A reference should describe the employment and evaluation truthfully. An inaccurate document may lead to a correction dispute; liability for loss requires its own legal and evidential assessment.
What needs checking
Neither a favourable reference nor a later performance problem automatically proves misconduct by the previous employer. Consider what was known, what was stated, reliance, causation and the applicable standard.
Practical next steps
Check the facts before issuing or challenging a reference. Preserve the draft, agreed wording and evidence supporting the assessment, and distinguish correction from any separate damages claim.
Prepare for the review
Send the relevant contract or policy, a short chronology, the correspondence and any document showing a deadline. Explain the outcome you need and any steps already taken.
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Updated: 8 November 2026.