Former teacher wins case after receiving damaging references
An employment tribunal has awarded a former teacher £370,563 finding that she was unfairly dismissed, and that she received damaging references, in “revenge” for challenging the headteacher’s classroom observation rules. This was due to teachers no longer being warned when they would be observed within the classroom.
The teacher complained to her Trade Union, stating that not being warned in advance about classroom observations was in breach of long-standing agreed terms. Following this, she claimed that she was unfairly dismissed as revenge. A reference provided when she applied for a new job stated that she was “not at all suitable”, despite excellent performance.
While negative references can be given, they must be supported by documented evidence, such as formal performance reviews, written warnings or training analysis, and should always be factual, fair and free from opinion or bias.
Employers may consider introducing a reference policy that is easily accessible and consistently followed. Should you receive a reference request for an employee which you believe may be contentious, 121 HR Solutions can provide advice and support on how this should be approached. Contact us on 0800 9995 121 to discuss further.
Employers may consider introducing a reference policy that is easily accessible and consistently followed. Should you receive a reference request for an employee which you believe may be contentious, 121 HR Solutions can provide advice and support on how this should be approached. Contact us on 0800 9995 121 to discuss further.
0800 9995 121 
enquiries@121hrsolutions.co.uk
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