What FCF is actually asking.
Before applying for an EP, employers generally need to advertise the job on MyCareersFuture and consider all candidates fairly. The Fair Consideration Framework sits alongside the Tripartite Guidelines on Fair Employment Practices.
This does not mean every vacancy must be filled by a local candidate. It means the employer should not restrict the opportunity to a closed circle, use discriminatory criteria or create an advert that does not describe the real role.
The job description, MyCareersFuture advert, interview process, offer and EP application should describe one coherent vacancy.
When does advertising apply?
Most employers submitting an EP application should expect to advertise on MyCareersFuture unless the role meets an exemption under MOM's current rules. Urgency does not by itself remove the advertising requirement.
Advertise before applying
Publish the vacancy on MyCareersFuture, keep it open for the required period and consider the candidates who apply.
Confirm the exemption
Small employers, higher fixed salaries, short-term roles and certain transfers may fall within current exemptions, subject to MOM's conditions.
Even when a role is exempt from advertising, the employer must still practise fair hiring and may need to answer questions about its recruitment process.
Write the advert for the role.
MOM can reject an EP application connected to an advertisement that is discriminatory or does not accurately represent the job. Keep the advert clear enough that suitable candidates can understand the opportunity.
The occupation and actual work should match the EP application, job description and candidate's proposed responsibilities.
The employer submitting the EP application should be the same employer named in the job advertisement.
Show a clear, specific salary range. The range must include the salary offered and cannot have a maximum more than twice the minimum.
Do not use one advertisement to support more EP applications than the number of vacancies stated.
Use our job-description guide to shape the role before publishing. The advert is not the place to add nationality, age, sex or other non-job-related restrictions.
Keep the window open.
The MyCareersFuture advertisement must be open for at least 14 consecutive days before the EP application is submitted. The same applies when an advertisement is reposted after closing.
Publish
Post the accurate vacancy on MyCareersFuture.
Wait
Keep it open for at least 14 consecutive days.
Consider
Review suitable applicants fairly before making the decision.
Apply
Use the advertisement ID and submit an application that matches the vacancy.
Consider candidates fairly.
Advertising is only the visible part. The employer should be able to explain how applications were reviewed, why candidates were or were not progressed and how the selected candidate met the role requirements.
Keep the decision connected
Use the same skills, qualifications and experience requirements in the advert, interviews and selection decision.
Keep a simple record
Retain the advert ID, dates, applicants considered and concise role-related reasons for the outcome.
Recruitment agencies still count
An agency can help place the advert, but the employer remains responsible for the FCF route.
Do not pre-select and backfill
Do not publish a formal advert only after deciding that no local candidate will be considered.
An exemption is not a free pass.
MOM's current exemptions include employers with fewer than 10 employees, vacancies with a fixed monthly salary of $22,500 or more, roles lasting no more than one month and certain local or overseas intra-corporate transfers that meet the applicable conditions.
These thresholds and categories can change. An exempt employer should still practise fair hiring, avoid discriminatory criteria and keep enough information to explain the recruitment decision.
Check MOM's current exemption wording before relying on one for a live application.
Common mistakes.
- Using a different occupation. The MyCareersFuture occupation, actual duties and EP application must align.
- Making the salary range too broad. The maximum cannot exceed twice the minimum under MOM's current rule.
- Applying immediately after a change. A changed occupation, salary, employer or vacancy count may require a new 14-day period.
- Assuming urgency is an exemption. Business urgency does not by itself remove the advertising requirement.
- Forgetting the advertisement ID. Keep the ID and the advert details with the EP case file.
FAQ
Does every EP role need a MyCareersFuture advertisement?
Most do, unless the role meets a current exemption. Employers must still practise fair hiring even where advertising is not required.
Can I advertise on LinkedIn instead?
Other channels can supplement the search, but they do not replace MyCareersFuture when the FCF advertising requirement applies.
Can I make an offer during the 14-day advertising period?
MOM says employers should not make a job offer during the mandatory advertising period, so jobseekers have a fair opportunity to respond.
Can a recruitment agency handle the advert?
Yes, an agency may place the advertisement on the employer's behalf, but the employer remains responsible for meeting the applicable FCF requirements.
How long can I use a closed advertisement?
MOM's current guidance says an advertisement that expired or closed more than three months ago cannot be used for an EP application without advertising the vacancy again.
References.
This guide is general information for employers. FCF exemptions, salary thresholds, timing and application requirements can change.