Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Ensures accuracy of statements regarding employment duration, terms, position and employment period in reference letters.
Personal Data Protection Act (PDPA): Regulates the collection, use, and disclosure of personal information. Requires consent for sharing personal information in reference letters and protects individual privacy rights.
Defamation Act (Chapter 75): Ensures statements made in reference letters are truthful and non-defamatory, protecting against potential liability for false statements or misrepresentations.
Food Safety and Hygiene Regulations: Relevant when commenting on food handling capabilities and Singapore Food Agency (SFA) certifications in restaurant-specific reference letters.
Best Practice - Factual Accuracy: Requirement to maintain factual accuracy in all statements made within the reference letter.
Best Practice - Objective Assessment: Requirement to provide objective assessment of performance without bias or unfair prejudice.
Best Practice - Professional Format: Maintaining professional tone and standard business letter format in the reference letter.
Best Practice - Consent Requirement: Obtaining explicit consent from the employee before providing a reference letter.
Best Practice - Verification Information: Including date and contact information for verification purposes in the reference letter.
