Guidelines on issuing written Key Employment Terms for workers released

December 17, 20149:35 am439 views
Guidelines on issuing written Key Employment Terms for workers released
Guidelines on issuing written Key Employment Terms for workers released

SINGAPORE: A set of guidelines for employers to include Key Employment Terms (KET) in a written document to be issued to workers was released on Tuesday (Dec 16). This is to help employers prepare for the fact that this workplace practice will be mandatory in the first half of 2016.

The Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and the Singapore National Employers Federation (SNEF), or tripartite partners, agreed that the provision of KETs such as salary and main job duties and responsibilities, in writing is a “good employment practice”. Itemising payslips will also be mandated in tandem with written KETs, the MOM press release noted.

The guidelines state that employees who have a continuous employment of at least 14 days should be provided with KETs in writing before work commences, or no later than 14 days after the start of employment.

Where possible, employers are encouraged to obtain employees’ written acknowledgement to the KETs, and to communicate any changes to the terms to employees in advance so they understand and accept the changes, according to the press release.

“This assures employees of their regular income and main employment benefits, and helps to prevent or resolve employment disputes that may arise,” MOM stated.


According to MOM, employers are advised to provide the following details to their employees in writing:

  • Name of employer
  • Name of employee
  • Job title, and main duties and responsibilities
  • Date of employment commencement
  • Duration of employment (For employees on fixed-term contracts)
  • Daily working hours, number of working days per week and rest days
  • Salary period
  • Basic salary per salary period
  • Fix deductions per salary period
  • Overtime payment period (Only if different from salary period)
  • Overtime rate of pay
  • Other salary-related components (eg bonuses, incentives)
  • Leave entitlements (eg annual leave, outpatient sick leave, hospitalisation leave, maternity leave and childcare leave)
  • Other medical benefits (eg insurance, medical and dental benefits)
  • Probation period
  • Notice period for termination of employment initiated by either party

Employers can provide the KETs in hard or soft copy, as long as it contains the relevant information, MOM said. The ministry also noted that some of these terms are included in the In-Principle Approval letter as part of the application process for Work Permit holders, and the letter must be given to them.

The guidelines were formulated after consulting various stakeholders, according to MOM. The ministry previously received feedback that some small and medium enterprises (SMEs) may find issuing KETs in writing challenging.

As such, the guidelines have been introduced with the aim of preparing businesses to progressive change their human resource (HR) practices before they are required by law to issue KETs in writing, the release said.

SNEF and NTUC will reach out to their members and management partners to promote the adoption of the guidelines. Employers that require further assistance can approach SNEF at 6327 9297, or approach an SME Centre, MOM stated.


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