Reference checks.
The same questions for every referee, one aimed at what the new role needs, what you mustn't ask before an offer, and a sheet to write the answers on.
How it works.
A reference is most useful when it's treated like an interview: the same questions for every referee, examples rather than adjectives, and the answers written down. The questions are ours, written for this tool. One is aimed at what the new role needs most, from the box above.
- Health. Section 60 of the Equality Act 2010 stops you asking about an applicant's health before a job offer, and that includes asking a referee, apart from narrow exceptions. It applies to agencies building a shortlist, too.
- Employers' policies. Many employers only confirm dates and job title. A short reference is usually policy, not a warning.
- Accuracy. A referee who gives a reference must make it true, accurate and fair. What you write down is personal data about the candidate: keep it securely, and only as long as you need it.
A guide, not legal advice. It applies the rules as written to the dates and figures you enter. Your own terms and the facts of a case can change the answer; if money or a dispute turns on it, check with an employment lawyer.
Last checked 21 October 2026
When the rules change.
Rates and thresholds move most Aprils. Leave your email and we'll tell you when this tool is updated. We won't use it for anything else, and you can ask us to delete it at hello@hikari-ai.co.uk.
Built by Hikari. We recruited at Google, Meta, AWS, Shell and BP, and now build AI for recruitment desks. These tools are free, run in your browser, and send nothing anywhere.