Leah is a Solicitor, practising as part of the firm’s Employment team. Having trained with RDJ, she has gained experience across the firm’s main practice areas including litigation & dispute resolution and corporate & commercial before specialising in employment law. Leah has already demonstrated a strong commitment to advocating for employers and navigating the complexities of the employment law landscape with insight.
Leah advises employers across various sectors, on both contentious and non-contentious aspects of employment law. Leah regularly reviews contracts of employment, company handbooks, policies and procedures and tailors them to meet the specific needs of RDJ clients. Leah has experience in the defence of claims before the Workplace Relations Commission, the Labour Court and the Courts. Leah is a contributor to Legal Island and regularly publishes RDJ Insights on employment law issues.
It is often a pre-condition of employment to provide one or more satisfactory references from previous employers and as such, where an employee is leaving employment, it is commonplace to request a reference from their employer. Prospective employers may also reach out to ask for a reference in respect of a former employee. There are a number of factors an employer must consider when they receive such a request. In this article, we explore the legal considerations at play.
Can an Employer Refuse to Provide a Reference?
There is no legal obligation to provide an employee with a reference, however, employers should be aware that a decision to refuse a reference does not come without consequences. Where an individual brings
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