Written employment contract bundled with the Key Employment Terms (KETs) that the Employment Act requires every employer to issue, in writing, within 14 days of an employee's start date, for any employee engaged for 14 days or more.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
EMPLOYMENT CONTRACT AND KEY EMPLOYMENT TERMS (KETs)
This Contract is made between Employer name (UEN Employer UEN), the "Employer", and Employee name (NRIC/FIN Employee NRIC / FIN), the "Employee".
1. POSITION AND EMPLOYMENT TYPE 1.1. The Employee is employed in the position/duties: Job title / duties, on a Employment type basis, from Start date.
2. KEY EMPLOYMENT TERMS (KETs) 2.1. Under the Employment Act and the Employment (Employment Records, Key Employment Terms and Pay Slips) Regulations 2016, every employee covered by the Act and engaged for 14 days or more must be given these Key Employment Terms in writing within 14 days of the start date. This section sets out the terms in the format of the MOM KETs template (17 mandatory items plus an optional place-of-work item — 18 items in total). 2.2. Working hours, working days, and rest day: Working hours, working days, and rest day 2.3. Fixed basic salary: Fixed basic salary 2.4. Fixed allowances and fixed deductions: Fixed allowances and fixed deductions 2.5. Overtime payment period and rate: Overtime rate (for employees covered by Part IV) (Part IV-covered employees only) 2.6. Leave entitlements and medical benefits: Leave types and medical benefits 2.7. Probationary period: Probationary period (months) months. 2.8. Notice period for termination: Notice period — this is subject to the minimum notice under section 10 of the Employment Act if a shorter period is not validly agreed.
3. RECORD-KEEPING 3.1. This document forms part of the employment records the Employer must retain for the duration of employment plus 2 years (1 year after the employee leaves), and must be produced to the Ministry of Manpower (MOM) on request.
SIGNATURES Employer ______________ / on behalf of Employer name / Employee ______________ / Employee name /
— — — ⚠️ This is a boilerplate template, not legal advice. Singapore's Employment Act, CPF, PDPA, and MOM/SFA/PDPC compliance regimes are subject to near-term and phased changes — including the Workplace Fairness Act (commencing end of 2027), the SAFE food-safety framework (phasing in from 19 January 2026, with the Food Safety and Security Act 2025 phasing in through 2028), the Local Qualifying Salary rising to S$1,800/month (or S$10.50/hour) on 1 July 2026, and CPF contribution-rate and work-pass policy updates — have this template reviewed and adapted by a lawyer before use, and confirm the current rules and thresholds at mom.gov.sg, pdpc.gov.sg, and sfa.gov.sg on the date of use.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
Written KETs must be issued within 14 days of this date
Statutory minimum is 1.5x the hourly basic rate
Annual leave (minimum 7 days, +1 per year of service), sick leave (14 days outpatient / 60 days including hospitalisation), childcare leave, medical benefits
3 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.