In this guide · 8 sections
- 01Job advertisement guidelines in Singapore: the short version
- 02Words to avoid in job ads: TAFEP's examples
- 03MyCareersFuture and the Fair Consideration Framework
- 04What the Workplace Fairness Act will add
- 05Application forms: collect only what you need
- 06Building the careers page itself
- 07Do it yourself or get help?
- 08Frequently asked questions
Short answer
Write job ads around the skills and experience the role needs, and avoid age, gender, race, religion, nationality and marital status as criteria, as TAFEP's guidelines set out. For an EP or S Pass hire, advertise on MyCareersFuture for at least 14 consecutive days with a clear salary range before applying.
Job advertisement guidelines in Singapore: the short version
Three sets of rules apply to most small employers. They overlap, so a job ad written for the strictest one is fine for all three.
| Rule | Who it applies to | What it requires |
|---|---|---|
| Tripartite Guidelines on Fair Employment Practices | All employers | Fair, non-discriminatory ads, forms and interviews |
| Fair Consideration Framework (FCF) | Employers applying for an EP or S Pass | Advertise on MyCareersFuture for 14+ days, with an accurate ad and salary |
| Workplace Fairness Act 2025 | Employers with 25 or more employees, once in force | No discriminatory ads based on 11 protected characteristics |
MOM says on its Fair Consideration Framework page that it takes action against employers who post discriminatory ads or go through the motions of advertising after pre-selecting a foreign candidate, and that such employers may be barred from hiring foreign employees.
Words to avoid in job ads: TAFEP's examples
TAFEP's page on writing job advertisements gives "you can state" and "you should not state" examples. The pattern is simple: describe what the job needs, not the type of person you picture doing it.
| Topic | Do not write | Write instead |
|---|---|---|
| Age | "Below 30 only", "Age 25 to 30", "Young working environment" | "Required to load and unload sacks of at least 10kg" |
| Gender | "Strong guys needed", "Preferably female" | State a practical reason, or "both genders may apply" for gendered job titles |
| Race | "Chinese/Malay/Indian preferred" | "All races are welcome" |
| Language | "Bilingual in English and Mandarin" with no reason | "Proficiency in Malay is a must" for a translator role at a Malay magazine |
| Nationality | "Foreigners welcome", "S Pass quota available" | Leave nationality out |
| Religion | "Christian/Buddhist/Muslim/Hindu preferred" | Only where the job performs religious functions, stated clearly |
TAFEP also says to avoid marital status and family responsibilities as selection criteria, and that if a job needs a particular language, you should state the job-related reason. Applicants can report unfair job ads to TAFEP.
MyCareersFuture and the Fair Consideration Framework
If you will apply for an Employment Pass or S Pass, the ad on MyCareersFuture is a formal step. MOM's EP fair consideration page sets out the rules.
Before you submit an EP or S Pass application
MOM lists exemptions from the advertising requirement, including companies with fewer than 10 employees, roles with a fixed monthly salary of S$22,500 or more, and jobs of one month or less. MOM still expects fair hiring from exempt employers, and encourages them to advertise on MyCareersFuture anyway.
What the Workplace Fairness Act will add
Parliament passed the Workplace Fairness Act 2025 in January 2025. It comes into force on a date the Minister sets, and Singapore Statutes Online still listed it as uncommenced on 19 October 2026. Plan for it now, because the rules on ads are clear.
Section 19 makes it discrimination to publish an ad that mentions a protected characteristic as a condition, advantage or disqualification for a job, unless an exception applies. Section 8 lists the protected characteristics: age, nationality, sex, marital status, pregnancy, caregiving responsibilities, race, religion, language ability, disability and mental health condition.
The Act includes exceptions, for example where a characteristic is a genuine requirement of the job, and it allows ads to say that being a Singapore citizen or permanent resident is a requirement or an advantage. Check the wording of the exception before relying on it.
Application forms: collect only what you need
TAFEP's guidelines cover job application forms as well as ads. For a small business, the safest approach is to ask for what you need to judge skills and contact the person, and nothing more until you make an offer.
Reasonable to ask
- Name, email and phone number
- CV or work history
- Relevant qualifications and licences
- Right to work in Singapore, as a yes/no question
- Notice period and expected salary
Leave out at application stage
- Full NRIC or FIN number
- Age, date of birth or photo
- Race, religion or marital status
- Number of children
- Health questions not tied to the job
This also keeps you on the right side of the PDPA. Applicants' CVs are personal data, so state the purpose on the form, store applications somewhere access-controlled rather than a shared inbox, and set a period after which you delete unsuccessful applications. PDPC publishes sample clauses for employees and job applicants in its tools and templates section.
Building the careers page itself
A careers page does not need to be large. One page with a short paragraph about working with you, a list of open roles, and a simple application form is enough for most small businesses.
- One URL per role. Each job gets its own page with title, duties, requirements, salary range, location and how to apply.
- Close expired roles. Remove or mark filled jobs, so applicants do not waste time and your site does not look abandoned.
- Job posting structured data. Google's job posting documentation lists title, description, datePosted, hiringOrganization and jobLocation as required properties. It says expired jobs must be removed or have a past validThrough date, or the site may face a manual action.
- Mobile-friendly form. Most applicants apply from a phone; let them upload a CV from their phone's files.
If you are adding the careers page as part of a wider website project, our guide to what a website costs in Singapore explains how pages and forms affect price. Our guide to IT support costs covers the systems a new hire needs on day one.
Do it yourself or get help?
Rewriting a job ad to TAFEP's standard is something you can do today: remove age, gender, race and nationality references, state the reason for any language requirement, and add a salary range. Adding a careers page to an existing site is usually small work.
If you need a new site with a careers page built in, our Business Website (S$1,490) includes up to six pages, a contact or application form and on-page SEO. We build the page and form; the hiring decisions and pass applications stay with you, and for legal questions on the Workplace Fairness Act, ask a lawyer or TAFEP.
Frequently asked questions
Only with a clear, job-related reason. TAFEP's guidance says if a job needs a particular language, you should state why, for example a translator role or a tour guide serving Mandarin-speaking groups. Phrases like bilingual in English and Mandarin with no reason, or native speaker preferred, are given as examples to avoid.
Only if you plan to apply for an Employment Pass or S Pass for the role, unless an exemption applies, such as having fewer than 10 employees or a fixed monthly salary of S$22,500 or more. The ad must stay open for at least 14 consecutive days. MOM encourages all employers to use MyCareersFuture anyway.
Not as of 19 October 2026. Parliament passed it in January 2025, and it starts on a date the Minister appoints in the Gazette. Singapore Statutes Online still listed it as uncommenced when we checked. TAFEP's Tripartite Guidelines and MOM's Fair Consideration Framework apply in the meantime.
It is better not to at the application stage. You need a name and contact details to process an application, and a yes or no question about the right to work in Singapore. PDPC's guidance generally discourages collecting full NRIC numbers unless required by law or necessary, which is usually only at the point of employment.
TAFEP's examples list Only Singaporeans as something you can state, and the Workplace Fairness Act will allow ads to say that being a citizen or permanent resident is a requirement or an advantage. What you should not do is signal a preference for foreigners or a specific nationality, such as foreigners welcome or S Pass quota available.