How to Write Fair Job Advertisements: TAFEP Guidelines

What Are Fair Job Advertisements?

Fair job advertisements in Singapore are job postings that recruit based on merit: evaluating candidates by skills, experience, and ability to perform the job. The descriptions are non-discriminatory without biases against age, race, gender, religion, marital status, family responsibilities, or disability.

Why Fair Employment Practices Matter for Singapore Employers

Fair employment practices in Singapore shifted from voluntary guidelines to enforceable law when Parliament passed the Workplace Fairness Act in January 2025. This landmark legislation makes non-discriminatory hiring a legal requirement, not just a recommendation.

Legal Consequences of Discriminatory Job Advertisements

According to MOM's enforcement guidelines, employers who post discriminatory job advertisements will have their work pass privileges curtailed and could be barred from making work pass applications entirely. The penalties include:

Immediate Consequences:

• Work pass suspension for 12-24 months

• Unable to hire foreign talent during curtailment period

• Financial penalties up to S$250,000

• Mandatory HR remediation training

• Public naming by TAFEP for serious violations

Business Impact:

• Damaged employer brand and reputation

• Social media backlash and negative publicity

• Loss of progressive employer certifications

The Business Case for Fair Hiring Practices

Beyond compliance, TAFEP research shows that fair job advertisements attract better quality candidates. Merit-based selection criteria and job descriptions help organizations:

• Access wider talent pools across all demographics

• Stand out as progressive, fair employers in competitive markets

• Reduce unconscious bias in candidate selection

• Improve employee retention and workplace diversity

• Strengthen employer brand with inclusive hiring practices

The 5 Protected Characteristics in Fair Employment Practices

The Workplace Fairness Act (WFA) and the Tripartite Guidelines on Fair Employment Practices (TGFEP) prohibit discrimination based on five key characteristics in all job advertisements and hiring decisions:

1. Age

TAFEP emphasizes that age is not a good indication of a candidate's ability to perform the job. Avoid using age as a criterion unless there are regulatory requirements (e.g., bartender must be minimum 21 years old as required by law).

Prohibited Age-Related Terms in Job Ads:

• "Young and energetic team"

• "Fresh graduates only"

• "Digital natives"

• "Below 30 preferred"

• "Mature professionals"

• "Recent graduates"

• "Experienced professionals" (when used as age proxy)

2. Nationality

According to TAFEP guidelines, avoid using nationality as a selection criterion, or using words that indicate a preference for non-Singaporeans. All jobs advertised must be open to Singaporeans under the Fair Consideration Framework.

Prohibited Nationality-Based Terms:

• "PR/Singaporeans preferred"

• "EP holders welcome"

• "S Pass quota available"

• "Foreigners encouraged to apply"

• "Local/foreign candidates"

• "Will apply work pass"

3. Sex, Marital Status, Pregnancy Status, and Caregiving Responsibilities

This protected category encompasses four related characteristics that are grouped together under the Workplace Fairness Act. Gender preferences are prohibited unless there are genuine practical reasons clearly stated in the job advertisement, such as intimate personal care or authentic role requirements.

Prohibited Terms Related to Sex/Gender:

• "Male/female preferred"

• "Both genders may apply" (implies preference)

• Gender-specific job titles without justification (e.g., "waiter" instead of "server")

• "Suitable for men/women"

Prohibited Terms Related to Marital Status:

• "Single candidates only"

• "Married preferred"

• "Suitable for married couples"

Prohibited Terms Related to Pregnancy:

• "Not pregnant"

• "No maternity leave expected"

• "Must not be planning family"

Prohibited Terms Related to Caregiving Responsibilities:

• "No family commitments"

• "No childcare responsibilities"

• "Suitable for those without dependents"

• "Must be available 24/7" (when used to exclude caregivers)

4. Race, Religion, and Language

Unless performing religious duties or requiring specific language skills with clear business justification, these three characteristics cannot be selection criteria. TAFEP states that specifying proficiency in a particular language gives the impression that certain groups are preferred. You must state the job-related reason if language proficiency is required.

Prohibited Race-Based Terms:

• "Chinese/Malay/Indian/Caucasian candidates"

• Racial preferences of any kind

Prohibited Religion-Based Terms:

• "Christians/Muslims/Buddhists preferred"

• Religious affiliation requirements (unless religious organization hiring for religious role)

Prohibited Language Terms Without Justification:

• "Must speak Mandarin" (no business reason given)

• "Native English speakers"

• "Mother tongue [language]"

• "Know Hanyu Pinyin"

• "Able to read Chinese characters"

ACCEPTABLE When Properly Justified: "Mandarin proficiency required to serve Mandarin-speaking customer base representing 70% of daily interactions" ✓ (includes clear business justification)

5. Disability and Mental Health Conditions

Employers cannot discriminate based on physical disabilities or mental health conditions. Unless a person is unable to perform essential job functions even with reasonable accommodations, disability and mental health status cannot be selection criteria.

