Domestic staff reference protocol
How to check domestic staff references
A useful reference check verifies facts before opinions: who the referee is, how they know the candidate, dates of work, role, recurring duties and the context of any recommendation. Ask consistent, job-relevant questions and record what was actually confirmed rather than turning one positive comment into a guarantee.
What should you check in a domestic staff reference?
Confirm the referee's identity and relationship to the candidate, dates of work, job title or role, key responsibilities and any factual detail that matters to your own vacancy. You can then ask fair role-related questions about work quality, communication or reliability, while recognising that employers are not usually required to provide a detailed reference unless another obligation applies.
Acas says references can be basic or detailed and any information supplied should be fair and accurate. A household should record what was verified, what the referee would not confirm and what still needs another source.
A seven-step reference-check protocol.
Use the same sequence for every shortlisted candidate so the record remains comparable.
Questions to ask a previous employer.
“In what capacity did you employ or supervise the candidate?”
This establishes whether the referee directly observed the work and what type of relationship they are describing.
“What dates did the candidate work for you?”
Compare the answer with the CV and ask about a material discrepancy rather than silently assuming dishonesty.
“What were the candidate's main recurring responsibilities?”
Listen for the referee's own description and compare it with the role the candidate presented at interview.
“What household or childcare context did the work involve?”
For example, children's ages, property type, laundry standard or cooking responsibility where relevant to the vacancy.
“How did you normally communicate about priorities or changes?”
Keep the question tied to work rather than inviting personal gossip.
“Would you employ the candidate again in a similar role?”
If the answer is yes or no, ask for factual work-related context where the referee is willing and able to give it.
Treat a reference as one evidence source, not a guarantee.
A short reference is not automatically a red flag.
Some employers provide only dates and role as policy. Record what they confirm and use other lawful evidence for the remaining questions.
“Excellent” still needs context.
A glowing reference may be genuine, but the household still needs to decide whether the previous role resembles the current one.
Ask what is factual and job-related.
Do not repeat unverified allegations. Acas says reference information should be fair and accurate, and misleading references can create disputes.
Decide what other evidence can lawfully fill the gap.
Do not invent a substitute. Discuss the gap with the candidate and consider whether another previous employer or evidence source is available.
From our work: we use the reference to test specific claims from the household brief and interview.
Filipino Domestic Services asks the household to define the role, recurring duties, normal days and hours, working arrangement, location, intended start date and practical requirements before candidate introductions begin. The interview then gives the household specific claims to follow up: comparable ages of children, similar household responsibilities, cooking level, laundry standards, driving or another material part of the brief.
That is why our rebuilt reference guidance is not a generic “is this person trustworthy?” phone call. A referee is much more useful when asked to confirm what they directly observed. If a candidate says they managed two school-age children and their laundry in a live-out role for two years, the reference can test those dates and responsibilities. It cannot prove every aspect of future suitability for a different household.
The previous FDS content sometimes blurred references, background checks and broad character claims into one idea of vetting. We now separate those evidence types. References verify previous work where the referee can speak to it. Right-to-work checks verify legal permission. DBS checks, where legally eligible and appropriate, provide a different criminal-record disclosure. The household still needs to bring those sources together for its own decision.
We also keep a written record of what the reference actually supports. That reduces the risk that a positive phrase is later remembered as a guarantee or that an unanswered question is mistakenly treated as verified.
What should you check after references?
Use the DBS and background-check guide to decide which criminal-record check, if any, the role is legally eligible for. The broader domestic staff vetting process explains how different evidence sources fit together.
If a reference raises a practical point that was not fully explored, return to the domestic staff interview questions rather than forcing the reference to answer a question outside the referee's knowledge.
Domestic staff reference questions.
What information should a domestic staff reference confirm?
Ideally it confirms the referee's relationship to the candidate, dates of work, role and relevant responsibilities. A detailed reference can also contain fair and accurate work-related information about performance or suitability.
What if a previous employer only confirms dates?
A basic reference is not automatically negative. Record what has been confirmed and decide whether another referee or lawful evidence source is available for the questions the household still needs to resolve.
Can I ask why the candidate left?
You can ask a role-relevant question, but the referee may choose not to provide detail. Treat any answer carefully, distinguish fact from opinion and give the candidate an opportunity to explain a material discrepancy.
Should I trust a reference sent from a personal email address?
A personal address does not automatically invalidate a household reference, but the identity of the referee still needs to be established. Where practical, verify the contact route independently and record how you confirmed who provided the reference.
Is a good reference enough to hire someone?
No. A reference is one evidence source. The household should also interview the candidate, verify right to work and complete any other lawful role-specific checks before making the final decision.
Can FDS guarantee that a reference is accurate?
No reference should be treated as an unconditional suitability guarantee. The household should understand what the referee actually confirmed and make its own assessment from the evidence available.
Sources and reference boundary.
The protocol is grounded in the FDS household brief and current Acas reference guidance. It does not replace lawful right-to-work or DBS checks where those are required or appropriate.
Record what was verified, then move to the next evidence source.
Use references for previous work, DBS for eligible criminal-record checks and interviews for the candidate's explanation and practical judgement.