When a job applicant applies or interviews for a new job the prospective employer would often like to speak to the applicant’s current or former employer. But if the employee is still employed the prospective employer will likely cause the applicant to be fired or terminated by contacting the current employer and informing them the applicant is applying for a new job. A prospective employer interviewing an applicant might also expose itself to liability by contacting the applicant’s current employer—as well as damaging its reputation and ability to attract other qualified job applicants.

But a prospective employer may contact the former employer (or other reference) of an applicant. And the former employer (or reference person) may freely state truthful facts about the applicant—or state the former employer or reference’s opinion of the applicant—but cannot make false or untruthful statements of fact about the applicant. If a former employer or applicant makes false or untruthful statements of fact—statements that are provably false—the former employer or reference may be subject to liability for defamation (slander or libel).

In Delaware, as in many states, there is a general understanding that a prospective employer should exercise caution when contacting an applicant's current employer due to the potential risk of causing the applicant to lose their job. This is not regulated by a specific statute in Delaware, but is rather a matter of professional courtesy and privacy concerns. However, when it comes to former employers, Delaware law allows prospective employers to contact them for references. Former employers are legally permitted to share truthful facts and their opinions about the applicant. They must avoid making false statements that could be considered defamatory. Defamation, which includes both slander (spoken) and libel (written), involves making a false statement that harms someone's reputation. If a former employer or reference makes a provably false statement of fact about an applicant, they could be held liable for defamation. It is important for all parties to ensure that any information shared during the reference or background check process is accurate and truthful to avoid legal consequences.