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Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, covering attendance requirements, leave entitlements, fair dismissal procedures, and proper documentation of misconduct. Includes statutory requirements for notice periods.

Tripartite Guidelines on Fair Employment Practices: Guidelines establishing standards for fair and progressive discipline procedures, non-discriminatory practices, and required documentation and communication processes in employment relationships.

TAFEP Guidelines: Tripartite Alliance for Fair & Progressive Employment Practices guidelines covering best practices for managing workplace discipline, progressive discipline approach, and fair hearing principles.

MOM Guidelines: Ministry of Manpower guidelines outlining standards for workplace discipline, documentation requirements, and proper termination procedures.

Due Process Requirements: Procedural requirements ensuring fair treatment, including proper investigation, documentation, and communication with the employee.

Previous Warnings Documentation: Requirement to maintain and reference documentation of any previous warnings or disciplinary actions related to attendance issues.

Employee Explanation Rights: Legal requirement to provide the employee with an opportunity to explain their absenteeism and present their case.

Consequences Communication: Requirement for clear communication of potential consequences of continued absenteeism and disciplinary actions.

Improvement Timeframes: Need to establish and communicate reasonable timeframes for employee to improve their attendance.

Appeal Process: Requirement to inform employee of their right to appeal and the process for doing so.

Confidentiality Requirements: Legal obligations regarding the confidential handling and storage of disciplinary documentation and proceedings.