6 things you need to know before writing a reference
- What is an employee reference?
Employee references can contain information regarding an employee’s skills, temperament and ability to undertake the role offered. They can be provided in either a personal capacity, by a colleague or friend, or by an employer on behalf of the company that employed them. The reference can be in writing or given orally; the legal obligations being the same regardless of the method of delivery.
Beware that employers may become legally responsible for personal references provided by remaining colleagues. If, for example, a line manager provides a reference including their job title, on the headed note paper of the company, it is highly likely that this would be interpreted as a corporate as opposed to a personal reference; regardless of the initial intention when writing.
It is advisable to have a clear companywide policy in place as to who can provide a reference and in what format it should be.
- Does an employer have to provide a reference if asked?
There is no legal obligation to provide a reference. An employer can chose whether they want to provide a reference and how much information is contained within it.
However, if you refuse to provide a reference, be careful that the refusal is not construed as discriminatory, i.e. on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The protection against discrimination extends to after the employment relationship has ended.
Beware, that if an employee has previously bought a claim for discrimination, or provided information or evidence in connection with a claim for discrimination against an employer, and that employer then refuses to provide a reference, this could amount to a separate claim for victimisation.
There can be occasions where an employer has a contractual obligation to provide a reference, for example where a settlement agreement has provided for an agreed reference or in an associate agreement. Practice owners should take care to ensure that information provided in these circumstances does not create an unfair or untrue impression of the employee, either positively or negatively.
- What should be included in a reference?
It is not uncommon to see a “factual reference” being provided by companies as a matter of policy, setting out the dates of employment and job title only so as to avoid any liability. In these circumstances employees may seek alternative “personal” references from direct line managers or colleagues if more detail is required. However, it is important that employers are consistent in the implementation of this policy to avoid allegations of discrimination or breach of the implied term of “mutual trust and confidence” between an employee and their employer.
If providing a more detailed reference, include the following:
- Details about the job applicant, including job title, employment dates and a job description.
- Answer any specific questions posed by the requester, for example regarding the employee’s attendance or disciplinary records.
- Information regarding the employees qualifications and skills
- An assessment of their character, strengths and weaknesses relating to the suitability for the role they have applied for.
- Contents of a reference should be consistent with any reason for dismissal.
We would advise avoiding any speculation regarding the individual’s suitability for the role, particularly where the role is not the same as the one they were originally employed to do.
- Can a reference breach GDPR?
The GDPR and Data Protection Act 2018 put in place much stricter rules regarding the use of employee data. Businesses can protect themselves from inadvertent data breaches by having a clear policy in place as to who can give, and in what circumstances a reference can be given. Furthermore, never provide a confidential reference about a worker unless you are certain that they have consented to the information being disclosed. No copies of medical records or other sensitive data should be provided without the explicit, written consent of the employee.
- Can I give a bad reference?
In short, yes, but with the caveat that all references must be accurate and fair. Subjective opinions should be avoided, don’t include anything that is not supported by facts. If you are tempted to provide a negative reference, it is probably sensible to decline to provide one to avoid any potential claims.
If a reference includes information that is inaccurate then the referee could be liable for those negligent misstatements if the new employer went on to employ the person in reliance on them.
One issue that might arise is if an employee has resigned in response to allegations of misconduct. You will need to make the decision as to whether to state this fact in a reference. If you do, make sure you do not mislead by making it clear that no investigation had been carried out and no finding made. If the allegations concern the safety of patients, then you may have an obligation to inform the new practice of this and potentially the GDC.
It is always advisable to include a statement in any reference limiting any liability in event of a negligent misstatement;
“This reference is given to the addressee in confidence and only for the purposes for which it was requested. It is given in good faith, and on the basis of the information available to the employer at the time it is given, but neither the writer nor [NAME OF EMPLOYER] accepts any responsibility or liability for any loss or damage caused to the addressee or any third party as a result of any reliance being placed on it.”
If a referee includes information that they know to be false or untrue, and the new employer relies upon them, the referee will be liable for damages for the tort of deceit.
- Do I have to obtain a reference from a new employee?
Whilst there is generally no legal obligation upon a new employer to request a reference from a new employee, Regulation 19 of the Health and Social Care Act 2008 Regulations 20014, states that:
Persons employed for the purposes of carrying on a regulated activity must—
- be of good character,
- have the qualifications, competence, skills and experience which are necessary for the work to be performed by them, and
- be able by reason of their health, after reasonable adjustments are made, of properly performing tasks which are intrinsic to the work for which they are employed.
When undertaking an inspection the CQC will consider whether the practice has met this requirement. To show compliance dental practices must have a ‘robust recruitment processes‘ in place, including undertaking any relevant checks (for example a DBS check). Although the regulations do not explicitly state that employer references should be sought, this would be an appropriate way of evidencing compliance.
In general employers are advised to obtain references to ensure that information that has been provided during the application process by the employee is correct.
Top Tip:
When making an offer of employment, it is sensible to make the offer conditional upon the receipt of at least one satisfactory reference. We advise including this requirement in the offer letter to ensure that the offer can be withdrawn if the applicant is unable to supply one, or the reference that is provided contains something that concerns the employer. If this is not included, then the offer cannot be legally withdrawn on this basis.
If an employee commences work before references are checked, it will not be possible to dismiss the employee without notice. To avoid this, include a clause in the contract stating that the employment can be terminated immediately if an unsatisfactory reference is provided.
If you have any questions about the information contained in this bulletin, please email Julia Furley on jfurley@jfhlaw.co.uk, or call us on 0207 388 1658.
Julia Furley, Partner and Barrister
