We would like to thank BNI networking for having Jaspreet Kaur (commercial property paralegal) and Kulbir Conner (Head of Residential Property) at the organisations recent business networking event.
BNI is an organisation set up for business professionals who help each other grow their businesses through their commitment. Each week, in thousands of communities across the globe, members meet with other trusted business leaders to build and nurture lasting relationships and pass qualified business referrals.
Both Kulbir & Jaspreet were made to feel very welcome by all BNI members and they thoroughly enjoyed the inspirational presentations.
This week is world autism awareness. Autistic workers are more likely to face bullying and other forms of harassment / discrimination from managers as well as co-workers.
Staggering data from the Office of National Statistics (ONS) revealed that only 22 percent of autistic people are in any type of paid employment and 47 per cent mask their autism and don’t even disclose that part of themselves to employees.
In this article we take a look at how you can support autistic workers.
What is autism?
Also known as Autism Spectrum Disorder (ASD), autism is a neurodevelopmental disorder that affects communication, social interaction, and behaviour. Autistic people experience the world differently and may have difficulty processing sensory information some of which include:
Struggling to communicate and interact with other people
Finding things like bright lights or loud noises overwhelming, stressful or uncomfortable.
Taking longer to understand information
Repetitive behaviours
Find it hard to understand how other people think or feel.
Supporting neurodiverse employees
One of the biggest problems for employers is that employees often do not feel comfortable disclosing their neurodiverse condition in the workplace, or they may be undiagnosed.
When employers fail to actively support neurodiverse workers, they could miss out on the benefits of thought diversity, increased employee productivity, and even struggle to hire the best talent.
Pay attention to sensory sensitivities
Many autistic individuals are sensitive to sensory input, such as bright lights, loud noises, and strong smells.
Employers can make the workplace more sensory-friendly by providing noise-cancelling headphones or earplugs to block out background noise, installing dimmer switches to control the lighting in the workspace and consider using unscented cleaning products.
Provide accommodations
These are changes in the work environment that enable autistic employees to be effective in their job. These can include modifications to the physical workspace, changes to work schedules, and adjustments to communication methods.
At Aston Bond we stand against any type of discrimination in the workplace and we understand everyone’s needs which more employers and schools need to be aware of. For more information, please contact imardarescu@astonbond.co.uk or 01753 486 777.
Educating and inspiring enthusiastic young minds. Something we love and take pride in at Aston Bond!
This month Jaspreet Kaur (commercial property paralegal) and Lara Thomas (private client solicitor) attended Charters School in association with Learning to Work for a student careers event!
Pupils had the opportunity to hear first hand advice from both Jaspreet and Lara about all the different career paths open to them.
On behalf of Charters School, Learning to Work hosted this careers fair to bring exhibitors from a range of training providers and organisations into school, allowing students to learn more about different pathways and network with business volunteers.
Students and business volunteers had the opportunity to interact and provide hands-on activities to help engage. Parents were also given an allocated timeslot to allow them to access careers advice and opportunities in the surrounding areas.
The event was attended by approximately 1600 students ranging from Year 9- 13 (Ages 11-18) to give them an insight into the world of work.
We would like to thank Charters School in association with Learning to Work for inviting us to this event.
Ramadan is considered one of the most spiritual times of the year for Muslims across the world. During this holy month, Muslims spend a period of 30 days abstaining from food and drink during daylight hours. This will invariably impact many Muslims at work but there are things employers can do to minimise impact and help support their Muslim staff.
How to support Muslims at work during Ramadan
Different people will be celebrating Ramadan in various ways.
One of the best ways to show your support is by showing an understanding and considering how you can support individuals.
Here are some ways to support Muslims at work during Ramadan:
Be flexible with working patterns
One of the most helpful things that an employer can do for employees observing Ramadan is to allow them to adjust their working patterns.
Employers should remember that not eating during daylight hours, coupled with longer nights can lead to fatigue and can drop concentration levels.
Discuss with your employees how to help them.
Everyone will have a different relationship and approach to their faith.
Be mindful not to assume your employees’ needs. Provide opportunities where they can openly and safely discuss their needs with you.
Be prepared for annual leave requests for Eid celebrations
Eid is the festival that marks the end of Ramadan.
This means many people may need to request time off at a relatively short notice as the date of Eid is confirmed on the sighting of the new moon. Others may request a range of 2-3 days off to make sure they will be off work at the right time.
Provide a private, quiet place
If at all possible, employers could also provide a quiet, private place for Muslim staff to pray during the working day. This would also be welcome so that staff can rest during their break without needing to be around other members of staff who may be eating.
