Choose from a wide range of NEWCV resume templates and customize your NEWCV design with a single click.
Use ATS-optimised Resume and resume templates that pass applicant tracking systems. Our Resume builder helps recruiters read, scan, and shortlist your Resume faster.
Use professional field-tested resume templates that follow the exact Resume rules employers look for.
Create Resume
Use professional field-tested resume templates that follow the exact Resume rules employers look for.
Create ResumeCV references are not usually included on a UK CV unless the employer specifically asks for them. In most cases, your CV should focus on proving your fit for the role, not listing people who can confirm it later. References normally come at the final stage of the hiring process, after interviews, when an employer is close to making an offer or needs to complete checks.
As a recruiter, I would rather see that space used for evidence: relevant experience, achievements, skills, industry knowledge, and clear career positioning. Writing “references available on request” is also usually unnecessary. It does not damage your CV, but it wastes space and tells me something I already assume. If an employer wants references, they will ask.
CV references are people who can confirm details about your employment, performance, conduct, responsibilities, or character. In the UK job market, references are usually provided after an employer has shown serious interest, not at the first CV screening stage.
A reference can come from:
A former manager
A current manager, if appropriate
A senior colleague
A client or stakeholder
A tutor or academic supervisor
A volunteer coordinator
A professional contact who has directly seen your work
The key phrase is directly seen your work. A good reference is not just someone who likes you. It is someone who can speak credibly about how you work, what you contributed, and whether you are likely to succeed in a similar environment.
In most UK job applications, you should not put references directly on your CV. The standard approach is to leave them off unless the job advert, application form, recruiter, or employer specifically asks for them.
There are three main reasons for this.
First, your CV space is valuable. A strong UK CV is usually around two pages, and every section needs to earn its place. If you use several lines listing reference names, job titles, phone numbers, and email addresses, you are giving away space that could be used to show why you are suitable for the role.
Second, references are usually not checked at the first screening stage. Recruiters and hiring managers are not opening your CV and immediately calling your old manager. They are checking whether your background matches the role. They look for relevance, progression, responsibilities, outcomes, skills, and whether your CV makes sense.
Third, you should protect your referees’ privacy. Putting someone’s contact details on a CV that may be uploaded to job boards, applicant tracking systems, recruitment databases, and employer portals is not ideal. Your referees should know when they may be contacted, by whom, and for what type of role.
There are exceptions. You may include references if:
The employer specifically asks for references on the CV
You are applying through a formal public sector, education, healthcare, or regulated process where references are requested early
You are completing an application form with a required references section
This is where candidates often misunderstand references. They think a reference is a personal endorsement. Employers see it more as a risk check. They are asking, “Is there anything here that contradicts what this candidate has told us?”
That sounds a bit cold, but it is how hiring works. By the time references are requested, the employer has usually already decided that you are a strong contender. The reference is rarely there to make you look exciting. It is there to confirm that the decision feels safe.
You are applying for a role where named referees are expected as part of the process
But for a standard private sector UK CV, references should normally stay off the document.
The phrase “references available on request” is one of those CV lines that refuses to retire gracefully. It is not offensive. It is not a disaster. It is just mostly pointless.
Recruiters already know references are available on request. That is how hiring works. If an employer needs references, they will ask. You do not need to announce that you are willing to do a normal part of the recruitment process.
The bigger issue is space. On a weak CV, this phrase usually appears because the candidate is trying to make the document look complete. On a strong CV, it often feels like leftover advice from ten years ago.
Weak Example
References available on request.
Good Example
Leave the line out and use the space for a stronger achievement, skill, or role detail.
For example, instead of ending your CV with a references line, you could strengthen a role bullet with something specific:
That tells me something useful. “References available on request” does not.
There are rare cases where including the phrase may feel harmless, especially if you have a very short CV as an early career candidate. Even then, I would still use the space more intelligently. Add a relevant project, volunteering experience, technical skill, certification, placement detail, or short achievement instead.
Employers usually ask for references after interviews, often when they are preparing to make an offer or have already made a conditional offer. In the UK, this can vary by sector and employer type.
In many private sector roles, references are requested late in the process. The employer wants to confirm basic employment details, conduct, performance, or suitability before finalising the hire.
In education, healthcare, financial services, government, social care, and other regulated environments, references may be requested earlier or handled as part of a more formal compliance process. These sectors often have stricter checks because the hiring risk is higher.
Here is what candidates need to understand: reference timing is not always a sign of how close you are to getting the job. Sometimes it means the employer is seriously interested. Sometimes it is simply part of their process. Recruiters may ask early to avoid delays later, especially when roles move quickly or compliance teams are involved.
What matters is how you respond. Be organised, but do not panic. Have your references ready, but do not hand them over too casually before you understand where you are in the process.
A sensible response is:
Good Example
I can provide references at the appropriate stage of the process. Please let me know what type of references you require and when they are likely to be contacted.
This is professional, cooperative, and controlled. It also avoids giving out referee details too early without context.
Choose references who can speak clearly, professionally, and specifically about your work. The best reference is not always the most senior person you know. It is the person who can give the most relevant and credible account of your performance.
