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Create ResumeYou usually should not include references on a CV in the UK unless the employer has specifically asked for them in the job advert, application form, or recruitment process. Most recruiters and hiring managers do not need references at the CV screening stage. They are assessing whether your experience, skills, achievements, and career fit justify an interview. References normally come later, often after interview stage, offer stage, or conditional offer.
In practical terms, references take up valuable CV space and rarely help you get shortlisted. A stronger CV uses that space to prove why you are relevant for the role. The exception is when references are requested upfront, common in some education, healthcare, care, government, security, and regulated roles in the UK.
For most UK job applications, the answer is no. You do not need to include the names, job titles, phone numbers, or email addresses of referees on your CV unless the employer explicitly requests them.
This surprises some candidates because older CV advice often said to include two references or write “References available on request” at the bottom. In modern UK recruitment, that line is usually unnecessary. Recruiters already assume you can provide references if the process reaches that stage. It is a bit like writing “I will attend an interview if invited.” Technically true, but not useful.
Your CV has one main job: to get you shortlisted. References rarely influence that first decision. At screening stage, I am looking for evidence that you match the role. I want to see your relevant experience, progression, impact, technical skills, sector knowledge, qualifications, and whether your career story makes sense for the vacancy.
I am not checking your referees while deciding whether to call you. In most cases, I am not even thinking about references yet.
The main reason is simple: references are not screening evidence.
A CV is not a full employment file. It is a positioning document. It should present the strongest evidence that you are worth interviewing. References are supporting checks, not the core argument for hiring you.
When candidates include references too early, a few things can happen.
They waste space that could be used for stronger achievements
They expose private contact details unnecessarily
They make the CV look slightly outdated
They risk referees being contacted before they are prepared
They distract from the candidate’s actual suitability
That last point matters more than people realise. Hiring teams are busy. A recruiter may scan a CV quickly before deciding whether it deserves a closer read. If the bottom third of the second page is filled with referee details, that is space not being used to explain why you should be interviewed.
And honestly, no hiring manager has ever said to me, “The candidate’s experience was vague, but the references section was beautifully formatted, so let’s shortlist them.”
That is not how hiring works.
In the UK job market, most recruiters expect references to be provided later in the process. The exact timing depends on the employer, sector, and role level, but references usually come after one of these stages:
After a successful interview
After a final interview
Before a formal offer
After a conditional offer
During onboarding or background checks
Recruiters and employers often separate selection from verification.
Selection is where they decide whether you are suitable for the role. This is based on your CV, application, interview performance, skills, experience, and sometimes assessments.
Verification is where they confirm key details. References may be used to check employment dates, role responsibilities, conduct, performance, reliability, safeguarding suitability, or eligibility depending on the sector.
This is why including references on your CV rarely gives you an advantage. The employer is not ready to use them yet.
There is also a practical confidentiality issue. Many candidates do not want their current employer contacted before an offer is likely. Good recruiters understand this. If a recruiter casually contacts your current manager without permission, that is not thorough recruitment. That is reckless recruitment wearing a cheap blazer.
No, in most cases you do not need to write “References available on request” on your CV.
It used to be common because CVs were more formal and recruitment processes were less automated. Today, it is mostly filler. Employers already know they can ask for references if needed.
That line does not damage your CV badly, but it does not add value either. If your CV is already tight, remove it. Use the space for something stronger, such as:
A measurable achievement
A technical skill
A relevant qualification
A stronger profile summary
A clearer explanation of your role scope
A project, system, client type, market, or responsibility that supports your fit
Weak Example
References available on request.
Good Example
Reduced monthly reporting time by improving Excel templates and automating recurring data checks, giving managers faster access to accurate performance data.
The second example gives me something to assess. The first tells me something I already assumed.
There are situations where references may belong on a CV, but they are specific. Do not include them by default.
You should consider including references if the employer, recruiter, or application instructions clearly ask for them upfront. This can happen in certain UK sectors where safeguarding, trust, compliance, or regulated employment checks are more prominent.
