Key employment terms

• Are my employees required to sign off on KETs?
• Can I download or print the results from the KETs verification tool?
• Can I use the KETs verification tool to file a complaint or salary claim if my overtime pay is less than the results?
• Can shift workers use the KETs verification tool?
• Does the Singapore Standard Occupational Classification (SSOC) determine if employees are covered under Part IV of the Employment Act?
• Do I have to include my employee’s place of work if it is different from the company’s registered address?
• Do I have to issue KETs to my domestic helper?
• Do I have to issue KETs to my migrant workers?
• Do I have to issue KETs to my part-time employees?
• Do I have to specify variable allowances such as shift allowance, bonus or commission in KETs?
• Do I still need to issue KETs to my employees if they are already in my company’s handbook, website or similar platforms?
• I already provide employment contracts for my employees. Do I still need to issue KETs?
• In KETs verification tool, do I fill in official hours in my employment contract or working hours in my pay slip?
• In KETs verification tool, how do I fill in my weekly work schedule?
• In KETs verification tool, what should I choose if my employees have unusual salary payment cycles?
• In KETs verification tool, what should I do if I can't find my job title in the Singapore Standard Occupational Classification (SSOC) list?
• What can I use the KETs verification tool for?
• What language should I use for the written Key Employment Terms (KETs)?
• What should I do if I need to change my employees’ salary or working hours, or if I’m unable to come to an agreement with them?
• What should I do if results from KETs verification tool show that there are Employment Act violations?
• What should I specify in the KETs for my employees who work shifts?
• Why must I issue written KETs within 14 days of my employee’s first day of work instead of before their first day of work?