Quick Answer
Key Employment Terms (KETs) must be issued in writing to every employee covered by the Employment Act who works for you continuously for 14 days or more, within 14 days of their start date. MOM’s list covers 17 required items — from basic salary and working hours to leave and notice periods — plus one optional item, place of work. A written contract, employee handbook, or company website can all satisfy the requirement, as long as every applicable item is covered and the employee can access and keep a copy. MOM doesn’t publish a specific fine figure for failing to issue KETs, but it’s still an Employment Act offence.
The Complete KETs Checklist
MOM’s Tripartite Guidelines set out 17 core items that KETs must cover, unless an item genuinely doesn’t apply to the employee, plus one further item MOM encourages but doesn’t require. Employers who’ve only seen the summary version elsewhere often miss the field-level detail MOM actually expects — its own downloadable template breaks each item down further, which is worth working from directly rather than reconstructing from memory.
- Full name of employer
- Full name of employee
- Job title, main duties and responsibilities
- Start date of employment
- Duration of employment (fixed-term contracts only)
- Daily working hours, number of working days a week, and rest day(s)
- Salary period
- Basic salary (rate of pay for hourly, daily, or piece-rated work)
- Fixed allowances
- Fixed deductions
- Overtime payment period, if different from the salary period
- Overtime rate of pay
- Other salary-related components — bonuses, incentives
- Leave entitlements — annual, outpatient sick, hospitalisation, maternity, childcare
- Other medical benefits — insurance, medical, dental
- Probation period
- Notice period for termination
Place of work is the one item MOM encourages but doesn’t mandate — include it anyway, since it’s a common source of dispute for hybrid or multi-site roles. And if an employee is a PME (professional, manager, or executive) not entitled to overtime pay, you can leave out the overtime payment period and overtime rate items entirely — MOM’s general rule is broader than just this example: any item genuinely not relevant to the employee can be omitted.
💡 Employer Tip
MOM publishes a free downloadable KETs template — both a blank fillable version and an annotated version explaining each field — in English and Mandarin, as part of its Workright Employer’s Toolkit, alongside a matching itemised pay slip template. Starting from MOM’s own form is the fastest way to avoid missing an item.
Who Needs KETs
KETs are required for every employee who meets all three conditions: they’re covered by the Employment Act, their employment started on or after 1 April 2016, and they’re engaged under a contract of service for a continuous period of 14 days or more. This applies regardless of nationality — full-time, part-time, and migrant workers are all covered on the same terms once they clear the 14-day threshold. See our Employment Act guide for who’s covered by the Act generally.
The 14-Day Rule
You’re encouraged to issue KETs before the employee’s first day where possible, but MOM gives you until 14 days after their start date to get it done. That window exists deliberately: MOM’s own guidance explains it’s meant to give employers time to issue all the KETs in writing, since they may come in different formats — a written contract, company handbook, website, or circulars — that take a little longer to assemble or update than a single form.
⚖️ MOM Requirement
The 14-day KETs deadline is separate from itemised pay slips, which are a different MOM requirement entirely — pay slips must be issued with every pay cycle (or within 3 working days if not given together with payment), not just once at hiring. Treat them as two distinct obligations with two different clocks.
🏛️ Source: MOM FAQ — Why 14 Days, Not Before Day One and MOM — Itemised Pay Slips. See our hiring guide for where KETs fits into the rest of your new-hire checklist.
Format: Contract, Handbook, or Standalone Document
KETs don’t need to be a standalone document. A written employment contract that covers every applicable item satisfies the requirement on its own. So does a company handbook, website, or similar platform — provided employees can easily access it and keep a copy, and every KET item that applies to them is actually covered somewhere in it. If your handbook covers most items but misses one or two, those specific items still need to be issued separately; partial coverage doesn’t excuse the rest.
