Author: Ilinca Mardarescu

A Thoughtful Gesture from a Happy Client

Posted on by Ilinca Mardarescu

At Aston Bond Law Firm, we always strive to deliver the very best for our clients especially when it comes to something as important as a residential property transaction. Recently, our team had the pleasure of completing a matter that was particularly meaningful, and the appreciation we received in return truly made our day.

We were delighted to receive a beautiful bouquet of flowers from a client whose property transaction we successfully completed. Gestures like this never go unnoticed, they are a reflection of the trust our clients place in us and the relationships we build along the way.

These flowers were sent with special thanks to Nicola, our dedicated Residential Property Paralegal, whose hard work and commitment played a key role throughout the process. Nicola consistently goes above and beyond to ensure every detail is handled with care, and it’s incredibly rewarding to see her efforts recognised in such a thoughtful way.

Buying or selling a home can often feel overwhelming, but moments like this remind us why we do what we do. Knowing that our clients feel supported, reassured, and ultimately happy with the outcome is what matters most.

To our wonderful client, thank you again for your kind gesture. And to Nicola, congratulations on a job exceptionally well done. 🌼

Building Strong Partnerships: Aston Bond Meets Hardings in Windsor

Posted on by Ilinca Mardarescu

At Aston Bond Law Firm, we’re always looking for ways to strengthen relationships within the property sector and this morning was a perfect example of that in action.

Our Residential Property team had the pleasure of meeting with Hardings, an independent lettings and estate agency based in Windsor. It was a brilliant morning spent networking, sharing insights, and exploring how we can work more closely together.

Who Are Hardings?

Hardings are a well-established, independent agency specialising in residential sales, lettings, and property management across Windsor and the surrounding areas. With decades of experience and strong local knowledge, they are known for providing a professional and personalised service to landlords, tenants, buyers, and sellers alike.

Why This Matters for You

Collaboration like this is more than just a meeting—it’s about improving the experience for our clients.

By building strong relationships with trusted local agents like Hardings, we can:

  • Ensure smoother transactions from offer to completion
  • Improve communication between all parties involved
  • Anticipate and resolve potential issues more efficiently
  • Deliver a seamless, stress-free property journey

Ultimately, both of our teams share the same goal: to provide you with the very best service possible when it comes to your property matters.

Working Together

We’re excited about the opportunity to collaborate more closely going forward. By combining our legal expertise with Hardings’ in-depth local market knowledge, we can offer a more joined-up, client-focused approach.

It’s partnerships like these that allow us to go above and beyond—and make your property experience that much better.

Take a Look 👇

Here’s a short snippet from the morning—check out the video below to see what we got up to. 🎥

20 Years of Supporting the London Legal Walk

Posted on by Ilinca Mardarescu

At Aston Bond, giving back has always been a core part of who we are. This year marks a special milestone for us as we celebrate 20 years of taking part in the London Legal Walk—and we’re proud to be lacing up our walking shoes once again.

What is the London Legal Walk?

The London Legal Walk is a major annual charity event that brings together thousands from across the legal profession to walk 10km through central London. It raises vital funds for organisations that provide free legal advice to those who need it most.

Since it began in 2005, the event has raised millions of pounds to support charities helping vulnerable people with issues such as housing, debt, domestic violence, and access to justice.

Why We Take Part

For us, this isn’t just a walk—it’s about making a real difference.

Every day, we see first-hand how important legal support can be. But not everyone has access to it. The funds raised through the London Legal Walk help support over 100 charities and advice centres, ensuring that people who cannot afford legal fees still have somewhere to turn.

As a law firm, we believe strongly in access to justice for all. Taking part in this event allows us to contribute to something bigger than ourselves and support communities beyond our immediate clients.

Over the years, our team has walked thousands of miles, raised funds, and stood alongside colleagues across the legal industry—all united by the same goal: helping those in need access life-changing legal advice.

And we’re not stopping now.

How You Can Support

We’ll be taking part again this year, and we would love your support.

If you’re able to, please consider making a donation—every contribution, big or small, goes towards supporting free legal advice services and making justice accessible to everyone.

With the rising cost of living, the demand for free legal support is greater than ever, making your support even more impactful.

