Issue Key Employment Terms to every hire
MOM requires every employee covered by the Employment Act to receive written Key Employment Terms (KETs) — around 18 required items covering job title, main duties, hours, salary, allowances, leave and notice period.
Not yet independently verified — check the source link: The exact 14-day issuance window for Key Employment Terms wasn't directly fetched from MOM this pass, only corroborated via secondary sources — confirm the deadline on MOM's site before relying on it.
MOM requires every employee covered by the Employment Act to receive written Key Employment Terms (KETs) — around 18 required items covering job title, main duties, hours, salary, allowances, leave and notice period. Build one KETs template per role type so you're not drafting from scratch for every hire.
A verbal offer or a text message confirming pay is not enough — MOM can act on employers who don't issue proper KETs, and it leaves both sides without a clear written record if a dispute over pay or hours comes up later.
Covers what must legally be included and the issuance deadline.
Who this is for
Any venue taking on staff covered by the Employment Act, from the first part-time hire upward.
Covers employees under the Employment Act; check MOM's coverage rules for who counts.
What you’ll hold
- Written Key Employment Terms per employee
- Signed acknowledgement on file
Watch out for
- Issuing a one-page offer letter instead of the full KETs — pay, hours, leave, notice and job title all have to be covered, not just the headline salary.
- Treating KETs as optional for part-time or casual hires — the requirement applies from the first hire, not once you have a "proper" headcount.
- Reusing an old template without updating it for the current hire's actual terms — a generic template that doesn't match what you actually agreed isn't a valid KETs.
Sources
- MOM — Key Employment Terms checked 2026-09-08
See also
This is item 19 of 36 in the free Singapore Launch Checklist. See the whole list →