Ilinca Mardarescu, Author at Aston Bond

How Long Does a Financial Settlement Take?

Posted on June 24, 2026June 24, 2026 by Ilinca Mardarescu

A financial settlement is a legally binding agreement that resolves a monetary conflict between two parties by determining how money and assets are divided. The purpose of these settlements is to resolve the dispute whilst also avoiding the escalation of the process into a full court trial. Financial settlements are commonly used in divorce cases, civil partnerships, personal injury claims, employment disputes and commercial conflicts.

The Process of a Financial Settlement

It is important to note that financial settlements typically include division of assets, payment terms and legal obligations when understanding the process of a financial settlement. Additionally, it is important to know the steps taken throughout the settlement. Firstly, each party identifies claims, assets and obligations in understanding the dispute. The parties then discuss terms so that they are able to reach a mutually acceptable resolution in which each party is satisfied with the terms. Upon agreeing on these terms, legal professionals will then formalise the terms by writing up a written contract which both parties will sign, making it legally binding.

Payment terms for financial settlements can vary which is important to consider when thinking about how long a financial settlement may take. Lump-sum settlement are financial settlements where the entire amount is paid at once and is often the quickest type of financial settlement. On the other hand, there are installment settlements which is when the payments are spread out over time which would make this form of financial settlement longer than lump-sum settlements. Finally, there are non-monetary settlements which is when the two parties reach a resolution through the transfer of assets or services instead of paying with money.

Types of financial settlements

To understand how long a financial settlement may take, it must be remembered that there are two types of financial settlement. If the two parties are able to reach an agreement by themselves, it is known as a voluntary financial settlement. Inversely, there are court-ordered financial settlements which are mandated by the court when parties cannot agree on a settlement voluntarily.

Voluntary financial settlements

Voluntary financial settlements are solved between the two parties and do not require a court order which makes the process cost-effective, less stressful, and most importantly, time saving for both parties. If a financial settlement is reached voluntarily, the length of the process is entirely dependent on the time it takes for both parties to agree on the terms and can take any amount of time. In these types of settlements, it is essential to have full financial disclosure to ensure a fair division of assets and also to ensure that the two parties are able to reach an agreement without the need of a court order.

Court-ordered financial settlements

Court-ordered financial settlements are starkly different to voluntary financial settlements as this process is more formal and structured, ensuring that all financial information is disclosed as it can be seen as contempt of court if a party attempts to conceal their assets. This process requires all assets to be disclosed to the courts and once the assets and income of both parties have been ascertained, the court can make determine the division of the assets of the two parties. This process requires legal consultants and court hearings which increases the cost and levels of stress compared to a voluntary financial settlement but most importantly, it takes much more time as court lead times take a lot of time and can take between 6 and 8 months on average.

Nature of financial settlements

Both forms of financial settlement aim to achieve a fair and just outcome however due to the contrasting nature of the process, the outcome can be different and it is more common for one of the parties in a court-order settlement to be left disappointed rather than in a voluntary settlement as voluntary settlements are based on both parties reaching an agreement by themselves

If you require expert legal advice or support with any aspect of your matter, our experienced team of solicitors at Aston Bond are here to help. We are committed to providing clear, practical and tailored legal solutions to help you move forward with confidence. Contact our team today on 01753 486 777 or email info@astonbond.co.uk to discuss how we can assist you.

Zero-Hours Contracts Explained

Posted on June 24, 2026June 24, 2026 by Ilinca Mardarescu

A zero-hour contract can be defined as an employment arrangement under which an employee has no guaranteed hours of work and may be required to be available for work but is not assured payment for any minimum hours of work.

Protection against zero-hour contracts

In October 2024, the Employment Rights Bill, included the right for workers to be offered guaranteed-hours contracts if they work regular hours in order to protect workers on zero-hour contracts.