Donate here: https://londonlegalsupporttrust.enthuse.com/pf/aston-bond-2026

Thank You

Whether you’ve supported us before or are hearing about this for the first time, we truly appreciate your encouragement and generosity.

Together, we can help ensure that everyone—regardless of their circumstances—has access to the legal support they deserve.

Proud to be CQS Accreditation by the Law Society

Posted on by Ilinca Mardarescu

At Aston Bond, we are proud to be accredited under the Law Society’s Conveyancing Quality Scheme (CQS), a nationally recognised quality mark that reflects excellence in residential conveyancing.

CQS accreditation is awarded only to firms that demonstrate a high standard of technical expertise, client care, and a commitment to ongoing training and professional development. It recognises firms that follow best practice and maintain the highest levels of integrity in property transactions.

For our clients, this accreditation provides reassurance that they are working with a trusted and reliable legal team. Whether you are buying, selling, or remortgaging a property, choosing a CQS-accredited firm means choosing a firm that is committed to doing things the right way.

Our Residential Property team continues to uphold these standards, ensuring every client receives clear guidance, efficient service, and expert support throughout their transaction.

This achievement reflects our dedication to quality and reinforces our ongoing commitment to delivering exceptional legal services.

Welcoming Wafaa Syed Back to Our Commercial Property Team

Posted on by Ilinca Mardarescu

We’re delighted to welcome back Wafaa Syed to the Aston Bond team.

Wafaa rejoins us as a Senior Associate Solicitor in our Commercial Property department, bringing with her a wealth of experience, insight, and a strong track record of delivering excellent results for clients.

Her return further strengthens our team and enhances our ability to provide high-quality, commercially focused advice across a broad range of property matters.

Having previously been part of the firm, Wafaa’s familiarity with our culture and commitment to client service makes her return especially meaningful. Her expertise and collaborative approach will be invaluable as we continue to grow and support our clients.

We’re thrilled to have you back, Wafaa, and we look forward to everything that lies ahead.

Let’s welcome Fozia & Naveeda to our conveyancing team

Posted on by Ilinca Mardarescu

We’re delighted to announce two fantastic new additions to the Aston Bond team, both joining our growing Residential Property department.

Fozia Khan joins us as a Residential Property Solicitor, bringing with her a wealth of experience and a strong track record of delivering excellent client service. Her expertise will further strengthen our ability to support clients through every stage of their property transactions.

We’re also pleased to welcome Naveeda Rafiq, who joins as a Property Assistant. Naveeda will play a key role in supporting the team, contributing her knowledge, attention to detail, and commitment to providing a seamless client experience.

Their appointments reflect our continued growth and investment in our Residential Property team, ensuring we maintain the high standards of service our clients expect. Strong, collaborative teams are central to delivering successful outcomes in property matters, and both Fozia and Naveeda bring valuable skills and a positive approach that will enhance our offering.

We’re thrilled to have them on board and look forward to seeing them thrive at Aston Bond.

Please join us in welcoming Fozia and Naveeda to the team.

The Employment Rights Act 2025: Unfair Dismissal Changes Every Employer Needs to Know

Posted on by Ilinca Mardarescu

The upcoming Employment Rights Act 2025 is set to bring one of the most significant shifts in UK employment law in recent years — particularly when it comes to unfair dismissal.

At Aston Bond, we’re launching a weekly series to break down these changes and what they mean for your business. First up: the reduction in the qualifying period for unfair dismissal claims.

What Is Changing?

Under current law, employees typically need 2 years continuous service before they can bring a claim for unfair dismissal.

The new legislation is expected to reduce this qualifying period to just 6 months.

This means employees will gain legal protection far earlier in their employment — a change that will reshape how businesses approach hiring, onboarding, and performance management.

A Quick Refresher: What Is Unfair Dismissal?

Unfair dismissal occurs where an employee is dismissed:

  • Without a fair reason, or
  • Without following a fair and reasonable procedure

Fair reasons for dismissal include:

  • Conduct
  • Capability or performance
  • Redundancy
  • Legal restrictions
  • Some other substantial reason

However, even where a fair reason exists, employers must still follow a proper process, including investigation, communication, and the opportunity to respond.

Why This Change Matters

1. Earlier Legal Risk for Employers

With protection kicking in after just 6 months, employers will face potential claims much earlier in the employment relationship.

