Fair Consideration Framework (FCF)

Explanation:

The Fair Consideration Framework (FCF) is a manpower policy introduced by Singapore’s Ministry of Manpower (MOM) to promote fairness in the hiring process, especially where foreign professionals are concerned. It requires employers to consider local candidates fairly before extending offers to overseas talent. The FCF mandates that employers advertise job roles on Singapore’s national jobs portal—MyCareersFuture—for a minimum of 14 days, giving local professionals a chance to compete for the role. 

While the FCF does not enforce hiring a local, it reinforces the principle that Singaporeans should have fair access to employment opportunities. Employers who fail to demonstrate fair hiring practices may face scrutiny, restrictions on Employment Pass (EP) applications, or additional audits by MOM. 

Why Was the FCF Introduced? 

The FCF was developed in response to growing concerns among local professionals regarding reduced job visibility and perceived hiring bias toward foreign candidates. As part of Singapore’s ongoing workforce development agenda, the FCF serves as both a compliance framework and a cultural shift towards responsible hiring. 

For global employers, particularly those setting up or expanding operations in Singapore, the FCF signals the importance of local inclusion and ethical recruitment. It aligns with Singapore’s vision of maintaining a dynamic and inclusive workforce without compromising on meritocracy. 

Who Must Comply With the FCF? 

The FCF applies to all Singapore-based employers submitting Employment Pass applications, particularly those with: 

• 10 or more employees 

• Roles paying below SGD 22,500/month (as of latest MOM guidelines) 

• Positions that fall outside of exempted categories (e.g., short-term or intra-company transfers in specific cases) 

Exemptions may apply, but the majority of companies are expected to follow the job advertising requirements before applying for EPs. Employers who have been placed on the MOM’s Watchlist must show proactive improvements in fair hiring before EPs are granted. 

What Must Employers Do Under the FCF? 

To stay compliant with the FCF, employers must: 

• Post job vacancies on MyCareersFuture.sg for at least 14 calendar days 

• Ensure job descriptions are accurate and not biased toward foreign applicants 

• Consider Singaporean applicants fairly, documenting the selection process 

• Avoid discriminatory hiring practices based on age, gender, nationality, or race 

• Respond promptly to MOM queries if flagged 

Failure to adhere can lead to reputational risks and delays in securing foreign manpower. 

Key Employer Responsibilities Under FCF 

Employers must develop a recruitment process that reflects transparency and objectivity. Key areas to focus on: 

• Job postings: Use clear, neutral language and avoid exclusionary criteria 

• Interview process: Ensure all shortlisted candidates are evaluated on merit 

• Documentation: Maintain records of applications, interviews, and reasons for selection/rejection 

• Internal policies: Include fair hiring practices in HR policy documents and employee handbooks 

• Training: Train hiring managers to recognize unconscious bias and ensure compliance 

These practices not only meet FCF standards but also help build a robust talent strategy for sustainable growth. 

How the FCF Affects Employment Pass Applications 

The FCF is tightly linked to Singapore’s EP process. If MOM identifies unfair hiring practices or patterns (e.g., consistently hiring foreign professionals despite local availability), the company may: 

• Be flagged and placed on the Fair Hiring Watchlist 

• Face delays or rejections in EP processing 

• Be asked to review and improve hiring procedures before further approvals 

TopSource Worldwide advises clients to treat the FCF not as a formality, but as a strategic compliance checkpoint for all Singapore-bound hires. 

Fair Consideration Framework vs. Diversity Hiring 

While FCF and diversity hiring may overlap in intent, they serve different goals: 

Employers can align both strategies to build a workforce that is locally inclusive and globally diverse. 

Why FCF Compliance Matters for Global Employers 

For global companies entering Singapore, compliance with the FCF is more than regulatory—it's reputational. Adhering to fair hiring standards helps you: 

• Secure Employment Passes smoothly 

• Build trust with local regulators and talent pools 

• Demonstrate responsible business conduct 

• Minimise audit or watchlist risks 

• Support long-term employer branding and ESG goals 

How TopSource Worldwide Helps with FCF Compliance 

Navigating local compliance while managing international hiring is complex. TopSource Worldwide simplifies this by: 

• Guiding your team on FCF-aligned job descriptions and posting timelines 

• Assisting in documenting fair hiring practices 

• Preparing EP applications with appropriate supporting records 

• Providing region-specific HR advisory for sustainable talent acquisition 

With a deep understanding of global and local employment law, our teams ensure that your hiring strategy in Singapore remains fully compliant and future-ready.