Fair Consideration Framework

Can a job be exempted from the advertising requirement if it will be filled by an intra-corporate transferee (ICT)?
Can I advertise on other websites or platforms, e.g. newspapers, instead of MyCareersFuture?
Can I still use the job advertisement to support an EP or S Pass application (to meet FCF requirements) if I cannot find the job title in the Self-Assessment Tool (SAT)?
In the job advertisement, can we specify a closing date that is more than 3 months from the date of EP or S Pass application?
For some positions, the recruitment cycle could be much longer. Can we use a job advertisement where the closing date is more than 3 months before the date of EP or S Pass applications?
Do companies hiring foreign students from Singapore universities have to advertise on MyCareersFuture?
Do I have to pay a fee to advertise on MyCareersFuture?
Do I still need to advertise a job if I am bringing in a foreigner on a temporary basis?
Do I still need to advertise on MyCareersFuture if I wish to offer a permanent position to an existing foreign trainee on TEP?
Do we need to advertise on MyCareersFuture for overseas graduate trainees who don't qualify to be intra-corporate transferees but are rotated from overseas branches, subsidiaries or affiliates?
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 and permanent residents?
I am sure I won't be able to hire Singaporeans. Do I still need to advertise on MyCareersFuture?
I didn't use MyCareersFuture as I didn't intend to hire a foreigner. However, I couldn't find a suitable Singaporean. If I decide to hire a foreigner now, do I still need to advertise on MyCareersFuture?
If I engage a recruitment agency, do I still need to advertise on MyCareersFuture?
If my company advertised 5 vacancies on MyCareersFuture, can I hire more than 5 EP or S Pass holders based on that advertisement?
If my company recruits undergraduates before graduation, what are our options?
Is the job advertisement required for an unexpected short-term deployment?
Can a job advertisement on the MyCareersFuture specify Singaporeans and permanent residents only?
Must my company advertise for at least 14 days for positions that must be filled immediately or urgently?
Must my company keep a record of interviews and job offer decisions?
Must the job in the EP or S Pass application match the job advertised on the MyCareersFuture?
What documents are required to show that the EP applicant is an overseas intra-corporate transferee?
What should we expect if my company is subjected to additional scrutiny?
Under the Fair Consideration Framework, what type of companies may attract additional scrutiny?
Why are jobs in small companies with fewer than 10 employees exempted from advertising on MyCareersFuture?
Why are jobs with fixed monthly salary of $22,500 and above exempted from advertising on MyCareersFuture?
Why did MOM update the salary exemption bar for the Fair Considerations Framework job advertising requirement?
Why does the advertising requirement apply only to companies applying for EPs and S Passes, and not Work Permits?