If an employer gives a reference it must be accurate and fair. The employer giving the reference can decide how much information they include.
Employment references can be either:
A work reference is usually from a current or previous employer. It is sometimes called a factual reference.
Work references can be basic or detailed.
A basic work reference is a short summary of employment. For example, the employee's job title and the dates they worked there.
A detailed work reference can include:
A detailed reference can also include someone's sickness or absence record. However, an employer must follow discrimination law. The reference should not include any absences related to:
Employers should only ask for the information they need.
The amount of detail included in the reference is up to the person who provides it, unless their employer has a specific policy on this. For example, some employers only give basic references.
A reference is not a substitute for making other checks. For example, checking if someone has the right to work in the UK.
A character reference is usually from someone who knows the applicant well. For example, their manager, a mentor or someone they've volunteered for. It is sometimes called a personal reference.
A character reference can include:
References must not:
All details about the person, their role or performance must be fair and accurate. If opinions are provided, there should be evidence to support the opinion.
For example, if someone's performance record shows they need to improve in a few areas, the reference should not say they excelled at the job.
References should not include details of:
An employer must follow the law on discrimination when providing, requesting or checking references.
This means they must not disadvantage an applicant because of any of the following 'protected characteristics':
The employer giving the reference should not include any information that could be used in a discriminatory way.
For example, an employer must not disclose someone's disability in a reference. The recruiting employer might decide to withdraw a job offer because the applicant has a disability.