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Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore that sets the foundation for fair employment practices

Tripartite Guidelines on Fair Employment Practices: Guidelines issued by MOM, NTUC, and SNEF that outline requirements for non-discriminatory hiring practices and objective selection criteria

Fair Consideration Framework (FCF): Framework ensuring fair consideration of Singaporeans for job opportunities and establishing guidelines for fair hiring practices

Personal Data Protection Act (PDPA): Legislation governing the handling and protection of candidate's personal information during the hiring process

TAFEP Guidelines: Guidelines from Tripartite Alliance for Fair and Progressive Employment Practices preventing discrimination based on age, race, gender, religion, marital status, family responsibilities, and disability

Professional Tone Requirement: Essential consideration for maintaining a professional and respectful tone in rejection communications

Non-discriminatory Language Requirement: Requirement to ensure all language used in the denial letter is free from discriminatory terms or implications

Clear Rejection Reasoning: Requirement to provide clear but general reasoning for the rejection while maintaining professionalism

Legal Protection Considerations: Measures to ensure the denial letter protects the company against potential legal claims

Data Protection Compliance: Requirements for ensuring the denial letter complies with data protection regulations and handles personal information appropriately