The safest HR practice in preventing defamation charges from employment verifications is to provide:

Providing only dates of employment and sometimes job titles is considered the safest practice to minimize defamation risk during reference checks or employment verifications.

Official Extract:

"Best practice recommends limiting employment verification disclosures to dates of employment and position held to avoid defamation, invasion of privacy, and negligent referral claims."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Employee Relations Practices)