Hiring Mandarin Speakers in Singapore: How to Write a Compliant Job Ad

Where this meets the work pass process

Unless an advertising exemption applies, employers submitting an Employment Pass or S Pass application must advertise the role on MyCareersFuture for at least 14 consecutive days and fairly consider the applicants. No job offer should be made during the mandatory advertising period.

If advertisement details change, including the hiring entity’s unique entity number, occupation, salary or number of vacancies, a new advertisement must be posted and remain open for at least another 14 consecutive days before submitting the application. Advertisements that expired or closed more than three months earlier cannot support an application.

The advertised occupation and employer must match the application. The salary range must be visible and contain the candidate’s offered salary, with the maximum no more than twice the minimum. Where one advertisement supports multiple applications, the number of applications must not exceed the advertised vacancies.

Exemptions from the advertising requirement

MOM publishes these four exemptions for both Employment Pass and S Pass applications:

• The company has fewer than 10 employees.
• The fixed monthly salary for the vacancy is S$22,500 or above.
• The role is short-term, lasting no more than one month.
• The role is filled by a qualifying local transferee.

For local transferees, MOM allows an exemption where the companies are undergoing a merger and acquisition, amalgamation or corporate restructuring, or where the candidate transfers from a company with common shareholders owning at least 50% of both companies.

A separate exemption applies to Employment Pass applications for candidates meeting MOM’s definition of an overseas intra-corporate transferee under WTO GATS or an applicable free trade agreement, including the relevant service and role requirements. This differs from the local transferee exemption and is not listed among the S Pass advertising exemptions.

Exemption from advertising does not exempt an employer from fair hiring. All employers must practise fair hiring even where a vacancy qualifies for an advertising exemption.

Employers breaching fair hiring requirements may face work pass debarment of at least 12 months and up to 24 months, covering renewals and new applications. Employers or key personnel convicted of making false declarations that candidates were considered fairly may face imprisonment of up to two years, a fine of up to S$20,000, or both. An unsupported language criterion can expose an advertisement to scrutiny; false declarations are a separate offence.

If you hire through an agency

MOM expects employment agencies to uphold the TGFEP and Fair Consideration Framework when working for clients. Under the Employment Agencies Licence Conditions, an agency must include its full name and licence number in the relevant signboards, documents and advertising materials. Relevant documents must identify the employment agency personnel involved, and advertisements referring to specific personnel must include their full name and registration number as stated on their registration card.

Agencies must also brief employers on the prevailing TGFEP recruitment guidelines and retain documentary proof as required by their licence conditions.

In its EA Alert dated 6 June 2025, MOM reported enforcement action, including demerit points, against 15 employment agencies and identified agency identification, personnel identification and employer briefings with documentary proof as frequent administrative breaches.