Sarah O'Sullivan, Author at Tees Law

Employment Rights Bill 2024: Worker protections and productivity

Posted on 10 October 202421 March 2025 by Sarah O'Sullivan

Understanding the Employments Rights Bill 2024

The Employment Rights Bill 2024 (the Bill), unveiled on 10 October, introduces significant changes to the UK’s employment laws, marking the largest overhaul in decades. With 28 reforms, the Government has presented the Bill as aiming to enhance worker protections and boost productivity across the economy.

One of the standout changes is enhanced “day one” rights, including the right not to be unfairly dismissed (see also below). With this, there is a proposed introduction of a statutory probation period for new hires. This may allow employers more time to assess employee suitability notwithstanding the new day one rights being introduced.

Key Reforms: Day-one rights and probation periods

One of the most significant reforms is the removal of the existing two-year qualifying period for protection against unfair dismissal. This change ensures that an estimated nine million workers will benefit from protection from unfair dismissal as soon as they start a new role.

Additionally, the bill includes day-one rights for paternity leave, unpaid parental leave, and bereavement leave, building on the existing day-one right to maternity leave. This is a major change.

The Government will consult on a statutory probation period, with the current proposal favouring a nine-month limit. This extension, which has drawn mixed reactions from businesses and unions, is intended to provide flexibility for employers, while maintaining worker protections throughout the probation period. Full implementation of this probation reform is expected by autumn 2026, following further consultations.

End of exploitative practices and strengthened sick pay

The bill also takes aim at so called exploitative zero-hours contracts and controversial fire-and-rehire practices. These reforms are intended to provide more job security and protections, especially for workers on flexible or irregular contracts. For those on zero-hours contracts, the bill introduces the right to guaranteed working hours after a set period, ensuring greater financial stability for over a million workers.

Another key reform is the overhaul of statutory sick pay. Under the new provisions, workers will be entitled to sick pay from day one of illness, removing the previous three-day waiting period and the lower earnings limit. This change aims to provide immediate financial support for those who fall ill, especially lower-paid workers who previously did not qualify for statutory sick pay.

Flexible working and gender pay gap action plans

Recognising the changing dynamics of the modern workplace, the bill makes flexible working the default, unless employers can demonstrate that it is impractical. This reform is designed to support workers with caregiving responsibilities and improve work-life balance across various sectors.

Large employers will also be required to implement action plans to address gender pay gaps and support female employees, particularly through menopause. This measure is part of a broader push to promote inclusivity and diversity within the workforce.

Fair work agency and long-term reforms

The bill establishes a new “Fair Work Agency”, tasked with enforcing key rights such as holiday pay and sick pay. This agency will consolidate existing enforcement bodies, providing better guidance for employers while ensuring compliance with the new laws. The government has also outlined future reforms in its “Next Steps” document, including plans for a right to disconnect, mandatory reporting on ethnicity and disability pay gaps, and a move towards a simpler, two-tier worker status framework.

While the Employment Rights Bill boasts a sweeping set of reforms, many of the provisions will take time to implement, with some requiring further consultations before being fully enacted. Nevertheless, the bill represents a bold step towards improving worker protections and enhancing productivity in the UK economy.

For more insights into how these changes may affect your business or employment, contact our Tees Law team. We’re here to provide legal guidance on navigating this new landscape and ensuring compliance with evolving employment laws. We’ll be running webinars and workshops on the new rules and how businesses can navigate these new waters over the coming weeks and months. Please get in touch with us if you are interested in these.

On Wednesday 6 November we are running a specific webinar around Employment Law changes that the Labour government has proposed. You can register your interest here: https://communications.teeslaw.com/27/178/landing-pages/rsvp-blank.asp.

For any questions, please contact us at employmentteam@teeslaw.com.

Navigating AI regulation in the UK: Essential insights for employers

Posted on 10 October 202421 March 2025 by Sarah O'Sullivan

This year, the European Parliament formally adopted the Artificial Intelligence Act (“AI Act”), the first comprehensive law designed to regulate AI on a broad scale across the European Union.

This landmark piece of legislation which was introduced on 13 March 2024 laid the foundation for AI governance within the EU but has left some UK employers wondering how these developments will influence the regulatory landscape, particularly as we observe the new long-term objectives for AI that have been proposed by our Labour Government.

