Singapore’s Fair Consideration Framework (FCF) is a government policy designed to promote fair hiring practices and ensure that local Singaporeans have a fair chance at job opportunities before companies hire foreign talent.
Introduced by the Ministry of Manpower (MOM) in 2014 and updated in subsequent years, the FCF serves as a key part of Singapore’s workforce strategy to balance local employment with the need for skilled foreign professionals.
This article explores the objectives, key requirements, and implications of the FCF for both employers and job seekers in Singapore.
Objectives of the Fair Consideration Framework
The FCF aims to:
- Ensure Fair Hiring Practices – Employers must consider Singaporeans fairly for job positions before hiring foreigners.
- Support Local Workforce Development – Encourage businesses to develop and invest in Singaporean talent.
- Prevent Discriminatory Hiring – Reduce bias in recruitment processes, ensuring equal opportunities for all qualified candidates.
- Address Unfair Employment Practices – Deter companies from giving unfair preference to foreign workers over Singaporeans.
Key Requirements of the Fair Consideration Framework1. Job Advertising Requirement
- Employers must advertise job openings on MyCareersFuture.sg, a government job portal, for at least 14 consecutive days before applying for an Employment Pass (EP) for a foreign candidate.
- This rule ensures that Singaporeans have a fair chance to apply for positions.
- The job ad must include genuine job requirements, salary range, and job responsibilities.
Exemptions from the Job Advertising Requirement
The FCF job posting requirement does not apply if:
- The company has 10 or fewer employees.
- The job position pays a fixed monthly salary of at least SGD 22,500.
- The job is intra-company transferred under specific Free Trade Agreements (FTAs).
2. Strengthened Fair Hiring Practices
- MOM conducts random and targeted audits on companies to ensure compliance.
- Employers must consider all candidates fairly, without discrimination based on nationality, race, age, gender, or other factors.
- Repeat offenders may face penalties, including restrictions on hiring foreign workers.
3. Watchlist for Employers with Discriminatory Practices
Companies found to have discriminatory hiring practices may be placed on MOM’s Fair Consideration Framework Watchlist.
Consequences for non-compliance include:
- Closer monitoring by authorities.
- Restrictions on applying for new Employment Passes (EPs) and S Passes.
- Reputational damage, affecting the company’s ability to attract talent.
MOM proactively investigates complaints from job seekers, whistleblowers, and employment records to detect potential bias in hiring.
Implications of the FCFFor Employers
- Companies must justify hiring foreign workers by demonstrating a lack of suitable local candidates.
- Employers should invest in training and upskilling local employees to meet job requirements.
- Failure to comply with FCF can lead to penalties and hiring restrictions.
For Job Seekers (Singaporeans and PRs)
- The framework improves access to job opportunities, ensuring that Singaporeans are fairly considered for roles.
- It encourages local workforce development, leading to better career progression.
For Foreign Job Seekers
- The FCF means that foreigners compete for jobs only after Singaporeans have been considered.
- Foreign applicants should focus on skills and qualifications that are in demand in Singapore.
Conclusion
The Fair Consideration Framework (FCF) plays a crucial role in ensuring fair employment practices in Singapore. By requiring companies to consider local candidates first, the FCF aims to strike a balance between strengthening the Singaporean workforce and allowing businesses to access global talent when necessary.
Employers must comply with job advertising requirements and fair hiring practices, while job seekers—both local and foreign—must align their career strategies with Singapore’s evolving job market.