The government estimates that there are around 1.13 million people in employment, which is around 3% of employed people in the UK, who are on zero-hours contracts. The government pledged to ban exploitative zero-hours contracts and end one-sided flexibility. It must be stated that the Act does not outrightly ban zero and low hours contacts however it provides new rights for workers under these contracts.

The Act introduces a new duty for employers to offer “qualifying workers” a guaranteed hours contract which “reflects” the hours they work over a “reference period”. The Act ensures that all jobs provide a baseline level of security and predictability. However, the government has taken into account the fact that some people with caring responsibilities or students benefit from this which is why the changes made will not take away the flexibility for workers who benefit from this way of working.

Reasonable Notice

The Act gives workers not only the right to guaranteed hours, but also the right to reasonable notice of their shifts. The government has proposed that the rights to reasonable notice and to payments for shifts that are cancelled, curtailed or moved at short notice should apply only to workers below an ‘hours threshold’ to be set out in the regulations. At this moment in time, ‘reasonable notice’ is the subject of further consultation and the government has indicated that it will set out factors that tribunals should lok to when determining whether or not the notice in question was reasonable

Compensation

The Act states that workers now have the right to receive compensation if their shifts are cancelled, moved or curtailed at short notice to increase the security of these contracts and to ensure that there is no exploitation of employees by their employers. This reform, like the others, is expected to take effect in 2027 and further details are set to be clarified in regulations following a consultation.

Effect on Employers

The zero and low hour reforms are very significant changes the complexity of the changes adds a sense of unpredictability to the precision of predictions that employers can make in regard to its effect. Additionally, most of the detail of how the reforms will operate in practice has been left up to regulations, making it difficult for organisations to gauge how big an impact this will have. It was hoped that the consultation would provide further insight, however, at this current moment in time, it is apparent that there is still a lot left to be decided and it seems likely that further consultations will be required. This provides employers with an opportunity to influence how the new framework will work in practice.

It also calls into question whether the current implementation date of 2027 is realistic, given the government has committed to giving employers plenty of time to prepare for the changes, including publishing guidance to support employers.

Bullying vs Harassment at Work: What’s the Difference Legally?

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

Often, people refer to bullying and harassment interchangeably at work to describe hostile behaviour towards themselves. Despite the fact that both of these terms refer to behaviour that makes someone feel intimidated or offended, these terms have distinct meanings under the UK law. This difference increases the importance needed to understand what type of mistreatment someone is experiencing at work in order to find a solution to their situation.

Workplace Bullying

Workplace bullying can be characterised by repeated and unwanted aggressive behaviour which cause harm, humiliation or intimidation for an employee. This is often a situation based around a stark power imbalance where the aggressor acts without fear of consequences.

Bullying in itself is not illegal however if it involves the harassment of protected characteristics that are stated under the Equality Act 2010, it may be classified as harassment in the eyes of the law. However, if the extent of bullying drives an employee to leaving a job and if their employer has not attempted to help, the employee may be able to claim for constructive dismissal. This is when an employee leaves their job as their situation has made it impossible for them to work in their workplace environment based on the actions of other employees and either the actions or lack of actions undertaken by an employer.

Workplace Harassment

Workplace harassment can be defined as unwelcomed conduct from other employees or an employer based on protected characteristics which are outlined by the Equality Act 2010 which includes race, colour, sex, national origin, age and disability. This becomes unlawful when the enduring behaviour creates a hostile work environment which could cause an employee to resign based on these actions. Title VII of the Civil Rights Act of 1964 prohibits discrimination and harassment in a workplace. The focus of this act is on the impact of the behaviour and its connection to specific traits rather than the intention of the perpetrator.

Harassment is considered to be illegal as it breaches laws protecting protected characteristics which is why it can lead to legal action and requires formal investigations if cases occur in a workplace. On the other hand, bullying would be considered top be a performance issue unless it escalates into the realm of harassment. Harassment is seen as violating a person’s dignity or creating a hostile environment as defined by section 26 of the Equality Act 2010.

