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Submitted URL: http://www.mom.gov.sg/employment-practices/fair-consideration-framework
Effective URL: https://www.mom.gov.sg/employment-practices/fair-consideration-framework
Submission: On February 07 via api from US — Scanned from DE
Effective URL: https://www.mom.gov.sg/employment-practices/fair-consideration-framework
Submission: On February 07 via api from US — Scanned from DE
Form analysis 1 forms found in the DOM
POST /employment-practices/fair-consideration-framework
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<p id="popular-keyword-content" style="display: none;"> PH pay, COMPASS, Primary Care Plan, myMOM Portal, paying salary, annual leave </p>
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<h1 class="page-title"> Fair Consideration Framework (FCF) </h1>
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<p>The Fair Consideration Framework (<abbr class="glossarizer_replaced" title="Fair Consideration Framework" tabindex="0">FCF</abbr>) sets out requirements for all employers in Singapore to consider the workforce in Singapore fairly for
job opportunities. Employers should not discriminate on characteristics that are not related to the job, such as age, gender, nationality or race.</p>
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<p>All employers in Singapore are expected to adhere to the
<a rel="noopener noreferrer" class="link--external" href="https://www.tal.sg/tafep/Resources/Publications/2019/Tripartite-Guidelines-on-Fair-Employment-Practices" target="_blank">Tripartite Guidelines on Fair Employment Practices</a>.
</p>
<h2 id="fcf-job-advertising-requirement">FCF job advertising requirement</h2>
<p>To promote fair employment practices and improve labour market transparency, employers submitting Employment Pass and S Pass applications must first advertise on
<a rel="noopener noreferrer" class="link--external" href="https://www.mycareersfuture.gov.sg" target="_blank">MyCareersFuture</a> and fairly consider all candidates. Find out more about the FCF job advertising requirements for
<a href="/passes-and-permits/employment-pass/consider-all-candidates-fairly">Employment Pass</a> and <a href="/passes-and-permits/s-pass/consider-all-candidates-fairly">S Pass</a>.</p>
<p>To access a larger pool of candidates, employers in Singapore are strongly encouraged to advertise their job vacancies on MyCareersFuture, even if those jobs are eligible for advertising exemption.</p>
<p>Whichever recruitment channel used, all employers must practice fair hiring.</p>
<div class="alert alert--note">
<p><abbr class="glossarizer_replaced" title="Ministry of Manpower" tabindex="0">MOM</abbr> will take action against employers that do not adhere to the
<a rel="noopener noreferrer" class="link--external" href="https://www.tal.sg/tafep/Resources/Publications/2019/Tripartite-Guidelines-on-Fair-Employment-Practices" target="_blank">Tripartite Guidelines on Fair Employment Practices</a>.
</p>
</div>
<p>For instance, some employers go through the motion of advertising on MyCareersFuture after pre-selecting a foreigner, and do not review the applicants from MyCareersFuture. Other employers post discriminatory job advertisements. These
practices breach the Tripartite Guidelines on Fair Employment Practices, and employers that engage in these practices may be debarred from hiring foreign employees.</p>
<p>Employment agencies are equally expected to uphold the Tripartite Guidelines on Fair Employment Practices and the FCF when they undertake work for their clients.</p>
<div class="ui-toggle " aria-multiselectable="true">
<h2 class="toggle__header" id="penalties-for-non-adherence-to-the-tripartite-guidelines-on-fair-employment-practices" role="tab" aria-controls="panel-0"><span>Penalties for non-adherence to the Tripartite Guidelines on Fair Employment