2. Probation Periods Are No Longer “Low Risk”

Many employers have traditionally relied on the first year (or two) as a period of flexibility. That margin will now be significantly reduced, meaning probation periods must be handled more carefully and strategically.

3. Increased Importance of Documentation

From day one, employers should:

  • Keep clear records of performance
  • Address concerns promptly
  • Document all meetings and outcomes

A lack of evidence could make defending a claim far more difficult.

4. Greater Emphasis on Fair Process

Even for relatively new employees, employers will need to ensure:

  • Proper investigations are carried out
  • Employees are given the opportunity to respond
  • Decisions are reasonable and proportionate
  • Appeals are offered where appropriate

5. Potential Increase in Tribunal Claims

With more employees eligible to bring claims, businesses should expect a likely rise in employment tribunal cases.

What Should Employers Do Now?

To prepare for these changes, businesses should start reviewing their internal processes now:

  • Reassess and strengthen probation procedures
  • Train managers on handling performance issues early
  • Ensure HR policies reflect fair and consistent processes
  • Seek legal advice when dealing with dismissals — even within the first 6 months

The changes under the Employment Rights Act 2025 are not just a legal update — they represent a cultural shift in how employers must manage their people.

If you’re unsure how these reforms may impact your business, our employment law specialists are here to help you prepare with confidence.

Big changes to unfair dismissal right- Here’s what you need to know

Posted on by Ilinca Mardarescu

An “Unfair Dismissal Factsheet” was added to the government’s page on the Employment Rights Act 2025.  This sets out two very important changes which come into effect in January 2027.   While this didn’t attract much attention at first, the changes are significant.

Let’s break it down…

1. The statutory cap on unfair dismissal compensation is being removed

The current cap on unfair dismissal compensation will be abolished. This means, there will no longer be a maximum limit on how much compensation an employee can be awarded for unfair dismissal.

What is the cap now?

At present, compensation for unfair dismissal is capped at the lower of:

One year’s gross pay, or

£118,223 (current statutory limit)

From 2027, this cap will no longer apply.

Removing the cap means:

Compensation awards could be significantly higher

Financial risk for employers will increase

Tribunal claims may become more valuable and more contested

2. The six-month qualifying period is still going ahead

The government has also confirmed that the new six-month qualifying period for unfair dismissal will come into force in January 2027.

How this will work:

Employees who already have six months’ service will automatically gain unfair dismissal protection from that date.

Employees with less than six months’ service will gain protection once they reach six months.

This is a major change and a world away from the current two-year qualifying period.  

What does this mean in practice?

For employers:

Higher financial exposure in unfair dismissal claims

Greater importance on:

  • Clear procedures
  • Proper documentation
  • Fair decision-making from much earlier in employment
  • Increased need for training managers on dismissals and performance management

For employees:

  • Earlier access to unfair dismissal protection
  • Potentially higher compensation where dismissals are found to be unfair
  • Stronger legal position in workplace disputes

What should you be doing now?

Although these changes don’t take effect until 2027, they are significant enough that businesses and HR teams should start planning ahead now, including:

  • Reviewing contracts and policies
  • Re-thinking probation and dismissal processes
  • Budgeting for increased employment tribunal risk

If you have any queries, or would like to discuss your situation, please contact our Head of Employment Ilinca Mardarescu.

T:    01753 486 777

E:    imardarescu@astonbond.co.uk

Holding the Best Community Contribution Award

Posted on by Ilinca Mardarescu

The Best Community Contribution award recognises organisations that go beyond their core services to make a meaningful, positive impact within their communities. It highlights businesses that place people, ethics, and responsibility at the heart of what they do — not just results.

For us at Aston Bond, this award reflects the care, time, and commitment our team puts into supporting families during what can often be very difficult and emotional circumstances. Our work in probate research goes beyond technical expertise; it’s about acting with integrity, transparency, and respect, and ensuring people feel supported every step of the way.

We believe that doing the right thing should always come first. This recognition is not just about good business practices, but about genuine community contribution — helping people, working ethically, and making a real difference where it matters most.

We are incredibly proud of our team, whose dedication and compassion make this work possible every day.

Receiving this award is a meaningful reminder that how we work is just as important as what we achieve.

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