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Do I need to provide a reference for an ex-employee

ArticleWritten by Sue Berry on 10th May 2017.4 min read


There is no statutory or moral requirement upon an employer to provide a reference for a former employee. The exceptions are where the former employer has expressly agreed with the employee that a reference will be given as part of their negotiated exit conditions. Sometimes also there can be an implied contractual term that a reference will be given. The principles also apply where the manager is receiving a reference.

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Sustaining enterprise and asset value during company sale

OpinionWritten by John Berry on 27th November 2018.6 min read

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Some owners think of selling ahead of time and set dates and plans. Some get to a point where they’ve had enough. Others unexpectedly realise that the firm has huge value and decide to cash in while they can. And when owners elect to sell, everything happens quickly – and often without thought for the employees. This blog highlights actions to secure enterprise and asset value when selling a firm or its assets.

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Psychometric testing: a focus on personality testing

OpinionWritten by Sue Berry on 2nd May 2017.4 min read


There are four primary instruments that should be used to conduct a robust selection process during recruitment - the aptitude test, the personality profile, work sample tests and a structured interview. This blog focuses on the personality profile, which is one tool in a suite of psychometric tests.

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About mercenaries and contractors

OpinionWritten by John Berry on 19th November 2018.3 min read

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Machiavelli talks captivatingly about mercenaries: as soldiers paid a stipend, they lack loyalty. He argues that the prince's own army progresses better. Arguments in favour of your own employees over those contracting for you transport well through time. Contractors enter an economic contract. Employees engage emotionally, commit for the long term and will add value.

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Knowledge Management and the Growth of Competence: Achieving competitive advantage in the firm

White PaperWritten by Sue Berry on 6th May 2017.16 min read

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Intuitively we know that knowledge in a firm is good. In the East, those with knowledge are revered. But why is it that knowledge has value, and specifically, why is it that knowledge in a firm is useful to that firm? Something also tells us that knowledge for its own sake is of little value. It needs to be applied, to become competence, to realise its true value. This brief ‘intuitive’ look starts the process of building a framework for knowledge and its conversion to competence.

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Snippet of the Webinar: Setting out the process of development, talent management & succession

Audio VisualWritten by John Berry on 28th September 2018.

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A 1 minute 30 second snippet advertising the link to the TimelessTime webinar titled "Setting out the process of development, talent management & succession". This is Webinar 4 in Trimester 2 of the Level 7 Manager Development Programme. The full 20 minute video recording of the webinar is available at https://community.timelesstime.co.uk - navigate under Categories to Level 7 Manager Development Webinars.

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