Practices</span><a href="#" class="toggle__link" aria-label="Collapsed"><span>Show</span></a></h2>
<div class="toggle__content js-hide" aria-hidden="true" role="tabpanel" aria-labelledby="penalties-for-non-adherence-to-the-tripartite-guidelines-on-fair-employment-practices" id="panel-0">
<p>In January 2020, MOM strengthened the FCF for greater deterrence against workplace discrimination.</p>
<p>We have raised the administrative penalties across the board for all discrimination cases:</p>
<ul>
<li>The minimum period of work pass debarment has increased from 6 months to 12 months. For more egregious cases, the debarment period can be up to a maximum of 24 months.</li>
<li>The debarment scope has expanded to include work pass renewals in addition to new work pass applications.</li>
</ul>
<p>As the duration of most work passes is two to three years, for a 12-month debarment, one-third to half of the work passes cannot be renewed. For a 24-month debarment, up to all the work passes cannot be renewed, and the firm cannot
hire new foreign employees.</p>
<p>In addition, MOM will prosecute errant employers or key personnel who make false declarations that they have considered all candidates fairly. Employers convicted of false declaration under the Employment of Foreign Manpower Act
will face imprisonment of up to 2 years, or fine up to $20,000, or both</p>
</div>
</div>
<h2 id="fcf-watchlist-for-employers-with-possibly-discriminatory-hiring-practices">FCF Watchlist for employers with possibly discriminatory hiring practices</h2>
<p>MOM proactively identifies employers with indications of discriminatory hiring practices and places them on the FCF Watchlist for closer scrutiny.</p>
<p>For example, we are concerned about employers which have:</p>
<ul>
<li>Complaints of discriminatory HR practices (e.g. involving age, race, religion or nationality bias).</li>
<li>Hiring practices that differ significantly from industry peers. For example, employers with exceptionally high share of foreign <abbr class="glossarizer_replaced" title="Professionals, Managers, Executives and Technicians"
tabindex="0">PMETs</abbr>, or very high concentration of a single nationality. These are indicators of possible discriminatory hiring practices.</li>
</ul>
<p>MOM closely scrutinises Employment Pass and S Pass applications from employers on the FCF Watchlist. At the same time, the
<a rel="noopener noreferrer" class="link--external" href="http://www.tal.sg/tafep" target="_blank">Tripartite Alliance for Fair and Progressive Employment Practices (<abbr class="glossarizer_replaced" title="Tripartite Alliance for Fair and Progressive Employment Practices" tabindex="0">TAFEP</abbr>)</a>
engages these employers to help them improve their HR practices. Uncooperative employers may have their work pass privileges curtailed.</p>
<h2 id="report-workplace-discrimination">Report workplace discrimination</h2>
<div class="alert alert--note">
<p>MOM will take action against breaches of the
<a rel="noopener noreferrer" class="link--external" href="https://www.tal.sg/tafep/Resources/Publications/2019/Tripartite-Guidelines-on-Fair-Employment-Practices" target="_blank">Tripartite Guidelines on Fair Employment Practices</a>.
</p>
</div>
<p><a rel="noopener noreferrer" class="link--external" href="https://www.tal.sg/tafep/contact-us" target="_blank">Report to TAFEP</a> if you notice:</p>
<ul>
<li>Any discriminatory job advertisements.</li>
<li>Any discriminatory HR practices.</li>
</ul>
<h2 id="find-out-more">Find out more</h2>
<p>You can approach <a rel="noopener noreferrer" class="link--external" href="http://www.tal.sg/tafep" target="_blank">TAFEP</a> for more information, including about the
<a rel="noopener noreferrer" class="link--external" href="https://www.tal.sg/tafep/Resources/Publications/2019/Tripartite-Guidelines-on-Fair-Employment-Practices" target="_blank">Tripartite Guidelines on Fair Employment Practices</a>.