Sexual Harassment

A distinct form of harassment would be sexual harassment which is unrelated to the protected characteristic of sex. Sexual harassment is unwanted conduct of sexual nature that can include flirting, sexual comments and jokes, unwanted touching and sexual assault. Regarding harassment, it is possible to feel both harassed and sexually harassed at the same time however for it to be considered sexual harassment, the unwanted behaviour must still violate someone’s dignity or create an offensive environment for an individual.

Slightly related to this is a third type of harassment which is subtly different from sexual harassment. This third form is when an employee is treated less favourably because they have either rejected sexual harassment or they have been submitted to sexual harassment.

What to do about workplace harassment

If an employee is being harassed at work, it may be beneficial to keep a log of the times that they feel they have been harassed and the effect that it has had on them. This could provide evidence against the perpetrator which could be used to eliminate the hostile behaviour. It would then be recommended to submit a formal complaint against the perpetrator in order to eliminate this behaviour permanently and to ensure that they are able to work in an environment that is neither hostile nor offensive.

Unfair Dismissal Explained: Who Can Claim and What Compensation Is Available?

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

In the UK, an employee often needs at least two years of continuous service to gain key employment rights, for example, the right to no be unfairly dismissed. Having said this, there are also circumstances where a dismissal is considered to be ‘automatically unfair’ whether the employee has two years of continuous service or not and claims for unfair dismissal can still be brought forward. Unfair dismissal happens when an employer terminates an employee’s contract without a fair reason or fails to follow a reasonable procedure. Fair reasons under the Employment Rights Act 1996 include capability, conduct, redundancy, illegality, or some other substantial reason, but even with a fair reason, the employer must act reasonably in treating it as sufficient to dismiss. Dismissal can also include summary dismissal, non-renewal of a fixed-term contract, or constructive dismissal, where an employee resigns due to a fundamental breach of contract by the employer.

Automatic Unfair dismissal

Automatic unfair dismissal is cases where you do not need 2 years of continuous work to claim unfair dismissal and under these certain circumstances, a claim can be submitted to an Employment Tribunal for unfair dismissal subject to ACAS Early Conciliation. Having done this, it will be up to the employer to prove that the dismissal was for a fair reason and that they followed a fair procedure. Grounds for automatic unfair dismissal are:

• Being Pregnant or on Maternity Leave

• Standing Up for Your Legal Rights

• Leaving a dangerous work situation or refusing to work in one

• Disclosing any illegal activities, or wrongdoing which is in the public interest

• Trade Union Membership and Activities

• Parental Leave

• Discrimination against a protected characteristic as outlined by the Equality Act 2010

• Being Part-time or on a Fixed-term Contract

• Jury Service

• Forced Retirement

Unfair vs wrongful dismissal

According to UK law, unfair dismissal is about being fired without a fair reason or a fair process, under employment law. This is to be distinguished with the distinct concept of wrongful dismissal, which is a breach of contract, often based around not being given the correct statutory or contractual notice.

Unfair dismissal follows the legal basis that an employee has been dismissed unjustly and against the statutory rights set out in the employment legislation. This would be firing an employee for any other reason than the ones stated in the Employment Rights Act 1996 which outlines fair reasons for an employee to be dismissed. To be eligible for this, an employee generally must have provided at least two years for their employer to claim that they have been unfairly dismissed. However, as stated before, there are exceptions to this which makes employees who have not fulfilled 2 years of continuous work to claim that they have been unfairly dismissed. Claims for unfair dismissal are dealt with by an Employment Tribunal.

Wrongful dismissal, on the other hand, is based on the legal basis where an employer dismisses and employee whilst also breaching the terms of the employee’s contract in the dismissal process. The most common breach is not giving the correct notice that is either stated ion the contract of the employee or in the law. There is no minimum length that an employee must have been working for and employer to claim that they have been wrongfully dismissed as it can be claimed by any employee whose contract has been breached in the process of dismissal.

