New Legal Measures To Protect Workers From Misuse Of Non-Disclosure Agreements

Today`s proposals will help put an end to the unethical application of these agreements and encourage good practices by employers and lawyers. This includes: Currently, confidentiality clauses or ANN cannot prevent a person from disclosing or «denouncing» and reporting misconduct in the public interest. These include crimes, violations of health and safety or non-compliance with a legal obligation. NDAs also cannot prevent a person from bringing a case before an employment tribunal. The new guidelines were developed at the request of the government as part of its broader work on NAs. It does not itself have any legal value, but establishes the NOA Act, including the circumstances in which an NDA is not applicable. It also provides examples of good practice for employers with respect to the NDA. They will also help promote an understanding of employment rights and legal responsibilities, with everyone planning in part to create fairer jobs through our modern industrial strategy. The BEIs discusses the use of confidentiality agreements (NOAs) and confidentiality agreements, presents proposals to end their unethical use, and promotes the best practices of employers and lawyers. The Government points out that, in recent times, there has been a growing body of evidence that the NDA and confidentiality clauses are being hijacked by a small number of employers to intimidate whistleblowers and conceal acts of harassment and discrimination. The government`s proposals include: (a) legislation so that no confidentiality clause can prevent a person from making a disclosure to the police, i.e., regardless of what a confidentiality clause says, a victim may discuss a case with the police or report a crime; (b) require that confidentiality clauses clearly set their restrictions, either in transaction agreements or as part of a written declaration, so that workers know the rights they have when they have an agreement; and (c) to ensure that a worker receives independent advice, such .B a lawyer or union official on all confidentiality provisions in the agreement and its restrictions.

NDAs can be used by employers for a number of legitimate reasons, but in some cases they are abused and the people who sign them are not informed of their rights. They serve a legitimate purpose in the workplace in protecting trade secrets or other confidential information such as intellectual property or information about a company`s customers. Ms Tolhurst said: «Many companies use confidentiality agreements and other confidentiality agreements for legitimate business reasons, for example. B to protect confidential information. The EHRC recognizes that the NDA may have legitimate uses in the context of a right to discrimination, even if the worker wishes to have a private complaint. Its guidelines aim to avoid inappropriate enforcement of the NDA, which can deter workers and have a chilling effect within organizations. «The use of the NOA is only part of the problem of harassment and discrimination in the workplace, and employers need to strengthen themselves to protect their employees from this appalling behaviour before this happens.» Employers should clarify the limits of a confidentiality clause in a clear English NOA so that workers understand their rights. Under new conditions, an NDA would be legally non-applicable if an NDA were used in a settlement agreement that does not follow the new legislation.

Legal measures that Prime Minister Theresa May has described as a «clear message» that legislative changes are needed to help under-pressure workers came after the spotlight was on retail guru Sir Philip Green`s use of the legal instrument.