Fair hiring and advertising
FCF requires fair consideration of Singapore’s workforce and rejection of non-job-related discrimination such as age, sex, nationality or race. Employers applying for EP or S Pass ordinarily advertise on MyCareersFuture and genuinely assess applicants. The mandatory advertising window is at least 14 consecutive days; no job offer should be made during that window. Advertising exemptions do not remove fair-hiring duties, and employment agencies have the same responsibilities when recruiting for clients.
Conduct and sanctions
Advertising after pre-selecting a foreign candidate without reviewing applicants, or publishing a discriminatory advertisement, breaches fair-employment guidelines. Since January 2020, work-pass debarment normally runs at least 12 months and up to 24 months for more serious cases, covering new applications and renewals. False declarations of fair consideration can bring prosecution under EFMA, with up to two years’ imprisonment, a fine up to S$20,000, or both.
Work-pass impact and complaints
For passes typically valid for two or three years, a 12-month restriction can prevent renewal of about one-third to half of passes; a 24-month restriction can affect all renewals while stopping new foreign hires. Report discriminatory advertisements or HR practices to TAFEP, which also provides information about the fair-employment guidelines.
Documents and references
- Tripartite Guidelines on Fair Employment Practices ↗ Reference
- MyCareersFuture ↗ Government source
- Employment Pass ↗ Government source
- S Pass ↗ Government source
- Report to TAFEP ↗ Reference
- TAFEP ↗ Reference