Compensation for unfair dismissal

The compensation for unfair dismissal in the UK is either a basic award or a compensatory award. On top of this, in some cases, and employee may also be entitled to additional awards, compensation for difficulty in finding new employment and injury towards feelings awards in cases where an employee is fired on a discriminatory basis.

Basic award is a fixed sum that is calculated based on the employee’s age, length of service and weekly pay up to a statutory limit. The maximum limit on the weekly pay is subject to change every year. On the other hand, compensatory award is meant to compensate the employee for the actual financial losses resulting in the unfair dismissal which could include the loss of earnings, future loss of earnings and the loss of benefits. The monetary value for this compensation varies as it is determined by the Employment Tribunal.

Hidden Assets in Divorce: What Happens If Your Spouse Isn’t Being Honest?

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

During a divorce, a key aspect is the financial agreement that the two partners reach before the divorce is finalised. It is also one of the most challenging aspects which is why the law in the UK prioritises full disclosure, expected by both parties regarding their financial positions. Attempting to conceal assets does not only result in serious consequences but the UK is becoming much more efficient at finding them.

Hiding assets in a divorce

Reaching financial agreement during a divorce is dependent on the full disclosure of assets. The concealment of assets in divorce increases the likelihood of negotiations breaking down and makes it more likely that the legal process becomes hostile. If matters are taken to court, assets are detailed in a document which includes every single aspect of shared and individual finances including children, properties, income and businesses. This document is known as Form E and is the basis for the solutions reached when a case makes it to court. It could be considered as perjury if there is any attempt to conceal these assets as Form E is an official legal declaration. This could result in severe sanctions for those who are guilty of attempting to do this; despite this, however, some parties persist to attempt to remain with concealed assets as they see the reward as being worth the risk.

If you suspect your spouse is trying to hide assets from you, your first course of action should be to consult a solicitor. A solicitor will take the necessary steps to help reveal the truth and ensure that your divorce process can be completed in a fair and just manner.

Common ways of hiding assets

Concealment of assets is much more common by the party who makes much more money than the other party as the higher earner often has broader access to both finances while the other partner is left uncertain. There are common approaches that are often taken by partners who are attempting to conceal assets such as transferring money or shares to friends and relatives. If they aren’t transferring to friend, they may transfer their money offshore as it is harder to trace and value the assets. Three approaches that also share a similar method of concealment are: setting up trusts, cryptocurrency and high value purchases which takes advantage of the fact that they will be able to regain access to the money once the divorce has been finalised. Another common way of hiding assets is secret bank and savings accounts which allows partners who have an increased financial control to have bank accounts unknown to their spouse in which they bare able to keep a large sum of money that they can access after the divorce.

Consequences of concealing assets

The court regards non-disclosure of assets very seriously and has the ability to penalise the offending partner harshly. With proof being provided that a partner going through a divorce is concealing assets, the court can make powerful order sin order to ensure that a fair outcome is reached. If discovered, penalties can include payment of the other party’s legal costs, reopening the settlement even after it has been closed and contempt of court charges. Under extreme circumstances, it may even result in criminal charges and prison sentences. On top of these punishments, the discovery of non-disclosed assets can result in an offending party receiving a worse financial settlement as the court may deem the act of concealing assets as serious enough to take it into account, in regards to the eventual settlement. Even after a settlement has been reached, if it comes to light that there had been concealed assets throughout the process, the court is able to reopen the settlement and can even lead to a criminal record. The potential penalties for hidden assets can be severe and include financial consequences, a worse financial settlement, contempt of court, reopening of the settlement, criminal penalties and forfeiting rights to concealed assets

Signs that a partner may be hiding assets during a divorce

Financial concealment rarely appears out of the blue which is why behavioural changes that occur during a divorce, regarding finances, can be a clear sign that a partner is hiding assets. These patterns can often be identified, even without access to financial records and may convince an innocent party to seek legal advice. Behavioural patterns that stand out the most among guilty parties include pressure to settle quickly, inconsistencies between declared income and lifestyle, sudden debts to friends or families and disengagement to the legal process such as repeatedly failing to provide requested documentation or submitting incomplete responses to form.

