Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. For reference letters, ensures truthful representation of employment details and requires adherence to factual information about employment duration and position.
Personal Data Protection Act (PDPA) 2012: Governs the collection, use, and disclosure of personal data. Relevant for reference letters as it requires protection of employee's personal information, obtaining proper consent for sharing personal data, and sets limitations on what personal information can be disclosed.
Defamation Act (Chapter 75): Protects against false statements that harm reputation. In reference letters, ensures avoiding defamatory statements, maintaining factual accuracy, and provides protection against libel claims.
Tripartite Guidelines on Fair Employment Practices: Guidelines established by MOM, NTUC and SNEF for fair employment. For reference letters, requires non-discriminatory content, fair and objective assessment, and adherence to professional standards.
Common Law Principles: Legal principles established through court decisions. Relevant aspects include duty of care in providing references, principle of qualified privilege in giving references, and obligation to provide accurate information.
Ministry of Manpower (MOM) Guidelines: Regulatory guidelines from Singapore's employment authority. Ensures compliance with employment documentation standards and adherence to fair employment practices in reference letters.