Strong reference choices include:
A former line manager who directly managed your work
A senior colleague who worked closely with you
A department head who knows your contribution well
A client or stakeholder who can comment on your delivery
A tutor, lecturer, or academic supervisor for early career roles
A volunteering manager if the experience is relevant
Avoid choosing someone purely because their job title sounds impressive. A managing director who barely remembers you is usually a weaker reference than a direct manager who can explain your strengths properly.
This is one of those behind the scenes hiring realities candidates miss. Employers do not just care who the referee is. They care what the referee can credibly say.
A vague reference from a senior person can feel weaker than a detailed reference from someone closer to the work.
Weak Reference Choice
A senior executive who met you twice and can only say you were pleasant and professional.
Good Reference Choice
A direct manager who can confirm your responsibilities, reliability, performance, teamwork, and contribution to specific projects.
Also think about relevance. If you are applying for a leadership role, choose someone who can comment on leadership, decision making, stakeholder management, or team performance. If you are applying for a technical role, choose someone who can speak about your technical competence, problem solving, delivery quality, and reliability.
Do not use someone who cannot give a professional, balanced, and credible reference. This includes people who know you personally but have not seen your work.
Avoid using:
Friends
Family members
Partners
Colleagues who barely worked with you
Managers you left on poor terms with, unless unavoidable
Someone who has not agreed to be your reference
Someone who may be surprised or irritated when contacted
Someone whose contact details are outdated
The biggest mistake is listing someone without asking them first. It looks careless, and worse, it can lead to a weak or awkward reference. I have seen employers contact referees who clearly had no idea they had been named. That does not create a brilliant impression. It quietly makes the candidate look disorganised.
You should always ask permission before naming someone. Give them context too. Do not just ask, “Can you be my reference?” Tell them the type of role, the employer if appropriate, and what areas may be relevant.
A good message might be:
Good Example
I am applying for a project coordinator role in the UK and may need to provide references later in the process. Would you be comfortable acting as a professional reference for me? The role is focused on stakeholder coordination, reporting, and delivery support, so they may ask about my organisation, communication, and reliability.
That gives your referee something useful to work with. It also lets them say no if they cannot provide a strong or relevant reference. Better to find out before an employer calls them.
Most UK employers ask for two references. Sometimes they ask for one. In more formal sectors, they may ask for references covering a specific period of employment, such as the last three or five years.
Common reference requirements include:
Two professional references
One current or most recent employer reference
One academic and one professional reference for graduates
References covering a set employment period
Character references where professional references are not available
For experienced candidates, employers usually prefer professional references from recent roles. For graduates, school leavers, or career changers, academic, placement, volunteering, or internship references may be acceptable.
The stronger your work history, the more important it is to use employment based references. If you have been working for several years, a tutor from many years ago is usually less useful unless the role is academic or research related.
There is also a practical point candidates often ignore. Choose referees who actually respond. A brilliant reference is useless if the person never replies, has moved companies, or ignores reference requests. Delayed references can slow down offers, start dates, onboarding, and background checks.
Before you give someone’s details, check:
Their current job title
Their current email address
Their phone number, if required
Their preferred contact method
Whether they are available
Whether they understand the type of role
This is not admin for the sake of admin. It protects your offer from avoidable delays.
When an employer asks for references, they usually need clear contact details and your relationship to the referee. Keep it professional and simple.
You may be asked to provide:
Referee name
Job title
Company or organisation
Work email address
Phone number
Relationship to you
Dates they managed or worked with you
Permission to contact them
Use professional contact details where possible. A company email address usually carries more credibility than a personal email address, especially for employment references. There are exceptions, such as if the person has left the company, retired, or works independently.
A clear reference format looks like this:
Good Example
Name: Priya Shah
Job title: Operations Manager
Company: ABC Logistics Ltd
Relationship: Former line manager
Email: priya.shah@example.co.uk
Phone: Available on request
If you are worried about privacy, you can provide phone numbers only when the employer confirms they are ready to contact references.
Do not include your referees’ full personal details on your CV unless requested. Keep references in a separate document or application form section. This makes it easier to control when they are shared.
Reference checks are usually more practical than candidates imagine. Employers are not normally asking for a dramatic character study. They are checking whether the basics line up and whether there are any obvious concerns.
Depending on the employer and sector, reference questions may cover:
Your job title
Dates of employment
Responsibilities
Reason for leaving
Performance
Reliability
Conduct
Attendance
Teamwork
Eligibility for rehire
Strengths and development areas
Some employers only provide factual references. This is common in the UK, especially in larger organisations. A factual reference may confirm job title, employment dates, and sometimes salary or reason for leaving. It may not include detailed opinions about your performance.
This frustrates candidates because they imagine references as glowing endorsements. In reality, many companies keep references minimal to reduce risk. It does not necessarily mean the employer thinks badly of you. It may simply be company policy.
This is why your interview performance and CV evidence matter so much. A reference usually confirms the decision. It rarely does the persuasive work for you.