Digital Assets Now Count in Your Will

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

We live in a technological time in which many aspects of life have now become partnered with of even fully engulfed by technology. Despite this, people still overlook their digitals assets when in the process of making a will. Traditionally, wills have been for physical property and assets such as cars and houses, however, people disregard the intangible assets such as crypto, digital art and music.

Property Act 202

Under the recent Property Act 2025, digital assets such as crypto and NFTs are now recognised by law as being personal property which gives people the ability to include these assets into their will. In a time where the influence of technology is rapidly increasing, this can allow people to leave their digital assets to their chosen beneficiaries under the terms of their will, which allow them to be treated like all other assets.

Regarding what is considered a digital asset, anything that one owns digitally or electronically such as bank accounts, photos, videos and online subscription services can all be considered digital assets. Due to this new Act, digital assets such as these can be shared, sold or placed in a will. Keeping records of these assets is also important as it reduces the risk of beneficiaries being left unable to access these assets which may be valuable whether monetarily or sentimentality.

Benefitting from the Property Act 2025

Like many assets, digital assets that have not been stated in a person’s will becomes a part of their residuary estate unless specifically stated in the will. This increases the importance of knowing that digital assets may be included in the will as it ensures that even digital assets will be passed down through generations.

What could be considered helpful by many is to keep track of one’s digital assets in order to dedicate certain assets to certain people. Some people could handle their digital assets themselves whilst others who are not as familiar with using the internet can hire someone solely for the handling of their digital assets. These assets which have only just been considered property recently can account for the changing society in which the digital world seems to be becoming more prominent than ever.

Digital assets and Inheritance tax

For IHT purposes HMRC treats crypto assets and other digital property as part of the estate at market value on the date of death. HMRC’s broader treatment of exchange tokens for individuals is set out in the Crypto assets Manual (CRYPTO22000 series), with situs covered at CRYPTO22600. The 2025 Act does not change any of this — it puts inclusion in the estate beyond doubt but leaves the tax rules untouched.

The £325,000 nil-rate band, £175,000 residence band (where the home passes to direct descendants), spouse transfer and the 36% reduced rate where 10% or more of the chargeable estate goes to charity all apply in the usual way.

Misconceptions of Digital Property

Not all digital content is automatically inheritable. Many services offer licences to use content rather than actual ownership of intangible products like e books or streaming subscriptions. Your will can articulate your intentions, but platform terms may restrict transferability. Executors must review the terms of each service to understand rights and limitations. In regard to the inclusion of passwords in one’s will, passwords, seed phrases and sensitive credentials should never be included in the will because it becomes a public document after probate. Instead, they should be stored in a separate secure location, and one should reference the location in their will.

What Does a Solicitor Do for Conveyancing?

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

Conveyancing is the legal process of transferring property ownership from one person to another whilst ensuring that the transaction remains lawful and properly documented. This ensures that the buyer acquires a valid title while the seller meets their legal obligations which allows the transaction to be completed safely and transparently. The process typically takes at least 8 weeks to be completed and involves a number of stages.

What is a conveyancing solicitor?

A conveyancing solicitor is a solicitor who specialises in helping clients with the legal side of buying or selling a property by guiding them through the entire transaction process. This solicitor will also understand other aspects of the law with can provide necessary help in the purchase or sale of a property. They could offer services such as talking a client through legal ramifications of findings from searches or surveys and alternatively, they may be able to help draw up a will or a deed of trust that is needed after a property sale or purchase. Conveyancing and legal verification include no difficulties when a conveyancing solicitor handles most of the property transactions in the purchase or sale of a home. As they have a client’s best interest in mind, they handle everything from requesting searches to writing up contracts.

Freehold or leasehold?

A solicitor studies the draft contract and documents to identify what needs to be in investigated further, however most importantly, a client and a conveyancing solicitor musty establish whether the property is freehold or leasehold.

