Declining a reference request

Posted by Emma Sansom on June 15, 2015 at 10:23am in Employment Law

Has anyone ever declined a reference request?

I would love some advice on appropriate wording.

Thanks!

Emma

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Replies

Emma Sansom June 22, 2015 at 8:56am

Morning!

Thanks for the advice so far.

The lady in question actually left in 2013 so it was a complete surprise for me to receive a reference request, particularly as she has had another job since.

I confirmed the basic information of employment dates etc.

Regards

Emma
Helen Sweet June 20, 2015 at 4:58pm

Hi Emma

When an employee is dismissed for GM they are informed at the hearing that we will detail in a reference that they were dismissed but not the reason why.

When the reference comes to me I simply document the following.

Employee was dismissed without notice on xx. Due to confidentiality and data protection I am unable to inform you of the reason for dismissal. All relevant paperwork was sent to employee after their dismissal.

Simple, contains only fact, protects all.

Helen
Sarah Loates June 15, 2015 at 4:26pm

Hi Emma

Can you say why you are declining to provide the reference?

Regards

Sarah
- Emma Sansom > Sarah Loates June 16, 2015 at 7:47am
  
  Hi Sarah
  
  Two years ago, the person who the reference was for was dismissed for gross misconduct.
  
  Regards
  
  Emma
  - Sarah Loates > Emma Sansom June 16, 2015 at 1:48pm
    
    Hi Emma
    
    OK I guess it also depends on what your reference policy is, whether a reference has been agreed as part of a settlement agreement and also what industry you work in e.g if you work in the Financial Services Industry. Consitency is always an important aspect.
    
    So for example at EON the reference policy was only to provide basic information such as job title and length of service. If an employee had been dismissed for GM typically we would include this and brief reasons as it is factual and relevant to the reference request. The only time we would not include it was if the GM were only allegations at the time and the employee resigned part way through the disciplinary (this would be recorded as a resignation).
    
    In terms of the reason for declining it I would be inclined to provide the reference (subject to the above) but stick to the facts e.g. they were dismissed for GM due to X ensuring that the statements made in the reference tally with the reasons given for the dismissal in the letter confirming this.
    
    Some further info here which I hope helps!
    
    http://www.lawdonut.co.uk/law/employment-law/dismissals-and-redunda...
    
    Regards
    
    Sarah