Regulatory Board Highlights Misuse of NDAs and Imbalance of Power in New Evidence Report

Photo Credits - Hakon Grimstad via Unsplash

In a comprehensive evidence report released by the Legal Services Board (LSB), the spotlight is cast upon the misuse of Non-Disclosure Agreements (NDAs) within various sectors, with a particular emphasis on the pervasive issues faced by women. 

This report, coupled with insights from the “Misogyny at Work Report” by the UK Parliament’s Women and Equalities Committee (WEC), reveals the systemic imbalance of power and discrimination. This article will discuss the key insights of the LSB report. Further, it will draw the aligning insights from the Misogyny at Work Report. Ultimately, illustrating how confidentiality and non-disclosure agreements are being used.

LSB Evidence Report: Unveiling NDAs and Imbalance of Power

The LSB’s evidence report serves as a crucial document, shedding light on the misuse of NDAs across different sectors. The findings underscore the exploitation of power imbalances, such as employer/employee relationships, divorce proceedings, and consumer disputes.

NDAs, originally designed to protect business secrets, have evolved into a contentious tool wielded against individuals. Particularly women, to silence them, cover up misconduct, and intimidate them.

Confidentiality and Non-Disclosure Agreements (NDAs) come in two primary forms: simple and standard. A ‘simple’ NDA is narrower in scope, and ideal for routine situations with less sensitive information, offering basic confidentiality agreements. In contrast, a ‘standard’ NDA has a broader scope, providing exhaustive details on what is deemed confidential. Tailored for complex business relationships, it comprehensively addresses various aspects of confidentiality, such as intellectual property and processes. The choice between a simple or standard NDA depends on the specific needs and complexities of the situation.

READ: Psychological Safety and Employer Duty: How to Curb Psychological Stress to Ensure Happier Workplaces

Key Themes from the LSB Evidence Report

  • Power Imbalances Exploited:

The evidence suggests that NDAs are often used strategically in situations where power imbalances are inherent. This can be in employer-employee dynamics.

  • Access to Justice Concerns:

Individuals in employment disputes, especially women, face potential access to justice issues. This is primarily due to a lack of access to legal advice. The imbalance of power exacerbates this challenge.

  • Lack of Understanding about Legal Rights:

The report highlights a concerning lack of understanding among the public, particularly victims, about their legal rights and the implications of NDAs, especially in cases involving protected disclosures and alleged illegal conduct.

  • Adverse Effects on Individuals:

NDAs have adverse effects on individuals, both personally and professionally. Clauses restricting individuals from sharing the NDA with friends or family contribute to a culture of silence.

Tying the Knot of NDAs: The Misogyny at Work Report

The LSB’s evidence report resonates with the broader concerns highlighted in the “Misogyny at Work Report” by the WEC. This report takes a deep dive into the intricate fabric of the music industry, revealing a pervasive culture of misogyny and discrimination that persists despite incremental gains in female representation. Here’s how the two reports align:

  • Overlap of Findings:

Both reports emphasise the persistence of gender disparities and the slow pace of change despite incremental progress. The “boys’ club” culture remains a recurring theme, creating challenges for women in various industries.

  • Common Thread: NDAs as Weapons Against Women:

A common thread between the reports is the misuse of NDAs. Both reports highlight how these agreements, originally designed for legitimate purposes, have become tools to suppress victims, particularly women, and protect wrongdoers.

  • Intersectionality Amplifies Challenges:

The intersectionality of challenges faced by women, combining gender and racial discrimination, intensifies their struggles. Both reports underscore the need for a comprehensive approach to address these complex issues.

Contributions from Stakeholders: Bar Council, Pregnant Than Screwed, ELA, Maternity Action, SRA, and TLS

Bar Council’s Response:

The Bar Council, representing over 17,000 barristers in England and Wales, acknowledges the potential policy questions surrounding the use of NDAs. While recognising the legitimate use of NDAs, it asserts that legal service regulators, including the LSB, should not restrict lawyers from advising on NDAs that are lawful.

Pregnant Than Screwed’s Perspective:

Pregnant Than Screwed, a prominent advocate against pregnancy and maternity discrimination, provides a detailed survey exploring the impact of NDAs on women who experience such discrimination. The survey reveals that 71.8% of respondents feel that signing an NDA has harmed their mental health.

ELA’s Insights:

The Employment Lawyers Association (ELA) contributes valuable insights into the challenges faced by employees. The evidence suggests that mental health concerns, personal exhaustion, and the desire to move on with life are significant factors preventing individuals from pursuing cases at employment tribunals.

Maternity Action’s Contribution:

Maternity Action’s involvement sheds light on the misuse of NDAs in cases of pregnancy and maternity discrimination. The evidence points to the difficulties individuals face in pursuing cases at employment tribunals and the substantial power imbalance between employers and employees.

SRA’s Regulatory Perspective:

The Solicitors Regulation Authority (SRA) guides the legitimate use of NDAs in settlement agreements. Emphasizing the importance of specifying exceptions to confidentiality clauses, the SRA aims to prevent NDAs from obstructing employees from making protected disclosures.

TLS’s Role:

The Law Society (TLS) plays a vital role in highlighting the need for legislative reforms. Legislative changes, including amendments to the Equality Act, are proposed to address the misuse of NDAs and enhance protections for individuals facing intersectional inequality.

READ: 48 Organisations, Including TUC and Maternity Action, Don’t Support the Re-Introduction of Employment Tribunal Fees

Path to Transformation: Recommendations and Legislative Changes

The evidence provided by various stakeholders sets the stage for substantial recommendations and legislative changes:

  • Equality Act Amendments:

Legislative amendments to the Equality Act are to ensure that freelance workers receive protections equal to their employee counterparts. This move aims to rectify imbalances of power inherent in self-employment situations.

  • Enhanced Protections Against Intersectional Inequality:

Activation of Section 14 of the Equality Act to enhance protections for individuals facing intersectional inequality, acknowledging the compounding challenges faced by some groups.

  • Duty on Employers to Shield Workers:

Imposing a duty on employers to protect workers from sexual harassment by third parties. This proposal, if implemented, would provide an additional layer of safeguarding against misconduct.

The LSB’s evidence report and the “Misogyny at Work Report” illuminate the urgent need for transformative change in the face of widespread NDA misuse and systemic imbalances of power. Insights from the Bar Council, Pregnant Than Screwed, ELA, Maternity Action, SRA, and TLS collectively underline the multifaceted challenges individuals, especially women, encounter in navigating workplaces. The recommendations and legislative proposals put forth signify a collective call for a fair and inclusive future. As the reports serve as catalysts for change, the path forward involves not only regulatory adjustments but a cultural shift towards dismantling structures perpetuating discrimination and harassment.

Redmans Solicitors and their team of expert employment lawyers can offer advice and guidance on employment law matters, including discrimination and harassment. Contact their employment law specialists today!


Please enter your comment!
Please enter your name here