Employment Act (Chapter 91): Primary legislation governing employment terms, minimum standards, working hours and leave entitlements in Singapore. Essential for establishing basic employment terms in the confirmation letter.
Employment of Foreign Manpower Act (Chapter 91A): Regulates foreign workforce in Singapore, including work pass requirements and employer obligations. Critical for ensuring the job confirmation letter meets work pass application requirements.
Immigration Act (Chapter 133): Covers visa requirements, entry permit conditions, and legal status of foreign workers in Singapore. Relevant for ensuring the letter supports visa application requirements.
Employment Pass/S Pass Requirements: Specific requirements including salary thresholds, qualification requirements, and industry quotas that must be reflected in the job confirmation letter.
Fair Consideration Framework: Guidelines for fair employment practices, including job advertising requirements and local workforce considerations. Ensures compliance with non-discrimination principles.
Personal Data Protection Act 2012: Governs the collection, use, and disclosure of personal data. Relevant for handling personal information in the job confirmation letter.
Singapore Contract Law: Fundamental principles of contract formation, terms and conditions, and legal enforceability under Singapore law. Ensures the letter constitutes a valid legal document.
MOM Documentation Requirements: Specific requirements from Ministry of Manpower for job confirmation letters including job title, description, employment terms, salary details, duration, and company registration information.