The Current UK regulatory landscape

Last year on 3 August 2023, the Government released their AI Regulation White Paper which indicated that the UK had no plans to introduce a horizontal AI regulatory framework like the EU. Instead, the feedback received as part of the Government’s consultation on the policy suggested that the UK would lean more towards adopting a principles-based model that would allow existing sector-specific regulators to tailor AI regulations according to their respective industries. At present, this position remains unchanged, and it is likely that we will see AI-specific laws and regulations introduced in the UK in the not-so-distant future.

As the UK Government enacts its AI agenda, employers will have to navigate several considerations for effective AI regulation and compliance. Below, we have explored some of the essential areas that employers should focus on as they look to integrate AI systems into their businesses.

Sector-specific regulation

Employers should familiarise themselves with how AI regulations may differ across various industries. Each sector may be guided by unique regulatory bodies that impose different requirements for AI use, and which would necessitate a more proactive approach to compliance. In addition to this, businesses should conduct their own assessment of AI technology to ensure that it adheres to existing regulations and anticipate any future legislative changes.

AI development

The Government has emphasised the importance of responsible and ethical AI use. Employers will need to ensure they engage in best practices around transparency, accountability and inclusivity where AI is deployed, to mitigate potential risks (where possible) and maintain public trust. This may involve implementing new policies and guidelines for the ethical deployment of AI technologies.

Impacts on employees

As AI systems evolve, so do their effects on the workforce. Employers should understand the implications of AI on jobs and employment dynamics. Preparing the workforce for reskilling and deploying AI in underserved areas of business will be crucial for maintaining a productive and efficient working environment. Earlier this year, The Institute for Public Policy Research estimated that roughly 11% of workplace tasks are exposed to automation through existing generative AI, and that this could rise to 59% of tasks in the second wave of AI adoption as technologies develop to handle increasingly more complex processes.

Data privacy and security

With AI’s reliance on handling vast amounts of data, compliance with existing data protection regulations (such as the General Data Protection Regulations) is highly important. Employers must ensure their AI systems are secure and responsible in their data usage and align with the latest best practices.

Monitoring regulatory changes

The AI regulatory landscape is continuously evolving. Employers should establish mechanisms to stay informed about upcoming regulations, guidelines, and industry standards that could impact their practices. This could involve, among other things, engaging with industry associations, regulatory bodies, and participating in relevant forums.

As employers look to navigate the evolving AI landscape, it is crucial that they adapt and remain compliant with the latest legal requirements. Company policies, hiring practices, and data privacy protocols should be reviewed periodically to reflect the changes to AI tools and technologies. Encouraging a culture of continuous learning by helping employees upskill and adapt to these changes can be an advantageous strategy and help equip staff with the knowledge to use AI responsibly and effectively.

Balancing innovation with regulation always requires a strategic approach. Businesses should consider using AI effectively whilst adhering to new legal and ethical standards to stay compliant and support a responsible and sustainable AI-driven future.

At Tees, we have specialist Employment Law experts with many years of experience who can help businesses navigate the complex and evolving AI landscape confidently and clearly.

Employment Rights Bill 2024: Tees Law prepares employers for key reforms

Posted on 10 October 202429 March 2025 by Sarah O'Sullivan

Tees Law acknowledges the significant impact of the Employment Rights Bill 2024 and the crucial changes it brings to the employment landscape. This bill, part of Labour’s “Make Work Pay” initiative, includes 28 key reforms designed to enhance worker protections and improve productivity across the economy.

Among the most impactful provisions is the introduction of a nine-month statutory probation period, replacing the existing two-year qualifying period for protection against unfair dismissal. This will give 9 million workers day-one rights to protection from dismissal, along with day-one entitlements to paternity leave, unpaid parental leave, and bereavement leave.

The bill also takes aim at practices, including zero-hours contracts and fire-and-rehire practices, providing workers with more job security. For those on zero-hours contracts, the legislation guarantees working hours after a defined period, offering much-needed financial stability.

Additional reforms include a transformation of statutory sick pay, which will now be available from the first day of illness, scrapping the previous three-day waiting period and earnings limit. The bill also makes flexible working the default, ensuring greater support for employees with caregiving responsibilities.