References may be requested earlier for roles in:
Education
Childcare
Healthcare
Social care
Local authority roles
Government or public sector roles
Security sensitive roles
Financial services roles with strict compliance requirements
Some academic positions
Some charity or safeguarding related roles
Even then, read the instructions carefully. Some employers ask for referee details on a separate application form, not on the CV itself. If the application form has a references section, use that instead of crowding your CV.
For teaching roles in the UK, for example, references can be more central to the process than in many corporate roles. Employers may expect referees who can comment on suitability, safeguarding, conduct, and employment history. In that situation, you follow the application instructions rather than applying generic CV advice.
The rule is not “never include references.” The rule is include them only when they are genuinely required for this application.
You should leave references off your CV if you are applying for most standard private sector roles in the UK, especially in areas such as:
Sales
Marketing
Finance
Operations
Administration
Human resources
Technology
Customer service
Project management
Business development
Retail management
Graduate roles
Executive roles unless specifically requested
In these cases, your CV should focus on fit, value, and evidence. References can come later.
You should also leave references off if your referees have not given permission. This is not just a courtesy issue. It is a privacy and professionalism issue. Sharing someone’s work email, direct phone number, or personal mobile number without warning is not ideal.
Also be careful if you are currently employed and your referee is your current manager. You may accidentally signal your job search before you are ready. Most employers will not contact referees without consent, but mistakes happen. Recruitment admin is not always the polished machine candidates imagine it to be.
If a reference could create risk, protect it until the right stage.
If removing references leaves space on your CV, do not panic and fill it with vague personality claims. Use the space strategically.
The best replacement depends on your level and target role, but these areas are usually more valuable than references.
Hiring managers need evidence of contribution. Instead of saying you are responsible, organised, or hard working, show what changed because of your work.
Weak Example
Responsible for managing customer enquiries and supporting the team.
Good Example
Handled 60 plus customer enquiries per day while maintaining accurate case notes and reducing repeat contact through clearer follow up communication.
One of the most common CV problems I see is that candidates list tasks without explaining the scale or environment. A recruiter needs context to judge whether your experience transfers.
Helpful context can include:
Team size
Client type
Industry sector
Budget responsibility
Systems used
Volume of work
Reporting lines
Market coverage
Project complexity
A “Finance Assistant” in a small business and a “Finance Assistant” in a multinational organisation may have very different exposure. The job title alone does not tell the full story.
A targeted skills section can help, especially if the role requires specific systems, tools, technical knowledge, languages, compliance exposure, or sector experience.
For UK applications, this can include:
Microsoft Excel
Xero
Sage
Salesforce
Power BI
SAP
Workday
CIPD knowledge
FCA regulated environment
DBS related experience
Only include skills that are relevant and honest. Do not turn your CV into a keyword soup. Recruiters notice when a skills section looks like someone copied the job advert and hoped for the best.
If your profile is generic, improve that before adding references. A strong profile should tell the reader what you do, where you have done it, and what kind of value you bring.
Weak Example
I am a motivated and enthusiastic professional with excellent communication skills and a passion for success.
Good Example
Operations coordinator with experience supporting high volume scheduling, supplier communication, and internal reporting across fast paced service environments. Strong at keeping processes moving, resolving practical issues quickly, and giving managers accurate visibility of day to day activity.
That tells me something. The first one just tells me the candidate has met the word “motivated” and decided to keep it.
References are often misunderstood. Candidates sometimes think a glowing reference will rescue a weak interview or push them ahead of stronger candidates. Usually, it will not.
References are rarely used to create interest. They are used to reduce risk.
By the time references are checked, the employer is often asking questions like:
Did the candidate actually work where they said they worked?
Were the dates and job titles broadly accurate?
Did they perform reliably?
Were there any conduct concerns?
Would the previous employer rehire them?
Does the reference support what the candidate said at interview?
Are there any issues that affect the offer, onboarding, or compliance process?
