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What to do if…
you are asked to sign a confidentiality agreement connected to a sexual misconduct complaint

Short answer

Do not sign on the spot. Take a copy away and get independent advice and specialist support before agreeing to any confidentiality wording.

Do not do these things

  • Do not sign “just to end the conversation” or because you feel rushed, shaky, or pressured.
  • Do not rely on verbal reassurances like “it’s standard” — only the written wording matters.
  • Do not sign if you are not allowed time to read it carefully, ask questions, or take it away.
  • Do not let the document isolate you from support (medical care, counselling, advocacy) or independent advice.
  • Do not use only workplace devices/accounts to store notes if you do not feel safe doing so.

What to do now

  1. Pause the process and take a copy away. Say: “I’m not able to sign today. I need time to review this and get independent advice.” If they refuse time, treat that as a red flag and stop.
  2. Clarify what the document actually is. Ask in writing: “Is this an NDA/confidentiality clause, a settlement agreement, or part of an internal process?” (The label matters.)
  3. If it’s a settlement agreement: do not sign until you’ve had independent advice. In the UK, a settlement agreement is generally only binding if you receive advice from an independent adviser and the agreement includes the adviser’s confirmation/certificate. If they are pushing you to sign without that, stop.
  4. Look for clear exceptions (and stop if they’re missing). The wording should clearly allow you to:
    • speak to a solicitor/barrister and (if applicable) a union representative
    • get medical care, counselling, or specialist support
    • report to the police if you choose
    • make disclosures to appropriate regulators or statutory bodies where relevant
      If it’s vague or sweeping (“you must not discuss with anyone”), don’t sign until it’s narrowed in writing and you’ve had advice.
  5. Use a specialist, independent route for guidance (not the organisation’s).
    • Contact Acas for guidance on NDAs/confidentiality clauses and workplace processes.
    • If you have a union, contact them as early as possible.
  6. If this involves an English university or higher education provider, note the extra restriction. There are specific legal limits (in force since 1 August 2025) on using NDAs to stop workers disclosing sexual misconduct/abuse/harassment (and certain other harassment) in that setting. Raise this with Acas or your adviser.
  7. Create a private, minimal record of today (for your own clarity). In a safe place, note who asked you to sign, what was said (including deadlines/threats/promises), what you requested (time/copy/advice), and what response you got.
  8. Optional: preserve what you already have without “investigating.” If you may want options later, keep relevant emails/messages/screenshots somewhere safe without editing them. Don’t push yourself into gathering more if it spikes distress.

What can wait

  • You do not need to decide today whether you will make a formal report, start legal action, or leave your job.
  • You do not need to negotiate wording while you’re distressed — that can be done after advice.
  • You do not need to respond to “sign now or lose everything” messaging — you can pause and reassess.

Important reassurance

High-pressure signing moments are designed to make you comply quickly. Asking for time and independent advice is a reasonable, protective step — especially when the subject is sexual misconduct.

Scope note

These are first steps to slow things down and avoid being boxed in by a document you did not choose on a calm day. Later decisions may depend on your safety, your workplace, and specialist advice.

Important note

This is general information, not legal advice. If you feel unsafe right now, prioritise getting to a safer situation and contacting emergency services.

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