Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Covers basic terms of employment, documentation requirements, and fair employment practices. Essential for structuring performance review documentation.

Personal Data Protection Act (PDPA): Governs the collection, use, and disclosure of personal data. Ensures performance review records maintain employee privacy, proper consent protocols, and secure storage of confidential information.

Tripartite Guidelines on Fair Employment Practices: Guidelines ensuring non-discriminatory practices, merit-based evaluations, and objective documentation in performance reviews. Promotes fair and transparent assessment processes.

Employment Claims Act 2016: Specifies documentation requirements for employment-related disputes and proper record-keeping practices. Important for maintaining legally defensible performance review records.

Workplace Safety and Health Act: Requires documentation of safety-related performance issues and compliance records. Relevant when performance reviews include safety-related metrics or incidents.

MOM Guidelines: Ministry of Manpower's specific guidelines on performance management and documentation requirements. Provides practical framework for conducting and recording performance reviews.

Industry Regulations: Sector-specific regulatory requirements that may affect performance review documentation and criteria. Varies by industry and must be incorporated into review process.

Company Policies: Internal organizational policies and procedures for performance management. Must align with legal requirements while meeting specific organizational needs.

Union Agreements: Where applicable, collective bargaining agreements may specify requirements for performance review processes and documentation. Must be considered in unionized workplaces.