Providing references – myths, facts, and opinions

We have often heard the comment that “you can give only good references” and they cannot be negative in nature. This is untrue.

If someone was dismissed that can be reported on a reference, if it was true, it is a accurate reference.

If they might have been dismissed if they had not of resigned with immediate effect you cannot say they were dismissed.

What is required, when creating a reference is that it is a true, accurate and fair representation of the person. and furthermore, the person providing the reference does not present the details in a misleading way by either adding to the reference or leaving out relevant information.

If you are sent a detailed reference request, answering only some of the questions, could give rise to negative inferences and if you answer these requests for some employees and not others you could be accused of discrimination.

Therefore, when providing a reference, the creator should think:

• What have I been asked? – can I answer that question and what is my evidence for that answer? For example if asked how many absences an employee had in the last 12 months, you have to have evidence of those absences that the ex-employee would agree with.

• Is it company policy not to answer subjective questions? i.e. would you re-employ? If you say no, what inference will be drawn?
• If you decide you will provide one, do you want to say a lot or very little. A simple reference can be referred to as a “tombstone” reference and may just cover start and end dates and role(s) occupied by the person.

If you go into more detail, is the information presented even handedly and can you verify what has been said from your records.

If you receive a detailed request, remember you do not need to answer it. You may have a standard reference or policy regarding such things. If that is the case, follow it.

If you do answer it, answer the questions, you can provide information on and are able to back up.

Do not answer questions, without evidence and consider whether a question which is asking for an opinion is one you can answer. Generally, its best to stay away from opinion-based questions unless you can evidence your opinion.

If you would like to introduce a Reference Policy for references you give and receive when the EYFS is revised in September 2025, you can obtain our reference policy here.