Hiring feels straightforward: write a job ad, collect applications, interview, offer. Most employers focus on finding the right candidate — not on whether the job ad itself could be a problem.
But in Singapore, how you advertise a job is regulated. And the requirements are not just about where you post the ad. They cover what you write, how long you post it, and what you do with the applications you receive.
If you have not reviewed your hiring process through this lens, there may be gaps you are not aware of.
What Is the Fair Consideration Framework?
The Fair Consideration Framework (FCF) was introduced by the Ministry of Manpower (MOM) in 2014. Its purpose is to ensure that employers give fair consideration to Singaporean candidates before hiring foreign professionals.
It is not a suggestion. It is a policy framework with real consequences for companies that do not follow it — including restrictions on work pass applications and placement on MOM’s watchlist.
Who Does It Apply To?
The FCF advertising requirement applies to companies that:
- Have 10 or more employees, and
- Are advertising a job with a fixed monthly salary of S$20,000 or below, and
- Intend to submit an Employment Pass (EP) application for the role
If all three conditions apply, you are required to advertise the role on MyCareersFuture.sg for at least 14 calendar days before submitting the EP application.
This applies regardless of whether you are also posting on LinkedIn, JobStreet, or your own website. MyCareersFuture is a separate, mandatory step.
What Your Job Advertisement Must — and Must Not — Include
Many employers assume that writing a job ad is just a matter of describing the role. But under Singapore’s Tripartite Guidelines on Fair Employment Practices, job advertisements must not contain requirements that discriminate based on:
- Age — “must be below 40” or “fresh graduate preferred” with implied age limits
- Race or language — “Mandarin-speaking required” is only acceptable if there is a genuine, documented operational reason (e.g., the role requires managing Mandarin-speaking clients in China)
- Gender — unless gender is a genuine occupational requirement
- Religion — almost never a legitimate job requirement
- Marital or family status — asking for “single candidates preferred” is discriminatory
- Disability — unless the role has specific physical requirements that cannot be accommodated
A job ad that includes any of the above — even unintentionally — can be flagged by TAFEP (Tripartite Alliance for Fair and Progressive Employment Practices).
The 14-Day Requirement: What It Actually Means
Posting on MyCareersFuture for 14 days does not mean publishing the ad and moving on. It means genuinely reviewing the applications received before proceeding with an EP application.
MOM has been clear that employers must:
- Assess all applicants fairly against the job requirements
- Document their evaluation process
- Be able to explain why Singaporean candidates were not selected, if asked
If a company consistently hires foreigners for roles with many local applicants and cannot provide documented reasons, it risks being placed on the FCF watchlist. Companies on the watchlist face additional scrutiny and restrictions on future work pass applications.
Common Mistakes Employers Make
1. Posting the ad and immediately identifying a foreign candidate
The 14-day window is not a waiting period to fill. If the shortlisting decision was made before the ad was even posted, the process does not meet the fair consideration standard.
2. Using language that narrows the candidate pool without justification
“Native English speaker,” “must be able to communicate in Mandarin,” or “candidates from top universities preferred” — these phrases can unintentionally signal bias. If challenged, you need to show the requirement was operationally necessary.
3. Requiring a photograph with the application
This is a red flag. MOM and TAFEP have explicitly flagged photo requirements as a potential indicator of discriminatory hiring. Unless the role has a legitimate reason, do not ask for it.
4. Not keeping records of the evaluation
If you are later asked by MOM to demonstrate fair consideration, having no documentation puts you in a difficult position. A simple scoring sheet or shortlisting notes go a long way.
A Quick Self-Check
Before your next hire, ask:
- Does this role require posting on MyCareersFuture, and have I done so for at least 14 days?
- Does my job ad contain any language that could be seen as discriminatory?
- Have I documented why candidates were shortlisted or not?
- If I hire a foreign candidate, can I explain why local applicants were not selected?
If any of these feel uncertain, the process likely needs a closer look.
Why This Matters Beyond Compliance
The FCF is not just a checkbox exercise. Companies that build structured, fair hiring processes also tend to make better hiring decisions — because they are evaluating candidates against clear criteria rather than instinct.
But the compliance dimension is real. MOM has increased scrutiny on hiring practices in recent years, and companies on the watchlist face tangible consequences: delays in work pass approvals, additional audits, and reputational risk.
A compliant hiring process does not have to be complicated. It just has to be deliberate.
Reviewing your hiring process or job advertisement templates? Getting the documentation right from the start is easier than rebuilding it after a flag.