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1. Reason for Departure: Brief, neutral explanation if appropriate and agreed with employee

2. Future Recommendations: Specific endorsements for future roles when appropriate

3. Contact Information: Writer's contact details for further information if willing to provide

1. Performance Records: Optional attachment of relevant performance reviews or achievements

2. Training Certificates: Copies of relevant qualifications or training completed during employment

When writing a recommendation letter for a terminated employee, it's important to be honest and objective. Focus on the employee's strengths, skills, and accomplishments during their tenure. Avoid mentioning the reasons for termination, as this could open the door to legal issues. Instead, highlight their positive contributions and any relevant experience that could benefit their future employer. Additionally, consider including a brief statement acknowledging their termination and wishing them the best in their future endeavours.

In the UK, there is no legal obligation for an employer to provide a reference for a former employee, whether they were fired or left voluntarily. However, it is generally considered good practice to provide a factual reference confirming the dates of employment and the role held. Employers should exercise caution when providing negative feedback, as this could potentially lead to legal claims. For guidance on providing references, consult or seek legal advice.