Even as a small employer, I’m careful to only provide dates and job titles when asked for references. To offer any further information is all risk and no reward from my perspective.
We have a documented policy that states what information is provided in response to reference requests, which we provide to requestors, and I never deviate from treating all requests consistently.
Tribunals are full of businesses being punished either for their lack of documented processes, or the failure to apply them consistently in all cases. To offer an “off the record” additional opinion inconsistently, particularly a negative one, would be foolish from an employers perspective.
It’s also worth highlighting that for most normal human beings, sacking someone is the most soul-destroying part of being an employer. On the few occasions I’ve had to dismiss someone, the duty of care weighs heavily in my mind. Everyone needs to be able to provide for their needs.
Just because someone hasn’t worked out in one environment doesn’t mean they won’t be a great fit for the next one, and vice versa. Group dynamics, life experience, maturity, family circumstances and health all combine to influence how someone performs at work, and you never know how much temporary personal circumstances may be affecting a situation.
