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?