Employment Act (Chapter 91): Primary legislation governing employment terms and conditions in Singapore. For reference letters, ensures factual accuracy in employment records and statements about employment terms.
Personal Data Protection Act (PDPA) 2012: Regulates the collection, use, and disclosure of personal data. Requires consent for sharing personal information and ensures proper handling of employee data in reference letters.
Defamation Act (Chapter 75): Protects against defamatory statements. Reference letters must contain truthful statements and avoid any potentially defamatory content about the employee.
Prevention of False Information Act (POFMA): Ensures accuracy of information provided in official documents. Reference letters must avoid false or misleading statements about employment history or performance.
Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring fair and non-discriminatory employment practices in Singapore. Reference letters should maintain objective assessment and avoid discriminatory language.
Accuracy Principle: Key principle requiring all information in reference letters to be factually correct and verifiable.
Objectivity Principle: Core requirement for reference letters to maintain unbiased and fair assessment of employee performance and conduct.
Confidentiality Principle: Essential principle governing the handling and sharing of employee information in reference letters.
Consent Requirement: Fundamental principle requiring employee's consent before sharing their employment information with third parties.
Non-discrimination Principle: Requirement to avoid any discriminatory language or bias based on race, religion, age, gender, or other protected characteristics in reference letters.
