Date Published: 23 March 2020
All employers are required to issue key employment terms (“KETs”) in writing to all employees who:
- are covered by the EA; and
- are employed for a continuous period of 14 days or more.
The KETs were introduced to allow employees to better understand how their salary is calculated, their employment terms and benefits. The KETs also help employers prevent misunderstandings and minimise disputes at the workplace.
KETs must include the items below, unless the item is not applicable:
Failure to comply with the EA requirements for KETs would be a civil contravention, attracting administrative penalties of a fine of S$100 to S$200 for the first occurrence, and S$200 to S$400 for subsequent occurrences, depending on the breach, and/or directions from MOM to rectify the civil contravention. A failure to comply with such directions will constitute a criminal offence, which attracts more severe penalties of fines up to S$5,000 and/or imprisonment of up to 6 months.
Please note that this section of the Employment Law Guide is a summary provided for general information purposes, aimed at aiding understanding of Singapore’s employment law as at the date of writing. It is not exhaustive or comprehensive and reading this memorandum is not a substitute for reading the text of the various statutes to fully understand the extent of the obligations owed. This guide should also not be relied upon as legal advice.
Employment issues are of fundamental concern to both individuals and corporations alike. This is especially so given the growing emphasis on human capital development across the world. Such issues involve an intricate interplay between commercial objectives and normative considerations. Here at CNPLaw, our lawyers strive to help our clients find the balance required to nurture a positive working environment. We advise both employers and employees (whether local or foreign) on the areas below.