After a job offer, many employers ask for references and sometimes background checks. Knowing what is normal, and what is not, helps you answer confidently and spot anything suspicious.

References

A reference is a statement from a previous employer, teacher or other referee about your work. Most employers ask for at least one, usually from your current or most recent employer, and often make the offer conditional on satisfactory references. An employer does not have a general legal duty to give a reference, although there are exceptions, for example in regulated sectors such as financial services. When a reference is given, it must be true, accurate and fair.

Choosing referees

Choose people who know your work well and who will respond quickly. Ask permission before giving their details, and tell them about the role so they can be specific. If you do not want your current employer contacted yet, say so in your application and ask that they only do it after an offer.

What references usually cover

Most are factual: your job title, dates of employment and sometimes your salary and reason for leaving. Some include a view on performance and attendance. Employers should treat references as confidential and use them only for recruitment.

Right to work checks

Every employer must check that you have the right to work in the UK before you start. This applies to everyone, not just people from overseas. Find out more in our guide to right to work checks.

DBS checks

A Disclosure and Barring Service check shows criminal record information. There are different levels. A basic check shows unspent convictions and can be requested by anyone. Standard and enhanced checks are only for certain roles, such as working with children or vulnerable adults, and the employer must be entitled to ask for them. An employer cannot demand a higher-level check just because they feel like it.

Spent convictions

Under the Rehabilitation of Offenders Act 1974, many convictions become spent after a set period, and you usually do not have to declare them to an employer. Exceptions apply in some roles. If you have a record, check the rules, and organisations such as Unlock offer advice. Many employers will consider you on your merits.

Other checks

Depending on the role, employers may check qualifications, professional registrations, credit history for financial roles or driving licence status. They should tell you what they are checking and why. They must handle your personal data in line with data protection law, which means they should only collect what is needed, keep it secure and not keep it for longer than necessary.

Warning signs of a scam

  • A request to pay for a background check.
  • A request for bank details or passport copies before any offer.
  • A "recruiter" who will not tell you the name of the employer.

Genuine employers do not charge candidates for checks.

If a reference or check goes wrong

If you think a reference is untrue or misleading, ask to see it. You may be able to request a copy under data protection rules. If it is inaccurate, ask for it to be corrected. In serious cases, you may need legal advice.

Sources

General information, not legal advice.

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We write for jobseekers, check important claims and link to official sources where rules may change.