Acas Welcomes New Amendments to the Employment Rights Bill – What It Means for Employers and Employees
Published: 18 July 2025
Recent amendments to the Employment Rights Bill, announced by the Department for Business and Trade, signal a positive shift in strengthening employee rights and workplace wellbeing. Acas—the UK’s leading authority on workplace matters—has welcomed the changes, which focus on two crucial issues: the appropriate use of non-disclosure agreements (NDAs) and the introduction of bereavement leave for early pregnancy loss.
At WellTU, we believe these developments mark a significant step towards fairer, more compassionate workplace practices and a stronger framework of protection for working people.
Bereavement Leave for Pregnancy Loss Before 24 Weeks
For the first time in UK employment law, workers who experience a pregnancy loss before the 24-week mark will now have the legal right to bereavement leave.
Acas Chief Executive Niall Mackenzie commented:
“Everyone experiences grief differently and every employee’s needs will be different. These changes around bereavement leave can help provide breathing room for people at hugely difficult times in their lives.”
This new entitlement recognises the emotional toll of early pregnancy loss and gives employees the vital time and space to grieve without fear of professional repercussions. It also places a moral and legal responsibility on employers to show compassion and support during these deeply personal experiences.
Addressing the Misuse of NDAs in Cases of Harassment and Discrimination
The amended bill also targets the unethical use of NDAs in workplace harassment and discrimination cases. Too often, NDAs have been used to silence victims and conceal wrongdoing—practices that run contrary to the principles of fair and transparent employment.
Niall Mackenzie stated:
“Non-disclosure agreements should not be used to cover up inappropriate behaviour or misconduct. Overuse of NDAs can create a culture of mistrust.”
With the new guidance, employers will be expected to ensure NDAs are not misused to suppress legitimate grievances, particularly in situations involving bullying, discrimination or harassment. Ethical use and proper transparency must now be the norm.
What This Means for Workers and Union Members
For workers, these changes provide stronger safeguards in sensitive situations, particularly when facing traumatic personal loss or standing up to mistreatment at work.
For employers, it means reviewing internal policies—especially on compassionate leave, grievance procedures, and the use of NDAs—to ensure compliance and alignment with evolving best practice.
WellTU: Here to Support You
At WellTU, we are already helping members navigate these changes by:
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Challenging unfair NDA practices in the workplace
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Supporting members through grievance procedures with expert representation
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Ensuring employers meet their obligations under the new bereavement leave rights
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Providing legal and emotional support to employees affected by these issues
📞 Need Advice or Representation?
If you’ve been affected by any of the issues above—or need advice about your rights at work—get in touch with WellTU today. Our union reps are here to support you every step of the way.
👉 Visit our Contact Page to speak to one of our team.
WellTU – Fighting for Fairness in Every Workplace
