BY THE OPTIMIST DAILY EDITORIAL TEAM
The UK government is set to ban the use of non-disclosure agreements (NDAs) that silence victims of workplace harassment and discrimination. This change marks a historic turning point in labor rights, aiming to give employees greater power to speak openly about abuse and misconduct.
Amendments to the government’s employment rights bill were tabled in the House of Lords in mid-July and are expected to return for final approval after the summer recess, with implementation likely in late 2025 or early 2026. If passed, the new rules would render future NDAs that seek to prevent disclosures about harassment or discrimination null and void. Employees would be free to share their experiences, while witnesses, including employers, could publicly support victims without legal repercussions.
A turning point in workers’ rights
Deputy Prime Minister Angela Rayner emphasized that this change targets a growing problem. “Victims and witnesses of harassment and discrimination should never be silenced,” she said. “This is not an issue confined to high-profile individuals or powerful organizations. The use of NDAs to cover up abuse and harassment is growing, especially among those in low-income or insecure employment.”
Rayner called the reform a bold step: “We are stamping out this practice. My message is clear: no one should suffer in silence, and we will back workers and give survivors the voice they deserve.”
The reform comes as part of what the government describes as the biggest overhaul of employment protections in a generation. The bill also promises to expand day-one rights, bolster family-friendly policies, and address abusive employment practices such as “fire and rehire.”
A system that favored silence
NDAs were originally designed to protect commercial confidentiality, but they have since been weaponized to suppress reports of sexual misconduct, racism, and pregnancy discrimination. Victims, particularly those in low-wage sectors like retail and hospitality, often feel trapped and powerless.
A recent report by the Chartered Institute of Personnel and Development (CIPD) found that 22 percent of employers admitted to using NDAs when dealing with sexual harassment cases. Nearly half of employers (48 percent) said they would support a ban, suggesting growing support for change across industries.
Voices that broke the cycle
Campaigners have long called for legislative action, but it is the courage of those who broke their NDAs that made real change possible. Zelda Perkins, a former personal assistant to Harvey Weinstein and co-founder of the campaign group Can’t Buy My Silence, called the government’s move a “huge milestone.”
“For years we’ve heard empty promises while victims were still being silenced,” she said. “Above all though, this victory belongs to the people who broke their NDAs, who risked everything to speak the truth when they were told they couldn’t.”
Perkins emphasized the importance of ensuring the new rules are airtight: “We will continue to focus closely on this to ensure no one can be forced into silence again.”
The bill has gained support from across party lines. Former cabinet minister Louise Haigh and Liberal Democrat MP Layla Moran, who began campaigning after a student shared their experience of harassment, welcomed the announcement. Moran credited “brave students and victims” who shared their stories as the force behind the shift.
What the law will change
The revised bill will not impact NDAs used for legitimate commercial purposes, such as safeguarding intellectual property or trade secrets. But when it comes to misconduct, the silencing of victims through legal threats would end.
This change comes amid disturbing data. A landmark survey by Unite, the UK’s largest trade union, revealed that one in four women have experienced work-related sexual assault. Of the 6,615 women surveyed, 43 percent reported inappropriate touching, and 28 percent were shown or sent pornographic material at work. Shockingly, 8 percent experienced sexual coercion.
While many perpetrators were members of the public, three percent of women said they were assaulted by a manager, and six percent by a colleague.
Building momentum across borders
The UK is not alone in tackling this issue. Similar legislative changes have already been made in Ireland, Canada, and parts of the United States. These laws aim to ensure that NDAs cannot prevent victims from disclosing sexual harassment or discrimination unless it is their express wish to stay silent.
If passed, the UK’s new law would rank among the strongest protections against workplace abuse globally. The shift sends a clear message: the era of hiding misconduct behind legal walls is ending, and the rights of workers, especially the most vulnerable, are taking center stage.
