Essential KETs and Payslip Templates for SMEs

Small and Medium Enterprises (SMEs) often face challenges in keeping up with employment compliance requirements. Without proper documentation, businesses risk fines, disputes, or misunderstandings with employees. This article provides guidance on leveraging Key Employment Terms (KETs) and payslip templates to meet Singapore’s statutory requirements. These resources, available from the Ministry of Manpower (MOM), help ensure that your employment practices remain transparent, consistent, and legally compliant. By adopting the right documentation templates, businesses can build trust and establish professionalism from the hiring stage onward. The following sections explain the significance of these documents, how to customize them, and best practices for maintaining proper employment records. For official resources, you can also refer to MOM’s dedicated page: https://www.mom.gov.sg/employment-practices/employment-act/templates-and-resources-for-kets-and-pay-slips.

KETs define the basic employment relationship between employer and employee. They outline essential conditions and help prevent common conflicts over expectations.

Employers must issue KETs within 14 days of an employee’s start date. Compliance ensures legal clarity and promotes a fair working environment.

• Defines core employment terms
• Protects both employer and employee
• Reduces risk of disputes

While MOM provides samples, businesses should adapt them to suit internal policies and specific job roles. Include relevant terms such as probation period, working hours, and benefits.

Regular and accurate payslips help ensure transparency in salary payments, deductions, and CPF contributions.

A compliant payslip includes:

• Employee and employer details
• Basic and overtime pay
• Deductions, allowances, CPF contributions
• Payment date and pay period

Payslips can be issued electronically or as hard copies, but must be provided within three working days after salary payment. Maintaining payslip records for two years is legally required.

Consistency is vital for meeting employment standards. Standardized documentation reduces oversight and streamlines HR processes.

• Use MOM-approved templates as a starting point
• Train HR teams on documentation updates
• Conduct periodic internal reviews

Many SMEs now digitize employment data for easier retrieval and improved security. Using secure platforms helps track compliance efficiently.

Maintaining up-to-date and compliant employment documentation is no longer optional—it is a business necessity. By using standardized KETs and accurate payslips, SMEs not only meet their legal duties but also build credibility with staff and regulators. Implementing these templates reduces administrative burdens while supporting a culture of fairness and accountability. Ultimately, ensuring proper employment records safeguards company reputation and enhances long-term workforce satisfaction. Businesses should regularly consult MOM’s official templates to stay aligned with evolving employment standards and ensure ongoing compliance in Singapore’s regulatory landscape.