or becomes one on expiry of a fixed term, a Section 21 can be served at any time. The notice period must be no less than two months and may need to be more depending on the terms of the tenancy.

Since the Deregulation Act 2015 came into effect, the validity of a Section 21 notice, for tenancies commencing on or after 1 October 2015, ultimately depends on whether you have provided your tenant with the necessary regulatory information prior to serving notice. A landlord must:

  • Ensure a valid Gas Safe Certificate has been provided both at the start of the tenancy and at the time of serving the notice.
  • Provide an Energy Performance Certificate (EPC). This must be valid at the time it is given to the tenant.
  • Provide the most up-to-date version of the Government’s ‘How to Rent Guide.’
  • If a security deposit is paid, this must be protected in a recognised deposit protection scheme within 30 days of receipt. Additionally, certain ‘Prescribed Information’ in relation to the scheme must also be provided to the tenant within those 30 days.

As you will see from the above, the regulatory requirements imposed on landlords can be burdensome and the eventual abolition of ‘no-fault’ evictions only serves to increase the difficulty facing landlords who are looking to regain possession of a tenanted property.

When is the law changing and what does this mean?

It is anticipated that the Renters’ Rights Bill will be enacted either in late 2025 or early 2026, meaning that at the time of writing, there is still time to use the Section 21 process in order to gain possession of a tenanted property. However, once this comes into effect, landlords will need to rely on specific grounds under Section 8 of the Housing Act 1988 to regain possession of their property. Whilst new grounds for possession are being implemented by the Renters’ Rights Bill, the abolition of ‘no-fault’ evictions signifies another significant shift in housing law, increasing protection for tenants, and making it more difficult for landlords to regain possession. 

How we can help

Ascertaining whether you have truly complied with the regulatory requirements to ensure you can use the Section 21 route can be complex and is not always clear cut. Therefore, it is important to seek legal advice before even serving a Section 21 notice, because often, some of the factors that make a notice invalidated can be rectified prior to serving the notice itself. This is especially important if you anticipate you may need to initiate court proceedings where your tenant is refusing to vacate on expiry of an eviction notice.

Our Property Litigation team has considerable experience in this area of law and can provide you with an assessment of your tenancy and recommend the best course of action to regain possession of your property. If you require assistance, please call the team on 020 3814 2020 or send an email to litigation@blasermills.co.uk.

Protecting your business interests

Posted on by Britt Thompson

For employers, the departure of an employee can sometimes lead to challenges especially if the former employee solicits or attempts to solicit the company’s clients, work opportunities, or even current employees. These actions can significantly impact a business’s goodwill, profitability, and workforce stability.

Solicitation after employment ends

When a former employee approaches your clients to divert business or tries to poach your staff, it may constitute a breach of contractual or common law obligations. This conduct is often described as “solicitation” and may violate:

  • Restrictive covenants in the employee’s contract, such as non-solicitation or non-compete clauses;
  • The duty of confidentiality and fiduciary duties owed during and sometimes after employment; and
  • Common law principles against unfair competition and inducing breach of contract.

However, enforcing these rights can be complex, requiring a careful balance between protecting the business and respecting an individual’s right to work.

How we can assist

1. Reviewing Employment Contracts and Restrictive Covenants

If you are in a situation as described above, we can assist you in examining the former employee’s contract to identify any restrictive covenants, such as clauses that prohibit soliciting clients or employees after leaving. We can assess:

  • The scope of clients, work, or employees covered;
  • The geographic and time restrictions applied; and
  • Whether the clauses are reasonable, valid, and enforceable under English law.

This initial review helps establish the strength of your legal position.

2. Gathering and Assessing Evidence

Effective legal action requires solid evidence, and we can advise on:

  • Collecting evidence of solicitation;
  • Assessing the loss and potential damage; and
  • Preserving evidence for potential court or tribunal proceedings.

3. Advising on Legal Remedies and Strategies

Depending on the situation, we will recommend the appropriate approach which may include:

  • Negotiation or mediation to resolve the dispute amicably, which can save time and cost;
  • Sending a cease-and-desist letter (a formal legal warning) to deter further solicitation;
  • Initiating court proceedings to seek injunctions preventing ongoing solicitation; and
  • Claiming damages for losses caused by the breach.

Prompt action

Delays in addressing solicitation by former employees can exacerbate business losses and weaken legal claims. Early intervention helps:

  • Minimise damage to client relationships and employee morale;
  • Preserve crucial evidence before it disappears; and
  • Demonstrate to the courts and tribunals that the employer is serious about protecting its interests.

When a former employee solicits clients, work, or employees, navigating the legal complexities requires specialist knowledge. We can provide essential support by reviewing contracts, gathering evidence, advising on strategies, and enforcing your rights in court if necessary.

If you would like help protecting your business, speak to our team on 0203 814 2020 or email noel.deans@blasermills.co.uk.