Both employers and employees can count on my experience when it comes to the formulation, review and assessment of employment references, interim references and confirmations of employment.
Employees are generally entitled to a reference at the end of the employment relationship and can request an interim reference at any time. If the employment relationship was short, a confirmation of employment may also be considered.
The job reference is very important for the economic advancement of the employee. Job references should therefore always be formulated benevolently.
Future employers expect a true reflection of the employee’s work, performance and behaviour. The previous employer may be liable if the reference contains untrue or incorrect information.
For these reasons, there are often differing views on the content and wording of references and interim references.
The following principles should be observed when formulating employment references:
- The reference must be benevolent.
- The reference must be true.
- The reference must be complete.
- The reference must be clear.
Employee appraisals and other documents in the personnel file can be essential for the formulation of references.
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