Reference Checks in the US: What International Employers Can (and Can’t) Ask

Your UK-based company just identified the perfect candidate for your US sales director position. The interviews went brilliantly, the skills assessment was excellent, and the salary negotiation concluded smoothly. Before making the final offer, your HR manager in London does what she’s always done: calls the candidate’s previous employer and asks detailed questions about performance issues, reasons for departure, and whether they’d rehire the candidate.

Three weeks later, your company receives a cease-and-desist letter from an attorney representing the candidate, threatening legal action for defamation and interference with prospective employment. The previous employer—concerned about their own legal exposure—immediately notified the candidate about the reference check. Now you’ve lost a strong candidate, created legal liability, and damaged your company’s reputation in the US market before you’ve even established operations.

Welcome to the complex, legally treacherous world of employment reference checks in America—where what you can ask, how you can ask it, and what former employers will actually tell you differs dramatically from practices in most other countries.

For international companies expanding to the United States, understanding reference check protocols isn’t optional. It’s a critical risk management requirement that directly impacts hiring quality, legal liability, and long-term organizational success. According to the US Equal Employment Opportunity Commission, workplace discrimination charges totaled 81,055 in fiscal year 2023, with many cases involving reference check disputes where candidates claimed discriminatory information was shared.

Why US Reference Checks Differ From International Practices

Understanding reference check complexity in the United States requires recognizing fundamental differences in legal frameworks, liability concerns, and cultural employment expectations that distinguish American practices from other countries.

The Litigation Culture Reality

The United States maintains uniquely robust employment litigation mechanisms that create significant liability exposure for both former employers and hiring companies. This litigation environment creates a “defensive posture” among American employers that international companies find confusing and frustrating. Former employers who provide honest, detailed references risk defamation lawsuits from former employees. Companies that fail to disclose known safety risks about former employees face negligent referral claims.

According to research published by Pepperdine University, 32 states have passed laws providing varying degrees of immunity to former employers who provide honest references about former employees. However, most employers still won’t share anything beyond basic employment verification because their legal counsel has advised them that any additional information creates more risk than value.

“International companies consistently underestimate how litigation risk shapes American HR practices,” explains Joanne Farquharson, President & CEO of Foothold America. “In many countries, reference checks involve candid conversations about employee performance, behavioral issues, and reasons for departure. In the US, most employers won’t share anything beyond basic employment verification because their legal counsel has advised them that any additional information creates more risk than value.”

State Law Variations Create Compliance Complexity

Unlike countries with unified national employment laws, the United States operates under a patchwork of federal and state regulations that vary significantly across jurisdictions. Understanding which state’s laws govern each reference check—typically the state where the former employee worked—requires sophisticated legal analysis that most international companies lack during initial US market entry.

State-Specific Reference Check Laws

Different states have enacted various protections and requirements around employment references. This creates significant compliance complexity for international companies operating across multiple locations:

This state-by-state variation creates substantial compliance burdens for international companies operating across multiple US locations. A reference check approach that’s legally sound in Texas might violate protections in New York.

What You Can Legally Ask During Reference Checks

Despite the cautious reference environment, international employers can conduct effective reference checks by understanding permissible inquiry boundaries and structuring questions appropriately.

Employment Verification Basics

All employers can legally request basic employment verification information without significant legal risk:

• Dates of Employment – Former employers can verify start and end dates without legal exposure
• Job Title and Position – Confirming the candidate’s official title and role
• Salary History – While increasingly restricted by state salary history ban laws, former employers generally can verify compensation if asked
• Eligibility for Rehire – This yes/no question provides limited but valuable insight

Performance and Conduct Inquiries

Questions about job performance and workplace conduct enter legally complex territory where international employers must proceed carefully.

Factual Performance Information – Questions about objective, documented performance metrics generally carry lower legal risk than subjective assessments. Asking “Did the employee meet sales quota?” is safer than “Was the employee a good salesperson?”

Specific Behavioral Examples – Rather than asking broad questions like “How was their attitude?” request specific examples: “Can you describe how the employee handled deadline pressure?” or “Can you provide an example of how they worked with cross-functional teams?”

Reason for Departure – Former employers increasingly decline to discuss separation reasons due to legal risk. However, in states with reference immunity laws, you can ask whether the employee resigned voluntarily, was laid off, or was terminated for cause.

“The key to effective reference checks in the US is structuring questions to elicit factual information rather than subjective opinions,” notes Laurie Spicer, Director of US Expansion at Foothold America. “International companies often ask broad, open-ended questions that put former employers in legally uncomfortable positions. Specific, factually-focused questions increase the likelihood of receiving useful information while reducing legal risk for all parties.”

Protected Class Questions: Absolute Prohibitions

Federal and state anti-discrimination laws create absolute prohibitions on reference check questions related to protected characteristics. Under the Fair Labor Standards Act and related employment laws, you cannot ask about:

• Age or date of birth
• Race, ethnicity, or national origin
• Gender, pregnancy, or family planning
• Religion or religious practices
• Disability status or medical conditions
• Sexual orientation or gender identity
• Marital or family status
• Military or veteran status

International employers must understand that even if former employers volunteer information about protected characteristics, using that information in hiring decisions creates discrimination liability.