Raise Ramadan awareness in the workplace
Awareness is a building block for an inclusive workplace. Raising awareness of what Ramadan is and making space for the importance of it and its impact on Muslim colleagues during this time is a great way to build positive team connections. Mutuality and respect are critical in any workplace and working relationship.
At Aston Bond we wish all celebrating a happy Ramadan. For more information on employees’ rights in Ramadan please contact Ilinca Mardarescu (Head of Employment) on imardarescu@astonbond.co.uk or 01753 486 777.
Our Staff were given the opportunity to test their mind power last week and walk on fire!
10 people decided to take on the challenge and take the steps over the 1300 degrees hot embers. There was a lot of nerves from the participants throughout the week, but a lot of excitement for what we were about to achieve.
We arrived at the location for our 1.5hour seminar to prepare ourselves for what we were about to do. We learned all about” mind over matter” and there were a few examples on stage with volunteers putting the concept into practice.
First, we saw that by watching someone on stage take a deep bite out of a lemon, the audience mimicking the action could actually taste the same thing!
Then, volunteers from the audience were coached into placing a steel tipped arrow against the soft part of their neck (between the collar bones) and walking into the arrow. Amazing, they could actually snap the arrow itself and managed not to get hurt.
Finally, they showed us that it is possible to walk on broken glass and not suffer any cuts or pain.
All of this was part of the process to prepare us mentally for the challenge ahead and make us understand how powerful our minds are. We all felt confident, so we proceeded to go outside to the event site.
Here is Nicola’s experience:
“Standing at the start of the walk, seeing those blazing embers and the heat coming off them somehow made me forget everything I was just told. My mind was focussed on the voice of my mother saying “Be careful Nicola”.
I tried to focus my mind, but I couldn’t do it. I had frozen and I was just stood there.
Five minutes later, I came back to the front of the line and it was my turn. The words coming out of my mouth were not repeatable. I could feel the heat from the embers on my face and I was jogging on the spot and doing the hokey kokey with my legs!
Then, my mind focused…JUST DO IT! DO IT! DO IT! DO IT!…
I took the first step and the second, then I realised “Oh S*** I’m doing it!”
I stood there at the end holding the hands of the speaker. I’d done it! I had walked over 1300 degrees hot embers!”
Sulaiman’s experience:
“I let go of all the negative thoughts and I just achieved something that I didn’t think I had it in me to do. I feel very motivated!”
Joe says;
“I was stood there at the start, wondering if this was about to go well, am I going to get burnt, but I just did it. Afterwards, I stood at the end on the cool grass and realised I wasn’t burnt at all and felt so motivated by it.”
Jaspreet says:
“I felt empowered. My mind set has changed and I am more positive. I feel like I can take on more obstacles without overthinking it.”
At Aston Bond, we aim to build a strong, motivated team and we have regular events throughout the year for teambuilding. This time, the team were challenged to overcome fears to realise that they are stronger people than they give themselves credit for.
By building a strong team, the moral increases and the team become a more motivated, close-nit unit that work better together. This in turn creates better results in their work and brings us all closer working towards the same objective!
We want to share with you a few snippets from the night…
This Friday 17th March Lara Thomas (Private Client Solicitor) and Kulbir Conner (Head of Residential Property) attended the royal Windsor BNI business networking event.
BNI is an organisation set up for business professionals who help each other grow their businesses. Each week, along with thousands of communities across the globe, members meet with other trusted business leaders to build and nurture lasting relationships and pass qualified business referrals.
Lara Thomas, our latest addition to the firm, presented her 60 second speech introducing a bit about herself, her expertise and her time at Aston Bond so far.
As usual, she was made to feel very welcome by all BNI members at Windsor and she thoroughly enjoyed meeting everyone.
At Aston Bond we are often faced with many queries about our services and conveyancing in general. Therefore, we’ve pulled together our handy guide to break down the most frequently asked questions to set your mind at ease.
What is conveyancing?
Conveyancing is an area of the law (and process) relating to the legal transfer of property ownership.
How long will my process take?
How long depends on several factors, such as how many buyers and sellers are involved in the chain. We do our best to progress your transaction as quickly as possible.
What is the difference between exchange and completion?
Exchange of contracts normally takes place a week or two before completion. On exchange, you are legally agreeing to complete the sale or purchase on the specified date and at the specified price. Once exchange has happened you can prepare for your moving day.
Completion is the day when you will move into your new home or hand over the keys to the property you are selling.
What needs to be done before the exchange of contracts?
There is a long list of work to be done prior to exchanging contracts including;
obtaining your mortgage offer
ordering searches
raising enquiries
checking title
liaising with your chain to discuss a date for completion.
What is a conveyancing chain?