That means references are part of the employer’s risk management. They are not normally the reason you get invited to interview.
There is another reality candidates should know: many UK employers now provide only basic references. A basic reference may confirm job title and employment dates, but say little about performance. This is often due to internal policy, legal caution, workload, or fear of disputes.
So when candidates worry that their former manager will write a dramatic essay about them, that is often not how it works. Many references are dry, factual, and painfully brief. Very British, really. Even the enthusiasm has to queue politely.
A professional reference comes from someone who knows your work. This could be a current or former manager, supervisor, senior colleague, client, teacher, tutor, placement manager, or volunteer coordinator.
A personal reference, sometimes called a character reference, comes from someone who knows you personally but has not directly managed your work.
For most jobs, professional references are stronger. Employers usually want someone who can comment on your performance, reliability, responsibilities, behaviour, and employment history.
Personal references may be acceptable when:
You are applying for your first job
You have limited work experience
You are returning to work after a long break
You have done volunteering but not formal employment
The employer specifically allows character references
You are applying for a role where trust and suitability are being assessed but work history is limited
Do not use close family members as referees unless the employer explicitly allows it. It does not look objective. A reference from your mum saying you are punctual may be sweet, but it will not carry much hiring weight.
For students, school leavers, graduates, and early career applicants in the UK, a tutor, placement supervisor, volunteering lead, or part time job manager is usually more useful.
The best referees are not always the most senior people you know. They are the people who can speak credibly about your work.
A strong referee should ideally be able to confirm:
Your role and responsibilities
Your dates of employment or involvement
Your performance and reliability
Your working style
Your conduct and professionalism
Your strengths relevant to the role
Your ability to work with others
Your suitability for the type of work you are applying for
Choose someone who actually knows your work. A senior director who barely remembers you is often less useful than a line manager who can give specific, balanced feedback.
I also recommend choosing referees who are responsive. This sounds obvious, but delayed references can slow down offers. A brilliant referee who never checks email can accidentally become a hiring bottleneck.
Before naming someone as a referee, ask them properly. Tell them the type of roles you are applying for and remind them of your work together. Referees are not mind readers. Give them enough context so they are not caught off guard.
A simple message is enough:
Good Example
Hi [Name], I hope you are well. I am applying for [type of role] and wanted to ask whether you would be comfortable acting as a professional reference for me. The roles are mainly focused on [brief context], so your perspective on my work in [area] would be really helpful. I will let you know before sharing your details with any employer.
That is professional, respectful, and controlled.
Not having obvious references is more common than people admit. It happens to school leavers, graduates, career changers, freelancers, people returning after a break, candidates who had a poor relationship with a previous manager, and people who worked in informal or family businesses.
Do not panic. But do not ignore it either.
Depending on your situation, possible referees could include:
A previous manager
A supervisor
A senior colleague
A client
A lecturer or tutor
A placement manager
A volunteering coordinator
A committee lead
A project lead
A professional mentor
A manager from part time work
If you cannot use your current employer because your job search is confidential, tell the recruiter or employer at the right stage. This is normal in the UK job market.
You can say:
Good Example
I am happy to provide references at offer stage. As my current employer is not aware of my job search, I would prefer that they are not contacted until an offer is being finalised.
That is not suspicious. That is sensible. Recruiters hear this all the time.
If you left a previous role under difficult circumstances, be strategic. Do not lie. Do not over explain. Choose the most credible alternative referee available and be ready to give a calm, factual explanation if asked.
If the advert specifically asks for references, follow the instruction. But be careful about the wording.
There is a difference between:
“Please include references on your CV”
“Please provide two referees”
“References will be requested at offer stage”
“Employment is subject to satisfactory references”
“Do not send references at this stage”
If the advert asks for referee details, provide them either on the CV or in the application form, depending on the platform. If it asks for references later, do not include them early.
If you need to include references on your CV, place them at the end under a simple heading such as References. Include only what is required.
