MOM's Fair Consideration Framework guidance describes mandatory job advertising for at least 14 consecutive days where the requirement applies, with applicable exemptions and conditions. It says employers should not make a job offer during that mandatory advertising period. Review the complete official process for the relevant pass application.

An OpenDoor listing does not by itself fulfil an advertising requirement on MyCareersFuture. General job-board exposure and a specific regulatory advertising process are different matters.

Establish whether the requirement applies

The responsible employer or authorised adviser should identify the relevant application, the current requirements and any applicable exemption. Do not infer an exemption from a company's size, a candidate's title or a colleague's earlier experience without checking the current rules.

Record who made the review and which official guidance was used. If the facts change, revisit the assessment instead of reusing an earlier answer automatically.

Keep the advertisement and role consistent

Use an accurate job description and a package that reflects the role being considered. The hiring brief helps the team agree the responsibilities before advertising.

Avoid maintaining one description for the official process and a materially different role in interviews. If the scope changes, ask the responsible adviser what that means for the process and candidates already involved.

Plan a fair and useful review

Assign ownership for reviewing applications and document job-related evidence against the agreed requirements. Advertising is not a substitute for considering applicants fairly. A vacancy should not be treated as an empty formality while the team ignores the responses.

Use factual records and restrict applicant information to authorised people. An interview scorecard can support a consistent human discussion without automatically selecting or rejecting anyone.

Check dates before making commitments

Record the actual advertising dates and the next permitted step after reviewing the official requirements. Do not promise a candidate an unconditional start date while necessary process questions remain unresolved.

If an advertisement, application or proposed offer changes, ask which parts need to be revisited. The EP salary guide covers a separate eligibility issue; meeting a salary threshold does not remove an applicable FCF requirement. Use the official process rather than combining several short summaries into a compliance guarantee.

Official source

Checked on 27 October 2026. Read the official guidance for eligibility, exceptions and later updates. This is general information; individual cases may need qualified advice. Explore employer tools.