A new Fair Work Agency will be established to enforce these rights and ensure employers receive the guidance they need to comply with the new laws.

Rob Whitaker, Executive Partner of the Employment Team at Tees, commented:

“The Employment Rights Bill 2024 presents significant changes that employers should prepare to carefully navigate. With new provisions such as day-one protections, and the regulation of zero-hours contracts, this bill will require businesses to reassess their current practices to ensure full compliance and be ready for the changes. At Tees, we are committed to helping employers understand the implications of these reforms, guiding them through the compliance challenges, and ensuring they are prepared for the evolving employment landscape. While the bill aims to enhance worker protections, we believe it also offers an opportunity for businesses to reflect on working practices and promote a more stable and productive workplaces for business growth if managed with care.”

Though many of these reforms will take time to implement, with full adoption expected by Autumn 2026, the Employment Rights Bill 2024 marks a bold step towards a fairer, more productive workplace.

For any questions, please contact us at employmentteam@teeslaw.com.

Baby loss awareness week: The heartbreak of Lisa and Ryan

Posted on 4 October 202418 May 2025 by Sarah O'Sullivan

Lisa Buttery (36) and fiancé Ryan Barnes (37) had always wanted to start a family, but despite years of trying, they had never been able to conceive. In November 2021, they eventually found out they were pregnant with baby Isla Grace and were overjoyed to finally become parents.

This would be their first child. They put their wedding planning on hold while they prepared for their new arrival.

“Our little miracle”

The pregnancy went smoothly, and baby Isla was growing well. Lisa was referred to the John Radcliffe Hospital in Oxford, where a plan was made for induction of labour at 42 weeks.

Following induction, Lisa’s labour progressed quickly, but baby Isla soon began to struggle. Concerns were first raised by midwives shortly after Lisa’s waters broke, as CTG’s (fetal monitoring equipment) suggested that Isla Grace was getting a limited supply of oxygen during labour. A plan was made to transfer Lisa to the delivery suite, but no beds were available at the time.

In the hours that followed, further concerns were raised by midwives, who felt that Isla’s heart rate was fluctuating dangerously. On three separate occasions, recommendations by the midwives to escalate Lisa to an emergency caesarean section were overruled. Eventually, Lisa was taken for a category two emergency caesarean section. A category two caesarean section is initiated where there is fetal or maternal compromise which is not considered life-threatening. Despite attempts at resuscitation, Isla tragically died at just 19 minutes old.

A coroner’s inquest took place in March 2023, which concluded that Isla died from hypoxic brain damage, signs of which were seen on electronic foetal monitoring (CTG recording).

The process

Lisa and Ryan approached Tees to help guide them through the inquest process and to bring a claim for compensation on behalf of Isla Grace.

Following initial investigations, Tees were able to secure a response from the hospital, who admitted that they failed to refer Lisa for an emergency caesarean section once concerns were raised around Isla’s wellbeing. They admit that, had Lisa been sent for an earlier caesarean section, then Isla would likely have survived.

A word from Lisa and Ryan

“Losing our beautiful daughter Isla Grace has forever changed us as people – it is a story we never thought imaginable, let alone something we will now have to live with for the rest of our lives. And that is exactly what it is – a life-long heart break knowing you will never feel true joy again without our first and only child in this world.

We contacted Tees to find answers and justice for Isla as both internal and external investigations didn’t reveal an underlying cause of death. We see that the only benefit that can come from this is change – change to processes, change to assumptions, change to maternity care that we hope will save the lives of thousands of babies – and our hope is that that will be Isla Grace’s legacy.”

Thank you to Lisa and Ryan for giving Tees permission to share their story on Baby Loss Awareness Week, in memory of Isla Grace.

If you are concerned about the care you or your baby received, you can talk to one of our specialists. We’ll listen to your experience and help you get to the truth of what happened.

Tees Law continues to drive growth plans with two new Partner lateral hires

Posted on 3 October 202429 March 2025 by Sarah O'Sullivan

Tees Law is delighted to announce the appointment of two new Partners, Tracey Dickens and Victoria Sandberg, effective October 2024.