The ownership of a freehold property means that an individual has the perpetual ownership of both the property and land which gives full control over a home and providing enough freedom that permission does not need to be sought from a landlord or a freeholder in order to make alterations. Despite this, changes must be subject to legal and planning regulations. Freehold ownership does not expire which provides long-term security for an individual.

A leasehold property gives an individual the legal right to live in a home for a set number of years under an official contract called a lease. Unlike freehold ownership, leasehold ownership is time-limited and when the lease expires, the property legally reverts to the freeholder unless the lease is extended or the freehold is purchased.

Elimination of risks with conveyancing solicitors

When buying or selling property, there are many unknown terms that can be found below the surface which is why a conveyancing solicitor can reduce the risks involved in conveyancing. For example, the purchase of a property could come with the obligation to pay for local church repair, known as Chancel Repair Liability, or even as far as an abandoned mine under property. With a solicitor performing the property searches, they will be able to identify issues such as local levels of flood risk or ground contamination. The information that emerges by way of the property search performed by the solicitor may give a client a stronger negotiation position or may even cause a client to rethink the purchase entirely.

Completion

Between exchange and completion, a client’s solicitor will send da final statement which will show how much money they will need to pay, including any mortgage they may have. This sum is required to be cleared into the solicitor’s bank account at least one day in advance and considering the fact that some bank transfers take several days to clear, it would be advised to complete this in good time.

After this a client now owns their home however a solicitor’s job isn’t quite done yet. They will now pay Stamp Duty on behalf of a client, from the funds that the client has already provided, and send their legal documents to the Land Registry to confirm them as the new owner of the property. The solicitor will also send a copy of the title deeds to their mortgage lender. The client should receive all legal documents back from the Land Registry within about three weeks. Although conveyancing can be a long and stressful journey, the help of a good solicitor can make the process a significantly easier.

Can You Be Sacked While Off Sick in the UK?

Posted on June 23, 2026June 24, 2026 by Ilinca Mardarescu

Dealing with a serious illness or injury can result in a very stressful time, especially those who are forced into taking time off work, left with the possibility of losing their job.

Lawfully, employers can dismiss an employee despite them being off sick with the claims that a persistent illness or injury can make it impossible to do their job and to be able to keep up with the necessary workload expected of an employee. However, an employer is expected to look for ways to support and sick or injured employee and to give them reasonable time to recover from illness before taking any action as stated by the United Kingdom government.

This reality disproves the common misconception that a valid reason to call in sick can act as an absolute shield against dismissal. The law of UK employment is more nuanced as it values the health of employees whilst also recognising that a business must be able to fulfil its needs. The balance between the needs of the employer and the needs of the employee can result in cases where the lines are blurred and both parties present valid points however a greater understanding of the law which cover situations like these must be obtained to understand what is and isn’t acceptable.

The laws behind dismissal while off sick in the UK

To answer the main question at hand, yes, an employer could dismiss and employee, even if they are off sick. However, there are limits to the circumstances under which this can occur. For example, an employer is unable to sack an employee simply because they are annoyed that they had to call off sick. Likewise, an employee is unable to claim that they should not have been fired even if they have sustained an injury or an illness which makes it impossible for them to fulfil their role at their work due to long-term medical incapacity.

There are five fair reasons of dismissal stated by the Employment Rights Acts 1996 and one of these reasons is lack of capability to perform one’s job which includes aspect such as health, physical capability or mental state which may be required in one’s field of work. Although this is the case, an employer is required to follow a strict procedure which must demonstrate that the employer has acted reasonably in the situation at hand, has consulted the employee in finding any reasonable alternatives and investigating the medical condition in depth before finally resulting in the dismissal of the employee.

These laws also separate long-term illnesses and short-term illnesses distinctively. In the eyes of the law, short term illnesses are assessed through behavioural patterns such as regular sick days and can be susceptible to disciplinary actions if the absences are deemed unsustainable. On the other hand, long-term illnesses assess the capability of the employee in question and focus on whether they will be able to perform their jobs after having recovered from their injury. However, there is a fixed time limit on the time that an employee is able to take off work as sick employees have the right to sick pay.

