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What can my employer disclose at interview?

David

Hi All,

Been trying to find some information on this but can’t seem to find anything difinitive so thought I’d reach out directly to the HR community.

The business I work for has recently recruited a new senior manager into the business. I have just found out that, during the recruitment/interview process, some information about a dispute I was having with a Reseller/Partner was disclosed to this candidate prior to her being offered a contract.

Is this allowed? Can my employer disclose information about me to a job candidate without having my consent?

Any help on this greatly appreciated

Parents
  • Thanks for that. I’m asking as it relates to a CD case. I’m being managed out of the business and, aside from other things, I believe that my manager being informed about it would have potentially prejudiced her views on me, resulting in her deciding to manage me out. Furthermore, would the business giving her this information prior to employment represent a material breach of trust and confidence?

    Thanks for the help!
  • in reply to David
    Hi David

    But you’ll need hard evidence eg that your manager didn’t need to know about this dispute involving you. It the dispute involved operational matters for which the role was to be responsible then it's hard to envisage this, although it would have been unnecessary and wrong of them at that stage to have mentioned you by name in connection with the dispute rather than ‘one member of your potential team’ or whatever.
    And the ‘prejudiced her views about me’ matter - again, you’ll need hard evidence that something untrue or needlessly derogatory was said about you as the team member.
    Without this kind of evidence, this can probably be only your own interpretation of these events which you might find it very difficult to prove to the satisfaction of eg a Tribunal.
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  • in reply to David
    Hi David

    But you’ll need hard evidence eg that your manager didn’t need to know about this dispute involving you. It the dispute involved operational matters for which the role was to be responsible then it's hard to envisage this, although it would have been unnecessary and wrong of them at that stage to have mentioned you by name in connection with the dispute rather than ‘one member of your potential team’ or whatever.
    And the ‘prejudiced her views about me’ matter - again, you’ll need hard evidence that something untrue or needlessly derogatory was said about you as the team member.
    Without this kind of evidence, this can probably be only your own interpretation of these events which you might find it very difficult to prove to the satisfaction of eg a Tribunal.
Children