EP Applications and Fair Consideration Framework Advertising

EP Advertising: Distinguish FCF From COMPASS

Check whether the employer must meet Fair Consideration Framework advertising requirements before a new EP application. Align the advertisement, job description and application and retain recruitment records. FCF and COMPASS are different requirements; compliance or exemption in one does not settle the other.

Official Requirements and Practical Preparation

Where FCF advertising applies, keep the MyCareersFuture advertisement open for at least 14 consecutive days. Match the employer and occupation and include the proposed salary within the advertised range. MOM lists exemptions, such as companies with fewer than 10 employees. Advertising exemption does not waive fair hiring or COMPASS.

MOM ↗

Check what applies

Employers should check FCF advertising requirements and exemptions before a new EP application. The informal self-employed label is not itself a reason to omit employer steps.

Keep job information consistent

Keep titles, duties, employment terms and records aligned. When a role changes, review its effect on earlier preparations rather than allowing documents to describe different positions.

Allow review time

Include recruitment checks in the application plan, assigning them to the employer or appointed representative. Retain records so an outstanding prerequisite is not discovered only after documents are ready.

Preparation Example

If duties change materially during preparation, ask the responsible person to review the effect on recruitment and application records. Editing a title alone can leave inconsistent supporting information.

Pre-consultation Checklist

Rules for the employer to check; role and employment terms; exemption basis; record owner.

EP Questions and Practical Answers

Can a founder automatically skip EP job advertising?

Do not decide from the “self-employed” label alone. The employer should check the applicable advertisement or exemption rules for the role and company. Where required, advertising and recruitment records must reflect genuine consideration.

Official Reference