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It clarifies who is covered by the Employment Act, key exclusions, and when Part IV applies for working hours, rest days, and service conditions. The guide details Central Provident Fund entitlement for eligible employees and provides practical requirements for Key Employment Terms (KETs), including issuance timing and required items. 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Coverage for certain working-hour rules depends on salary thresholds under Part IV.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What is the difference between a contract of service and a contract for service?",{"text":113,"@type":109},"A contract of service is between an employer and an employee, while a contract for service is between a client and an independent contractor engaged for an agreed fee. The Employment Act does not apply to persons under a contract for service, and status is determined holistically by factors like work responsibility and provision of tools.",{"name":115,"@type":106,"acceptedAnswer":116},"What Key Employment Terms (KETs) must employers provide and when?",{"text":117,"@type":109},"Employers are required to issue KETs in writing within 14 days after the first day of employment for employees hired on/after 1 April 2016 with a continuous period of 14 days or more. KETs include required items such as employment details, working arrangements, salary components, leave/medical benefits, probation, and notice period.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},281178,1790209061,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":15,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},1099514068035,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","Guide on  \nEmployment Laws  \n雇佣权益指南  \nPanduan Mengenai Undang-Undang Pekerjaan  \n[mom.gov.sg/workright](mom.gov.sg/workright) An initiative by MOM and our Statutory Board Supported by  \nThe Employment Act spells out the rights and responsibilities of employees and employers under a contract of service.  \nIf you are a Singapore Citizen or Singapore Permanent Resident employee, you are entitled to Central Provident Fund (CP F) contributions.  \nAm I Covered under the Employment Act?  \n Employment Act covers every employee (regardless of nationality)  \nunder a contract of service  employer, except:  \n• Seafarers  \n• Domestic workers  \n• Statutory board and government  \nemployees  \nPart IV of the Employment Act, which covers working hours, rest days, and other conditions of service, is applicable to workmen whose basic monthly salaries do not exceed $4,500 and non-workmen whose basic monthly salaries do not exceed $2,600 . Part IV is not applicable to managers and executives.  \nTo find out more about who is covered under the Employment Act, please refer to the MOM website:  \n[www.mom.gov.sg](www.mom.gov.sg) > Employment practices > Employment Act > Who is covered  \nDifferences between Contract of Service and Contract for Service  \nA contract of service is an agreement between an employer and an employee. A contract for service is an agreement between a client and an independent contractor, such as a self-employed person or vendor, who is engaged to carry out an assignment or project for an agreed fee. The Employment Act does not apply to such persons.  \nTo determine whether you are on a contract of service or a contract for service, you would need to consider a number of factors holistically. Some key factors include:  \n• Who is responsible for the provision of work?  \n• Who provides the tools and equipment?  \n• Is the business carried out on the person's own account or is it for the employer?  \nTo find out more about the factors to be considered,  \nplease refer [to the MOM website:](to the MOM website: www.mom.gov.sg)[ ](to the MOM website: www.mom.gov.sg)[www.mom.gov.sg](to the MOM website: www.mom.gov.sg) > Employment practices > Contract of service  \nIf you are employed on a contract of service, you must be issued with the Key Employment Terms (KETs) and Itemised Pay Slips.  \nTo minimise disputes on the agreed terms and conditions, the contract of service should be in writing, e.g. a letter of appointment, with details of the KETs.  \n1  \nKey Employment Terms (KETs)  \nYour employer is required to issue Key Employment Terms (KETs) in writing to you.  \nWho should receive written KETs?  \n• All employees who are hired on/after 1 April 2016 and employed for a continuous period of 14 days or more  \nWhen should written KETs be issued?  \n• Within 14 days after the first day of employment  \nWhat  \nform can the written KETs take?  \n• Can be issued in soft or hard copy  \n• Common key employment terms can be provided in an employee handbook and/or company intranet  \nYour employer should include the following items (listed in the table below) in your KETs:  \n\n| Category | Item description |\n| --- | --- |\n| Details of employment | 1. Full name of employer\u003Cbr>2. Full name of employee (as specified on the identity card, work pass or passport)\u003Cbr>3. Job title, main duties and responsibilities\u003Cbr>4. Start date of employment\u003Cbr>5. Duration of employment (if you are employed on a fixedterm contract) |\n| Working hours and rest day | 6. Working arrangements:\u003Cbr>• Daily working hours (e.g. 9.00am to 6.00pm, including 1 hour lunch break)\u003Cbr>• Number of working days per week (e.g. 5)\u003Cbr>• Rest day (e.g. Sunday) |\n| Salary | 7. Salary period (e.g. 1 Jan 2022 to 31 Jan 2022)\u003Cbr>8. Basic salary\u003Cbr>For hourly, daily or piece-rated employees, employers should indicate the basic rate of pay (e.g. $X per hour, day or piece)\u003Cbr>9. Fixed allowances\u003Cbr>10. Fixed deductions\u003Cbr>11. Overtime payment period (if different from salary period)\u003Cbr>12. Overtime rate of pa","cbCaijitXabOWnzd","https://ap.wps.com/l/cbCaijitXabOWnzd","pdf",4356474,84,"English","# Am I Covered under the Employment Act?\n## Coverage and exclusions\n## When Part IV applies\n# Contract of Service vs Contract for Service\n## Key factors to determine status\n# Key Employment Terms (KETs)\n## Who should receive KETs\n## When KETs should be issued\n## Required KETs items\n# Working Hours\n## Daily/weekly limits\n## Lunch break and overtime thresholds\n## Overtime computation and payment","[{\"question\":\"Am I covered under Singapore’s Employment Act?\",\"answer\":\"Employment Act covers every employee under a contract of service, regardless of nationality, except seafarers, domestic workers, and statutory board and government employees. Coverage for certain working-hour rules depends on salary thresholds under Part IV.\"},{\"question\":\"What is the difference between a contract of service and a contract for service?\",\"answer\":\"A contract of service is between an employer and an employee, while a contract for service is between a client and an independent contractor engaged for an agreed fee. The Employment Act does not apply to persons under a contract for service, and status is determined holistically by factors like work responsibility and provision of tools.\"},{\"question\":\"What Key Employment Terms (KETs) must employers provide and when?\",\"answer\":\"Employers are required to issue KETs in writing within 14 days after the first day of employment for employees hired on/after 1 April 2016 with a continuous period of 14 days or more. KETs include required items such as employment details, working arrangements, salary components, leave/medical benefits, probation, and notice period.\"}]","Employment Laws - Workright Guide on Employment Laws - Key Employment Terms (KETs) and Overtime | PDF",1789564742,29]