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Use this model standalone confidentiality agreement prior to discussion of a role / project / consultancy in detail.
You must not, whether during your contract with the Company or after the end of it, unless expressly authorised in writing by your nominated Manager, disclose to any unauthorised person or use any confidential information relating to the business affairs or trade secrets of the Company. This includes any detail about the Company's products, technical data, any matter relating to the company or its business, customers and employees, actual potential or past and all details relating to information on the Company's database.
During the course of your contract with the Company you may have access to, gain knowledge of or be entrusted with information of a confidential nature. This shall include, but is not limited to:
The identity, address or
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For more value, this is also found in our Full library and Terms and conditions templates toolkit
To prevent an employee or worker from sharing information, you could use a confidentiality or non-disclosure agreement (NDA).
It's a written agreement that could be found:
In a job contract.
In a settlement agreement.
In a separate, standalone document.
This could be when a job begins or ends, or at another point.
An NDA may be signed by an employer and an employee or worker for a variety of reasons, including:
To protect proprietary information when starting a new job.
To keep details private after a disagreement.
Related HR resources and workflow
Explore the HR resources that may be relevant before and / or after using the Confidentiality agreement, helping you understand the wider process, maintain appropriate documentation and follow a consistent approach.
Send this letter if a former employee is alleged to be sharing confidential information, reminding them that their confidentiality obligations continue after employment.
When an NDA should not be used by an employer
An NDA cannot prevent:
Whistleblowing.
Reporting a crime to the police.
An NDA should not be used:
To prevent someone from reporting discrimination, harassment, or sexual harassment.
To conceal inappropriate or improper behaviour, especially if there is a risk of it happening again.
To avoid dealing with workplace disputes or problems.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Confidentiality agreement template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing terms and conditions processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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