The plaintiff`s lawyers do not receive enough fees if the employer pays to allow for a serious trial, and from my experience of my 3 years of working at my local CAB, most of the poor plaintiffs will take the money despite the terrible clauses of the agreement – although this work ended in 2012. In March 2019, the government launched a consultation to obtain evidence and views on the use of confidentiality clauses in the employment context. This included consulting a number of proposals to limit the misuse of confidentiality clauses and to clarify for individuals what they should and should not cover. The government has recognized the current debate on monitoring and communicating the use of confidentiality clauses. However, they are still not convinced how a reporting obligation could actually work. They therefore postponed any further recommendations on this matter until the results of the consultation of the Government Office for Equal Opportunities (GEO) on sexual harassment in general had been available. When it comes to culture change in the workplace, this can be seen as a missed opportunity. In its paper, the government drew attention to the various responsibilities that already exist, such as employers` liability under the UK Corporate Governance Code, the wates principles of corporate governance for large private companies, and the legal obligation for directors to promote the success of the company for the good of shareholders (while promoting the interests of the company`s employees). ) But that certainly misses the point. It is already possible to prevent individuals from being prevented from reporting such matters to the police or supervisory authorities. . . .