Employment Act (Chapter 91): Primary legislation governing employment in Singapore. While not directly applicable to pre-offer letters, it provides the fundamental framework for employment terms that will be relevant in the subsequent formal offer.
Personal Data Protection Act 2012 (PDPA): Regulates the collection, use, and disclosure of personal data. Critical for handling candidate's personal information during the pre-offer stage.
Fair Consideration Framework (FCF): Guidelines ensuring fair hiring practices and consideration of Singaporean candidates before hiring foreign workers. Sets requirements for job advertising and local workforce consideration.
Tripartite Guidelines on Fair Employment Practices: Establishes principles for non-discriminatory and merit-based hiring practices. Provides guidance on fair candidate selection and evaluation processes.
Ministry of Manpower (MOM) Requirements: Governs work pass requirements and quota restrictions for foreign workers. Essential for consideration in pre-offer stage when hiring non-Singaporean candidates.
Sector-specific Regulations: Industry-specific requirements that may affect hiring processes and pre-offer terms, particularly relevant in regulated industries like financial services and healthcare.
Competition Act: Relevant for any pre-offer discussions regarding non-compete clauses and protection of trade secrets. Ensures compliance with competition law principles.
Contract Law: Basic principles governing offer and acceptance, ensuring the pre-offer letter maintains appropriate legal status as pre-contractual communication without creating binding employment obligations.
