The UK government is to ban the use of non-disclosure agreements (NDAs) that silence employees who experience harassment or discrimination in the workplace, under landmark changes to the Employment Rights Bill.
New Law Ditches NDAs that Trap Victims
In a bold move set to hit the House of Lords next week, the Employment Rights Bill will render any nondisclosure or non‑disparagement clauses that silence victims and witnesses entirely useless. Campers, especially Zelda Perkins—ex‑PA to Harvey Weinstein and brain behind Can’t Buy My Silence—have rallied behind the change.
Votes From the High‑Ground
Deputy Prime Minister Angela Rayner got right to the point: “We’ve heard the pleas of those who’ve endured harassment and discrimination—time to crack down on these NDAs. We’re making it happen.”
Employment Rights Minister Justin Madders added: “These tweaks give millions of workers a safety net. No more hush‑ups about the shenanigans that happen at work.”
Why NDAs Went Bad
NDAs were originally meant to protect company secrets. In recent years though, some bosses weaponised them to keep staff from airing their grievances. From Weinstein’s palace to UK scandals, NDAs have silenced whistleblowers and victims alike.
Under the new playbook, any clause that stops a worker from talking about harassment or discrimination will be rendered void. Employers will actually be encouraged—and will not fear lawsuits—for openly backing victims.
Campaigners Shelled Him in Support
- Sarah Owen, chair of the Women & Equalities Committee, has pushed for the amendment.
- Shadow transport secretary Louise Haigh joined the chorus.
- Perkins said the reform will “put the UK at the front line of global protections.”
“This is a huge milestone,” Perkins declared. “It belongs to those brave enough to break their NDAs, risking everything to speak the truth when told otherwise.”
Legal Realities to Watch
Law experts caution that the ban could backfire. Nikola Southern, employment partner at Kingsley Napley, warned: “While the ban boosts transparency, some victims might want to keep their identity hidden. Employers might shy away from settlements.”
She urged companies to rigorously audit their contracts and settlement templates to stay compliant.
Broader Reforms & A New Playbook
The NDAs revamp sits alongside other reforms in the Employment Rights Bill, part of the government’s “Plan for Change.” It’s aiming to refresh UK labour law for the 21st‑century workforce.
If the legislation passes, we’ll see a junior pivot in tackling workplace misconduct—silence will give way to transparency, accountability, and a new era of justice.”