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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.