The Fair Consideration Framework (FCF) is a policy by Singapore’s Ministry of Manpower (MOM) requiring employers to fairly consider Singaporeans for job opportunities before hiring foreigners under certain work visa types (e.g. Employment Pass / S Pass). It aims to ensure merit‑based hiring practices and prevent discriminatory employment practices.
Key Requirements Under FCF
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Employers must advertise job vacancies on the MyCareersFuture.gov.sg job bank for at least 14 calendar days before submitting EP/S Pass applications, unless exempt.
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Job advertisements must comply with Tripartite Guidelines on Fair Employment Practices (no discrimination on age, race, gender, nationality, etc.).
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Businesses may be subject to additional scrutiny if their workforce composition shows a disproportionately low number of Singaporeans in PMET (“Professional, Managerial, Executive, Technical”) roles compared to industry peers.
Why FCF Matters for Businesses
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Legal/regulatory compliance: failing to follow FCF can lead to delays or rejection of work pass applications.
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Reputation: perception of fairness in hiring helps in public, market, consumer, and employee trust.
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Talent pool: ensures employers tap into Singaporean candidates first; may uncover strong local talent.
Case Examples / Enforcement
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Some firms have been placed on a watchlist by MOM for non‑compliance with FCF (for example, failing to advertise properly before hiring EPs).
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Employers whose practices raise concerns might be asked for org charts, recruitment processes, grievance handling, career development plans for local staff.
Exemptions & Special Cases
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Some small firms (e.g. fewer than 10 employees) may be exempt.
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Jobs with very high fixed monthly salary threshold may also be exempt from advertising requirement.
Best Practices for Employers
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Always plan ahead: schedule job advertisement at least 14 days before applying for EP or S Pass.
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Ensure job ad content is free of discriminatory wording (e.g. “foreigners only”, “locals preferred”) that may violate the guidelines.
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Maintain documentation: where companies advertise, how many applications, interview process, rejections—should be recorded in case MOM asks.
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Monitor internal workforce composition—compare with industry benchmarks to avoid being flagged.
Conclusion
The Fair Consideration Framework is more than a regulation—it reflects Singapore’s broader social commitment to fairness and local workforce development. For businesses, complying with FCF ensures smoother work pass processing, reduces risk of regulatory enforcement, and contributes to inclusive hiring. Proper planning, documentation, and respect for merit‑based hiring is essential.