What references should learning disability support workers have?
The people you support may not be able to tell anyone if something goes wrong. Your references need to ask the questions they cannot.
Learning disability support worker references should come from previous care or health employers and cover conduct with the people supported, any disciplinary or safeguarding processes, the reason for leaving and whether they would re-employ. For CQC-registered services, Schedule 3 also needs a full employment history with gaps explained. RefAssure collects and chases these references and files them as a signed PDF.
Questions to ask previous employers.
Add these to your RefAssure template once, and every referee answers them in writing.
Conduct with people supported
How did the person treat the people they supported? Were they respectful of choice, dignity and privacy?
Communication
Did they adapt how they communicated, for example with easy read, signing or a person's own communication methods?
Restrictive practice
Were there any concerns about the use of restraint, seclusion or other restrictive practices? Did they follow the person's support plan?
Disciplinary and safeguarding
Was the person subject to any disciplinary or safeguarding process, and what was the outcome, if the referee can share it?
Reason for leaving
Ask the referee to confirm why the job ended. Schedule 3 asks you to verify this for earlier care roles.
Would you re-employ?
A plain yes, no or "with reservations" often tells you more than a paragraph of praise.
What standards apply to learning disability services?
Services that provide personal care or treatment to people with a learning disability register with CQC and follow Regulation 19 and Schedule 3, like any care provider. CQC also publishes guidance called Right support, right care, right culture, which sets out what it expects from services for autistic people and people with a learning disability, including a positive, person-centred culture.
The Health and Care Act 2022 requires CQC-registered providers to make sure staff get training on learning disability and autism appropriate to their role. The Oliver McGowan Mandatory Training is the government's recommended programme. A reference is a good place to ask whether the person completed training of this kind in their last role, but check certificates yourself.
Why restrictive practice questions matter
Reducing restrictive practice is a clear priority across learning disability care. A candidate who left a previous role after concerns about restraint may have a clear DBS certificate, because the matter was handled internally. The previous employer is the place that knows. Ask the question directly and in writing.
Your questions, on every reference.
Build your learning disability template once, or upload the form you already use as a PDF or Word file. RefAssure turns it into a template in about 20 seconds for you to check.
- Up to 25 questions: short text, paragraph, yes or no, 1 to 10 rating, date and date range
- Up to 10 templates per account, so each role can have its own
- Referees answer on a secure link with no login, and sign the reference
Learning disability reference questions
More in the full FAQs.
How many references does a learning disability support worker need?
Does RefAssure have a built-in learning disability template?
What if the candidate is new to care?
Is a DBS check enough for learning disability roles?
Does RefAssure check training certificates?
Related guides
Ask the questions that matter.
Your first reference is free. Then from 80p, no monthly fee.