Tracey Dickens joins Tees as a Partner in their Corporate and Commercial team after a long career with Birkett Long, where she headed up their Commercial department. Tracey has a wealth of experience working with a wide range of business clients and has a profound specialism advising the health sector and in particular care home transactions and medical partnerships, acting for doctors and other healthcare professionals in relation to partnership and business matters for over 22 years. Tracey joins Tees’ already growing Corporate and Commercial team, who act for a variety of independently owned and managed businesses including several listed in the Grant Thornton Top 100 report for Essex and Hertfordshire.

Tracey said: “I am delighted to be joining Tees Law’s impressive Corporate and Commercial team, and I am very much looking forward to helping drive forward their ambitious growth plans and becoming a trusted advisor to their business clients.”

Tracey is recognised by the Legal 500 as a Leading Partner in the Commercial and Corporate Sector and Public Sector (Healthcare) and is often praised for her balanced and pragmatic approach in helping businesses to find solutions that ensure a successful outcome.

Victoria Sandberg joins Tees as a Partner in the Commercial Property team and has a particular specialism in rural land. Victoria acts for a wide range of clients, including various estates in relation to both disposals and property management. Her clients include businesses, farmers, investors, owner-occupiers and high net-worth individuals spread predominantly across Hertfordshire and the neighbouring counties. Victoria joins Tees’ significant Commercial Property team of 30+ legal advisors and partners. She will be based in Tees’ Royston office.

Victoria is recommended by Legal 500 as a Leading Individual for Agriculture and Estates work. She will play a pivotal role in the continuing strength of Tees’ Agriculture, Rural and Estates practice.

Victoria said: “I am thrilled to be joining Tees and to being part of the fantastic Agriculture, Rural and Estates team. It is such an exciting time to be joining.”

Managing Director Ashton Hunt, said: “We are thrilled to welcome both Tracey and Victoria and delighted they have chosen to further their careers with Tees. They were both attracted to Tees because of our reputation and track record of delivering on our strategic goals and are both well placed to help us drive forward our ambitious growth strategy for 2028. This takes our partner headcount to 28 and will add additional weight to our growing corporate and commercial and commercial property expertise.”

A smart way to invest a business sale in your retirement plans

Posted on 3 October 202429 May 2025 by Sarah O'Sullivan

How One Business Owner Benefited from a Family Investment Company

Putting the money from the sale of his business into a Family Investment Company was a natural choice for David*, with the benefit of substantial tax savings.

David had run a successful business in the manufacturing sector and was making plans for his retirement. As a long-standing corporate and commercial client of Tees, he opted to use our in-house Wealth Management service to advise him.

David had several existing assets, including savings and two pension funds, along with the sale of the business, which raised over £10 million. While some of the money was invested in pensions, an ISA and investment bonds, the majority went into a Family Investment Company.

Adam Hildred, Senior Wealth Planner at Tees, explained that Family Investment Companies are one of the least-used financial products available in the marketplace. However, for clients like David with corporate and commercial experience, it was something he could easily understand and, therefore, a natural choice.

“If we had put all of these assets into a standard investment area, with capital gains tax and dividend allowances coming right down, David would be paying a lot of tax on that money. The Family Investment Company provides a completely different structure, being under corporation tax rates, you are paying 25% tax instead of potentially 45%, and at the same time you can offset your fees and interest on the loan made into the structure against whatever profit you make.

The Family Investment Company fits a wide range of potential. Whether the amount to be invested is £1 million or £100 million is irrelevant; the recommendation will be pretty much the same. Full accounting advice is always required.”

Clients are advised to start their planning long before a business is actually sold.

Adam continued, “Tees is one of the few legal firms with our own Wealth Management advisers. We take a holistic approach to looking after our clients’ often complex needs, which includes input from several different experts.

At Tees, we have all the expertise under one roof, so if a client chooses, we can look after the legal aspects of their retirement plan, such as wills and lasting power of attorney (LPA) which we did in David’s case.”

*Names have been changed to protect the privacy of our clients.

This material is intended to be for information purposes only and is not intended as an offer or solicitation for the purchase or sale of any financial instrument. It is not intended to provide and should not be relied on for accounting, legal or tax advice, or investment recommendations. Past performance is not a reliable indicator of future returns and all investments involve risks. Some information quoted was obtained from external sources we consider to be reliable.