Prohibited Disability-Related Terms:

• "Must be fully able-bodied"

• "No disabilities"

• "Physically fit required" (without objective job-related justification)

• "Perfect health required"

• "No medical conditions"

Prohibited Mental Health-Related Terms:

• "No mental health issues"

• "Stable mental condition"

• "No psychiatric history"

ACCEPTABLE Objective Requirements: "Role requires lifting and moving equipment up to 25kg repeatedly throughout shift" ✓ (describes actual job requirement, not disability status)

How to Write Fair Job Advertisements: Before & After Examples

Example 1: Removing Age Discrimination from Job Ads (Age)

❌ DISCRIMINATORY JOB ADVERTISEMENT: "Marketing Executive needed. Young and energetic team seeking fresh graduates below 30 with digital native mindset for dynamic startup environment."

✅ FAIR JOB ADVERTISEMENT: "Marketing Executive. Seeking candidates with 0-3 years marketing experience. No prior experience required. Comprehensive training provided for merit-based candidates demonstrating strong communication skills and eagerness to learn."

What Changed

• Removed all age-related language

• Specified objective experience requirements in years (not age ranges)

• Emphasized merit-based selection consistent with TAFEP fair employment practices

Example 2: Properly Justifying Language Requirements (Race, Religion, and Language)

❌ DISCRIMINATORY JOB ADVERTISEMENT: "Customer Service Officer. Must speak Mandarin. Able to speak Hanyu Pinyin. Chinese preferred."

✅ FAIR JOB ADVERTISEMENT: "Customer Service Officer. Mandarin proficiency required to serve Mandarin-speaking customer base representing 70% of daily interactions and liaise with Mandarin-speaking suppliers in Greater China region. This language requirement is essential for effective job performance."

What Changed

• Removed racial preference ("Chinese preferred") and unjustified language terms ("Hanyu Pinyin")

• Added clear, specific business justification explaining why Mandarin skills are necessary for the role

  
  

Example 3: Describing Physical Requirements Without Gender Bias (Sex, Marital Status, Pregnancy Status, and Caregiving Responsibilities)

❌ DISCRIMINATORY JOB ADVERTISEMENT: "Warehouse Assistant needed. Male candidates only. Must handle heavy lifting in male-dominated working environment."

✅ FAIR JOB ADVERTISEMENT: "Warehouse Assistant. Role requires repeatedly lifting and moving equipment up to 25kg throughout 8-hour shifts. Must be physically capable of handling strenuous work in fast-paced warehouse environment. All candidates meeting physical requirements encouraged to apply."

What Changed: 

• Described objective physical requirements without gender reference

• Removed mention of gender demographics

• Illustrating actual job nature rather than stating gender preferences, making this merit-based and compliant with fair employment practices

  
  

Example 4: Eliminating Nationality Bias from Job Postings (Nationality)

❌ DISCRIMINATORY JOB ADVERTISEMENT: "Sales Manager. PR/Singaporeans preferred. EP holders welcome. S Pass quota available for qualified foreigners."

✅ FAIR JOB ADVERTISEMENT: "Sales Manager. Open to all qualified candidates with proven B2B sales track record and minimum 5 years relevant experience. Merit-based selection focusing on sales achievements and client relationship management skills."

What Changed: 

• Removed all nationality and visa status references ("PR/Singaporeans preferred," "EP holders," "S Pass quota," "foreigners")

• Focused purely on job-related qualifications consistent with fair hiring practices that ensure jobs are open to all Singaporeans

Example 5: Describing Job Requirements Without Disability Discrimination (Disability and Mental Health Conditions)

❌ DISCRIMINATORY JOB ADVERTISEMENT: "Administrative Officer needed. Must be fully able-bodied with no disabilities. Perfect health required. No medical conditions. Stable mental condition essential for high-pressure environment."

✅ FAIR JOB ADVERTISEMENT: "Administrative Officer. Role requires sitting at computer workstation for extended periods (6-8 hours daily), typing correspondence and reports, answering phone calls, and greeting office visitors. Occasional lifting of files and supplies up to 5kg required. Must be able to perform these essential job functions with or without reasonable accommodation."

