Employment Act (Chapter 91): Singapore's primary employment legislation that sets out basic terms and working conditions. Relevant for understanding the fundamental employment framework that the application letter should align with.
Personal Data Protection Act (PDPA): Singapore's data protection law that governs the collection, use, and disclosure of personal data. Crucial for ensuring appropriate handling of personal information in the application letter.
Fair Consideration Framework (FCF): Guidelines established by Singapore's Ministry of Manpower to ensure fair hiring practices. Application letter should align with these fair hiring principles.
Tripartite Guidelines on Fair Employment Practices: Guidelines that promote non-discriminatory hiring practices in Singapore. Application letter should avoid any discriminatory language or content.
Personal Information Disclosure Requirements: Guidelines on what personal information should be included in job applications, ensuring relevance and PDPA compliance.
Work Experience Verification Standards: Legal requirement for truthful and verifiable representation of work experience to avoid misrepresentation issues that could lead to contract termination.
Employment History Documentation: Requirements for accurate representation of past roles and disclosure of any existing non-compete obligations.
Qualification Verification Requirements: Standards for accurate representation of educational and professional qualifications in job applications.
Language Proficiency Claims: Guidelines for accurately representing language capabilities in job applications, particularly relevant for sales positions requiring specific language skills.
