Employment Act (Chapter 91): Primary employment legislation in Singapore that governs truthful representation of employment records and requirements for termination documentation
Personal Data Protection Act 2012 (PDPA): Regulates the collection, use, and disclosure of personal data, including guidelines on handling personal information, consent requirements, and data accuracy obligations
Defamation Act (Chapter 75): Provides legal framework regarding defamatory statements and protection against legal liability in written communications about former employees
Tripartite Guidelines on Fair Employment Practices: Guidelines established by Singapore government and social partners on responsible referencing practices and non-discriminatory practices in employment
Employment Claims Act 2016: Legislation relevant to contested dismissals and protection against potential claims, establishing framework for employment dispute resolution
Factual Accuracy Requirement: Legal obligation to ensure all information provided in reference letters is truthful and verifiable
Subjective Statement Prohibition: Best practice requirement to avoid personal opinions or subjective assessments in reference letters
Information Relevancy Principle: Requirement to include only employment-related information that is directly relevant to the reference
Personal Information Consent: Legal requirement to obtain employee's consent before sharing their personal information with third parties
Professional Communication Standard: Best practice requirement to maintain professional tone and formal business communication standards in reference letters
Company Policy Compliance: Requirement to ensure reference letter aligns with established company policies and procedures for employee references
