Key Employment Terms (KETs) are the mandatory written employment details that employers in Singapore must provide to employees covered under the Employment Act. These terms define key aspects of the employment relationship such as job scope, salary, work hours, and leave entitlements.
KETs were introduced by the Ministry of Manpower (MOM) on 1 April 2016 to promote fair and transparent employment practices. They help prevent disputes, support clear expectations, and ensure compliance with Singapore’s labour laws.
When it matters
KETs are legally required when the employee is:
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covered under the Employment Act (most employees, including managers and executives).
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employed continuously for more than 14 days.
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hired under a contract of service (not a contract for service).
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full-time, part-time, temporary, or casual.
Exemptions:
Domestic workers, seafarers, and statutory board employees are excluded as they are governed by separate regulations.
Why it matters:
Without written KETs, employers may face:
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Administrative penalties or fines under the Employment Act.
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Difficulty resolving disputes about pay, working hours, or benefits.
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Reputational risks for non-compliance with MOM standards.
Key requirements & process (Singapore)
Issuing KETs
Employers must:
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Provide KETs in writing within 14 days after the employee starts work.
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Include all mandatory information as specified by MOM.
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Use either MOM’s KET templates or the company’s own employment contract (if it contains all required details).
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Issue KETs in English (translations can be provided for clarity).
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Provide a copy to the employee and keep one for the company’s records for at least one year after employment ends.
Mandatory information in KETs
Each KET must include the following:
| Category | Details Required |
|---|---|
| Employer & Employee | Full name of employer and employee |
| Job Information | Job title, main duties, start date, and (if applicable) end date |
| Work Arrangements | Daily working hours, rest days, overtime policy, and work location |
| Salary Components | Basic salary, allowances, deductions, salary period, and payment date |
| Leave & Benefits | Types of paid leave (e.g. annual, sick, maternity/paternity) and eligibility |
| Probation & Notice | Length of probation (if any) and notice period for termination |
| Other Terms | Any additional entitlements or benefits agreed between employer and employee |
Acceptable formats
KETs can be provided as a:
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stand-alone document signed by both parties; or
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part of a comprehensive employment contract; or
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digital version sent via email or HR management system (as long as the employee can access and save it).
Worked example (Singapore context)
A local retail company hires a store supervisor starting on 1 December 2025. The HR department must provide a written KET by 15 December 2025.
The document includes:
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Job title: Store Supervisor
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Monthly basic salary: $3,200
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Working hours: 44 hours per week (Mon–Fri)
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Rest day: Sunday
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Annual leave: 14 days
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Notice period: 1 month
HR emails a copy to the employee and retains one for audit purposes. This ensures compliance with MOM regulations and provides a clear record in case of future disputes.
Common pitfalls & practical tips
Frequent mistakes:
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Late issuance: Forgetting the 14-day rule after employment starts.
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Incomplete KETs: Missing required fields such as salary breakdown or work hours.
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Verbal agreements: Only written KETs are enforceable.
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Failure to update: Not revising KETs when terms change (e.g., promotions, salary adjustments).
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Non-retention of records: Discarding KETs too soon after an employee leaves.
Best practices:
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Use MOM’s official KET template as a checklist.
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Store soft copies in a secure HR system for quick retrieval.
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Review and update KETs annually during performance or pay reviews.
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Ensure alignment between KETs, payslips, and employment contracts.
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Train HR staff on MOM’s KET requirements to avoid compliance breaches.
KETs and other employment documents
KETs form part of a company’s employment documentation framework, together with:
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Employment contract: Broader document covering confidentiality, IP rights, or non-compete clauses.
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Itemised payslip: Required under MOM’s Employment Act to show detailed salary computation.
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Employee handbook: Optional but useful for policies and conduct guidelines.
KETs are the legal minimum requirement, while contracts and handbooks supplement the terms of employment.
FAQs
Q1. Are KETs mandatory for all employees in Singapore?
Yes, KETs are mandatory for all employees covered under the Employment Act who work for more than 14 days. Only domestic workers, seafarers, and statutory board employees are excluded.
Q2. Can employers combine KETs with the employment contract?
That is correct. As long as all mandatory KET information is included, the contract itself can serve as the KET. There is no need to issue separate documents.
Q3. Are digital or electronic KETs acceptable?
Yes. MOM accepts digital KETs issued via HR systems or email, provided they are easily accessible and the employer keeps proper records.
Q4. How should changes in employment terms be handled?
If key terms such as salary, job scope, or working hours change, employers must issue a revised KET promptly and have it acknowledged by the employee.
Q5. What are the penalties for not issuing KETs?
MOM may impose administrative fines or other enforcement actions for non-compliance under the Employment Act. Employers may also face reputational risks or disputes due to unclear terms.