Workplace Confidentiality Breach Uk

Summary

In the UK, the Data Protection Act 2018 requires personal data to be handled confidentially. Discussing your overpayment issue with your manager instead of directly with you could be considered a breach of confidentiality. Raise the issue with your HR department and file a complaint with the Information Commissioners Office (ICO) if unsatisfied with HRs response.

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hr went through my manager instead of directly contacting me regarding overpayment, is this a breach of confidentiality
****, to help you better, may I know which state or country you are located in? This will help me provide more specific information regarding privacy laws and workplace regulations in your area.
Uk
In the UK, confidentiality breaches in the workplace can be serious. Employers should handle overpayment issues directly with the affected employee.
Key points:
- The Data Protection Act * requires employers to keep personal information confidential.
- Breaching this can lead to complaints to the Information Commissioner's Office (ICO).
Would you like more information on how to proceed with a complaint?
So as it was address with my manager instead of me, this is classed as a breach?
In the UK, addressing an overpayment issue with your manager instead of directly with you could be considered a breach of confidentiality.
- The Data Protection Act * requires personal data to be handled confidentially.
- You may raise this concern with your HR department or the Information Commissioner’s Office (ICO).
Would you like additional steps for filing a complaint with the ICO?
Yes
To file a complaint with the ICO:
- Visit the ICO website: https://ico.org.uk/
- Use their online complaint form.
- Provide details of the breach and any supporting evidence.
Would you like more information on how to gather evidence for your complaint?
Payroll is also apart of HR, right?
In many organizations, payroll is indeed a part of the HR department. However, this can vary depending on the company's structure.
Would you like more information on how to gather evidence for your complaint to the ICO?
Unfortunately K* E* was overpaid in December * as her change in hours was not imported into payroll. She was paid £* Basic in December's pay run when she was only due £*.*. This is an overpayment of £*.*. As a result she will have to repay these monies in her wages moving forward. Clearly this is too much to deduct over the remaining 3 months of the tax year, so if we did this over 6 months the repsyment would be £*.*. I'm sure she may be aware given she was paid in full in December when her hours significantly reduced. - this was the email they sent to my manager who then passed that along to me.
In the UK, discussing personal payroll issues with your manager instead of directly with you could potentially be a breach of confidentiality under the Data Protection Act *.
Here are some steps you can take:
- Raise the issue with your HR department, explaining your concerns.
- File a complaint with the Information Commissioner's Office (ICO) if unsatisfied with HR's response.
Would you like more information on gathering evidence or filing the complaint?
Does this fit in any rulings under the Data Protection Act *?
In the UK, the Data Protection Act * requires personal data to be handled confidentially. Discussing your overpayment issue with your manager instead of directly with you could be considered a breach of confidentiality.
- Raise the issue with your HR department.
- File a complaint with the Information Commissioner's Office (ICO) if unsatisfied with HR's response.
Would you like more information on gathering evidence or filing the complaint?
Why could it be considered a breach?
It could be considered a breach because:
- The Data Protection Act * mandates that personal data must be handled confidentially.
- Discussing your overpayment with your manager, rather than directly with you, could be seen as mishandling personal data.
Would you like more information on gathering evidence for your complaint?
This also comes 10 days after they directly sent me this email: Hi K* I hope you are well. Apologies for this – we pro-rated your salary slightly wrong (a bit higher) than what it is supposed to be on a * hour contract. Are you please able to review and return a signed copy to us? You will have been slightly overpaid in December due to the error, so you will see slight adjustment in January’s pay.
Given the timeline and the handling of your overpayment, it seems there might be a potential breach of confidentiality under the Data Protection Act *.
- Raise the issue with your HR department.
- If unsatisfied, file a complaint with the Information Commissioner's Office (ICO).
Would you like more information on how to gather evidence for your complaint?
What do you mean given the timeline and handling? Elaborate.
Given the timeline and handling:
- Timeline: The email sent directly to you about the overpayment was followed by an email to your manager 10 days later discussing the same issue. This inconsistency in communication could be seen as mishandling personal data.

- Handling: Discussing your personal payroll details with a manager instead of directly with you can be seen as a breach under the Data Protection Act *, which mandates confidentiality.
Would you like more information on how to gather evidence for your complaint?