In addition, the Committee recommended that employers investigate all complaints of discrimination and/or harassment, even if a settlement agreement is signed. It was also suggested that employers should be required to provide at least basic references. This would prevent employers from exchanging this with the silence of individuals in a comparative offer. Any agreement that does not meet these conditions is not valid under the new legislation. DDNs cannot be used legally to prevent individuals from disclosing protected information to relevant bodies. These include allegations of sexual harassment. Employers should not submit agreements that are inappropriate or ambiguous with regard to the issue of notification of a case to a competent supervisory authority or the police. .
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