Following the Fair Consideration Framework (FCF) in Singapore

FCF Job Advertising Requirements

• Platform: All roles where an EP and/or S Pass is expected to be submitted must be advertised on MyCareersFuture (MCF). While there are exemptions from the advertisement requirement, it is recommended to always post an advertisement on MCF.
• Duration: Minimum 14 consecutive days before submitting an EP/S Pass application or employing a Personalised Employment Pass (PEP) holder.
• Accuracy: Job ads must meet the FCF and Tripartite Guidelines on Fair Employment Practices and clearly state role, requirements, and salary.
  • Salary range must be specific (maximum salary cannot be more than double of the minimum).
  • The employer that posts the MCF ad must match the employer submitting the EP application.
  • The content of the ad must be objective and include merit-based criteria to avoid bias and ensure fairness. It is also recommended to include key technical / hard skill requirements to ensure that ads are not considered too generic.
  • The advertisement must reflect reality. For example, if the ad says that the role is office based, but this changes to remote as part of the recruitment process, a new ad should be posted to avoid issues in case of an audit.
• Validity: Ads expire after 3 months; expired ads cannot be reused for EP/S Pass applications

Important reminders

As part of recruitment processes, it is critical that employers keep the below in mind. This is especially important for Talent Acquisition teams who may not be familiar with Singaporean regulation.

1. Ensure that you genuinely and fairly consider all candidates as part of a recruitment process. I.e., do not source a foreign national and post the MCF advertisement as an administrative measure towards the end of the recruitment process. Advertisements on the MCF portal must be genuine and should run concurrently with the recruitment process.
2. Companies that are found to be in non-compliance with the FCF, such as identifying a foreign national and only posting an advertisement on the MCF portal for administrative purposes, may receive severe penalties such as debarment from hiring foreign workers for 12-24 months. False declarations may also lead to fines up to SGD 20,000 and/or imprisonment for up to 2 years.
3. It is also important to ensure that companies keep proper records of the full recruitment process. I.e., ensure that you post clear advertisements, record all applicants from all sources, keep shortlisting and interview notes, record correspondence with applicants and keep offer/contracts on file.

Please note that the above update is shared as a general reminder and is not all encompassing. We always recommend reading the TAFEP Guidelines and stay up to date on the MOM website to ensure compliance.