Employment references can be a useful recruitment tool which can provide organisations with an insight in to how candidates have performed for previous employers and confirm whether they possess the necessary skills and experience to undertake the role for which they have applied.
However, employers have become increasingly wary of confirming anything beyond basic factual information (such as start date, end date and job title) for fear of being held accountable for a new appointment not working out or, worse, being blamed for someone not being appointed to a role.
ACAS Guidance On Employee References
ACAS has just released new guidance on employment references, which covers things such as:
- What a reference should include
- Whether or not a reference should be provided
- Whether an employer can give a bad reference
- Problems with references
- Job offers and references
References need not necessarily be positive, if there is nothing positive to say, but they should be factual and fair. Great care should be taken in responding to a request for a reference, particularly where the employment relationship has ended badly and if the departing employee has issued a claim against you.
The ACAS guidance is a good point of reference for employers who are unsure on their obligations and best practice. If you are ever unsure in particular circumstances of what you should or should not say in a reference our employment law specialists can assist you.
How Nelsons Can Help
For further information or to comment on this article, please contact our employment law specialists on 0800 0241 976 or contact us via our online form.