References

This section will provide direction and guidance to managers who have been asked to provide a reference for either current or former Council employees.  We will provide employment references for current or former Council employees when requested.

You should be aware that in providing a reference, you have a duty of care towards the prospective employer, which might be the Council, and also a duty of care towards the person who is the subject of the reference.

References should be true, accurate and fair.  They should offer facts, not opinions.  An employer can reasonably expect that any reference provided by you on behalf of the Council is an honest report on the applicant.  In particular you should not make negative comments about a current or former employee about which the applicant is unaware.  Good practice is to share the content of a reference with the individual, where possible.

If an employee left the Council during an investigation or disciplinary process it is appropriate that we inform any prospective employer of this, without providing any specific details.  Please seek guidance from the Personnel Adviser in these cases.

Depending on its relevance to the post applied for, you have discretion to refer to “spent” disciplinary action.  Further details of when it would be appropriate to do this are contained in the Council’s disciplinary procedures and the supporting Handbook for Managers. 

If you have any concerns about being asked to provide an employment reference on behalf of an applicant you should seek advice from Personnel Services. 

If a person thinks they have been given an unfair or misleading reference, they may be able to claim damages in Court.  This reinforces the need for a true, accurate and fair reference, which must be able to be evidenced.

Be clear that you know whether the reference you are giving is on behalf of the Council, using our email or headed paper, or a personal reference from you as an individual.  The Council is responsible for any reference given on behalf of the Council and the terms of the Data Protection Act, 1998 and the Equality Act, 2010, apply.