Did you know millions of workers are silenced by NDAs?
That's why there is a global movement campaigning against the use of NDAs that restrict a persons human rights.
United Kingdom
The Can’t Buy My Silence campaign has influenced reforms and guidance affecting England and Wales, and broader UK policy discussions to limit the misuse of NDAs in cases involving harassment and misconduct. On 8 July 2025, the UK Government announced their Ban on NDAs preventing employers from using NDAs to silence workers about harassment, discrimination and abuse.
As of late 2025 and into 2026:The reform has not yet fully come into force as enacted law; it is part of the Employment Rights Bill that still requires final passage and implementation regulations. Government guidance anticipates consultations on implementation and detailed rules beginning in early 2026. Independently, changes under the Victims and Prisoners Act 2024 took effect on 1 October 2025, making NDAs unenforceable to the extent they stop someone who is (or reasonably believes they are) a victim of crime (including workplace-related offenses) from disclosing certain information.
U.S.A
In the United States, Lift Our Voices is championing the national efforts to restrict the use of NDAs and forced arbitration agreements that prevent survivors of workplace misconduct from speaking out. See map highlighting which US states now limit or ban NDAs.
Australia
While Australia is seemingly trailing behind reforms to stop NDAs being used to silence survivors of workplace harassment and discrimination, our Ban the NDA Campaign endeavours to champion a national ban and lobby at the federal level.
Nationally, without a federal ban or limit on NDAs, current employers in Australia can still legally use NDAs in:
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Sexual harassment settlements
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Workplace bullying matters
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Discrimination complaints
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Other misconduct disputes
Victoria In 2025 the Victorian Parliament passed a new law, Restricting Non-disclosure Agreements (Sexual Harassment at Work) Act 2025, that significantly limits the use of NDAs in workplace sexual harassment cases, and it’s the first of its kind in Australia. Victoria’s NDA reform was championed by a coalition of advocates, including the Victorian Ministerial Taskforce on Workplace Sexual Harassment, the Victorian Government (Premier Jacinta Allan and Minister Jaclyn Symes), union bodies like the Victorian Trades Hall Council, and community legal and women’s advocacy services such as the South-East Monash Legal Service and Working Women’s Centre Victoria.The law is planned to commence on 1 November 2026 📌 What it does: NDAs relating to workplace sexual harassment can only be offered if the complainant asks for one — employers cannot make it the default in settlements. Workers must be given a plain-language information statement and a minimum review period (usually 21 days) before signing. Employers are prohibited from pressuring or influencing someone to sign an NDA. After 12 months, a complainant can terminate the NDA with notice. NDAs cannot stop a worker from talking to police, lawyers, medical professionals, regulators or support people about the harassment. 📍 Coverage: The law applies to people who usually work in Victoria, employers with their principal place of business in Victoria, or cases of sexual harassment that occur in the state. Other states have not passed comparable laws at this time.
