You should ensure that all property is returned to your organisation before the employee’s employment ends.
If you receive a request for a reference for the departing employee, you are not legally obliged to give a reference, but if you do so, you should bear in mind that you have a duty of care both to the recipient of the reference and to your former employee. The reference should therefore be accurate. Issues that have not already been raised with the employee should not be included in a reference. If references have been provided for other employees, a refusal to provide a particular employee with a reference could be viewed as an act of discrimination or victimisation.