Fair hiring applies to every employer
Before Singapore EP applications, normally advertise on MyCareersFuture and consider all candidates fairly. FCF requires fair access to jobs, without discrimination based on non-job factors such as age, sex, nationality or race. Every employer is expected to follow the Tripartite Guidelines on Fair Employment Practices, including when exempt from advertising.
Accurate job, employer and salary
Discriminatory or inaccurate advertisements can cause rejection. The advertised occupation and employer must match the Singapore EP application. Salary must be visible, clear and consistent, include the candidate’s offered salary, and have a maximum no more than twice the minimum. For example, a S$4,500 minimum permits a maximum no higher than S$9,000. If using one advertisement for several applications, applications cannot exceed advertised vacancies.
Fourteen consecutive days and changes
Keep the advertisement open for at least 14 consecutive days, including when reposting a closed advertisement. Do not make a job offer during that mandatory period. Changes to employer UEN, occupation, salary, vacancy count or other advertisement details require a new advertisement and another full 14 days. An advertisement expired or closed for more than three months cannot be used; advertise again to reach new candidates.
Advertising exemptions
Exemption applies if the company has fewer than 10 employees, the role pays fixed monthly salary at least S$22,500, lasts no more than one month, is filled by a qualifying local transferee, or by an applicant choosing the overseas intra-corporate-transferee route. The local example is an existing employee moving to a related Singapore branch, subsidiary or affiliate. These are advertising exemptions, not permission for discriminatory hiring or automatic Singapore EP eligibility.
Official source
Written independently from official MOM source material.