A conveyancing chain is where there is more than one buyer and seller in the process of buying and selling a house. This means that the property completion is dependent on the other parties to the chain.
Can someone pull out?
Until contracts are exchanged, someone can pull out of a property sale or purchase. Once contracts have been exchanged, they are legally bound to complete the transaction.
What is an indemnity insurance?
If you are selling a property which has had building work carried out but you no longer have (or never had) building regulations certificates or a guarantee for the work, the buyer’s legal representative may find this problematic, delaying or even jeopardising your sale.
In this case, you or the buyer can take out indemnity insurance, which will cover the defect if the work has not been carried out satisfactorily.
What is a deed of transfer?
The transfer deed (TR1) is a formal document which transfers the property from the vendor to the buyer.
Before completion, the deed of transfer needs to be agreed by both parties and then signed by the seller, with an independent witness.
You will probably be asked to sign and return this before exchange of contracts.
At Aston Bond, we have wide experience in all areas of selling and buying property.
If you would like to speak to one of our expert conveyancers, call us on :
This week it is Neurodiversity Celebration Week. It is a worldwide initiative aimed at challenging people’s perceptions and stereotypes. There are still many misconceptions about neurological differences and raising awareness is key. It is about recognising the strengths and talents of those on the spectrum and understanding that we are all unique.
With the proper support in place, people with neurodiversity conditions can thrive and can benefit not just businesses but society as a whole.
At Aston Bond we understand everyone’s needs and evolving with the times in which more employers and schools need to be aware of the various needs that they possess.
Your mortgage is a big commitment. There are many different reasons why you might need to remortgage your home. It may be to free up equity for an extension or to settle a second charge on the property. It could even be to simply secure a better mortgage interest rate.
What do solicitors do when remortgaging?
ID checks – Firstly, your solicitor will need to prove who you are using your proof of ID. Our solicitors do this using 1 form of photo ID and 2 forms to prove your address.
You solicitor will then request a copy of your title deeds to confirm if:
There are any charges or restrictions on the title that need satisfying
You are the legal owner of the property
Leasehold checks – A solicitor will check the lease terms and the remaining time left on the lease comply with the new lender’s requirements.
Property searches – your new lender may request searches are carried out before they are prepared to lend on a property.
Valuation – your new lender will value your property and issue a formal mortgage offer to you and your solicitor.
Completion – On the day your solicitor receives the mortgage funds from the new lender, they will then pay off your old mortgage and any fees and send any remaining money to you.
Registering changes with Land Registry – Once your old lender has confirmed they’ve received the money and discharged their mortgage your solicitor will inform the Land Registry that a remortgage has taken place and update the legal title for your home by registering the new mortgage.
Can I remortgage if I have negative equity?
Being in negative equity due to falling property prices means that the property you own is worth less than the amount that is left on your mortgage.
If you suspect your mortgage is in negative equity, the first thing you need to do is arrange for a formal valuation. Then, you will need to compare how much your house is worth with your outstanding mortgage balance to determine the extent of the problem.
How long does it normally take to remortgage?
It’s impossible to say exactly how long it will take to finalise your new deal, as the transaction will depend on how quickly you can provide the required paperwork and how long it takes for your solicitor to complete the application. However, remortgaging is often much easier than applying for an entirely new mortgage.
Our team of expert conveyancers are on hand to help and assist you in the right direction wherever you are based! For more information please contact 01753 486777 or email Kulbir Conner (head of conveyancing) on kconner@astonbond.co.uk .
A flying freehold is a freehold property that overlaps another either above or below it. You can find them across the UK, usually in older properties, since most freehold boundaries are divided vertically.
What are some examples of flying freehold?
Balconies that extend over someone else’s land
Properties supported by other properties because they are built on a steep hill
Upper – level bedrooms extending over a shared archway
Is a flying freehold a problem?
Issues generally arise when a flying freehold property requires repair and there is a need for access to the adjoining property which is not contained in the title deeds.
Do I need a flying freehold indemnity insurance?
Flying freehold indemnity insurance will provide cover for the inability to force your neighbour to repair for the support and protection of your property. This includes where the adjoining premises are uninsured or inadequately insured. In many cases, this type of insurance policy is recognised as providing adequate cover for a mortgage lender’s interest. Thus, they are more likely to grant a mortgage on a flying freehold when indemnity insurance has been put in place.
Can I get a mortgage on a flying freehold?
Yes. It is possible for you to get a mortgage on a flying freehold. However mortgage lenders view flying freeholds differently. While some may rule out lending on a flying freehold entirely, others may lend so long as there is a suitable indemnity insurance policy.
For more information feel free to contact our residential property solicitor Kulbir Conner who will be able to help you through the process.
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