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You are using a version of browser which will not be supported after 27 May 2018. To continue to transact with MOM securely, please follow these steps to enable the Transport Layer Security (TLS) of your web browser, or upgrade to the latest version of your browser. Skip to main content A Singapore Government Agency Website Ministry of Manpower Homepage About us Menu Work passes Employment practices Workplace safety and health Statistics and publications eServices Calculators Forms Newsroom Search Employment practices Home Employment practicesFair Consideration Framework Select zoneAll All Newsroom Work passes and permits Workplace safety and health Employment practices eServices Forms Employment agencies Related questions Search query Clear search Search Close search PH pay, COMPASS, Primary Care Plan, myMOM Portal, paying salary, annual leave FAIR CONSIDERATION FRAMEWORK (FCF) The Fair Consideration Framework (FCF) sets out requirements for all employers in Singapore to consider the workforce in Singapore fairly for job opportunities. Employers should not discriminate on characteristics that are not related to the job, such as age, gender, nationality or race. All employers in Singapore are expected to adhere to the Tripartite Guidelines on Fair Employment Practices. FCF JOB ADVERTISING REQUIREMENT To promote fair employment practices and improve labour market transparency, employers submitting Employment Pass and S Pass applications must first advertise on MyCareersFuture and fairly consider all candidates. Find out more about the FCF job advertising requirements for Employment Pass and S Pass. To access a larger pool of candidates, employers in Singapore are strongly encouraged to advertise their job vacancies on MyCareersFuture, even if those jobs are eligible for advertising exemption. Whichever recruitment channel used, all employers must practice fair hiring. MOM will take action against employers that do not adhere to the Tripartite Guidelines on Fair Employment Practices. For instance, some employers go through the motion of advertising on MyCareersFuture after pre-selecting a foreigner, and do not review the applicants from MyCareersFuture. Other employers post discriminatory job advertisements. These practices breach the Tripartite Guidelines on Fair Employment Practices, and employers that engage in these practices may be debarred from hiring foreign employees. Employment agencies are equally expected to uphold the Tripartite Guidelines on Fair Employment Practices and the FCF when they undertake work for their clients. PENALTIES FOR NON-ADHERENCE TO THE TRIPARTITE GUIDELINES ON FAIR EMPLOYMENT PRACTICESSHOW In January 2020, MOM strengthened the FCF for greater deterrence against workplace discrimination. We have raised the administrative penalties across the board for all discrimination cases: * The minimum period of work pass debarment has increased from 6 months to 12 months. For more egregious cases, the debarment period can be up to a maximum of 24 months. * The debarment scope has expanded to include work pass renewals in addition to new work pass applications. As the duration of most work passes is two to three years, for a 12-month debarment, one-third to half of the work passes cannot be renewed. For a 24-month debarment, up to all the work passes cannot be renewed, and the firm cannot hire new foreign employees. In addition, MOM will prosecute errant employers or key personnel who make false declarations that they have considered all candidates fairly. Employers convicted of false declaration under the Employment of Foreign Manpower Act will face imprisonment of up to 2 years, or fine up to $20,000, or both FCF WATCHLIST FOR EMPLOYERS WITH POSSIBLY DISCRIMINATORY HIRING PRACTICES MOM proactively identifies employers with indications of discriminatory hiring practices and places them on the FCF Watchlist for closer scrutiny. For example, we are concerned about employers which have: * Complaints of discriminatory HR practices (e.g. involving age, race, religion or nationality bias). * Hiring practices that differ significantly from industry peers. For example, employers with exceptionally high share of foreign PMETs, or very high concentration of a single nationality. These are indicators of possible discriminatory hiring practices. MOM closely scrutinises Employment Pass and S Pass applications from employers on the FCF Watchlist. At the same time, the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) engages these employers to help them improve their HR practices. Uncooperative employers may have their work pass privileges curtailed. REPORT WORKPLACE DISCRIMINATION MOM will take action against breaches of the Tripartite Guidelines on Fair Employment Practices. Report to TAFEP if you notice: * Any discriminatory job advertisements. * Any discriminatory HR practices. FIND OUT MORE You can approach TAFEP for more information, including about the Tripartite Guidelines on Fair Employment Practices. Share this page Share this page on facebookTweet this pageEmail this pagePrint this page Last Updated: 17 June 2021 RELATED QUESTIONS * What changes to my job advertisement on MyCareersFuture will require me to extend it for another 14 days before I can apply for an EP or S Pass? * Can I make a complaint to MOM if I am a Singaporean who applied for a job, but the company hired an EP or S Pass holder instead? * How will MOM monitor a company's job advertisements and whether they consider Singaporeans? * Must a job advertisement on the MyCareersFuture specify Singaporeans only? * Must my company keep a record of interviews and job offer decisions? 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