Tees is a trading name of Tees Financial Limited which is authorised and regulated by the Financial Conduct Authority. Registered number 211314. Tees Financial Limited is registered in England and Wales. Registered number 4342506.

October 2024 budget: What does it mean for individuals and businesses?

Posted on 2 October 202429 May 2025 by Sarah O'Sullivan

As Rachel Reeves prepares to deliver her first budget as Chancellor of the Exchequer on 30 October, businesses and individuals are bracing for significant economic shifts. With an apparent £22 billion deficit, Reeves is expected to announce a range of measures aimed at driving growth while maintaining monetary responsibility.

Reeves is favouring real-term growth in public spending through a combination of tax increases and selective borrowing. These policy adjustments will have broad implications for taxpayers, businesses, and many more.

As a leading firm in legal and financial advisory services, Tees offer expert advice and solutions for individuals and companies looking to understand the impact of the proposed measures.

Potential budget highlights

Income tax adjustments

Reeves is likely to adjust income tax thresholds, potentially pushing more earners into higher tax brackets. With the Institute for Fiscal Studies (IFS) estimating that lowering the personal allowance or basic-rate limit by 10% could yield billions, those in higher brackets need to prepare for greater tax liabilities.

Pension tax relief reforms

Significant reforms to pension tax relief could be on the table, with the potential to raise up to £15 billion annually. These changes are expected to affect those benefitting from higher-rate tax relief, potentially making pension contributions more costly for both individuals and employers.

Capital gains tax (CGT) increases

Reeves may also increase CGT rates or broaden the taxable base, potentially aligning it more closely with income tax. While this could generate revenue, it risks impacting investment portfolios.

Inheritance tax (IHT) adjustments

Changes to IHT, particularly around pensions, business assets, and agricultural land, are expected to raise additional revenue. Caps on exemptions and potential reforms to relief on Alternative Investment Market (AIM) shares could have a significant impact on estate planning.

Fuel duty increases and environmental taxation

Ending the freeze on fuel duty could raise £6 billion annually, a move aligned with environmental goals. This may impact businesses with high fuel consumption, particularly in logistics and transport sectors.

Windfall taxes on banks and private equity

The October budget may introduce windfall taxes on banks and higher taxes on private equity profits, targeting the substantial gains these sectors have seen amid rising interest rates.

Windfall Taxes on Banks – As banks benefit from widened net interest margins, a proposed one-off windfall tax could significantly impact their profitability and lending capacity. While this measure aims to generate revenue for the Treasury, it may lead to reduced lending, particularly affecting small and medium-sized enterprises (SMEs) that rely on bank financing.
Increased Taxes on Private Equity Profits – Reeves is also expected to align the taxation of carried interest in private equity with income tax rates, currently at 28%. This could discourage investment in higher-risk ventures and shift private equity firms toward lower-return strategies, potentially slowing innovation and start-up funding in the UK.

Revised fiscal rules

Reeves may introduce or revise fiscal rules, creating space for increased investment without destabilising public finances. Businesses looking to benefit from potential growth areas, including green infrastructure and housing, will need strategic advice to take full advantage of these opportunities.

As the UK prepares for Reeves’ budget, Tees is ready to assist clients in understanding and responding to the challenges and opportunities presented by these potential measures. Our team of legal and financial experts are equipped to provide tailored advice, helping businesses and individuals alike plan in a changing economic environment.

About Tees

Tees is a leading UK-based legal and financial advisory firm with over 110 years of experience. It offers expert services in a wide range of areas, including tax planning, wealth management, corporate law, and estate planning.

Our team of specialists can help individuals and businesses navigate complex legal and financial matters, ensuring they are well-positioned for the future.

We provide bespoke financial planning, pension advice, wealth management, estate planning, and corporate law services, helping clients adapt to changing regulations, maximise their financial potential, and achieve their long-term goals. Additionally, we can assist businesses in transitioning to greener alternatives, managing the financial impact of increased fuel duties, and capitalising on new government investments.

