A journey of growth- Reflecting on Laaibah’s time at Aston Bond

Hi! Colleagues, clients & connections.

Over the past year, I’ve been working at Aston Bond Law as a Digital Marketing Apprentice.

Having completed various exams, training & projects my time at Aston Bond Law Firm comes to an end, so I can carry on my career in the digital realm. I can’t help but look back on the incredible journey I’ve had over the past year.

From the very beginning, it was evident that this would be no ordinary apprenticeship. I was stepping into a world where tradition meets innovation.

I’d like to take this opportunity to share a few words about my time here, and the impact that digital marketing has had on the business.

My journey:

Breaking the traditional educational routes, I left sixth form to start an apprenticeship at Aston Bond. I had little knowledge about the legal industry and how to navigate it online. However, I was welcomed by an incredible team of professionals who were patient, supportive, and eager to help me learn.

Since starting Aston Bond, my digital implementations allowed for our business to:

  • Have an increased online visibility
  • Higher rates of client engagement
  • Access to a broader audience
  • Enhanced brand reputation
  • Providing client & connection education
  • A traditional yet different approach to marketing
  • Enhanced user experience on digital platforms

Let’s talk about what I’ve achieved in the past year:

  • Level 3 qualifications in Marketing & Coding Principles
  • Various digital marketing skills
  • Real-World experiences
  • Access to a professional network
  • Increased job opportunities
  • Problem-solving skills
  • Industry knowledge
  • Personal & professional growth & much more.

If you told me a year ago, I would have achieved this, chances are I wouldn’t believe you.

My digital marketing efforts have been not just about driving traffic or boosting search rankings; it’s also been about providing information, assistance, and a sense of trust to those who seek legal counsel.

As I step away from Aston Bond Law Firm, I do so with the knowledge that this isn’t an end but rather a new beginning.

I’ll carry the lessons I’ve learned here, not just about digital marketing but also about dedication, integrity, and the pursuit of excellence.

Aston Bond Law Firm has instilled in me a profound respect for the legal profession, and I’ll always cherish the memories and experiences I’ve gained during my time here.

To the entire team at Aston Bond Law Firm, I want to say thank you from the bottom of my heart.

You’ve made this chapter of my life unforgettable, and I’m excited to see where my journey in digital marketing will take me next.

With sincere thanks and warm regards,


Spooktacular Halloween Bash at Aston Bond Law

At Aston Bond, we’re known for our serious commitment to the law and unwavering professionalism. However, when Halloween rolls around, we believe in taking a break from the legal jargon, putting on some spooky costumes, and having a good time.

This year, our office was transformed into a cauldron of creativity and fun as we celebrated Halloween with a costume party that will be talked about for ages.

Have a look at some of our spookiest costumes:

No Halloween party is complete without a spooktacular feast, and we didn’t disappoint. Our lunchtime spread featured an array of piping hot, delicious pizzas.

As we hung up our costumes and returned to our offices, we couldn’t help but reflect on the fun we shared. These Halloween memories will continue to haunt us for years to come. We’re back in our suits and ties, but with a new appreciation for the spooky fun to make our law firm even stronger.

Happy Halloween from all of us at Aston Bond Law.

Strengthening connections at Aston Bond Law

Networking. At Aston Bond, we believe that networking is more than just handshakes and business cards; it’s about building lasting relationships that foster collaboration and growth.

This morning, our talented team, including our experienced Residential Property Solicitor and Trainee Private Client Solicitor, had the opportunity to attend a networking event that not only expanded their connections but also reinforced the values we hold dear.

Kanchana Kumari had the opportunity to introduce herself to the business professionals and share insights into her role as a Trainee Private Client Solicitor.

We believe that this interaction was not just an introduction but a demonstration of the values and expertise that define our law firm.

By sharing knowledge, forging connections, and embracing collaboration, we continue to build a stronger foundation for our clients and their legal needs.

We look forward to the opportunities that these connections will bring, further solidifying our mission to be the law firm our clients can rely on, every step of the way.

The legal implications of Halloween

As the leaves change colours and the air turns crisp, it can only mean one thing: Halloween is approaching.

A season of spooktacular fun, creative costumes, and candy-filled adventures, Halloween is cherished by people of all ages.

