Personal Data Protection Act (PDPA) 2012: Singapore's primary data protection legislation that governs the collection, use, and disclosure of personal data. Requires explicit consent for handling personal information and regulates how personal data can be shared with third parties.
Employment Act (Chapter 91): Singapore's main employment law that ensures factual accuracy of employment-related statements in recommendations. Relevant when the recommendation letter pertains to employment matters.
Defamation Act (Chapter 75): Protects individuals against false statements that could damage their reputation. Ensures that statements made in recommendation letters are truthful and not defamatory.
Prevention of Corruption Act: Prevents the issuance of false or misleading recommendations for personal gain. Ensures that recommendation letters are not part of any corrupt practice or quid pro quo arrangement.
Best Practices - Truthfulness: Legal requirement to maintain truthfulness and accuracy in all statements made within the recommendation letter and cover letter.
Best Practices - Consent: Legal requirement to obtain explicit consent from the person being recommended before sharing their personal information or professional details.
Best Practices - Non-Discrimination: Requirement to avoid any discriminatory language that could violate Singapore's fair employment practices and anti-discrimination principles.
Best Practices - Record Keeping: Requirement to maintain proper records of consent and correspondence related to the recommendation letter for compliance and future reference.
Best Practices - Confidentiality: Legal obligation to maintain appropriate confidentiality of sensitive information shared in the recommendation process, as per PDPA requirements.
