Home ›
EP & Compliance
› FCF compliance
EP & Compliance · FCF compliance
Fair Consideration Framework (FCF) compliance
For many roles, you must advertise the job and fairly consider local candidates before you can file an Employment Pass or S Pass. We handle the Fair Consideration Framework end of it — checking whether you need to advertise, running a compliant MyCareersFuture advert for the required period, and documenting it — so your application isn’t delayed on a technicality.
Singapore EA Licence 25C3142
The framework
What is the Fair Consideration Framework?
The Fair Consideration Framework (FCF) is MOM’s requirement that employers consider local candidates fairly before hiring foreign professionals. In practice, for many roles it means advertising the job on MyCareersFuture for a set period and genuinely considering applicants before you file an Employment Pass or S Pass. It’s a real obligation — getting it right keeps your application clean and on time.
Advertising
Do I need to advertise before applying for an Employment Pass?
Often, yes. For most Employment Pass and S Pass roles, employers must advertise the position on MyCareersFuture for a minimum period and fairly consider local applicants before filing. The requirement is tied to your firm’s size and the role’s salary, with some exemptions. We confirm whether your specific role needs advertising before you commit — and handle it properly if it does, so the step doesn’t come back to bite the application.
FCF at a glance
| Item | Published rule | Notes |
|---|---|---|
| Applies to | Employment Pass and S Pass applications | Not required for Work Permit applications |
| Minimum advertising period | 14 consecutive days on MyCareersFuture | A new ad and a fresh 14-day period is required if you change the UEN, occupation, salary or vacancy count |
| Exemption — Company size | Employer has fewer than 10 employees | |
| Exemption — High fixed monthly salary | Fixed monthly salary for the vacancy is S$22,500 and above | |
| Exemption — Short-term role | Role is short-term — not more than 1 month | |
| Exemption — Local transferee | Role filled by an existing employee transferring from a related branch, subsidiary or affiliate in Singapore | |
| Exemption — Overseas intra-corporate transferee (ICT) | Role filled by a candidate applying as an overseas intra-corporate transferee under Singapore's WTO GATS commitments | |
| Salary range rule | The salary range advertised must be visible to all candidates and must contain the salary offered to the actual candidate. The maximum salary advertised cannot exceed 2x the minimum salary advertised. | |
| Ad reuse window | An advertisement that has expired or been closed for more than 3 months cannot be used to support an application. The vacancy must be advertised again. | |
| No-offer rule | Employers should not make a job offer to a candidate during the mandatory 14-day advertising window. |
Compiled from officially published Ministry of Manpower information · Last reviewed against officially published rates: 2026-07-03. Figures may change — confirm with official sources before acting.
Exemptions
Which jobs are exempt from the advertising requirement?
Some roles don’t need to be advertised. Common exemptions include jobs paying above a set salary threshold, intra-corporate transfers, roles in firms below a headcount threshold, and certain short-term positions. The exemptions change over time and the detail matters — applying one wrongly is worse than simply advertising. We check your role against the current rules before deciding either way, so an assumed exemption doesn’t turn into a rejected application.
Done right
What does FCF-compliant job advertising involve?
A compliant advert is open and genuine: posted on MyCareersFuture, open to all candidates, written without discriminatory or exclusionary wording, run for the required minimum period, and backed by real consideration of applicants. The record matters too — if MOM asks, you need to show the role was advertised properly and local candidates were fairly considered. We make sure all of that holds up.
Our service
What does our FCF service include?
We take the FCF step off your plate. We confirm whether your role must be advertised, draft a compliant advert, post and run it for the required period, keep the wording fair and non-discriminatory, and document the process — so when you file the Employment Pass or S Pass, fair consideration has genuinely happened and you can show it.
Advertising-requirement check
Compliant advert drafting
MyCareersFuture posting
Required-period run
Fair, non-discriminatory wording
Process documentation
Handover to the pass application
What happens if you get FCF wrong?
Getting FCF wrong costs you. An application can be delayed or rejected for inadequate advertising, and repeated or serious issues can bring a firm under closer MOM scrutiny, with tougher review of future applications. Beyond the pass itself, discriminatory hiring carries real consequences under Singapore’s fair-employment rules. Doing it properly the first time is far cheaper — in time and in standing — than fixing it afterwards.
Fair employment
How does FCF fit with fair employment more broadly?
FCF sits within Singapore’s wider expectation of fair, merit-based hiring, overseen by TAFEP and reinforced by workplace-fairness legislation. In practice, that means your job adverts and hiring decisions shouldn’t discriminate on nationality, age or other protected grounds. We keep your advertising on the right side of both the FCF requirement and fair-employment guidelines — the two are closely linked.
Fees
What does it cost?
A fixed fee, quoted upfront — or included when we handle your full Employment Pass or S Pass application. FCF advertising can be done on its own if that’s all you need, or rolled into the application. We confirm the fee for your case before any work starts.
FCF compliance — common questions
Q1: Do I need to advertise a job before applying for an Employment Pass?
For most Employment Pass and S Pass roles, yes — you must advertise on MyCareersFuture for a minimum period and fairly consider local applicants first, depending on your firm's size and the role's salary. Some roles are exempt. We confirm whether yours needs advertising.
Q2: How long must I advertise on MyCareersFuture?
There's a minimum advertising period set by MOM, which can change. We confirm the current requirement for your role and run the advert for the full period, so the timing holds up if the application is reviewed.
Q3: Which jobs are exempt from FCF advertising?
Common exemptions include roles paying above a salary threshold, intra-corporate transfers, firms below a headcount threshold, and some short-term roles. The detail changes and matters — we check your role against the current rules rather than assume.
Q4: What is MyCareersFuture?
MyCareersFuture is the government job portal where employers post roles for FCF advertising, so local jobseekers can see and apply for them. Posting there for the required period is central to meeting the fair consideration requirement.
Q5: Does FCF apply to S Pass applications too?
Yes — many S Pass roles carry the same advertising and fair-consideration requirement as Employment Pass roles. We handle FCF advertising for both, and confirm what applies to your specific role.
Q6: What happens if I don't comply with FCF?
An application can be delayed or rejected, and repeated or serious lapses can bring a firm under closer MOM scrutiny. Discriminatory hiring also carries consequences under fair-employment rules. Doing it properly the first time avoids all of that.
Q7: Can you write and post the advert for me?
Yes. We draft a compliant, non-discriminatory advert, post it on MyCareersFuture, run it for the required period, and document the process — so fair consideration has genuinely happened and you can show it if asked.
Q8: What is the FCF scrutiny list?
Firms with fair-consideration concerns can face closer review of their work-pass applications. The way to stay clear of it is straightforward: advertise genuinely, consider candidates fairly, and keep proper records — which is exactly what our service ensures.
Q9: Is Biz Manpower a licensed recruitment agency in Singapore?
Yes. Biz Manpower Pte Ltd holds Singapore Employment Agency Licence 25C3142, regulated under the Employment Agencies Act. You can verify the licence yourself on MOM's public Employment Agency directory.
Filing an EP or S Pass? Get the FCF step handled.
Tell us the role. You deal directly with us — not a call centre — and we come back to you with a fixed-fee quote.
EA Licence 25C3142
Regulated under the Employment Agencies Act ·Verify our licence on MOM’s public directory.