This material is intended for information purposes only and is not intended as an offer or solicitation for the purchase or sale of any financial instrument. It is not intended to provide and should not be relied on for accounting, legal or tax advice or investment recommendations. Past performance is not a reliable indicator of future returns, and all investments involve risks. Some information quoted was obtained from external sources we consider to be reliable.

Tees is a trading name of Stanley Tee LLP, regulated by the Solicitors Regulatory Authority. Registered in England and Wales, number OC327874

Tees maintains six Tier 1 teams in Legal 500 rankings

Posted on 2 October 202429 March 2025 by Sarah O'Sullivan

Tees Law is pleased to announce success in this year’s Legal 500 directory, with six practice areas ranked as ‘Tier 1’.

The Top Tier ranking has been awarded to:

Private client > Agriculture and estates
Real estate > Commercial property: Essex
Insurance > Personal injury and clinical negligence: claimant
Private client > Contentious trusts and probate
Private client > Personal tax, trusts and probate: Beds, Bucks, Herts, Middx
Private client > Personal tax, trusts and probate: Essex
In total, Tees have been ranked in 21 practice areas in the world’s leading directory of law firms.

The firm is delighted to see nine leading partners, five next-generation partners, and eight leading associates recognised in the 2025 list.

Next generation partners

Baljeet Kaur
Daniel Fairs
Ian Johnston
Nicola Havers
Sarah Walker

Leading associates

Sara Stabler
Alex Waples
Ana James-Pittau
Chris Claxton-Shirley
Katherine Jameson
Lucy Beck
Polly Kerr
Sarah White

Senior Partner Catherine Mowat has once again been recognised in the Hall of Fame and commented: “This year’s results highlight the commitment and hard work of our teams at Tees. I am honoured to be named in the Hall of Fame again this year. Thank you to our wonderful clients and referrers for the great feedback provided.”

Group Managing Director Ashton Hunt said: “I am pleased to see Tees recognised in the Legal 500 rankings in another successful year. It’s brilliant to see so many of our practice areas receiving Tier 1 status, along with many Associates being named as leading in their field. Everyone at Tees always works hard to provide the best quality service and I’m truly delighted to see the results.”

Tees Law is a major regional law firm with offices in Bishop’s Stortford, Cambridge, Royston, Saffron Walden, Brentwood and Chelmsford. As part of the local community for over 100 years, Tees continues to support clients from generation to generation.

What to expect from your Conveyancer: A complete guide to property transactions

Posted on 2 October 202421 May 2025 by Sarah O'Sullivan

Buying or selling a property is a significant milestone, but it can often feel overwhelming. That’s where a conveyancer comes in – to navigate the legal complexities and ensure your transaction is seamless.

What is a conveyancer?

A conveyancer is a legal professional specializing in property transactions. Their expertise ensures the legal transfer of property ownership is conducted efficiently and correctly.

Key responsibilities of a conveyancer

A conveyancer handles all the legal aspects of your property transaction, including:

Drafting and reviewing contracts
Conducting property searches
Liaising with mortgage lenders
Ensuring all legal documents are accurate
Managing the transfer of funds
Registering the property with the Land Registry

Why you need a conveyancer

Property transactions are often the largest financial investments people make. A conveyancer’s legal knowledge helps prevent costly mistakes and protects your interests. If you are using a mortgage, most lenders will also require a conveyancer to ensure their loan is properly secured against the property.

Who else is involved in a property transaction?

In addition to your conveyancer, other professionals may play a role, including:

Mortgage Brokers: Help secure a mortgage with favorable terms.
Surveyors: Assess the property’s condition to identify any structural issues.
Estate Agents: Represent sellers by marketing the property and negotiating terms.

Ensure any agreements made with third parties are confirmed with your conveyancer to ensure they are legally binding.

Risks of not using a conveyancer

Without a conveyancer, you risk legal oversights that can lead to severe consequences, including:

Title discrepancies
Boundary disputes
Uncovered restrictive covenants
Complications in property registration

A conveyancer provides a vital safety net, identifying potential issues before they become costly problems.

The conveyancing process: Step-by-step

Understanding the process can ease some of the stress associated with property transactions. Here’s what to expect:

1. Initial consultation

Your conveyancer will explain the process, gather key information, and outline the expected timeline. This is your opportunity to discuss any concerns or special requirements.

