MOM Fair Consideration Framework (FCF) and MyCareersFuture Job Posting Rule for Singapore Employers (2026)
Published on: 10 Jun, 2026

Singapore’s Fair Consideration Framework (FCF) is the policy backbone of Singapore’s effort to ensure that local workers are fairly considered for jobs before employers hire foreigners on Employment Passes or S Passes. The FCF was introduced by the Ministry of Manpower (MOM) on 1 August 2014 and has been progressively strengthened, with major enhancements aligned to the COMPASS framework for EP applications.

For Singapore employers, FCF compliance is not optional. Failure to advertise eligible roles on MyCareersFuture before submitting EP or S Pass applications can result in application rejection, placement on the FCF watchlist, and suspension of work pass privileges.

This 2026 guide explains how the FCF operates, when MyCareersFuture advertising is required, what exemptions apply, and how the FCF interacts with COMPASS for EP applications.

What the FCF requires

The core FCF requirement is straightforward. Before submitting an EP application, the employer must:

  1. Advertise the role on the MyCareersFuture jobs portal (operated by Workforce Singapore);
  2. Keep the advertisement open for at least 14 calendar days;
  3. Fairly consider all candidates, including Singaporeans, who apply through the portal;
  4. Only after the 14-day window closes, submit the EP application via MOM’s EP Online system.

The advertisement must be in English, must describe the role accurately, must specify the actual salary range being offered, and must not contain discriminatory requirements (no preference for nationality, age, race, gender, marital status, or religion unless objectively justified).

Which EP applications are covered?

The FCF MyCareersFuture advertising requirement currently applies to all EP applications where:

  • The fixed monthly salary is below S$22,500; AND
  • The employing entity has 10 or more employees (smaller employers were originally exempt; the threshold has been lowered over time and most employers are now in scope).

For S Pass applications, MyCareersFuture advertising is not a strict prerequisite, but fair consideration principles still apply and MOM expects employers to maintain a diverse workforce. S Pass applications are governed primarily by quota and levy rules — see our Singapore S Pass 2026 guide.

For higher-salary EPs (S$22,500 and above), the advertising requirement is waived on the basis that very senior roles are typically not realistically open to local candidates. However, COMPASS scoring still applies — see below.

FCF advertising exemptions

Specific exemptions from the MyCareersFuture advertising requirement apply to:

  • Intra-corporate transferees (ICT) — employees being transferred within the same multinational group, where the role meets ICT criteria under Singapore’s commitments under the WTO General Agreement on Trade in Services
  • EP renewals for the same role with the same employer (no new advertising required)
  • Roles that are part of a confidential restructuring or M&A process — limited and case-by-case
  • Roles at companies with fewer than 10 employees — but this exemption has been progressively narrowed
  • Skills shortage occupations on MOM’s Strategic Economic Priorities (SEP) list — some scoring concessions apply but advertising is still typically required

Exemption claims must be supported in the EP application; MOM may request additional documentation.

COMPASS: the points-based EP framework

Since September 2023, all EP applications below S$22,500 monthly salary are also assessed against COMPASS — the Complementarity Assessment Framework. COMPASS awards points across four foundational criteria and two bonus criteria:

Foundational criteria (each scored 0, 10 or 20 points):

  • C1 — Salary benchmarked against local PMETs in the same sector
  • C2 — Qualifications (top-tier vs other recognised institutions)
  • C3 — Diversity of the employer’s workforce by nationality
  • C4 — Support for local PMET employment in the company

Bonus criteria (up to 20 points each):

  • C5 — Skills bonus for shortage occupations on the SEP list
  • C6 — Strategic economic priorities bonus for partnerships with government on innovation, internationalisation or training

Applicants need a minimum of 40 points to pass. FCF advertising and COMPASS work together — the advertisement and fair consideration process feeds into MOM’s overall judgement of whether the employer has genuinely tried to hire locally. See our EP vs ONE Pass vs PEP guide for the full visa comparison.

