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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 September 23 via api (September 23rd 2022, 9:21:01 am UTC) from CH — Scanned from DE

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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>
            </div>
          </div>
          <div id="pagecontent_0_documentcontent_0_DivCode">
            <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>.
            </p>
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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.

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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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 * Last Updated: 17 June 2021



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