However, there are many legal implications and considerations that are often overlooked.

In this blog post, we will illuminate the legal issues that can lurk in the dark corners of Halloween and explain how you can stay out of legal trouble while enjoying the festivities.

Offensive Costumes:

While Halloween encourages creative expression, wearing offensive or culturally insensitive costumes can lead to social and employment-related consequences, including complaints and potential disciplinary actions being taken in the workplace.

If your workplace encourages taking part in festivities, ensure everyone is clear on what is expected in your notices and ask staff to be sensitive to others in their choice.

Trick-or-Treating and Premises Liability:

One of the main Halloween activities, trick-or-treating can sometimes lead to injuries. If your property is part of the trick-or-treat trail, you may be liable for accidents that occur.

Ensure your property is well-lit and free of hazards and consider a warning sign to protect yourself from liability.

When handing out sweets, ensure anything being oven out has appropriate labelling, particularly items with nuts, to avoid any injury.  

Pranks and Vandalism:

Halloween pranks that go too far can result in criminal charges, such as trespassing or vandalism. It’s essential to understand the boundaries between innocent fun and criminal behaviour.  Be mindful of others generally and ensure nothing you do can be taken as threatening behaviour.

In most cases, houses with a pumpkin or other Halloween inspired decorations welcome visitors but stay away from houses with no decorations or lights off.

Noise Ordinances:

If you’re hosting a Halloween party or event, be aware of local noise ordinances. Excessive noise during the late hours could lead to complaints and potential legal consequences.

Pet Safety:

Costumed people and the constant doorbell ringing can distress pets. In some cases, pet owners may be held responsible for their pet’s actions if someone gets injured.

Child Custody Disputes:

Halloween can sometimes lead to custody disputes between divorced or separated parents. Clear custody arrangements and open communication are crucial in avoiding legal conflicts.

While Halloween is undoubtedly a time for celebration, it’s important to be aware of the legal implications that can arise during this time.

At Aston Bond, we’re here to help you navigate these legal shadows and provide guidance should you ever need it.

Wishing you a safe and spooktacular Halloween!

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COVID 19 On The Rise

The number of people in hospitals has drastically gone up.

Just under two million people are currently estimated to have symptomatic Covid in the UK, according to data from the ZOE Covid study app.  However, as testing is no longer a requirement, these figures can only be an estimate.

It might all feel a bit 2021. But covid is on the rise again.

Here’s some of our top asked questions:

What are the main symptoms of Covid?

  • Continuous cough
  • High temperature, fever or chills
  • Loss of, or change in, your normal sense of taste or smell
  • Shortness of breath
  • Unexplained tiredness, lack of energy
  • Muscle aches or pains not due to exercise
  • Not wanting to eat or not feeling hungry
  • Headache that is unusual or longer lasting than usual
  •  Sore throat, stuffy or runny nose
  • Diarrhoea, feeling sick or being sick

Do I have to self isolate after testing positive?

‘Self-isolating’ (staying at home) is no longer a legal requirement.

Indeed, the Government is no longer providing free Covid tests to the general population, and all restrictions have been dropped, including self-isolation rules.  Testing kits can still be purchased at pharmacies however for a few pounds.

If you do test positive, it is still recommended that you stay at home where possible and avoid contact with others.  NHS guidance states you should try and stay at home for 3 days after you test positive if you are under 18 and for 5 days for those 18 years and over.  This is because those under 18 tend to recover quicker.  The advice is also to keep up-to-date with your vaccinations, if you are eligible.  Currently, o those aged 65 and over or at increased risk will be offered the vaccine.

Employees should speak to their employer if they have any concerns or are not sure about whether they should self-isolate.

It would be wise for employers to try to arrange for home-working where possible to avoid the risk of spreading Covid to others in the workplace.  That is not always possible in some roles however and if that is the case, each employer will need to undertake a risk-assessment to see how best to deal with situations.  Each workplace will have its own risks which should be taken into consideration.

Sick pay entitlement

If an employee is not able to work because they’re ill with COVID-19, normal sick pay rules apply.

Employees are entitled to statutory sick pay (“SSP”) as normal when off ill, unless their contract specifies an enhanced entitlement to sick pay.

Employees should check their organisation’s absence policy to see what it says about reporting and proving sickness absence.

