The Fair Consideration Framework (FCF) remains Singapore's cornerstone labor policy to ensure that Singapore citizens and Permanent Residents receive fair and open consideration for all commercial job openings before employers look overseas.
Under the Singapore Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), corporate employers must adhere to strict advertising, screening, and documentation governance.
1. The Mandatory 14-Day MyCareersFuture Posting Rule
Before submitting an Employment Pass (EP) or S Pass application, corporate employers must advertise the position on the national jobs portal, MyCareersFuture (MCF), for at least 14 consecutive calendar days.
Statutory Advertising Requirements:
Exact Job Scope Alignment: The job title, job description, minimum salary, and qualifications listed in the MCF advertisement must directly correspond to the subsequent EP/S Pass application submitted on EP Online.Realistic Salary Ranges: The advertised salary band must be realistic and reflect prevailing market benchmarks. Stating an artificially wide range (e.g., SGD 3,000 to SGD 25,000) will flag an immediate audit inquiry from MOM.Valid Closing Window: The 14-day clock starts on the day of publication. If significant edits to duties or salary are made during the active period, the 14-day posting clock must be reset.
2. Fair Consideration & Candidate Assessment Audits
MOM does not merely require proof that an ad was posted; employers must demonstrate active and fair evaluation of all Singaporean applicants:
Structured Interview Scoring: Companies must maintain objective selection matrices based on job-relevant criteria (skills, qualifications, experience) without discriminatory filters regarding age, gender, race, nationality, or religion.Mandatory 2-Year Record Retention: Employers must retain all candidate applications, interview notes, email correspondences, and evaluation sheets for a minimum of 24 months. During MOM audits, failure to produce these records can result in debarment.Transparent Reason for Non-Selection: In the event of a foreign hire, the hiring manager must document why shortlisted local candidates did not meet the role's essential specifications.
3. FCF Exemptions (When Advertising Is Not Required)
An exemption from MCF advertising applies only under strict statutory conditions:
Small Firms: Companies with fewer than 10 total full-time employees.Fixed High Earners: Fixed monthly salary of SGD 22,500 and above.Short-Term Contingent Roles: Direct placements for 1 month or less.Intra-Corporate Transferees (ICT): Senior executives or specialists transferred from an overseas parent entity under WTO / Free Trade Agreement terms (subject to COMPASS rules).
4. Commercial Risks of Non-Compliance
MOM enforces uncompromising penalties against companies found guilty of unmerited nationality preferences or 'pre-selected' foreign hiring pipelines:
Work Pass Debarment: Immediate suspension of the company's ability to apply for, renew, or transfer any EP, S Pass, or Work Permit for a period of 12 to 24 months.Public Scrutiny: Naming and shaming on official Tripartite advisories.Reputational Impact: Inability to bid for public tenders or major infrastructure subcontracts with government agencies such as LTA, BCA, or JTC.
5. StaffingSG Compliance Shield
Operated under MOM EA Licence 26C3563 by SG Manpower Agency Pte. Ltd., StaffingSG ensures that every corporate requisition is audited against FCF advertising standards prior to candidate shortlisting.
Need an immediate FCF compliance review or audited local talent pipeline? Submit an enterprise requisition to consult our Senior Practice Leads.
MOM-Compliant Talent AcquisitionNeed Compliant Manpower Placement? Request a Consultation
Connect directly with our Singapore executive practice leads. Fast-track executive search and technical deployment fully audited under MOM EA Licence 26C3563.
Request Consultation →