[ENG] We employed a person that turned out to be utterly useless, would lose stock, be shown how to use a piece of equipment for consistent, accurate results but then choose to do it differently when the trainer wasn't looking, created wastage not following instructions or processes, we had to check on a couple of occasions if they were still awake, and during a four hour shift with no break entitlement CCTV showed they managed to be out of the building (role is 100% desk based) for over an hour, including clocking in and then going out for cigarette breaks etc. There were other issues but this isn't therapy.

This was in their first two weeks. The first day of their third week there was an incident which was unsafe in our work environment, they lied about making contact to seek advice from a medical professional and argued with the director over what was safe and was not in his workplace.

The walking, talking liability was instructed to not return.

We have now had a reference request from a health care provider (completely different industry to us), their form asks us to comment on their performance, integrity, attitude & behaviour, how long they were employed, reason for leaving and if we would re-employ the candidate.

Due to the nature of the employment they are seeking us complying with, our completed reference may be critical to employment being offered, my gut instinct is to advise we do not complete reference forms but will confirm their employment and dates only.

I have heard conflicting things about my legal requirements regarding responding to reference requests and seek your wise wisdom and guidance please.