Format itself is flexible — hard copy, soft copy, or both, as long as a soft copy is printable so the employee can keep their own record. You’re encouraged to provide KETs in a language your employees understand; where that’s not practical, MOM expects you to also verbally communicate the terms in a language they understand, on top of the written copy. Employees are not required to sign off on KETs, but MOM recommends getting an acknowledgement anyway — it’s not a legal requirement, but it’s the kind of thing that heads off a dispute before it starts.
Changing KETs After Issuance
Once issued, you can’t change an employee’s terms unilaterally — you need their consent. MOM’s guidance is to communicate any change in advance so the employee understands and accepts it, then issue the updated terms in writing; there’s no fixed number of days for this, unlike the strict 14-day rule for the initial issuance, but leaving it to the last minute defeats the point.
If you and the employee can’t agree on a proposed change, the original terms stay in force — you’re not permitted to impose the new terms without consent. Either party can then serve notice and end the employment relationship if the impasse can’t be resolved. Where you do reach agreement, get it in writing, whether the change is temporary or permanent; it’s the cleanest way to prevent a later dispute over what was actually agreed.
🏛️ Source: Tripartite Guidelines on Issuance of Written Key Employment Terms and MOM FAQ — Changing Terms Without Agreement. Notice periods for ending employment follow their own statutory minimums — see our termination guide.
Issuing KETs Correctly vs Getting It Wrong
| ✅ Compliant | ❌ Non-Compliant |
|---|---|
| Issue KETs in writing within 14 days, using MOM’s template as a checklist | Assume a verbal agreement or informal offer letter is enough |
| Confirm every applicable item is covered somewhere the employee can access and keep | Point to a handbook that’s missing several required items and call it done |
| Get written agreement before changing any term of an issued KETs | Change salary, hours, or benefits and notify the employee after the fact |
⚠️ Penalty Risk
MOM does not publish a specific fine figure for failing to issue KETs. It remains an Employment Act offence, investigated the same way as other breaches — through employee complaints, with employers who are prosecuted appearing on MOM’s public list of convicted employers.
🏛️ Source: MOM — Employers Convicted Under the Employment Act. You can also check your own work arrangements against the Act using MOM’s KETs Verification Tool — currently built for non-shift workers, with shift-worker support planned as a future upgrade.
Frequently Asked Questions
What must be included in Key Employment Terms?
17 core items — from names, job title, and start date through salary, leave, medical benefits, probation, and notice period — plus place of work, which MOM encourages but doesn’t require. Items genuinely not relevant to the employee, like overtime pay for a PME, can be left out.
Do I need to issue KETs to part-time or foreign employees?
Yes — the requirement applies regardless of nationality or full-time/part-time status, as long as the employee is covered by the Employment Act and engaged for a continuous period of 14 days or more.
How soon after hiring must I issue KETs?
Within 14 days of the employee’s start date — ideally before their first day, but MOM allows up to 14 days after to give employers time to assemble the terms across whatever format they use.
Does my employment contract count as KETs?
Yes, as long as it covers every applicable item on MOM’s list. A company handbook or website can also satisfy the requirement, provided employees can access and keep a copy and nothing required is missing.
Are KETs the same as an itemised pay slip?
No — they’re two separate requirements. KETs are issued once, within 14 days of hiring. Itemised pay slips must be issued every pay cycle, alongside payment or within 3 working days if that’s not possible.
Do employees need to sign the KETs document?
No, it’s not a legal requirement. MOM recommends getting an acknowledgement anyway, since it helps confirm both sides understand the terms and reduces the risk of a later dispute.
Can I change an employee’s KETs after issuing them?
Only with the employee’s agreement. You’re expected to communicate changes in advance and issue updated terms in writing; without agreement, the original terms remain in force and either party can serve notice instead.
What’s the penalty for not issuing KETs?
MOM does not publish a specific fine figure for this offence. It’s still a breach of the Employment Act, investigated through complaints, with prosecuted employers appearing on MOM’s public list of convicted employers.
Last verified: 10 September 2026
WorkRightSG provides general information only. Nothing on this site constitutes legal advice. For advice specific to your situation, consult a qualified employment lawyer or contact the Ministry of Manpower directly.