Employment Act (Chapter 91): Primary legislation governing basic employment terms and working conditions in Singapore. Must be considered to ensure the refusal letter doesn't breach any existing employment contract terms or statutory requirements.
Employment Claims Act 2016: Framework for handling employment disputes and claims. Relevant for understanding potential legal implications and claims that could arise from the refusal to work.
Industrial Relations Act (Chapter 136): Legislation governing trade unions and employer-employee relationships. Particularly important if the worker is a union member or if the refusal involves collective agreements.
Workplace Safety and Health Act: Legal framework for workplace safety and health standards. Must be considered if the refusal to work involves safety or health-related concerns.
Personal Data Protection Act (PDPA): Legislation governing the collection, use, and disclosure of personal data. Relevant for ensuring proper handling of personal information in the refusal letter.
Singapore Contract Law: Common law principles governing formation and termination of contracts in Singapore. Essential for understanding the legal implications of refusing work offers or contracts.
MOM Guidelines: Ministry of Manpower guidelines covering employment practices and standards, including fair employment practices and proper documentation requirements.
