Before EP: The Fair Consideration Framework
Before EP applications, employers generally advertise on MyCareersFuture and fairly assess applicants. FCF prohibits discrimination on non-job-related characteristics, including age, sex, nationality and race; fair-employment guidelines apply to all employers.
Match the Advertisement to the EP Application
Advertisements must be accurate and non-discriminatory. Occupation and employer must match the EP application. Salary must be public, include the candidate’s salary and have a maximum no greater than twice its minimum. Applications cannot exceed advertised vacancies. A S$4,500–9,000 range illustrates advertising rules, not EP eligibility.
Advertising Must Remain Open for 14 Consecutive Days
Keep the advertisement open for at least 14 consecutive days without making a job offer during that mandatory period. Reposting closed advertisements or changing details, such as UEN, occupation, salary or vacancies, requires a new 14-day period.
Example 1: Timeline After Changing the Advertisement
MOM’s example starts on 1 October, with a replacement advertisement on 6 October. After another 14 consecutive days, the earliest EP or S Pass submission is 20 October, subject to other application requirements.
Redrawn from MOM official examples; dates are illustrative.
Example 2: Three Months After Advertisement Closure
An advertisement closed or expired for over three months cannot support an EP application. MOM illustrates a January posting, closure after 30 days in February, and a final-use point three months later in May. Record exact dates; the month diagram is illustrative.
Redrawn from MOM official examples; dates are illustrative.
When Can MyCareersFuture Advertising Be Exempted?
Exemptions include fewer than ten employees, salary of at least S$22,500, roles lasting no more than one month, qualifying local transfers and qualifying overseas intra-corporate transferees. A local transfer involves an existing employee moving to a related Singapore branch, subsidiary or affiliate. Fair hiring still applies.
A Practical Employer Recruitment Checklist
Start with the actual duties, then compare the proposed occupation and hiring entity. A practical internal worksheet can record UEN, advertisement reference, vacancies, visible salary range, publication date, revision dates and closure date. Organise candidate assessments around work-related skills. This is an optional organisational tool, not an additional official form. Before submission, compare the final offer and employer details with the advertisement to spot mismatches.
EP FAQ: Does 14 Days of Advertising Guarantee Approval?
Treat advertising completion, application submission and approval as separate milestones. Advertising is one pre-application requirement; review eligibility, salary, documents and individual notices separately. An internal plan should distinguish dates that are planned from outcomes actually received. If claiming an exemption, identify the relevant ground and check its conditions against the official guidance before proceeding.
Official Eligibility and Requirements
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Published by: Hengxin Group Corporate Services