Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. While not directly governing job offers, it provides important context for employment-related communications and practices.
Singapore Contract Law: Based on Common Law principles, governs offer and acceptance principles. Relevant as a job offer is considered a contract, determining the legal basis for rescission.
Tripartite Guidelines on Fair Employment Practices: Guidelines issued by MOM, NTUC, and SNEF that establish fair hiring and employment practices in Singapore. Essential for ensuring the rescission process is fair and non-discriminatory.
Personal Data Protection Act 2012 (PDPA): Legislation governing the handling and protection of personal information in all business communications, including job offer rescission letters.
Timing Considerations: Legal implications vary based on whether rescission occurs before/after acceptance or employment start date. Critical for determining potential liability.
Legitimate Reasons Requirement: Legal requirement that rescission must be based on legitimate, documented, and non-discriminatory reasons to avoid potential legal challenges.
Liability Considerations: Legal principles including promissory estoppel and potential claims for detrimental reliance that could arise from job offer rescission.
Documentation Requirements: Legal necessity for clear communication and proper record-keeping of the rescission process to protect against potential disputes.
