Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Relevant for providing accurate factual information about employment duration and position in reference letters.
Personal Data Protection Act (PDPA) 2012: Regulates the collection, use, and disclosure of personal data. Requires consent for sharing personal information and ensures personal data accuracy in reference letters.
Defamation Act (Chapter 75): Protects against false statements that could damage reputation. Ensures statements in reference letters are truthful and non-defamatory.
Tripartite Guidelines on Fair Employment Practices: Guidelines promoting fair and merit-based employment practices. Ensures reference letters are objective and non-discriminatory.
Ministry of Manpower (MOM) Guidelines: General employment guidelines from Singapore's Ministry of Manpower, including requirements for employment documentation and reference letters.
Key Principles - Truthfulness: Legal requirement to maintain truthfulness and accuracy in all statements made in reference letters.
Key Principles - Objectivity: Legal obligation to maintain objectivity in assessments and statements made in reference letters.
Key Principles - Confidentiality: Legal requirement to maintain appropriate confidentiality and protect sensitive information in reference letters.
Key Principles - Non-discrimination: Legal obligation to avoid discriminatory language and ensure equal treatment in reference letters.
Key Principles - Consent: Legal requirement to obtain appropriate consent before disclosing personal information in reference letters.
