Next
FCF advertising exemptions: edges that still need fair hiring
Companion to Fair Consideration — S$22,500 salary, under-10 headcount, short vacancy, and ICT exemption folklore vs what still must match on the EP file, and why ‘we already picked you’ is not a published shortcut.
Short answer: Name the exemption or run the 14-day clock — ad skips do not waive fair hiring or EP-file substance.
Parents: Fair Consideration Framework · FCF 14-day clock. This companion is the exemption edge layer — where Reddit hears “we’re exempt” and stops asking questions.
Exempt from advertising ≠ exempt from fairness
Published FCF exemptions can skip the public MyCareersFuture ad clock. They do not waive fair hiring, COMPASS/salary substance, or matching the role you were actually offered.
| Claimed exemption (orientation) | Still ask HR |
|---|---|
| Fixed monthly salary ≥ S$22,500 | Is that the fixed monthly figure on the EP file — not total package folklore? |
| Employer with fewer than 10 employees | Headcount on which date / definition? |
| Vacancy ≤ 1 month | Is this a true short cover, or a permanent role labelled short? |
| Intra-company transfer / other published ICT path | Which exact MOM exemption category is on the filing? |
Candidate checks when HR says “exempt”
- Get the exemption category in writing (not Slack vibes).
- If an ad did run: screenshot Job Advertisement ID, dates, title, salary band.
- Align contract fixed pay with EP Online / COMPASS C1 — bait-and-switch ads are audit smell.
- “We already picked you on day two” is not a published shortcut past a mandatory ad window when no exemption applies.
- If IPA fails on FCF/COMPASS hygiene, use the rejection playbook.
Decision rule
Name the exemption or run the 14-day clock. Fair hiring still applies either way — exemptions only change the advertising theatre, not the substance bar.
Questions, answered
- If a role is FCF advertising-exempt, does fair hiring still apply?
- Yes. Published exemptions can skip the public MyCareersFuture ad clock, but they do not waive fair hiring, COMPASS/salary substance, or role matching on the EP file.
- Does a S$22,500 package automatically skip MyCareersFuture advertising?
- Only if the fixed monthly salary on the EP file meets the published threshold. Total-package folklore does not count — confirm the fixed monthly figure with HR in writing.
- Does a small-company exemption (under 10 employees) remove all FCF duties?
- No. It may skip advertising, but fair hiring and filing substance still apply. Ask which headcount date and definition HR is using.
- Is ‘we already picked you on day two’ a valid shortcut past a mandatory ad window?
- No. That is not a published shortcut when no exemption applies. If an ad was required, run the clock; if exempt, name the exact MOM exemption category in writing.
- Must the EP job match a MyCareersFuture ad when one ran?
- Yes when an ad was used — MOM expects the application to match the advertised job. Keep the Job Advertisement ID, dates, title, and salary band screenshots.
Sources & citations
Admin and policy details change. Prefer the official page when making decisions; we cite primary sources for Singapore government and statutory guidance.
Related places & services
Related guides
Move
Fair Consideration Framework and MyCareersFuture for EP seekers
Why Singapore employers advertise on MyCareersFuture before EP/S Pass applications, the 14-day rule, S$22,500 and ICT exemptions, and how foreign candidates should read those postings.
Read
Next
FCF MyCareersFuture 14-day clock before EP IPA
Companion to Fair Consideration — mandatory 14-day MCF advertising, no-offer-during-window rule, Job Advertisement ID match, S$22,500 / small-firm exemptions, and how candidates screenshot the clock before resigning.
Read
Move
Employment Pass in Singapore: eligibility, COMPASS, and timelines
How the Employment Pass works for professionals relocating to Singapore — salary floors, COMPASS scoring, documents, and what to expect after approval.
Read
Move
COMPASS framework explained for EP candidates
MOM COMPASS C1–C6 in plain English — 40-point pass mark, salary vs qualifying floor, diversity and firm scores, SOL bonus, and how candidates prepare with HR.
Read