A business person shackled with a ball and chain

The Women and Equalities Committee: report on non-disclosure agreements.

Harassment and discrimination

In this episode of the podcast I analyse the report commissioned by the Women and Equalities Committee  into whether the use of non-disclosure agreements in harassment and discrimination cases is unethical, and how they should be dealt with in the future.

In this episode I will cover:

  • The 12 recommendations discussed in the report.
  • My critical analysis for each recommendation.
  • How to ensure your business is using non-disclosure agreements correctly.
  • Why having a robust process for dealing with harassment and discrimination is essential for a successful business.

Action Points

  1. Non-disclosure agreements and confidentiality clauses in settlement agreements must not be used to pressure those who have suffered from discrimination or harassment at work to keep silent.
  2. Ensure you have the appropriate procedures in place to prevent discrimination and harassment at work
  3. Ensure  management are trained in how to deal with complaints of this kind and that staff are trained to identify such behaviour and to report it
  4. Seek legal advice before making any decisions.

Useful Links

You can read the full report HERE

Please do leave any comments, ideas and best practice below. Please ensure that any comments are respectful to all views and opinions.

As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £180 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour

Don’t forget you can contact us by telephone 01983 897003, 01722 653001 or 023 8098 2006

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The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances.

The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.

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