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Replies
Hi Becky and Sarah,
Thank you for responding, they have felt bullied by another manager hence reason for leaving, they have decided not to put grievance in due to just wanting to move on.
Kind Regards,
Jill
Hi Jill
OK in the circumstances I would provide an open reference in the interests of good employee relations and mitigating any risk to the business, as long as it is true, accurate and fair.
But on a separate note on a one to one basis I think I would want to explore with the manager why the employee felt 'bullied'.
All the best
Sarah
Hi Jill,
As Sarah mentioned, we have set it as company policy that only HR provide employment references and when we do, it only confirms dates of employment and job title. Managers are free to also provide a reference but only on a personal basis - in which case the new employer would need to know their contact details.
I've had a couple of people in the past worry about whether they would get a bad reference so in those cases, I've always told them to only provide a new employer with the HR email address, then they can be sure that they'll only receive the standard response (i.e. nothing negative or positive.).
I don't see an issue with providing a 'to whom it may concern' reference if you're only confirming the dates of employment and job title.
Hope that helps.
Becky
As with all things HR I guess it depends! Firstly do you have a policy with reference to providing requests.
Typically an employer would expect to provide this on a case by case basis and include basic information such as job title and leaving dates.
You mention that they don't trust the company what is the underlying reason for this as obviously if they have raised some sort of grievance in the past you want want To avoid a claim that you failed to provide a reference due to this.
Appreciate I might be over thinking this one! All the best Sarah