2. Drafting and reviewing contracts

For buyers, your conveyancer will review the draft contract pack from the seller’s solicitor. For sellers, they will draft the sale contract. Your conveyancer ensures the contracts are fair, clear, and protect your interests.

3. Conducting searches and raising enquiries

Property searches, including local authority checks and drainage reports, are essential to uncover any legal or environmental issues. Your conveyancer will also raise enquiries to clarify any concerns identified in the searches.

4. Exchanging contracts

Once both parties are satisfied and all legal requirements are met, contracts are exchanged. At this point, the transaction becomes legally binding, and the buyer usually pays a deposit (typically 10% of the purchase price).

5. Completion

On completion day, funds are transferred to the seller, and the buyer receives the keys. Your conveyancer will handle final legal formalities, including registering the property and paying any Stamp Duty Land Tax.

How long does the conveyancing process take?

While timelines can vary, the process typically takes 8 to 12 weeks. Factors like property chains, legal complications, or mortgage approval delays may impact this timeline.

Why Choose Tees

Choosing an experienced independent conveyancer can make all the difference in ensuring a smooth and successful property transaction. From legal protection to peace of mind, our support is invaluable. Whether you’re buying or selling, having our dedicated legal professional by your side will help you navigate the property market with confidence.

If you’re ready to take the next step, reach out to today to our qualified conveyancers to guide you through your property journey today.

Legal support by Tees secures Lease for Cambridge’s first indoor skatepark

Posted on 30 September 202422 May 2025 by Sarah O'Sullivan

Tees are proud to be supporting Cam Skate on a pro-bono basis in their taking of a lease of Cambridge’s first-ever indoor skatepark.

The 850 sq. m. Coldham’s Lane building is owned by Railpen, a leading pension fund manager for the UK railway industry, and has been left unused for several years.

Cam Skate wishes to bring skating enthusiasts together for the creation of a new community facility, offering a leisure activity that is its first for the city.

Paul Elbro, Director at Cam Skate said: “I went to my first ‘With Purpose Network’ in-person networking evening in November 2023. In the ‘speed dating’ session between businesses and community groups, I met Sarah Coates, Partner at Tees, who listened to my hurried pitch about Cam Skate’s indoor skatepark project and kindly offered to review, pro bono, the lease documentation for the warehouse venue from our prospective landlord when the time was right.”

In May 2024, we received the lease documentation, and both Sarah and Charlotte Hamilton, a solicitor on Sarah’s team, did a very thorough review of the lease for us, all pro bono, and supported us through to signing the lease at the end of July.

We are hugely grateful to Tees, and the With Purpose Network, for the amazing support with our project!”

Sarah Coates, Partner of the Commercial Property team said: “It is incredibly difficult for community organisations who are just starting out or who are struggling with funding demands to access good quality legal support. This is an issue Tees recognises and is keen to do what it can to ease the burden on organisations that do such good work in our communities. We are delighted to have been able to assist.”

Cambridge’s first community indoor skatepark ‘The Warehouse’ opened this weekend on Sunday 29 September. Tees’ Commercial Property team in Cambridge would like to thank Rachel Hales at With Purpose Network who helped facilitate the meeting between Tees and Cam Skate.

Co parenting: Legal considerations every parent should know

Posted on 25 September 202418 May 2025 by Sarah O'Sullivan

Separating from your child’s other parent can be one of the most difficult and stressful experiences in life. Amber Kennedy, an expert in parental legal rights, shares key legal considerations for parents contemplating separation.

Prioritising your child’s needs

The best starting point is for both parents to collaborate and decide what arrangements will work best for their child. In some cases, an equal time-sharing arrangement may suit your family dynamic. Focusing on your child’s well-being rather than parental “rights” often leads to better long-term outcomes.

For helpful guidance, consider downloading the free Parenting Through Separation Guide from Resolution, a community of family justice professionals.

Can One Parent Prevent the Other from Seeing Their Child?

The law presumes it is in a child’s best interests to maintain a meaningful relationship with both parents, unless there is evidence that such involvement could cause harm. Active participation from both parents generally supports a child’s emotional and psychological development.

