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Personal Data Protection Act (PDPA): Singapore's primary data protection legislation that governs collection, use and disclosure of personal data. For reference checks, key considerations include consent requirements, accuracy obligations, disclosure limitations, and purpose limitation principle.

Employment Act: Singapore's main employment law that stipulates requirements for employment records, factual information disclosure, and duty of care in providing accurate employment-related information.

Defamation Act: Legal framework protecting against false or defamatory statements, providing qualified privilege for references, and requiring truthful and accurate statements in reference checks.

Common Law Principles: Legal principles establishing duty of care to both former employee and prospective employer, protection against negligent misstatement, and principles of confidentiality in reference provision.

Tripartite Guidelines on Fair Employment Practices: Guidelines promoting non-discriminatory practices, fair and objective assessment, and professional standards in providing employment references.

Contract Law: Legal framework governing contractual obligations from employment agreements, including confidentiality clauses and non-disclosure agreements that may affect reference check responses.