Should I include references on my UK CV?

From the UK recruitment desk: I haven't asked for references on a CV in the entire twelve years I've been doing this. References are requested at offer-stage, after the candidate is shortlisted and the conditional offer is in. Listing them on the CV upfront is outdated, wastes space, and signals the candidate hasn't researched current UK conventions.

What to do instead. Have 2-3 references prepared separately, in a document you can send when asked. Each reference should include: name, current job title and employer, relationship to you (line manager 2018-2021, peer at [project], etc.), email and phone, and ideally a brief one-line note on what they can speak to ('can speak to my technical leadership during the platform migration in 2023'). When the offer is conditional and the recruiter or HR asks for references, send this document. Most employers want 2 — typically a recent line manager and a peer or skip-level.

Don't write 'References available on request' on the CV either. It's the cliché version of the practice. It signals that you know the convention is to not list them, but you also feel the need to mention they exist — which is filler. The recruiter assumes references are available; they don't need the line. Use the space for an additional bullet or skill that earns the read instead.

When references actually get checked. Almost always pre-offer in financial services, legal, education, healthcare, and any regulated industry — these have formal compliance requirements. Pre-offer or at offer in most senior commercial roles. At offer in most mid-level commercial and tech roles, after the conditional offer is signed. Skipped entirely or done as a perfunctory check at very junior or high-volume roles where the volume makes thorough referencing impractical.

What gets checked. Confirmation of employment dates and titles (this is the bit candidates underestimate — fudging dates is the #1 reason offers get withdrawn at this stage). Confirmation of leaving reason (resigned, made redundant, mutual agreement, dismissed). For senior roles, the reference may extend to specific accomplishments, leadership style, areas for growth.

How to prepare references. Tell each referee you're job-searching and may need a reference. Don't ambush them six months after you've used them on a form. Ask explicitly: 'I'm interviewing for senior PM roles. If asked, would you be willing to give me a strong reference, particularly on [specific area]?' If they hesitate, find someone else. A lukewarm reference is worse than no reference, and you'll never know which one was the cause if the offer is pulled.

If you're in a difficult situation — left under unclear circumstances, was made redundant by a manager who's now hostile, or has a previous role you can't get a reference from — there are legitimate workarounds. Use a peer or skip-level instead of the manager. Use a client or external partner if internal references are constrained. In extreme cases, employers can provide a 'factual reference' (just confirming dates and title) that limits exposure on both sides.