Can I say no?

TELLIT01

Bod_1234 said:

I have worked for the same employer for several decades. I am being pressured to provide some personal information I'm not comfortable to disclose, including information relating to outside of work, and details they should already have on file anyway.

I have asked how this information was going to be used and got vague answers, however I am being pushed to provide it at short notice.  Can I just refuse?

(Edit: trimmed as it was a bit too specific)

In order to be able to say whether others think the requests are reasonable or not we really need to have a better idea of what the employer is asking for.  There are questions which could be considered unreasonably intrusive by some but of no consequence to others.  Can you elaborate on the type of personal information they are requesting?

Marcon

Bod_1234 said:

I have worked for the same employer for several decades. I am being pressured to provide some personal information I'm not comfortable to disclose, including information relating to outside of work, and details they should already have on file anyway.

I have asked how this information was going to be used and got vague answers, however I am being pushed to provide it at short notice.  Can I just refuse?

(Edit: trimmed as it was a bit too specific)

You can always refuse - but it isn't likely to endear you to your employer if you do so unreasonably (or just plain do so, reasonable or not!).

Without knowing what they are asking, the area in which you work and a whole load of other pertinent information, it's impossible to know whether the requests are reasonable and/or whether your refusal to provide the information is reasonable.

As someone else has said, if they should already have something on file, what's the issue with providing it now? As for other information, pick up a phone and have a conversation to clarify. Absolutely no point relying answers here, which are based on next to no knowledge of your situation..

Bod_1234

The (questions, none of which were right to work related or based on other legal requirements , also bearing in mind I above worked here for decades) broadly fell into to 2 categorised.

"None of your business", eg, Hobbies and interests outside of work, an up-to date promotional photograph, professional certifications, social media accounts.

"Things they should already know", qualifications, date joined the company, roles within the company (HR records)  Career aspirations, my perceived strengths.  (documented every year in performance reviews).

Essentially, they are being nosy, or being lazy.

Undervalued

Bod_1234 said:

The (questions, none of which were right to work related or based on other legal requirements , also bearing in mind I above worked here for decades) broadly fell into to 2 categorised.

"None of your business", eg, Hobbies and interests outside of work, an up-to date promotional photograph, professional certifications, social media accounts.

"Things they should already know", qualifications, date joined the company, roles within the company (HR records)  Career aspirations, my perceived strengths.  (documented every year in performance reviews).

Essentially, they are being nosy, or being lazy.

I still struggle to see what you can possibly gain by making an issue of this and refusing.

If they hold any data about you (which of course they do) they have a duty to ensure that it is correct and properly safeguarded. It you have genuine concerns that is not the case then that issue should be properly addressed.

NBLondon

Bod_1234 said:

"None of your business", eg, Hobbies and interests outside of work, an up-to date promotional photograph, professional certifications, social media accounts.

Agreed.  Professional Certifications - if relevant to the role - are their business but not the rest.  If they want a promotional photograph they can send a photographer to the office.

Bod_1234 said:

"Things they should already know", qualifications, date joined the company, roles within the company (HR records)  Career aspirations, my perceived strengths.  (documented every year in performance reviews).

I think my previous post applies here.  The HR department should already hold this data, so the correct approach is for them to make a copy available to you and ask for any corrections or additions.

elsien

I wouldn't be passing social media account information over to my employer. If they want to try to find me by looking online that's up to them but otherwise it's nothing to do with them. They're not going to find anything that will bring the company into disrepute and they have no other reason for wanting it. 
I have also declined to give my personal mobile number out on the grounds that I have a work mobile always with me during working hours so if they want me they can call  me on that. 
It may seem like a fuss about nothing to other people, but I have strict rules for myself around separation between home and work and if anyone wants any unneccessary information that impinges on that, it's not going to be happening. 

If there's good enough reason, such as needing emergency contacts due to our lone worker policy, that's fine. But not "just because."

I, however, have a reasonable manager who I can discuss with what they want and why. Not everyone does. 

TELLIT01

I wouldn't pass on social media account info, not that there's anything of interest in it.  Nor would I provide a photo for promotional purposes (whatever that means).  I hate having my photograph taken and generally managed to secrete myself at the back of the group if any were taken at work.

I agree that HR is just being lazy if they can't be bothered going through their own records for much of the other info.  I would provide an emergency contact number in case anybody needed to make contact on my behalf, but would be extremely p-d off if they used that number for any work related purpose.