The UK government has announced plans to prohibit bosses from using non-disclosure agreements (NDAs) to silence employees who’ve faced harassment or discrimination at work. Under amendments to the Employment Rights Bill, any confidentiality clause aimed at covering up misconduct will become legally invalid. The move ensures victims and witnesses can speak out without fear of being sued, as confirmed in the official government press release. This change responds to long-standing criticism of NDAs being misused in low-paid and insecure jobs, far beyond the high-profile cases spotlighted by the #MeToo movement.
The change has plenty of support
For years, NDAs have been a way for employers to brush serious issues under the rug. While they started out as a way to protect things like trade secrets, they’ve too often ended up silencing people who’ve experienced bullying, harassment, racism, and pregnancy discrimination. As campaigners such as Zelda Perkins, Harvey Weinstein’s former assistant, have made clear, signing an NDA can trap people into staying quiet, even when wrongdoing is obvious. Now, Justice Secretary Angela Rayner has said enough is enough, making it clear that victims shouldn’t “have to suffer in silence.”
The reform has picked up strong support. A survey by the Chartered Institute of Personnel and Development found that nearly half of employers agree it’s time to put an end to NDAs in harassment cases. Politicians from across parties—Labour MP Louise Haigh, Lib Dem Layla Moran—along with trade unions, have been pushing for this change to help protect workers, especially in lower-paid or insecure roles. Crucially, NDAs will still be allowed when they’re used for legitimate reasons, like protecting business information, but the days of using them to gag victims are coming to an end. That’s according to coverage from both The Guardian and Reuters.
What’s coming, and how this could reshape workplace culture
The Employment Rights Bill is heading back to the House of Lords, with final approval expected soon. Once it’s on the books, any NDA that tries to stop someone speaking up about harassment or discrimination just won’t hold up. That means people will be free to share their stories, and witnesses won’t be forced into silence either. Employers who try to push dodgy NDAs will be out of luck, and out of legal backing.
Some legal experts have voiced concerns, saying NDAs can sometimes help victims avoid lengthy legal battles and secure quick settlements. But Labour ministers argue that’s no excuse for keeping serious misconduct under wraps. The bigger goal here is to end the culture of silence that lets abuse carry on unchallenged.
And that’s where this could really shift the dial. If you take away the threat of being sued for speaking up, more people might actually come forward. That can lead to better accountability, more transparent workplaces, and hopefully, fewer cases of abuse being swept under the carpet. For employers, it’s a nudge to sort their internal culture, creating spaces where staff feel safe calling things out, rather than being pressured to keep quiet.
This reform is part of a wider set of changes aimed at giving workers more rights. From day-one protections to stronger rules on bullying and harassment (especially in sectors regulated by the Financial Conduct Authority), the UK is starting to build a more employee-focused framework.
What this means globally, and what to watch next
The UK’s shift puts it in line with countries like Ireland, Canada, and the US, which have already introduced restrictions on using NDAs to hush up abuse. In the States, more than 15 states now have laws on the books banning these kinds of clauses. Ireland updated its Employment Equality Act last year to do the same.
If this plays out as planned, the UK could end up with one of the strongest legal protections for workers in insecure roles—people who are often the most at risk and the least able to speak out. But success will depend on how clearly the rules are written and how well they’re enforced.
In the long run, this could be about more than just legal language. It’s about setting a new tone, where trust and accountability matter more than damage control. When people know they’ll be listened to, not silenced, you’re more likely to get a healthier workplace. And that’s good for everyone—not just staff, but the employers who want to keep them.
As the bill moves toward becoming law, campaigners and businesses alike will be watching to see whether this marks the beginning of a more open, honest era at work, or just another headline moment. But with political will and public backing behind it, the hope is that this time, the silence really is being broken.