However, references can create problems if they contradict your CV. If your dates are inaccurate, your job title is inflated, or your reason for leaving does not match what the referee says, the employer may start questioning your honesty.
The issue is not always the mistake itself. It is the doubt it creates. Hiring managers can forgive a small date error. They are less relaxed when they feel a candidate has tried to reshape reality with a bit too much creative enthusiasm.
Keep your CV accurate. Not vague. Not polished into fiction. Accurate.
The most common reference mistakes are not dramatic. They are small, avoidable errors that create friction, delay, or doubt.
This is the classic mistake. Candidates include full referee details at the bottom of the CV because they think it makes them look transparent. It usually just uses space badly and exposes other people’s contact details unnecessarily.
Keep references separate unless requested.
A friend with a professional job title is not a professional reference unless they have worked with you in a relevant capacity. Employers want credibility, not character support from someone who likes you.
Choose people who can speak about your work.
A cold reference request can lead to a vague response. Your referee may not remember the details, may be too busy, or may not realise the role is important to you.
Give them context before they are contacted.
Be careful if you are job searching confidentially. If an employer contacts your current manager without permission, that can cause obvious problems. Most responsible employers understand this, but you should still be clear.
You can say:
Good Example
Please do not contact my current employer at this stage. I can provide their details once an offer is being finalised, or I can provide an alternative professional reference for now.
That is reasonable. You are not being difficult. You are protecting your current employment situation.
Old email addresses, disconnected phone numbers, and referees who have moved roles can delay the process. Check details before sharing them.
This is uncomfortable, but important. If you are unsure whether someone will support you positively, do not assume. Ask them directly and professionally.
You want someone who can provide a fair, accurate, and supportive reference. Not someone who says, “Yes, they worked here,” with the enthusiasm of a printer running out of toner.
Not everyone has two neat professional references ready. This is common for graduates, career changers, people returning to work, freelancers, contractors, carers, and candidates who have had difficult employment situations.
You still have options.
You may be able to use:
A tutor or lecturer
A placement supervisor
A volunteering manager
A client
A project lead
A senior colleague
A freelance client
A community or charity organiser
A professional mentor who has seen your work
If you left a role badly, think carefully. You may not need to use that manager if you have another credible professional reference. But do not lie about your employment history. The goal is to present the strongest truthful reference option, not pretend awkward parts of your career never happened.
For freelancers and contractors, client references can be strong. Employers may want to know whether you deliver reliably, communicate well, handle deadlines, and manage expectations. A client who can confirm those things is useful.
For early career candidates, academic references are acceptable, but they should still be relevant. A tutor who can comment on your work ethic, attendance, research ability, communication, or group work is better than someone who only knows your name from a class list.
If you genuinely cannot provide the requested references, be honest early. Do not wait until the final stage and then reveal that you have no one available. That creates unnecessary concern.
A professional response might be:
Good Example
I can provide one professional reference from my recent role and one academic reference. I do not currently have a second employer reference available, but I can provide an alternative referee who has directly supervised my project work.
This gives the employer something workable. It also shows you are organised and transparent.
References rarely win you the job on their own, but they can affect the final decision. They can reassure an employer, raise concerns, or slow down the process.
Here is the practical reality.
If the employer already likes you and the reference confirms what they believe, the process usually moves forward.
If the reference is factual and neutral, that is often fine. Many UK employers expect this.
If the reference is delayed, vague, inconsistent, or concerning, the employer may pause.
If the reference contradicts your CV or interview answers, the employer may question the whole application.
This is why references are part of your candidate positioning, even if they are not part of your CV. They need to support the professional story you have presented.
For example, if your CV positions you as a strong people manager, your reference should ideally come from someone who can confirm your leadership, team support, decision making, or stakeholder management. If your CV presents you as highly reliable and detail focused, a reference that hints at attendance or accuracy issues will obviously not help.
This does not mean every reference must be perfect. Employers understand people are human. What they look for is consistency, credibility, and risk level.
A hiring manager is often thinking:
Does this reference match what the candidate told us?
Is there anything here that changes our level of confidence?
Does this person seem reliable and professional?
Are there any issues we need to explore before offering?
Is the referee credible enough for the role and sector?
That is the real function of a reference. It is not a standing ovation. It is a confidence check.
The best approach is simple: keep references off your CV, prepare them separately, ask permission early, and only share them when requested.
For most UK candidates, the strongest strategy is:
Do not include full references on your CV
Do not include “references available on request” unless you have a specific reason
Prepare a separate reference document
Choose two credible professional referees where possible
Ask each referee for permission before naming them
Brief them on the type of role you are applying for
Keep their contact details current
Protect your current employer if your job search is confidential
Be honest if your reference situation is complicated
This is not about being secretive. It is about being professional.
A good CV gets you into the interview process. Good references help confirm that the employer’s decision is sensible. They are not the same tool, and they should not be treated as if they belong in the same section of your CV.
The strongest candidates understand timing. They know what to show early, what to hold until later, and how to reduce friction when the employer is ready to move.
That is what good reference handling does. It keeps the hiring process clean, credible, and controlled.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
Upload Resume
Import from Linkedin