Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. While mainly focused on active employment, it provides crucial context for pre-employment terms and conditions.

Personal Data Protection Act 2012 (PDPA): Governs the collection, use, and disclosure of personal data. Critical for handling candidate information and obtaining necessary consents during pre-employment.

Employment of Foreign Manpower Act: Regulates the employment of foreign workers in Singapore, including work pass requirements and conditions that need to be addressed in pre-employment.

Industrial Relations Act: Provides framework for employer-employee relationships and industrial relations system in Singapore, informing pre-employment agreement terms.

TAFEP Guidelines: Tripartite Alliance for Fair and Progressive Employment Practices guidelines that ensure fair and non-discriminatory hiring practices.

Fair Consideration Framework: Guidelines ensuring fair employment opportunities for Singaporeans and preventing discriminatory hiring practices.

Singapore Contract Law: General principles of contract law including formation, consideration, and capacity to contract that apply to pre-employment agreements.

Confidentiality Provisions: Legal requirements and best practices for protecting company confidential information during pre-employment phase.

Intellectual Property Rights: Legal framework for protecting company IP and establishing ownership of pre-existing IP brought by potential employees.

Data Protection Clauses: Specific requirements under PDPA for handling personal data in pre-employment context, including consent and storage requirements.

Non-compete Provisions: Legal framework for restrictive covenants in Singapore, including limitations and enforceability of non-compete clauses.