Fair selection applies to every employer
The Fair Consideration Framework requires employers to assess job candidates fairly and follow the Tripartite Guidelines on Fair Employment Practices. Selection should relate to the job, without discrimination based on characteristics such as age, sex, nationality or race. An advertising exemption does not exempt an employer from fair hiring.
Make the advertisement match the application
Describe the work and requirements accurately. The occupation and employer in the advertisement must match the S Pass application, and discriminatory wording is unacceptable. Display a clear salary range to all candidates: its maximum may not exceed twice the minimum, and it must include the salary offered to the S Pass candidate. If several applications rely on one advertisement, their total cannot exceed its advertised vacancies. MOM rejects applications linked to discriminatory or inaccurate advertisements.
Allow at least 14 consecutive days
Keep the MyCareersFuture advertisement open for at least 14 consecutive days before applying, including when reposting a closed advertisement. Do not offer the role during this mandatory period; applicants must have time to respond and be considered. Changes to advertisement details, including the hiring organisation’s UEN, occupation, salary or vacancy count, require a new advertisement and another full 14-day period. An advertisement expired or closed for more than three months cannot be reused.
When advertising is exempt
An advertisement is not required if the company has fewer than 10 employees, the role pays a fixed monthly salary of at least S$22,500, the employment lasts no more than one month, or a qualifying local transferee fills the role. The local-transfer exemption applies to an existing employee transferring from a related Singapore branch, subsidiary or affiliate. These exemptions concern advertising; continue to select candidates fairly.
Official source
Written independently from official MOM source material.