ReferencePolicy

References serve to confidentially verify a candidate's employment history, experience, and suitability for a role. This policy outlines Bestfostering Ltd.'s stance on providing employment references for current and former employees. This policy is applicable to all contracted employees.

 

Providing Employment References

• While the company aims to provide references, it's not obligatory.

• References will include factual historical data, per Appendix 1, covering:

  • Employment dates.

  • Position held.

  • Employment status.

  • Reason for leaving, if known.

  • Mention of disciplinary action, sickness, referrals to authorities.

• The company is obligated to both the recipient (e.g., the prospective employer) and the employee. This obligation entails exercising reasonable care and offering information that is truthful, precise, unbiased, and doesn't convey a misleading impression. Hence, it is crucial that the reference relies on verifiable facts. Opinions and subjective perspectives lacking substantiation will not be incorporated.

• "Safer Recruitment" guidance mandates the inclusion of relevant child-care suitability information in references where relevant.

 

Duties and Responsibilities

• All reference requests for current or past employees go through a director.

• All individuals within the policy scope adhere to its terms.

 

Other Types of Reference Requests

• Requests from financial organisations to verify an employee’s salary for mortgage applications etc., should be forwarded to a director after they have received the employee’s approval.

 

Telephone or Verbal References

• Telephone reference requests are refused; written responses are provided.

 

Unsolicited References

• Unsolicited 'to whom it may concern' references are limited to factual statements per Appendix 1. Such requests should be sent to a director.

 

Confidentiality and Disclosure

• All references are confidential.

• The Data Protection Act (DPA) 1998 is followed.

• Personal details shared in references are shared with employees/ex-employees upon their written request.

 

 

Requesting References for Prospective Employees

• Reference practices for prospective employees are outlined in the Recruitment and Selection Policy, guided by the principles of this policy.

 

Appendix 1

 

Bestfostering Ltd’s standard response to employment reference requests:

 

Name

Address

 

Re: Reference for NAME OF EMPLOYEE

 

Dear NAME

 

Further to your recent request for an employer’s reference. We have pleasure in confirming details of employment for NAME OF EMPLOYEE as requested.

 

Capacity employed: Job Title

Date employed: Employed From

Date employment ended: Employed to

Status of Employment: Permanent or temporary

Name of employee) has had or not had any disciplinary action taken against them within the last 12 months.

There have been/no reports made to any statutory, regulatory, or professional bodies in relation to (name of employee’s) employment.

I do not know of any reason why (name of employee) should not be employed to work with children.

 

It is the company’s policy to provide basic historical information in relation to former employees and not to give comment or opinions on abilities to perform a particular role. The provision of such information does not imply any comment, negative or otherwise, about the employee during the course of their employment with us.

 

This reference is given in good faith and in confidence and only for the purpose for which it is requested. It is given on the understanding that it is without legal liability on behalf of the author or Bestfostering Ltd.

 

Yours sincerely,

 

CREATED: AUGUST 2023   NEXT REVIEW: AUGUST 2024