Singapore’s Ministry of Manpower is reminding employers to “consider all candidates fairly” before recruiting overseas talent and applying for an Employment Pass or EP. The advisory points to the country’s commitment to merit-based recruitment.

The centrepiece of this message is the Fair Consideration Framework or FCF, a cornerstone policy introduced in 2014 aimed at ensuring local job seekers aren’t overlooked in favour of foreign professionals.

At a glance, the FCF may seem like a bureaucratic hoop for firms to jump through before they can bring in overseas talent. But scratch beneath the surface, and it’s clear this framework is as much about protecting Singapore’s economic fabric as it is about principles of fairness. In a tight labour market and a country reliant on both homegrown and global talent, the FCF sets out to keep the hiring playing field level and transparent.

Laying down the ground rules

Before a company can even consider filing for an EP, it must first cast its net locally. That means advertising the vacancy on the MyCareersFuture job portal for at least 14 consecutive days. This isn’t a mere box-ticking exercise. The posting must be crystal clear about the role’s duties, required qualifications, and salary range — which must not be unrealistically broad. If the base pay is S$4,500, the cap cannot stretch beyond S$9,000.

Furthermore, all job ads must be free of language that hints at age, gender, nationality, or racial preferences. These rules aren’t just about being politically correct – they reflect a hard-nosed policy commitment to fairness. The position listed must also align exactly with the EP application, down to the job title, salary, and employer name.

Exemptions exist – but fairness still stands

There are carve-outs to the advertising requirement. For instance, firms with fewer than 10 staff, roles paying S$22,500 a month or more, one-month contracts, or internal company transfers are not bound to post jobs publicly.

But being exempt doesn’t mean companies can throw fairness out the window. MoM expects all employers, exempt or not, to uphold the spirit of the FCF. That means evaluating all candidates on their skills and fit for the role, not on arbitrary factors.

Employers are also discouraged from short-circuiting the process by making offers to candidates before the 14-day advertising period concludes. Doing so raises red flags and could trigger deeper scrutiny from the authorities.

The risk of flouting the FCF

Companies flouting the FCF risk more than just a slap on the wrist. MoM can and has barred employers from hiring foreign talent for 12 to 24 months. Those making false declarations face criminal charges under the Employment of Foreign Manpower Act, which carries a potential fine of up to S$20,000, two years behind bars, or both.

Repeat offenders may also find themselves on the FCF Watchlist, which is an internal registry that puts companies under tighter scrutiny. Placement on this list could mean surprise audits and added paperwork to justify every hiring move.

Business implications beyond compliance

These regulations might seem like red tape slowing down hiring. But for forward-thinking businesses, the FCF is a roadmap to building a resilient, diverse, and high-performing workforce. With employer brand and ethical hiring under the spotlight, fair practices can become a competitive edge.

Companies seen to be playing by the rules and doing so willingly are more likely to win the trust of customers, employees, and regulators. It signals that the business values transparency, inclusivity, and equal opportunity, which are increasingly non-negotiable traits in today’s talent market.

Moreover, a focus on fair hiring is often a proxy for good governance. Firms that embed FCF principles into their hiring DNA are also likely to be better at documentation, talent development, and performance management. All of which drive long-term success.

A proactive approach to fair employment

To stay on the right side of the law and the labour market, employers should go beyond mere compliance. Reviewing recruitment policies, training HR teams on anti-discrimination practices, and keeping meticulous records of hiring activities are all wise moves.

More broadly, the FCF serves as a call for businesses to rethink how they define talent. Rather than defaulting to the notion that foreign equals better, companies are encouraged to mine the local talent pool more thoroughly.

The FCF is a litmus test for an employer’s values. As the global war for talent heats up and scrutiny on hiring intensifies, businesses that anchor their workforce strategies in fairness will not only stay compliant but also stay ahead. Because in the end, fair hiring isn’t just the right thing to do – it’s also smart business.