Is there a ruling about your employer discussing your flexible working request details with your colleagues?

[JimmyChoo17]

Exactly that....Is there a ruling about your employer discussing your flexible working request details with your colleagues?

My manager has out out my request details to all my team I work with for their opinions and thoughts???? Which has resulted in my request being declined verbally...I'm yet to see what happens in writing.

The decline reason being its a full time position and I would be missing 2 days work a month....Surely that's why we have such requests so we can reduce time? It's perfectly feasible and I hve suggessted a trial. He has no evidence or examples to provide of what wHat would be an issue.

I have put details as to why this is feasible! However my team mates have panicked over losing some team support and obviously made my manager think its not ok. Surely it has nothing to do with these 15 people that now know about my slight change to working request.

I've got a number to call the data protection people but they are now shut until Monday. Acas were not very helpful so mumsnet was my next stop

I should add that these requests were proved verbally previously (months ago) but my report structure has changed.

Sorry, but I would think that he would be entitled to discuss it with anyone who might be affected, and ask for their input.

Well I thought I thought that but my 2 friends working for the same company but different teams - have been advised by their manager that their working conditions can not be discussed with colleagues or indeed any other team managers....so either her managers lying or my manager is wrong. ACAS did think my terms and condition details were not allowed to be discussed however they were not 100% sadly I missed the closing time for the data office today.

I rang my Hr but they are unwilling to answer the question without me confirming who my team are.

Excuse poor typos speed typing with extra fingers interfering with the keys!

I would think that he can discuss matters that might effect them, like planning to have a person less available. But not matters that don't eg your salary or sick record etc. I'm a line manager but not a hr or legal person

If it was going to effect them than yes. Its probably better that they do. In your case it was a no, but sometimes people may be happy to pick up a bit extra to help a co-worker out. I know my team have done it before. They all picked up and extra late shift a month so a woman could care for her parents. Without their support we would have had to say no.
In our case the woman in question told the team about her request, which is why I can not say 100% if it is allowed.

It is not unreasonable to discuss the impact on the team, with the team.

Thanks all....I guess where he has gone wrong is that their reaction was "oh no...less resources.." so they are upin arms but he hasnt looked at it in detail or provided them with the information on how things will not actually be affected..

but I'm not a direct resource for them so I know from the 4 years of being in that position they would not suffer...realistically it just means I will get less involved in as many projects but that's over and above my TORs.

It's difficult as he is new to the position and knows nothing about the role...nor has he taken the time to fully understand it. I'm appealing it but yet to see an official line on why it's been refused!

The awful thing being is my 2 previous managers had both approved it.... :(

TBF maybe he hasn't gone wrong. I can't quite see how you not being there as much, and being less involved in as many projects, would not led someone to 'suffer' in some way.

I'm sure that fact that he's new and doesn't perhaps know you as well as your previous managers can't help.

If he doesn't know much about the role he probably thought asking the team for their input was the best way to make an informed decision.