Tell candidates which covers they get, from when, and where the details live. Leave out anything only the insurer decides, and recheck it every renewal.
An offer template can stay in use for years, while the insurance behind it can change at every renewal. Write the benefits section so it stays true when that happens.
What MOM requires in writing
The Ministry of Manpower (MOM) requires employers to give Key Employment Terms (KETs), the core terms of the job, in writing within 14 days of the start date. This applies to employees covered by the Employment Act who are employed for 14 days or more. The Act covers local and foreign employees on a contract of service (an employment contract), with a few exceptions such as domestic workers and civil servants.
MOM's list of KETs includes "other medical benefits", such as insurance, medical and dental benefits. MOM also says common KETs such as medical benefits can sit in the employee handbook or on the intranet.
What to include
- Which covers the person gets, in plain words: hospital, GP (general practitioner) and specialist, dental or life. Our product pages explain what each one does.
- Their plan level, if different staff groups get different plans.
- When cover starts. Say it runs from the effective date the insurer confirms, not automatically from day one. Mention any waiting time your company sets (our post on who can join explains both).
- Whether a spouse and children can be added, and whether the company or the employee pays their premium.
- Where the full details live, and who to ask.
What to leave out
Avoid "fully covered", "all medical costs paid" and similar phrases. Every plan has limits and things it does not pay for, and many ask staff to pay part of some bills.
Leave out benefits you have not bought yet, even if a quote is on the table. Do not let the letter promise an insurer's decision either, such as covering an existing condition or paying a claim.
Keep legal duties apart from insurance. Your duty to pay certain consultation fees comes from the Employment Act, not the policy. Our post on who pays when an employee sees a doctor sets out the rule. MOM tells employees to check their contract for medical benefits beyond the Act, so describe those clearly as company benefits.
Keep the template in step with the policy
At every renewal, compare the offer template and handbook with the new policy schedule, the document that lists what the plan pays. Update both before the new terms start, and put a version date on the one-page summary.
If you want a line saying benefits follow the current policy and may change, have an employment lawyer word it.
Prepare answers to common questions
Candidates are likely to ask which hospital ward they would stay in, whether GP visits are covered and whether dental is included. Write a one-line answer to each from your schedule, including any amount staff pay per visit and any yearly limit.
Share the answers with everyone who interviews, so every candidate hears the same thing. If a candidate asks something your schedule does not answer, send it to us and we will check the policy wording.
Next, build a one-page benefits summary that the offer letter and handbook can both point to.
Sources checked 23 October 2026.