Employees who are unable to work due to serious illness or injury can get up to £123.25 per week which is paid by one’s employer, however this is limited to 28 weeks. Beyond this time, either you are unable to receive Statutory Sick Pay, or an employer may deem you unable to work for their company beyond this point. Furthermore, being in this situation can leave an employee more vulnerable to the possibility of being selected for redundancy in which a company cuts down its work force which requires employees to be dismissed. This is also considered a fair dismissal and can be the reason for dismissal for those who are off work sick as they may be deemed less useful to the company than others.

Protection against dismissal while off sick in the UK

The single most effective protection against dismissal while sick in the UK is the Equality Act 2010. Under this act, employees are protected from being dismissed from their jobs as their physical or mental illness can be considered a disability. If this is the case, dismissal would be considered discrimination and would be considered unfair dismissal. Under the Equality Act, a person is considered disabled if they have an impairment that is substantial and expected to last for more than a year.

If an employee’s illness falls under both categories, an employer is required to steer clear of dismissal and to make necessary adjustments for the employee such as modified work hours or expected responsibilities.

In cases where there is a disagreement between an employer and an employee with an illness, the outcome will most likely be a decided by the medical evidence presented which is why it may be advised to seek robust medical evidence for a long-term injury to act as protection against illness dismissal. The medical evidence provided must not have gaps in medical certificates, must clearly state the diagnosis given by a qualified expert and must detail adjustments that can be made.

Solicitors who deal with employment law

Posted on June 18, 2026June 20, 2026 by Ilinca Mardarescu

At Aston Bond, we understand that employment law issues can be challenging and often highly personal. Our Employment team provides responsive legal advice to both employers and employees across a wide range of workplace matters. Whether you are dealing with a contract issue, a grievance, redundancy concerns or questions about dismissal, our solicitors are here to help you move forward with confidence. We are proud to support clients from our offices in London, Maidenhead, Windsor and Slough, offering accessible legal support tailored to the needs of businesses and individuals alike.

Employment law is a fast-moving area, both employers and employees benefit from advice that is legally sound and practically focused. An important aspect of employment law is the impact of workplace culture and internal communication on legal risk. Many disputes do not begin with a single major incident, but develop over time through poor management practices, unclear expectations or inconsistent treatment between staff members. Several issues such as inadequate training or a failure to address concerns early can all contribute to formal complaints and potential claims. Employment law therefore plays and important role in encouraging fair, transparent working environments that reduce the likelihood of conflict in the first place. Aston Bond’s Employment team assists with both contentious and non-contentious matters, helping clients prevent disputes where possible and resolve them effectively where they arise. We have a straightforward approach where we take the time to understand the issue and provide realistic advice tailored to the situation in hand.

Comprehensive employment law services

Our solicitors advise on a broad spectrum of employment law issues. This includes employment contracts, service agreements, staff handbooks, disciplinary and grievance procedures, redundancy processes, termination of employment, settlement agreements and TUPE matters. We also support employers with policies and procedures designed to reduce risk and promote compliance, while employees often come to us for advice on unfair treatment, discrimination, whistleblowing concerns, workplace investigations and negotiated exits. Wherever possible, we aim to resolve matters quickly and constructively, while protecting our clients’ legal and commercial interests.

How Aston Bond helps clients navigate workplace issues

Employment law problems rarely arise in convenient circumstances. A business may need urgent advice before dismissing an employee or implementing a redundancy process. An employee may need immediate guidance after receiving a settlement agreement or facing disciplinary action. In each case, the value of specialist legal support lies in combining technical knowledge and strategic advice. At Aston Bond, we work with clients to understand the facts at the heart of the issue and then provide practical recommendations on the best route forward. That may mean helping an employer put in place the right procedure, drafting the necessary documents, negotiating a settlement, or advising an employee on their rights and options.