What Changed:

• Removed all disability-discriminatory language ("fully able-bodied," "no disabilities," "perfect health")

• Removed mental health-discriminatory language ("stable mental condition")

• Described actual physical job requirements objectively (sitting, typing, lifting 5kg)

• Added key phrase "with or without reasonable accommodation" showing willingness to provide accommodations

• Focused on essential job functions rather than disability status

• For "high-pressure environment," described actual job demands rather than making mental health assumptions

Additional Note: If the role genuinely involves high stress or pressure, describe the actual conditions: "Role involves managing competing deadlines, handling customer complaints, and coordinating multiple projects simultaneously." This allows candidates to assess their own capability without discriminatory language about mental health conditions.

Fair Job Advertisement Checklist: 10 Essential Compliance Points

Use this comprehensive checklist to ensure your job advertisements comply with TAFEP's fair employment practices:

Use this comprehensive checklist to ensure your job advertisements comply with TAFEP's fair employment practices and align with the 5 protected characteristic categories under the Workplace Fairness Act:

☐ 1. No age-related terminology

☐ 2. Experience stated objectively

☐ 3. No nationality bias

☐ 4. Gender-neutral language

☐ 5. No marital status discrimination

☐ 6. No pregnancy discrimination

☐ 7. No caregiving discrimination

☐ 8. No race or religion preferences

☐ 9. Language requirements properly justified

☐ 10. Disability-inclusive, objective requirements

The 3C Framework for Writing Fair Job Advertisements

TAFEP recommends the 3C approach for crafting compliant, effective job advertisements that support fair employment practices:

1. CLEAR Fair Job Advertisements

• Use straightforward, unambiguous language in job postings

• Specify actual job duties and requirements explicitly

• Avoid vague terms that could be misinterpreted as discriminatory

• State salary range transparently (cannot be hidden or excessively broad)

• Make merit-based selection criteria obvious to all candidates

2. CONCISE Non-Discriminatory Job Postings

• Focus on essential job information without unnecessary restrictions

• Remove requirements that artificially limit talent pool diversity

• Avoid over-specification that pre-selects certain demographic groups

• Keep language direct and job-focused for fair hiring practices

• Streamline content to highlight genuine role requirements

3. CORRECT Fair Employment Compliance

• Ensure job advertisement matches actual position responsibilities

• Verify all requirements are genuinely necessary for job performance

• Double-check compliance with TAFEP fair employment practices before publishing

• Align internal job specifications with external job advertisements

Pro Tip: According to TAFEP's fair hiring guidance, ask yourself: "Does this requirement help identify the best candidate based on merit, or does it unnecessarily restrict my talent pool?" This question helps maintain fair employment practices.

Frequently Asked Questions About Fair Job Advertisements

Q: Do fair employment practices apply to social media job posts?

A: Yes. TAFEP explicitly states that regardless of platform used (company websites, career portals, social media, newspapers, shopfront posters), ALL job advertisements must adhere to fair employment practices and Tripartite Guidelines on non-discriminatory hiring.

Q: Can I say "[Language]-speaking preferred" in fair job advertisements?

A: No. According to TAFEP fair hiring guidelines, "[Language] is an advantage" signals preference for said language speakers and marginalizes other candidates, violating fair employment practices. Always provide clear business justification when language is genuinely required for merit-based selection.

Q: How do fair employment practices define "cultural fit"?

A: "Cultural fit" cannot be based on age, race, gender, or any protected characteristic under fair hiring practices. Define culture through objective factors like work style, communication preferences, or company values, not demographics. Merit-based selection focuses on job-related attributes, not personal characteristics.

Q: Can experience requirements violate fair employment practices?

A: No. Experience requirements stated in years ("3-5 years experience") comply with fair hiring practices and TAFEP guidelines. This differs from age discrimination ("below 30" or "ages 25-35") which violates non-discriminatory hiring principles.

Q: How do I describe physically demanding work in fair job advertisements?

A: Describe actual physical requirements objectively without gender assumptions, consistent with fair employment practices: "Role requires lifting 25kg repeatedly throughout shift" or "Frequent standing for 8-hour shifts." This merit-based approach allows all candidates to self-assess capability, supporting non-discriminatory hiring.

Q: Can I mention team demographics in fair job advertisements?

A: No. Describing your team's age, race, or gender composition can be used as evidence of discriminatory hiring in TAFEP investigations, violating fair employment practices. Focus on work environment, culture, and collaboration style, not team demographics.

Q: Do fair hiring practices restrict discussing work requirements?

A: No. Fair employment practices encourage describing actual work requirements (travel %, irregular hours, weekend work) in job advertisements. Let candidates decide if requirements suit their circumstances. Never assume someone can't meet requirements based on protected characteristics.

How ScienTec Consulting Helps with Fair Employment Practices

Don't risk TAFEP investigations, work pass suspensions, and penalties. Implementing fair employment practices and non-discriminatory hiring protects your business while expanding access to Singapore's diverse talent.

Contact ScienTec Consulting for fair hiring expertise today!