What Former Employers Will Actually Tell You

Understanding legal boundaries represents only half the reference check challenge. The practical reality is that most US employers share minimal information regardless of legal protections, creating verification challenges for international companies.

The “Name, Rank, and Serial Number” Phenomenon

The vast majority of US employers—estimates suggest 70-80%—maintain strict policies limiting reference information to basic employment verification. These policies typically authorize confirmation of dates of employment, job title, and sometimes final salary.

This defensive approach stems from risk-averse legal counsel who advise clients that any additional information creates more liability than benefit. While frustrating for hiring companies, these policies reflect rational risk management in America’s litigation-intensive environment.

Reference Check Standardization Through Third-Party Services

Many large US employers outsource employment verification to third-party services like The Work Number or Equifax. These services provide standardized employment and income verification without human interaction or qualitative information sharing.

Industry-Specific Reference Check Requirements

Different industries face unique reference check challenges and regulatory requirements that international employers must navigate:

When hiring for these specialized roles, Foothold America’s Exclusive Talent Acquisition service helps international companies navigate industry-specific reference requirements while ensuring full compliance with federal and state regulations. Our team conducts thorough reference checks tailored to each industry’s unique legal landscape and hiring needs.

Legal Risks for International Employers

International companies conducting reference checks in the US face multiple legal exposure categories that require careful risk management.

Discrimination Claims

The most significant legal risk involves discrimination allegations when reference check information relates to protected characteristics. The EEOC secured more than $665 million for victims of discrimination in fiscal year 2023, a 29.5% increase over the prior year.

Disparate Treatment – Using different reference check protocols for candidates of different races, genders, ages, or other protected characteristics creates direct discrimination liability.

Record Keeping Requirements – Under EEOC regulations, employers must maintain all reference check documentation for one year following hiring decisions.

Defamation and Negligent Hiring

International employers conducting reference checks risk defamation liability if they make or repeat false statements about candidates. According to employment law guidance, defamation requires proving the employer made false statements, published them to third parties, knew or should have known of their falsity, and caused actual harm.

Conversely, failing to conduct adequate reference checks creates negligent hiring liability when employees harm others and their dangerous propensities could have been discovered through reasonable investigation.

“International companies face a paradox in US reference checks,” explains Geanice Barganier, Vice President of People Operations at Foothold America. “You risk defamation liability if you share negative information, but you face negligent hiring liability if you don’t discover risk factors through adequate investigation. Navigating this contradiction requires careful process design that balances thorough investigation with legal compliance.”

Best Practices for Conducting Compliant Reference Checks

International companies can conduct effective, legally compliant reference checks by implementing systematic best practices that balance information gathering with risk management.

Develop Standardized Reference Check Protocols – Create written question lists for reference checks that ensure consistent inquiries across all candidates. Scripts should focus on job-related qualifications, objective performance metrics, and factually verifiable information. Position-specific questions should be customized based on job requirements rather than candidate characteristics.

Obtain Proper Authorization – Require candidates to sign authorization forms permitting reference checks before conducting any reference inquiries. If you use third-party background check services, comply with Fair Credit Reporting Act requirements including specific disclosure forms, written authorization, and adverse action procedures.

Train Your Reference Check Team – Ensure reference checkers understand prohibited questions, discrimination risks, and documentation requirements. Anyone conducting reference checks needs specialized training on legal compliance, interviewing skills, and cultural sensitivity. Training should be annual and documented.

Focus on Job-Related Criteria – Every reference check question should connect directly to specific job requirements. Conduct thorough job analysis identifying essential functions, required skills, and critical competencies before developing reference check questions. Frame questions around demonstrable competencies rather than general characteristics.

Consider Professional Background Check Services – Reputable background check companies understand and comply with Fair Credit Reporting Act requirements, reducing your legal exposure. Professional services provide thorough documentation of reference check attempts, responses received, and information obtained, creating defensible records for potential future disputes.

Document Everything Thoroughly – Maintain comprehensive documentation of all reference check attempts including dates, times, contact methods, and outcomes even when former employers don’t respond. Record all information obtained during reference checks word-for-word when possible, noting factual statements separately from opinions or characterizations. Document topics that former employers declined to discuss, demonstrating your reasonable efforts to gather relevant information.

For international companies without established HR infrastructure in the United States, Foothold America’s Exclusive Talent Acquisition service provides comprehensive support throughout the hiring process, including compliant reference check management. Our team understands the nuances of US employment law across all 50 states and conducts reference checks that protect your company from legal liability while gathering meaningful candidate information.

Five Common Reference Check Mistakes

After years of supporting international companies with US expansion, we’ve observed recurring reference check mistakes that create unnecessary legal and operational risks.

Mistake 1: Asking Prohibited Questions

International employers accustomed to different legal frameworks sometimes ask questions about age, health, family status, or other protected characteristics that violate US anti-discrimination laws.