We know that clients want clear direction and not simply a list of possibilities, so we focus on practical advice that supports decision-making and delivers confidence at what can often be a difficult time.

If you need support with any employment law query, Aston Bond’s Employment team is happy to assist. From day-to-day advisory work to more complex disputes, we provide tailored support for employers and employees with a focus on clarity, efficiency and sensible outcomes. With offices in London, Maidenhead, Windsor and Slough, we are well placed to support clients across the region and beyond. If you would like practical, responsive advice from specialist employment law solicitors, our team would be pleased to hear from you.

Give us a call on 01753 486 777 or email info@astonbond.co.uk

AI and legal advice: what solicitors can and cannot use AI for

Posted on June 18, 2026June 20, 2026 by Ilinca Mardarescu

Artificial intelligence is now firmly part of the conversation in legal practice. From drafting assistance to document review, AI tools can help firms work faster and more efficiently. However, the real issue in England and Wales is how solicitors use AI and what safeguards they put in place rather than simply the question of whether they can use AI.

The current position from regulators is broadly supportive but cautious. The Solicitors Regulation Authority (SRA) has made it clear that firms may use technology, including AI, if they do so in a way that remains consistent with the SRA Principles and Codes of Conduct. The Law Society has also recognised that generative AI can bring real opportunities, but it stresses that human oversight, confidentiality, accuracy and responsible governance remain essential. That cautious optimism is reflected in market data too. A LexisNexis survey of more than 1,000 UK legal professionals found that 95% believed generative AI would affect the practice of law, with 38% expecting a significant impact and 11% describing it as transformative. At the same time, around two-thirds said they felt conflicted, recognising both the benefits and the risks.

What solicitors can use AI for

When used carefully, AI can assist with a range of tasks, mainly administrative and lower risk. For example, solicitors can use AI to help organise large volumes of documents, extract key themes of important information from bundles, summarise meeting notes, produce drafts of internal documents or suggest possible structure for client updates. In a way, it may also support legal research by helping lawyers identify issues to investigate further, provided any authorities, propositions or citations are independently checked against reliable legal sources.

AI may also help firms improve efficiency behind the scenes. It can be used for workflow support, document classification, knowledge management and administrative triage, particularly where systems are secure and the firm understands what data is being processed. The ICO’s guidance on AI and data protection is especially important here. If personal data is involved, it is important that firms think about fairness, transparency, security and whether a data protection impact assessment is required. Confidential client information should never be treated casually simply because a tool is convenient.

What solicitors cannot, or should not, use AI for

Solicitors cannot rely on AI to give legal advice without proper human review. An AI-generated answer may sound confident and well written while still being incomplete, outdated or simply wrong. This matters because solicitors remain responsible for the quality of the advice given in their name. They cannot shift liability to a software provider or argue that the system produced the error. If legal advice is given to a client, a qualified professional must still assess the facts and apply the law correctly.

The same is true for court work. AI should not be used to generate authorities of quotations that are then filed or relies on without checking. Use of AI in producing court papers is increasing, and the judiciary has issued guidance for judicial office holders on responsible use. This makes verification even more important. Recent guidance has highlighted the danger of AI ‘hallucinations’, including fabricated case citations and misleading statements of law. A solicitor’s duties to the administration of justice, honestly and competence still apply in full, regardless of how the first draft was produced.

Solicitors also should not paste confidential or privileged information into public AI tools, unless they are certain that doing so is permitted, secure and compliant with their professional and data protection obligations. This is one of the clearest red lines. If client data is uploaded into an external system without proper controls, the risks may include loss of confidentiality, unclear data retention, and unauthorised reuse of sensitive material. For many firms, that means using only approved systems with clear contractual protections and internal policies.

For solicitors, then, the answer is not that AI is forbidden. It is that AI must be used responsibly and with strict professional control. The firms that benefit most will not be the ones that hand legal thinking over to technology, but instead the ones that use it as a careful assistant while keeping human expertise, ethics and accountability at the centre of legal advice.