Subsection (1) also voids any provision in an agreement between a worker and their employer that prevents a worker from speaking out about their employer's response to the relevant harassment or discrimination, or an allegation relating to it.
	Subsection (2) provides that relevant harassment or discrimination includes conduct which the worker or a co-worker has suffered or is alleged to have suffered, or conduct carried out or alleged to be carried out by the employer or a co-worker. "Harassment" and "discrimination" are defined in line with the existing definitions in sections 13, 15 to 19A, 21(2) and 26 of the Equality Act 2010.
	Subsection (3) of this Amendment gives the Secretary of State the power to make regulations to set out conditions which, if satisfied by an agreement ("excepted agreement"), mean that agreement will not be void under subsection 202A(1).
	Subsection (4) gives the Secretary of State the power to, by regulations, provide that an excepted agreement is nevertheless void insofar as it prevents the worker speaking about relevant harassment and discrimination or their employer’s response, to a person specified in the regulations, for a purpose specified in the regulations or in circumstances specified in the regulations.
	Subsection (5) gives the Secretary of State the power to, by regulations, expand the types of individuals the section applies to beyond those that meet the definition of "worker" in section 230(3) of ERA 1996 by reference to specified circumstances or a specified type of "relevant contract". "Relevant contract" is defined in subsection 202A(6).
	Subsection (8) applies the provision to police officers and cadets.
Part 1: Employment Rights Protection from Harassment New Section 202A