Conditional job offer, notice, reference and sick leave

PanPen

I've been working form a company for years. Since working there I've developed health conditions which are now considered disabilities as have been going on for some time. My manager has always been awful, to the point they have been reported to senior management by several staff and some have left because of it. One complained to the head of department and was miraculously accepted for a different role. 

Awhile back the manager's behaviour and level of toxicity in the department caused a massive period of stress for me. Since then my health has noticeably declined and I've been off on protracted periods of sick leave. 

I thought maybe a change of job was the only.answer as I don't think management will do anything about this manager. 

I've been offered a new role at a new company. I've received the email and it says subject to references. They say the conditional offer contract could be here any day and have asked for referee details. 

How do I handle.this? If they ask current employer for reference then the current employer knows I want to leave. But I can't hand in notice without a firm contract can I? 

However I'm.obviously worried the current place would give a refernexe with sick record listed potentially and then they new offer gets withdrawn and then either I'm stuck in a job where they know I tried to leave. Or I hand in notice and then the job offer gets withdrawn and then I have no job at all. 

What do I do?

gwynlas

There is nothing you can do, references are needed and they should be factual.

You say that your health conditions would now be classed as disabilities so have you been honest to your new potential employer?

If you believe that your condition will improve you could admit to a high level of sickness but that yyou are now ready and able to take on the clhallenges that a new job wwwould bring.

If you are unsuccessful in getting thhis job due to poor refernces you will have to carry on where you are but being mindful that if you have genuine disabilities that these offer you some protection under employment law.

PanPen

I haven't told the new employer about the disabilities. Each time I admitted it previously I didn't get offered the job despite lots of qualifications and experience. 

The disabilities were manageable up until the manager's behaviour and the stress caused exacerbating my health. I believe moving role would help me to return to a better level of health. 

Emmia

PanPen said:

I haven't told the new employer about the disabilities. Each time I admitted it previously I didn't get offered the job despite lots of qualifications and experience. 

The disabilities were manageable up until the manager's behaviour and the stress caused exacerbating my health. I believe moving role would help me to return to a better level of health. 

Do your disabilities mean the new employer will need to make adjustments to accommodate them? If so you do need to make them aware.

PanPen

No the new role would be fine and easier 

monkey-fingers

Generally, references will say nothing but 

"Joe Bloggs worked as a checkout assistant between June 2014 and October 2025"

I know this, because I asked my agency what the reference said. It was as dry as this. Mine also mentioned that I was made redundant (which is true).

Anything else, they leave themselves open to court cases and frankly, they don't like those.

Savvy_Sue

Just because your agency would give such a basic reference does not make it a "generally" situation.

It depends what the reference asks for. If details of someone's sickness record are asked for, then many employers will give a factual answer. 

monkey-fingers

Savvy_Sue said:

Just because your agency would give such a basic reference does not make it a "generally" situation.

It depends what the reference asks for. If details of someone's sickness record are asked for, then many employers will give a factual answer. 

It wasn't my agency giving the reference. It was the previous employer of 29 years.

Honestly, it's very normal for large companies to give very basic references. We were told we could give personal references too, but we were not to do that using company headers and it had to be made clear, it was personal.

Tabieth

monkey-fingers said:

Generally, references will say nothing but 

"Joe Bloggs worked as a checkout assistant between June 2014 and October 2025"

I know this, because I asked my agency what the reference said. It was as dry as this. Mine also mentioned that I was made redundant (which is true).

Anything else, they leave themselves open to court cases and frankly, they don't like those.

 Not necessarily and not everywhere, especially as such a reference is almost totally useless. In my area it’s common to ask factual, yes/no questions. Such as:

How many days sickness absence in the last year?
Is the person currently under any disciplinary / capability investigations?
Does the person have any active verbal / written warnings? 
Would you re-employ?

All factual (apart from maybe the last one) so no risk of court cases. 

Tabieth

Does the new role have an occupational health department? If so, you may need a consultation with them to check you’re got for the role. 

As for references, no way around it really. If they’ve specified you need to provide a a reference from your current employer, then you do. But could you give the name of someone in HR if you don’t want it to be your line manager? 

Undervalued

monkey-fingers said:

Savvy_Sue said:

Just because your agency would give such a basic reference does not make it a "generally" situation.

It depends what the reference asks for. If details of someone's sickness record are asked for, then many employers will give a factual answer. 

It wasn't my agency giving the reference. It was the previous employer of 29 years.

Honestly, it's very normal for large companies to give very basic references. We were told we could give personal references too, but we were not to do that using company headers and it had to be made clear, it was personal.

In some fields maybe but certainly not all by any means. Even then it doesn't stop the "grapevine" or the informal "off the record" phone call.

Also, a simple refusal or just ignoring a reference request will generally be interpreted as having little or nothing good to say and is completely non-actionable.