A practical format is:
Reference
Name: [Full Name]
Job Title: [Job Title]
Company: [Company Name]
Relationship: [Former Line Manager]
Email: [Professional Email]
Phone: [Phone Number]
Only include phone numbers if the referee has agreed. For many UK applications, an email address is enough to start the process.
If confidentiality matters, you can write:
References available at offer stage due to current employer confidentiality.
That is more useful than the old generic version because it explains the reason.
References are unlikely to help with applicant tracking systems. An ATS may parse your CV, store your details, and support keyword search, but references are not usually the section that improves your ranking or relevance.
What matters more for ATS and recruiter screening is whether your CV clearly contains the role relevant language the employer is looking for, such as:
Job titles
Core skills
Systems
Qualifications
Industry terms
Responsibilities
Achievements
Compliance requirements
Technical tools
Relevant experience
A references section will not usually make you more searchable. In some cases, it may simply add unnecessary personal data into the system.
This is another reason I prefer leaving references out unless requested. You want the ATS and recruiter to focus on your suitability, not store the contact details of people who did not apply for the job.
The biggest mistakes are usually not dramatic. They are small judgement errors that make the candidate look less current, less careful, or less commercially aware.
Never list someone as a referee without asking. It is awkward for them and risky for you. A surprised referee rarely gives the best reference.
A famous name or senior title is not automatically useful. Employers want credible insight, not decorative authority.
A CV does not need references to look complete. It needs relevance, evidence, clarity, and focus.
If an employer cannot reach your referee, the process can stall. Always check the details before sharing them.
This can create confidentiality problems. Do not expose your current role unnecessarily.
Unless you are early career or the employer allows it, professional references are usually stronger.
Some candidates think strong references compensate for a weak CV. They usually do not. Your CV still needs to show why you match the job.
When I screen a CV, I am not thinking, “Where are the references?” I am usually asking much more practical questions.
I am looking at whether the candidate has done similar work, in a similar environment, at a similar level of complexity. I am checking whether the job titles make sense, whether the dates raise questions, whether the achievements are credible, and whether the CV is tailored enough to the vacancy.
The questions behind the screening decision are often:
Can this person do the job?
Have they done something similar before?
Is their experience recent enough?
Is the level right?
Are they likely to be affordable for the employer?
Does their career pattern need explanation?
Are there gaps that matter for this role?
Does the CV show evidence or just responsibilities?
Would the hiring manager understand why I sent this CV?
That last question is important. Recruiters are often presenting candidates to hiring managers. A recruiter needs to be able to explain why you are relevant. A references section does not help with that. Strong evidence does.
The best approach is simple.
Do not include references on your CV unless requested. Prepare them separately before you need them. That way, you are ready when the employer asks, but you are not wasting CV space or sharing private information too early.
Create a separate references document with:
Your name and contact details
The role you are applying for if useful
Referee names
Job titles
Companies
Professional relationship
Email addresses
Phone numbers if agreed
Notes on when they can be contacted
You do not usually need to send this document with your first CV submission. Keep it ready for later.
Also tell your referees when a reference request may be coming. This is especially important if the role is urgent, regulated, or offer dependent.
A prepared candidate does not just have referees. They manage the reference process professionally.
That means:
Asking permission before sharing details
Warning referees before they are contacted
Choosing people who understand your work
Making sure contact details are accurate
Explaining confidentiality concerns clearly
Keeping references separate unless requested
This is the balanced approach. You look organised without oversharing.
For most UK job seekers, the best answer is: leave references off your CV and provide them later when asked.
Your CV should focus on the evidence that gets you shortlisted. References support the hiring process later, but they rarely improve your chances at the first screening stage. If an employer asks for them upfront, include them carefully and with permission. If they do not ask, use that space for stronger content.
The real hiring logic is this: recruiters and hiring managers do not shortlist you because you listed referees. They shortlist you because your CV makes the case that you can solve the employer’s problem.
So make that case properly. Keep your CV sharp, relevant, and evidence led. Save the references for the stage where they actually matter.
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.
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