Personal Data Protection Act (PDPA): Singapore's primary data protection legislation that governs the collection, use, and disclosure of personal data. For reference letters, it requires proper handling of employee's personal information, consent for disclosure, and restrictions on sharing sensitive data.
Employment Act: Singapore's main employment law that ensures accuracy of employment information in references, governs what employment relationship details can be disclosed, and regulates statements about employment terms and conditions.
Defamation Act: Legal framework protecting against false or defamatory statements in Singapore. For reference letters, it requires ensuring all statements are truthful and factual, with careful wording to avoid potential liability.
Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring non-discriminatory references, promoting objective and fair assessment, and maintaining professional standards in employment references in Singapore.
Best Practice - Written Consent: Requirement to obtain explicit written consent from the employee before providing a reference letter for university application.
Best Practice - Verifiable Facts: Standard requiring all information included in the reference letter to be factual and verifiable through employment records.
Best Practice - Objectivity: Requirement to maintain professional objectivity and avoid personal bias in the reference letter content.
Best Practice - Relevance: Standard ensuring only information relevant to the university application is included in the reference letter.
Best Practice - Confidentiality: Requirement to maintain appropriate confidentiality standards while providing necessary information for the university application.
Best Practice - Record Keeping: Standard practice of maintaining copies and records of reference letters provided for documentation and future reference.