However, if there are safeguarding concerns, the court may decide to restrict contact to protect the child’s welfare. A court may prevent contact in cases involving:

Domestic abuse
Substance abuse
Other behaviours that pose a risk to the child

In some situations, supervised or supported contact may be appropriate. This can involve the presence of extended family members or contact centre staff to ensure the child’s safety. If face-to-face contact is not safe, indirect contact through phone calls or letters may be considered.

If you are being prevented from seeing your child, it’s crucial to seek specialist legal advice promptly. Resolving disputes swiftly can make it easier to rebuild your parent-child relationship.

Understanding Co-Parenting

Co-parenting involves both parents working together to make joint decisions about their child’s upbringing. This collaborative approach creates a calm and stable environment, benefiting the child’s emotional well-being. Effective communication and shared decision-making are hallmarks of successful co-parenting.

What Is Parallel Parenting?

When communication between parents is challenging due to high conflict, parallel parenting may be a more suitable approach. This method allows both parents to remain actively involved in the child’s life while minimizing direct interaction.

With parallel parenting:

Each parent makes day-to-day decisions independently when the child is in their care.
Communication is limited to essential matters, such as medical or educational concerns.
The child benefits from a relationship with both parents, without exposure to ongoing conflict.

While parallel parenting can be beneficial in cases involving domestic abuse or significant conflict, parents should be mindful of how differing parenting styles might affect the child’s sense of stability.

Seek Legal Support

Understanding your legal rights and responsibilities is essential when navigating separation. Consulting with a family law specialist like Amber Kennedy can provide tailored advice to protect your child’s best interests.

For more information or personalised legal support, contact a legal professional experienced in family law matters.

Tees Wealth Academy celebrates first graduates

Posted on 18 September 202429 March 2025 by Sarah O'Sullivan

Tees Financial is thrilled to announce the successful graduation of the first cohort of its innovative Wealth Academy.

Guy Pearson and Percy Sam have distinguished themselves as the first graduates of the Tees Wealth Academy. They successfully completed the rigorous two-year programme and earned the title of qualified Wealth Advisers. Their dedication, hard work, and commitment have made them invaluable additions to the Tees Financial team.

Launched in 2022, this initiative aims to develop the next generation of financial advisers. Through training and mentorship, the Academy provides the knowledge, skills, and framework necessary to progress in the financial services industry.

Throughout their time in the Academy, Guy and Percy demonstrated a deep understanding of financial planning principles and a passion for helping clients achieve their financial goals. Their ability to analyse complex financial situations and provide tailored advice has earned them the respect of their peers and clients.

Percy and Guy were drawn to the Academy’s structured approach, which offers a clear pathway to becoming a qualified financial adviser. They appreciate the support and resources provided by Tees Financial and the opportunity to learn from experienced professionals.

Meet the Pair

Guy Pearson, a former personal trainer, has a passion for helping others and can see a lot of similarities between fitness and wealth, commenting, “both are about assessing someone’s current situation, finding out where they want to be and planning how they will get there.”

Percy Sam, one of the Academy’s inaugural participants, brings a fresh perspective from his background in industrial design. Self-proclaimed “people person” Percy prides himself on his strong interpersonal skills, believing making the effort to get to know your clients is important in securing outcomes.

Tees Financial is proud to have Guy and Percy as part of its team of talented Wealth Advisers. Their expertise and commitment to excellence will undoubtedly contribute to the continued success of the firm.

To learn more about Guy and Percy, please visit their profiles:

James Appleby, Managing Director of Tees Financial, expressed his pride and excitement, stating, “Guy and Percy’s dedication and hard work throughout the Academy have been exemplary. The Tees Wealth Academy was established to nurture the next generation of financial advisers, and these graduates perfectly embody the qualities we seek. We are confident in their ability to provide exceptional financial guidance to our clients and look forward to watching their careers flourish.”

Additional benefits of joining the Academy include:

Competitive compensation and benefits
Opportunities for career advancement within Tees Financial
A supportive and inclusive work environment
The chance to make a positive impact on people’s lives

If you are passionate about financial planning and interested in a rewarding career, the Academy at Tees Financial Limited offers an exceptional opportunity.

To learn more call us on 0800 013 1165