What to do if…
your employer refuses or limits your job reference

What to do now

1. Ask the hiring contact to identify the missing item.
   Ask whether the issue is:

   • a human reference
   • employment verification
   • a delayed response
   • a third-party background screening report
     Ask what alternative evidence they will accept and whether there is a date by which they need it.

2. Contact the former employer’s HR team or verification contact.
   Ask:

   • what information they can confirm
   • whether they use a verification line, email address, or portal
   • whether they can provide a simple verification letter or email
   • whether an authorised supervisor or colleague is allowed to provide a professional reference

3. Offer the hiring contact acceptable substitutes.
   Depending on what they will accept, offer:

   • another professional reference
   • the former employer’s official verification route
   • a verification letter or email from HR
   • a document such as an offer letter, pay stub, W-2, or separation letter, only if requested
     Use a secure route and redact unnecessary sensitive information before sharing documents.

4. Check whether the issue is a third-party consumer report.
   Ask the hiring contact whether a background screening company or consumer reporting agency produced a report. If so:

   • ask for the company name and contact details
   • ask which item needs review
   • ask how to obtain a copy of the report if you do not already have one
   • dispute objective errors with the reporting company and keep copies of what you send
   • record the issue if you did not receive written notice or give written permission before the report was ordered
     Before an employer takes adverse action based on an employment consumer report, it generally must provide a copy of the report and a summary of rights. After an adverse decision based on the report, it generally must provide a notice identifying the reporting company and explaining dispute rights. State laws may add protections.

5. Record possible discrimination or retaliation concerns without escalating the first message.
   Save the exact wording, dates, names, and relevant messages if the limitation or refusal may be connected to discrimination or protected equal employment opportunity activity, such as reporting discrimination or requesting an accommodation. Consider contacting the EEOC or an appropriate state or local fair employment agency promptly for guidance.

6. Correct a specific false statement calmly.
   If you learn that an objective factual error was communicated, ask whether the hiring contact can describe it. Send the former employer’s HR team a short written correction with one supporting document if needed.