Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Relevant for accurately stating employment terms and conditions in reference letters.
Personal Data Protection Act 2012 (PDPA): Regulates the collection, use, and disclosure of personal data. Requires consent before sharing personal information in reference letters and ensures proper handling of employee data.
Defamation Act (Chapter 75): Governs statements that could harm reputation. Reference letters must contain truthful, factual statements and avoid potentially defamatory content.
PDPA Consent Requirement: Legal requirement to obtain explicit consent from the employee before disclosing their personal information in a reference letter.
Duty of Care Principle: Common law principle requiring reasonable care in providing accurate information to both the former employee and potential future employer.
Qualified Privilege: Legal defense that protects employers providing honest references in good faith, even if the information turns out to be incorrect.
Non-discrimination Requirement: Legal obligation to avoid discriminatory language and ensure fair treatment in reference letter content.
Documentation Requirement: Best practice to maintain records of references provided and base statements on documented evidence.
Data Minimization Principle: PDPA requirement to only disclose relevant and necessary information in the reference letter.
