Employment Act (Cap. 91): Primary legislation governing employment in Singapore. While consultants typically fall outside its scope, understanding it is crucial to properly distinguish consultancy from employment relationships

Personal Data Protection Act 2012 (PDPA): Governs the collection, use, and disclosure of personal data. Essential for handling consultant's personal information and data protection obligations

Central Provident Fund Act: Relevant for explicitly establishing non-applicability to consultants, distinguishing them from regular employees who are entitled to CPF contributions

Income Tax Act: Regulates tax obligations for consultants, including withholding tax considerations and tax reporting requirements

Workplace Safety and Health Act: Establishes safety standards and obligations that may apply even to consultants working on company premises

Competition Act: Relevant for structuring non-compete clauses and ensuring they comply with competition law requirements

Contract Act (Cap. 43): Provides the fundamental legal framework for contract formation, execution, and enforcement in Singapore

Employment of Foreign Manpower Act: Applicable when engaging foreign consultants, covering work pass requirements and compliance obligations

MOM Guidelines on Contract Workers: Ministry of Manpower's specific guidelines regarding the engagement of contract workers and consultants

Tripartite Guidelines on Fair Employment Practices: Best practices for fair and merit-based engagement of workers, including consultants

IP Laws: Framework for protecting and assigning intellectual property rights created during the consultancy period

Common Law Principles: Established case law and legal principles that govern contract interpretation and enforcement in Singapore's legal system