Title VII of Civil Rights Act 1964: Federal law prohibiting discrimination in employment references based on race, color, religion, sex, or national origin. Must ensure reference form questions don't enable discriminatory practices.

Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Reference forms must avoid disability-related inquiries unless job-related and consistent with business necessity.

Age Discrimination in Employment Act (ADEA): Federal law protecting individuals 40 and older from age discrimination. Reference form questions should not enable age-based discrimination.

Fair Credit Reporting Act (FCRA): Federal law governing the collection and use of consumer information, including employment references if provided through third-party services. Requires specific disclosures and authorizations.

State Privacy Laws: Various state-specific regulations governing the collection, storage, and sharing of personal information in employment references. Requirements vary by jurisdiction.

Defamation Laws: Legal framework protecting against false statements that harm reputation. Reference forms should include disclaimers and focus on factual, documented information.

Consent Requirements: Legal necessity for obtaining written authorization from the subject of the reference, including specific disclosures about information to be shared and its intended use.

Record Retention Requirements: Legal obligations regarding the storage and maintenance of employment reference documentation, including duration of retention and security measures.

Qualified Privilege: Legal protection for employers providing good-faith references. Form should include appropriate disclaimers and focus on truthful, documented information.

State Immunity Statutes: State-specific laws providing varying degrees of protection to employers giving employment references in good faith. Requirements and protections vary by jurisdiction.