The FCF Watchlist

MOM maintains the FCF Watchlist — a list of employers who have been identified as having weak Singaporean cores or poor track records of fair consideration. Indicators include:

  • Low proportion of Singaporean PMETs relative to industry benchmarks
  • High turnover of Singaporean employees in PMET roles
  • Complaints from candidates or employees of unfair hiring practices
  • Pattern of EP renewals without corresponding local hiring

Consequences of being on the FCF Watchlist:

  • Heightened scrutiny of all EP applications, including longer processing times and more queries
  • Higher rejection rate for EP applications
  • Requirement to submit detailed employment data and remediation plans
  • Public listing on MOM’s transparency reporting (in some cases)

Employers can be removed from the Watchlist after demonstrating sustained improvement in local hiring and fair consideration practices — typically over 12–24 months.

Common FCF compliance failures

From our work with Singapore employers, the recurring FCF issues are:

  1. Advertising for less than 14 days. A 13-day advertisement is non-compliant — MOM systems automatically reject the EP application.
  2. Pre-selected candidate. Advertising the role on MyCareersFuture while the foreign candidate is already lined up to start. This is the textbook abuse the FCF was designed to prevent; if discovered, the employer faces both EP rejection and potential criminal exposure under the Employment of Foreign Manpower Act.
  3. Misleading job descriptions. Inflating the requirements to filter out local candidates (e.g., requiring obscure qualifications only the foreign candidate has).
  4. Salary mismatch. Advertising at one salary range and applying for the EP at a different salary.
  5. Discriminatory language. “Must speak Mandarin natively” or “candidate from India preferred” are red flags — TAFEP investigates such postings.
  6. Not actually considering local applicants. Interviewing only to satisfy a tick-box and rejecting all local candidates without genuine assessment.

TAFEP and enforcement

The Tripartite Alliance for Fair & Progressive Employment Practices (TAFEP) is the joint MOM–NTUC–SNEF body that investigates complaints of unfair hiring under the FCF. Complaints can be filed by job applicants, current or former employees, or members of the public.

TAFEP’s enforcement powers include:

  • Requiring the employer to take down non-compliant job advertisements
  • Issuing advisory notices to the employer
  • Referring the matter to MOM for action on the employer’s work pass privileges
  • Publicising findings against the employer in egregious cases

The newer Workplace Fairness Act 2025 creates additional statutory protections against discrimination and complements the FCF regime, with civil remedies available to affected candidates.

Practical FCF compliance checklist for employers

Before submitting any EP application below S$22,500:

  1. Draft the job advertisement with an accurate description and realistic salary range
  2. Post the advertisement on MyCareersFuture and keep it live for at least 14 consecutive days
  3. Review all local applications received during the advertising period — interview shortlisted local candidates
  4. Document the interview process and reasons for not selecting local candidates
  5. Retain the records for at least 2 years (longer if a Watchlist issue is anticipated)
  6. Submit the EP application only after the 14-day window closes
  7. If on the Watchlist, prepare additional documentation showing local hiring efforts and any remediation actions

For employers with high EP volumes, consider establishing a centralised FCF compliance function and pre-approval workflow for hiring managers.

FCF and the Singaporean core

The FCF is not just an EP processing requirement — it is part of MOM’s broader strategy to build a strong Singaporean core in the workforce. Employers should view FCF compliance as part of a wider commitment to:

  • Training and developing local talent into PMET roles
  • Mentoring and succession planning for senior positions
  • Tracking local-to-foreign employee ratios at each PMET level
  • Participating in SkillsFuture training programmes for local employees

Companies that visibly invest in Singaporeans tend to have smoother EP application experiences, lower COMPASS friction, and stronger relationships with MOM.

Resources and further reading

See the MOM Fair Consideration Framework portal for the latest advertising requirements and exemptions, and the MyCareersFuture jobs portal for posting jobs. The TAFEP portal provides guidance and complaint channels. For COMPASS detail, see MOM’s EP eligibility page.

For related work pass guidance, see our EP comparison guide, our S Pass 2026 guide, and our sister site singaporesecretaryservices.com.

Raffles Corporate Services, through our affiliated MOM-licensed employment agency Singapore Employment Agency, handles end-to-end FCF compliance for Singapore employers — drafting compliant MyCareersFuture advertisements, managing the 14-day window, documenting fair consideration, and preparing EP applications including COMPASS-optimised submissions.

— The Editorial Team, Raffles Corporate Services