Personal Data Protection Act (PDPA): Key data protection legislation that governs the collection, use, and disclosure of personal data. Reference letters must comply with data protection requirements, have proper consent for information disclosure, and only share relevant employment-related information.
Employment Act (EA): Primary employment legislation that requires factual accuracy in employment documentation. Reference letters must contain accurate employment details, avoid false or misleading information, and correctly state employment periods.
Defamation Act: Legislation protecting against false statements harming reputation. Reference letters must avoid potentially defamatory statements, stick to verifiable facts, and maintain objectivity in assessments.
Ministry of Manpower (MOM) Guidelines: Regulatory guidelines for employment documentation in Singapore. Reference letters should follow best practices, ensure compliance with industry requirements, and consider implications for employment passes.
Common Law Principles: Legal principles establishing duty of care in providing references, requiring reasonable care in statements made, and potential liability for negligent misstatement.
Industry-Specific Regulations: Sector-specific requirements and professional standards that may apply to reference letters, including confidentiality obligations and industry-specific documentation requirements.