Example – A European hiring manager asks a former employer “Did the candidate take extended leave for health issues?” This question potentially violates Americans with Disabilities Act protections and creates discrimination liability.

How to Avoid – Provide mandatory training on prohibited topics before allowing anyone to conduct reference checks. Create approved question lists that exclude any protected characteristic inquiries. When in doubt, consult with US employment counsel before asking questions that might relate to protected categories.

Mistake 2: Inconsistent Reference Check Processes

Conducting thorough reference checks for some candidates while performing minimal verification for others creates discrimination liability, particularly when the different treatment correlates with protected characteristics.

Example – A company conducts three professional references for male candidates but only one for female candidates, or conducts more extensive references for younger candidates than older ones.

How to Avoid – Develop written reference check protocols specifying how many references will be contacted, what questions will be asked, and what documentation will be maintained. Apply these protocols consistently to all candidates for similar positions. Track reference check completion to ensure consistency.

Mistake 3: Sharing Reference Information Carelessly

Distributing reference check summaries broadly within your organization increases defamation liability risk if information proves false or misleading.

Example – An HR manager emails reference check summaries to a hiring team including statements that a candidate was “fired for poor performance.” The candidate sues for defamation claiming the termination was actually part of a company-wide layoff, not performance-related.

How to Avoid – Limit reference check information sharing to those with legitimate need to know for hiring decisions. Mark reference check documents confidential. Focus on factual information rather than characterizations when sharing reference feedback. Consider verbal reference discussions rather than written summaries to reduce documentation that could support future defamation claims.

Mistake 4: Failing to Verify Information

Accepting reference information at face value without verification or corroboration creates negligent hiring exposure if the information proves false.

Example – A candidate provides a reference who falsely claims to be a former supervisor and gives glowing recommendations. The employer doesn’t verify the reference’s relationship to the candidate or employment with the company.

How to Avoid – Verify reference providers’ identities and relationships to candidates through official channels. Confirm reference providers’ employment with stated companies through directory listings or official contact information. Seek multiple references to corroborate key performance information. Be skeptical of references who seem overly positive without specific examples or unusually negative without factual basis.

Mistake 5: Ignoring Red Flags

When former employers refuse to provide references, provide minimal information, or show visible reluctance, international employers sometimes ignore these warning signals that often indicate significant problems.

Example – A candidate’s three most recent employers all decline to provide any reference information beyond employment verification. The hiring company proceeds anyway, and the employee later demonstrates serious performance issues that former employers would have disclosed if pressed.

How to Avoid – Treat reference refusals as red flags requiring explanation. Ask candidates to facilitate reference completion by personally contacting former employers. Consider requiring candidates to secure written recommendations or LinkedIn endorsements from supervisors who won’t provide verbal references. When multiple references decline or provide minimal information, proceed with additional caution or require supplementary verification.

Reference Checks and International Workforce Management

For international companies managing global teams with US employees, reference checks must account for cross-border complexity. Many international companies initially enter the US market through Employer of Record services that handle reference checks as part of hiring processes.

When using Foothold America’s EOR services, we conduct reference checks according to US legal standards while managing compliance documentation. As companies grow and transition from EOR to establishing their own US entities, they must develop internal reference check capabilities and train staff on US legal requirements.

For companies that need support finding qualified US candidates while ensuring compliant hiring practices, our Exclusive Talent Acquisition service provides end-to-end recruitment support. We identify candidates, conduct comprehensive reference checks within legal boundaries, and present you with thoroughly vetted finalists—saving thousands of dollars in US hiring costs while protecting against compliance risks.

International hiring teams must also translate American reference check information into their home country context. American professional communication tends toward directness compared to many cultures, so reference statements that seem harsh might represent normal American workplace feedback rather than exceptional criticism. Understanding American business etiquette throughout the hiring process helps international companies navigate these cultural expectations effectively.

Conclusion

Reference checks in the United States operate within a complex legal framework that differs dramatically from international practices. The litigation-intensive environment, state-by-state legal variations, and defensive employer postures create challenges for international companies unfamiliar with American employment norms. Most US employers limit references to basic employment verification due to defamation concerns, forcing international companies to develop alternative verification strategies.

Success requires consistency in your reference check process across all candidates, focusing on factual job-related information rather than subjective opinions, thorough documentation of all reference check activities, and strict adherence to prohibitions on protected characteristic inquiries. International companies must accept that US reference checks typically yield less detailed information than practices in other countries and plan accordingly.

At Foothold America, we’ve helped hundreds of international companies navigate US reference check requirements as part of their American expansion journey. Whether you’re hiring your first US employee through our Employer of Record services, using our Exclusive Talent Acquisition service to find and vet qualified candidates, or scaling to hundreds of workers through our PEO solutions, we provide the expertise and support you need to conduct compliant, effective reference checks while focusing on building your US team.

Ready to learn more about how Foothold America can support your US hiring and expansion? Contact our team of specialists today to discuss your specific situation and discover how our comprehensive services can simplify your American operations while protecting you from costly compliance mistakes.