If you have any questions or concerns related to COVID-19 and its impact on your workplace, please do not hesitate to reach out to Ilinca Mardarescu our employment solicitor on imardarescu@astonbond.co.uk or 01753 486 777.

 We are here to provide the guidance and legal support you need.

Zombie contracts: Don’t let the dead haunt your business

Contracts, like zombies, have a way of coming back to life when you least expect it. In the world of business agreements, a peculiar phenomenon known as “zombie contracts” has been haunting the legal landscape.

These undead agreements continue to linger, often unbeknownst to those bound by their terms. In this blog post, we delve into the eerie realm of zombie contracts, shedding light on their implications and providing essential tips for businesses to protect themselves from the risks they pose.

Understanding Zombie Contracts: Zombie contracts are those seemingly terminated agreements that mysteriously resurrect themselves, leaving businesses entangled in obligations they thought were long gone.

They can arise due to various reasons, including ambiguous termination provisions, automatic renewal clauses, and failures to follow proper termination procedures.

The Grave Risks They Pose: These contracts pose significant risks to businesses, such as inadvertently committing to renewed obligations, unexpected financial liabilities, and potential legal disputes.

Failing to recognize and address these resurrected agreements can have detrimental consequences, impacting financial stability and tarnishing business relationships.

Navigating the Legal Maze: To protect your business from the clutches of zombie contracts, it is imperative to conduct regular contract reviews, paying special attention to termination clauses and renewal provisions.

Additionally, ensuring clear communication and documentation of all contract terminations is crucial to prevent any future misunderstandings.

Strategies for Prevention and Remediation:

  1. Proactive Contract Management: Implement thorough contract management protocols to ensure that all parties are aware of termination procedures and renewal terms.
  2. Clear and Precise Language: Use unambiguous language in contracts, leaving no room for interpretation regarding termination and renewal conditions.
  3. Regular Audits: Conduct periodic audits of existing contracts to identify any potential zombie contracts and take immediate steps to terminate or renegotiate them.
  4. Legal Consultation: Seek guidance from experienced legal professionals to navigate complex contract terminations and mitigate potential legal risks effectively.

In the ever-evolving landscape of business agreements, vigilance is the key to warding off the looming threat of zombie contracts.

By understanding their nature, businesses can take proactive steps to safeguard their interests and prevent these contractual creatures from wreaking havoc on their operations.

Remember, regular contract maintenance and a keen eye for termination clauses are your best weapons against the undead grip of zombie contracts.

If you ever require help or assistance with something as spooky as zombie contracts, then please contact us at +44 (0)1753 486 777 or drop us a email at info@astonbond.co.uk

Working in the winter season: How it can affect Employment

As the days grow shorter, and a crisp chill fills the air, the arrival of the cold weather season profoundly impacts employment across various industries.

While winter brings snowfall and cosy evenings, it also presents unique challenges for both employers and employees.

So what does the law say about working in cold temperatures?

For many workers, there are no specific laws that give a limit at which a workplace may not operate.

The Workplace (Health, Safety and Welfare) Regulations 1992 put an obligation under law for employers to maintain a “reasonable” temperature in the workplace.

However employers, still have a duty of care for employee health and safety. Risk assessments should be conducted to determine if extremes of temperature pose a risk to health and wellbeing at work.

Can You Refuse to Work if It’s Too Cold?

Your employer should be aware of any uncomfortable working conditions. They should make any reasonable adjustments to maintain their duty of care responsibilities.

However, simply refusing to work without legal justification may result in disciplinary actions or termination, so it’s advisable to seek guidance and follow proper procedures if you believe that the conditions are unsafe.

In the event of frozen pipes and no running water, it may be necessary for staff to go home or the premises to be closed until the issue can be rectified. However, ideally you shouldn’t walk out of work in any circumstances but should come to some agreement with your employer.  Having no running water would be a breach of Health & Safety regulations so it is likely your employer will make alternative arrangements with you.

Working in cold temperatures

Everyone has the right to be comfortable at work. It can be tricky to achieve this when it is freezing but there are some steps your employer can take.

  • Making sure the building is kept as warm as possible, ideally 16℃ or above.
  • Ensuring there is fresh running water.
  • Allowing extra breaks for warm drinks.
  • Allowing you to wear warm clothing such as jumpers and coats
  • Keeping an eye on the weather for worsening conditions.

