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An Employment Pass job advertisement usually must remain on MyCareersFuture for 14 consecutive days and match the employer, role, salary and vacancies.
An Employment Pass job advertisement normally must remain open on MyCareersFuture for at least 14 consecutive days before the employer submits the application. The advertisement must match the hiring employer, occupation, salary range and number of vacancies. Employers must consider candidates fairly even where an advertising exemption applies.
The recruitment record should be planned before a job offer and pass application. Editing a material field can restart the 14-day period, while an old advertisement may no longer support the application.
Confirm whether advertising is required
MOM’s Fair Consideration Framework page states that employers applying for an Employment Pass must first advertise the job on MyCareersFuture and consider candidates fairly.
For this reason, advertising is not required in several published situations. These include an employer with fewer than 10 employees, a vacancy with fixed monthly salary of at least S$22,500, a role lasting no more than one month, and specified local or overseas intra-corporate transferee cases.
Document the exact exemption used and the evidence at the time of application. A small employer that later reaches 10 employees should not roll forward an old exemption without checking the current headcount and application date.
Keep the advertisement open for 14 consecutive days
The MyCareersFuture advertisement must be open for at least 14 consecutive days. MOM’s urgent-position FAQ confirms that urgency does not shorten the period for an EP or S Pass application.
In practice, record the publication time, closing time and earliest submission date. Weekends and public holidays can fall within the consecutive-day period, but the advertisement must remain open and available.
MOM says the employer should not make a job offer during the mandatory advertising duration. Build interview and approval dates around a fair consideration process rather than treating the advertisement as a formality after a candidate has been selected.
Make the employer and occupation match
The employer submitting the EP application must be the same entity shown in the advertisement. A group brand, parent company or shared recruitment team does not replace the hiring entity’s UEN.
At the same time, the occupation in the application must match the advertised job. Align the title, main duties, seniority and standard occupation selected for the pass. Do not advertise a general manager role and submit a materially different specialist position.
If the hiring entity or occupation changes, publish a new or amended advertisement as required and allow the full 14-day period to run again. Record the reason for the change.
Use a clear and supportable salary range
MOM requires the salary range to be visible, specific and consistent. The maximum advertised salary cannot exceed twice the minimum. The salary offered to the EP candidate must fall within the published range.
As a result, State fixed monthly salary accurately. Separate discretionary bonuses, benefits and allowances where they are not part of the fixed monthly salary used for the pass assessment. Check the current EP eligibility and COMPASS requirements independently.
If the salary range changes, MOM requires a fresh 14-day advertising period. Preserve the original and revised advertisements so the recruitment chronology is clear.
Control the number and age of vacancies
When one advertisement supports several EP applications, the number of applications cannot exceed the number of vacancies stated. Maintain a vacancy-use log with candidate, application date and outcome.
For example, MOM states that an advertisement closed or expired for more than three months cannot be used for an EP application. Advertise again and conduct a fresh consideration process instead of linking the application to a stale vacancy.
A reposted advertisement must also remain open for at least 14 consecutive days. Do not count the exposure period of an earlier closed advertisement toward the new one.
Use a recruitment evidence sheet
| Control | Evidence | Application check |
|---|---|---|
| Employer | Hiring entity name and UEN | Matches EP applicant |
| Role | Title, duties and occupation | Matches application position |
| Salary | Visible range and proposed fixed salary | Range ratio and offer are valid |
| Duration | Open and close timestamps | At least 14 consecutive days |
| Vacancies | Advertised count and application log | Applications do not exceed count |
| Candidates | Applications, screening and interview notes | Fair consideration is documented |
Consider applicants fairly
The Fair Consideration Framework prohibits discriminatory hiring based on non-job-related characteristics such as age, sex, nationality or race. The TAFEP job-advertisement guidance provides practical examples of fair wording.
In addition, use job-related selection criteria and apply them consistently. Record why candidates progressed or did not progress. Avoid nationality preferences, coded age language, unsupported language requirements and personal characteristics unrelated to the work.
A recruitment record should demonstrate genuine consideration, not only the presence of an advertisement. Keep candidate information secure and limit access to those involved in hiring.
Reconcile the advertisement to the EP application
Before submission, compare the MyCareersFuture record with the MOM EP application. Check the entity, role, salary, vacancy number, advertisement identifier, opening period and candidate details.
For this reason, if any material field differs, pause and correct the recruitment process before applying. Do not adjust the pass form to an inaccurate advertisement or edit the advertisement after the application merely to make the records appear aligned.
Keep the advertisement copy, candidate list, screening criteria, interview notes, offer approval and pass submission acknowledgement. Record any published exemption and its evidence in the same file.
Plan recruitment and pass timing together
The 14-day period is only one part of the timeline. Add internal approvals, interviews, candidate notice, document collection, pass processing and the current candidate’s start arrangements. Do not promise a start date that assumes approval.
In practice, the moving to Singapore guide remains the pillar cornerstone. The change-of-employer article covers pass continuity, while the EP renewal guide addresses an existing employee. The Singapore Immigration and Relocation hub lists the full library.
A defensible Employment Pass job advertisement is accurate, open for the required time and connected to a fair recruitment record. That preparation reduces avoidable delays without implying that MOM must approve the application.