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Employment references and the law

Employment references and the law Purpose– This paper aims to examine whether employers are bound to provide references on former employees and the kinds of information they should contain. Design/methodology/approach– It arrives at a set of conclusions through considering case law in England and Wales. Findings– It explains why writing a reference is increasingly the responsibility of human-resource specialists in an organization. Practical implications– It reveals that employers have a number of options, the choice between which will depend upon the organization’s aversion to risk and its balancing of the obligations felt to employees and their future employers. Social implications– It considers that, in an increasingly risk-averse culture, more and more organizations are providing minimal information in references on former employees and avoiding value judgments. Originality/value– It considers the state of the law in England and Wales as regards writing references on former employees. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Human Resource Management International Digest Emerald Publishing

Employment references and the law

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0967-0734
DOI
10.1108/HRMID-10-2014-0143
Publisher site
See Article on Publisher Site

Abstract

Purpose– This paper aims to examine whether employers are bound to provide references on former employees and the kinds of information they should contain. Design/methodology/approach– It arrives at a set of conclusions through considering case law in England and Wales. Findings– It explains why writing a reference is increasingly the responsibility of human-resource specialists in an organization. Practical implications– It reveals that employers have a number of options, the choice between which will depend upon the organization’s aversion to risk and its balancing of the obligations felt to employees and their future employers. Social implications– It considers that, in an increasingly risk-averse culture, more and more organizations are providing minimal information in references on former employees and avoiding value judgments. Originality/value– It considers the state of the law in England and Wales as regards writing references on former employees.

Journal

Human Resource Management International DigestEmerald Publishing

Published: Oct 13, 2014

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