Singapore Key Employment Terms Template can become messy when dates, forms and evidence are scattered. Caira helps organise the record. Ask about Singapore law, draft letters or forms, and upload files for review.
Start chatting in 30 seconds

• Check the dismissal date, deadline, contract, warnings, pay records and messages first.

• For SGD 2 million of salary, bonus or severance, a careful chronology can change the negotiation.

• Preserve lawful evidence, but avoid taking confidential files you should not access.

• Use Caira to build a timeline and draft a response checklist.

A Key Employment Terms document is only useful if the fields are specific enough to compare later with rosters, payslips, leave records, and HR messages. In Singapore, KETs sit within the MOM contract-of-service materials, so the first checkpoint is coverage. This guide assumes you are dealing with an employee under a contract of service. If the person is truly an independent contractor, vendor, or freelancer, use a contractor agreement checklist instead and do not simply paste employee KET language into it.

Before you fill the template

Gather the offer letter, draft employment contract, staff handbook, salary proposal, roster expectations, leave policy, medical-benefit policy, and any email or chat messages about special terms. If the employer uses a separate handbook, the KETs can be shorter, but the employee should still be able to identify the actual terms that apply. Save a dated copy of any handbook or policy referred to by the KET document. A later link to a changing intranet page is weaker than the version you received when you accepted the job.

Parties and job details

Use the correct employer name, not only the shop name, app name, or brand name. Include the employee name as it appears on employment records. State the job title, main duties, work location or reporting location, start date, employment duration if fixed-term, and reporting manager where helpful. If the job involves rotation between outlets, client sites, hybrid work, or travel, make that visible. Do not hide a major work arrangement inside a verbal conversation.

Working arrangements

Write the ordinary working days and hours in a way that can be checked against a roster. If the work is shift-based, say how shifts are assigned and how much notice is normally given. If the role involves overtime, standby, weekend work, public-holiday work, or after-hours support, describe the arrangement and where the pay or time-off rule is found. If flexible work is promised, be precise: flexible start times, work-from-home days, or manager-approved flexibility are different things.

Salary and fixed payments

Separate basic salary from fixed allowances, variable payments, commission, incentives, and fixed deductions. State the salary period and expected pay date. If commission is important, attach or refer to the commission plan and keep the plan version. If deductions are mentioned, describe what they are for and where the authority or agreement comes from. Avoid vague wording such as salary package includes all allowances if the employee cannot tell what part is basic salary and what part depends on conditions.

Leave, medical benefits, and rest days

List annual leave, sick leave, rest days, medical consultation benefits, insurance or hospitalisation benefits where relevant, and how to apply for leave. If the contract says leave follows company policy, identify the policy. If the role has blackout periods, roster-based leave approval, or mandatory shutdown periods, mention them clearly. The goal is not to rewrite every MOM rule in the template; the goal is to make the employee's actual terms findable and consistent with the official framework.

Probation, notice, and termination

State whether there is probation, how long it lasts, whether it can be extended, what changes after confirmation, and what notice applies during and after probation. Include notice period, payment in lieu if relevant, and the process for resignation or termination. Avoid saying either party can end anytime if the employer expects notice. Also avoid an informal promise that probation is only symbolic if the written terms allow a different outcome.

Do not confuse KETs with itemised payslips

KETs describe the employment relationship. Itemised payslips document salary actually paid for a period. A complete employment file often needs both. If a dispute later arises about overtime, deductions, commission, unpaid salary, or leave encashment, the KETs show what the terms were supposed to be, while payslips, bank records, attendance records, rosters, and messages show what happened in practice. Keep them in the same folder but do not treat them as interchangeable.

Employee review message

Hi [HR/Manager], I am reviewing the Key Employment Terms for [role]. Could you please confirm the salary breakdown, ordinary working hours or shift arrangement, leave and medical benefits, probation period, and notice period in writing before I sign? If any term is in the staff handbook, please send the current version for my records. Regards, [Name].

Useful Chinese field labels, only where they help the reader compare documents, are: 主要雇佣条件 for KETs, 工资单 for payslip, 基本工资 for basic salary, 固定津贴 for fixed allowance, 工作时间 for working hours, 年假 for annual leave, and 通知期 for notice period.

Final checklist

Before signing or issuing the template, check that the worker status is employee rather than contractor, the employer name is correct, the start date and role are clear, salary is broken down, hours are checkable, leave and medical benefits are findable, probation and notice are not vague, and any handbook or policy reference is saved. If there is already a dispute, use the official MOM and dispute-resolution pages rather than relying only on a template.

Where Unwildered fits

Upload the KET document, employment contract, offer letter, handbook, payslips, roster, and HR messages. Unwildered can help identify missing fields, conflicting terms, and the evidence you would need before raising the issue formally.

Free copyable template: This guide includes a free draft you can copy into Microsoft Word, adapt to your facts, and compare against your documents before uploading the file to Caira.

Copyable Singapore key employment terms template

Copy the wording below into Microsoft Word or Google Docs, then replace every square-bracketed section. To make a Word version, copy from the first line of the template to the signature block, paste it into Microsoft Word, then save or download it as a .docx file. Keep the surrounding explanation in this article as guidance, but use the template text as the part to copy.

KEY EMPLOYMENT TERMS

Employer: [company name and UEN]
Employee: [full name and ID/passport]
Job title: [title]
Start date: [date]
Work location: [location or hybrid arrangement]

1. Duties
The employee will perform [main duties] and any reasonable related duties assigned by the employer.

2. Salary and Payment
Basic salary: SGD [amount] per [month/hour].
Payment date: [date each month].
Overtime/commission/bonus: [state clearly or write not applicable].

3. Working Hours and Rest Days
Normal working hours are [hours]. Rest day is [day]. Public holidays and leave follow the applicable statutory and contractual terms.

4. Leave
Annual leave: [days].
Medical leave: [terms].
Other leave: [terms].

5. Probation and Notice
Probation period: [duration].
Notice during probation: [period].
Notice after probation: [period].

6. Confidentiality and Property
The employee must protect confidential information and return company property when employment ends.

Employer signature: __________ Date: ______
Employee signature: __________ Date: ______

Example filled-in Singapore KET Template

This is a realistic example only. Do not copy the facts unless they match your situation.

KEY EMPLOYMENT TERMS - EXAMPLE

Employer: Orchard Data Pte Ltd, UEN 202612345A.
Employee: Daniel Tan, NRIC S1234567B.
Job title: Product Operations Manager.
Start date: 1 July 2026.
Work location: Singapore, hybrid three days per week in office.

Basic salary: SGD 8,500 per month, paid on the 25th of each month. Annual leave: 18 days. Medical leave follows statutory entitlement and company policy. Probation period: three months. Notice during probation: one week. Notice after probation: one month.

Bonus: discretionary, based on company and individual performance.

Employer signature: ______ Employee signature: ______

Sources

• MOM: Key Employment Terms

• MOM: Salary

• Tripartite Alliance / Employment Claims route

This article is general information, not legal, financial, medical or tax advice.