Tfl reference checks

For me they wanted details of jobs in the last 3 years. They also want to see proof of when each job started and finished and any unemployment time as well. I had had 3 jobs in that time, 2 temp contracts and a permanent contract, and left my last job 6 weeks before getting the CSA job and had to prove that I hadn't had a job in that 6 weeks. It wasn't easy to do but somehow I satisfied them eventually. They also don't want contact details of particular people/managers for references, just details of the place of work with email addresses and phone numbers of HR for each.

I only say 'for me' because it was last year and things might have changed since then, but it was three years at that time.

Instead of what... But that's essentially what I did but I had problems with one of the jobs I'd had. They like to have scans of the first and last payslips of each job. A problem for those who don't keep payslips going back three years. (And ironic considering London Underground themselves are not good at getting payslips to people. I have two gone missing, no idea where they are). Also proving that you are unemployed when you don't sign on is actually quite difficult. Proving a positive is easier than proving a negative.

7 years (current plus the previous 6 tax years) is the general rule of thumb.

I have every single payslip filed away safely since my first ever job! - they are nostalgic to look back at, and interesting to see how payslips have changed over the years, from small dot matrix impact printed carbonated paper slips, to laser printed sealed with gummed edges payslips, and finally onto A4 large sized PDF payslips in more recent years.

New staff haven't got a PRIV/PTAC or boxes for a very many years now. The closest comparison is a season ticket discount and/or loan, depending on franchise used, but that is taxable.

Either way, the previous points (not yours) about the staff (and nominee) pass don't really make as much of an impact as I fear the OP hoped. Very few of my colleagues use London transport any more than they would if they didn't have the pass, and many of those don't use their nominee either. Many of those who do use their pass use it primarily for travelling to or from work (often where they would prefer to be driving if that was an option) and then as part of their job role. It's not uncommon for many companies to subsidise or even pay for employee travel costs (or simply offer a loan and claw it back over the year), so that is something that should be kept in mind. Many other travel companies also offer their employees and a relative/housemate/lodger etc. free travel, and reciprocal arrangements on sister companies (LOROL employees have Arriva Trains Wales & CrossCountry on addition to their TfL pass!).

Of those left who do use their pass because they had it, they are undertaking journeys that they would otherwise not make at all, often contributing to local economies in the process. That's surely a net positive?

And then, of the rest - those who would have an annual all zones travel card if they didn't have their staff pass - you have a very limited number in the grand scheme of things. 'Lost revenue' is, thus, minimal and hard to calculate accurately - and it can also be pointed out that if an incident was to occur many of those staff would be suitably trained and briefed to be able to assist if required.

At the end of the day, if TfL cared about the 'lost revenue' through staff and nominee passes they would do something about the huge - and increasing - volume of ticketless travel on the network.