Duty of Care

The duty of care that an employer owes to its staff may also extend to travelling in to work where conditions are dangerous.  For instance when it is particularly icy and the roads have not yet been treated or where there are other weather-warnings, employers should take heed and consider whether alternatives are available.

The cold weather season brings unique challenges to the world of employment, from workplace safety and seasonal unemployment to issues related to remote work and employee wellbeing.

It is essential for both employers and employees to be aware of the legal aspects surrounding these challenges, and to take proactive steps to ensure a safe, productive, and compliant work environment during the winter months.

For more information, please contact our employment solicitor at imardarescu@astonbond.co.uk or 01753 486 777.

Prioritising Mental Health: A Legal Perspective on World Mental Health Day

World Mental Health Day serves as a global reminder that mental health should be a priority for individuals and organisations alike.

In the legal profession, where the stakes are high and the pressures are intense, acknowledging and addressing mental health is not a sign of weakness but a testament to the strength and resilience of the individuals who make up the legal community.

While the legal profession is often associated with rigorous demands and high-stress environments, it is crucial for law firms to recognise the significance of mental well-being within their ranks.

In this article, we, as a law firm committed to holistic well-being, delve into the importance of World Mental Health Day and the role of the legal industry in fostering a healthier work environment.

The Legal Profession and Mental Health

The legal profession is known for its demanding nature, long hours, tight deadlines, and the emotional toll of handling sensitive cases. These factors can take a toll on the mental health of legal professionals, making it vital to address the issue openly and proactively.

Promoting Mental Health in the Legal Workplace

Here are some strategies that law firms can employ to promote mental health and well-being within their organisations:

Work-Life Balance: Encourage work-life balance by setting reasonable work hours, discouraging excessive overtime, and respecting personal time. Promote the use of vacation days and sick leave when needed.

Supportive Leadership: Foster an organisational culture where leaders and supervisors are empathetic and supportive of their team members’ mental health needs. Encourage open communication and check-ins.

Awareness and Education: Employees should be educated on recognising signs of mental distress in themselves and their colleagues.

At Aston Bond, we understand the importance of mental health both in and out of the workplace. By taking proactive steps to support mental health, we aim to ensure that our team can thrive both personally and professionally.

Together, we can create a healthier and more compassionate future for all

Celebrating Diversity: Black History Month at Aston Bond

Black History month is a time to celebrate and recognise the achievements and accomplishments of black individuals and communities, furthering to promote a positive sense of recognition and pride.

Additionally, this month offers an invaluable opportunity to help educate people about the frequently overlooked and/or marginalised features of black history. It comes with even greater importance considering the struggles and tribulations that have happened to black people over the course of many centuries.

Not only is this a reflection on the past, but also a call for the future.

Black History Month is the perfect opportunity for schools and educational institutions to incorporate black history and culture into the curriculum from the start of the school year. This helps to promote inclusivity by diversifying the curriculum and further inspires students by giving them positive role models.

Such education is important in a time where negativity thrives on social media (particularly as the average age for a social media users is decreasing each year). From all the hard work and determination of the black power movement through cultural programs and educational events, the younger generation can learn about the rich tapestry of black history and reflect on the significant contributions this movement has made.

As a law firm, we support the education and celebration that Black History Month can provide.  This is particularly the case as we see such under-representation in our industry – across all the lawyers in England, Scotland and Wales, black lawyers only represent 2 percent of the workforce; this is the lowest percentage out of all the ethnic minorities. Aston Bond strives to focus on diversity and equality as our people have and will always be the heart of what makes us different. That is why Aston Bond champions its training and development practices; to make sure that regardless of previous experience, the appropriate knowledge and training is provided to everyone that is part of the company.   Additionally, our extensive work experience programme goes some way to opening up the pathways for local students, irrespective of their background.

As we enter Black History Month, we not only recognise the struggles faced throughout history, but also celebrate the incredible achievements that have impacted and changed our society. ­­­­­­­­These strong movements and collaborative efforts between the black community helps to promote discussion between other communities on racial inequality, social justice and awareness.

We encourage all to strive towards a society which encourages diversity and a more equitable and inclusive future for not only the black community, but also for us all.