Employment Law in Singapore Series Part 5: Fair Employment Guidelines – Recruitment in Singapore 新加坡雇佣法系列 (第五章)：劳资政公平雇佣指导原则 – 在新加坡进行招聘
The Tripartite Guidelines on Fair Employment Practices (“FEP Guidelines”), introduced by the Tripartite Partners (i.e. the Ministry of Manpower (“MOM”), National Trades Union Congress and Singapore National Employers Federation), set out requirements for all employers in Singapore to consider the workforce in Singapore fairly for job opportunities.
由三方合作伙伴（即新加坡人力部（“MOM”）、全国职工总会与新加坡全国雇主联合会）推出的劳资政公平雇佣指导原则（“公平雇佣指导原则”）为新加坡雇主提供了在征聘和遴选雇员的过程中公平对待雇员的基本要求。
In January 2020, MOM increased penalties for non-adherence to the FEP Guidelines by raising the minimum period of work pass debarment and expanding the debarment scope.
新加坡人力部于2020年1月全面提高了违反公平雇佣指导原则的处罚力度。如果雇主因违反了相关规定而被取消申请新的工作准证的资格，前述取消资格的期限以及范围将会扩大。
While the FEP Guidelines are not currently legally binding, Prime Minister Lee Hsien Loong announced on 29 August 2021 the Government’s intention to enshrine the FEP Guidelines into law.
虽然公平雇佣指导原则目前不具有法律约束力，但李显龙总理于2021年8月29日宣布，新加坡政府拟议将把现有的公平雇佣指导原则纳入法律范畴。
FEP Guidelines 公平雇佣指导原则
One of the key principles of Fair Employment Practices is to recruit and select employees on the basis of merit (i.e. skills, experience or ability to perform the job) and regardless of age, race, gender, religion, marital status and family responsibilities, or disability.
根据公平雇佣指导原则，雇主应根据员工的能力（即员工具备的技能、经验或其执行工作的能力）招聘和选择员工。在招聘过程中，雇主不应考虑员工的年龄、种族、性别、宗教、婚姻状况和家庭责任，或员工残疾与否，作为征聘和遴选员工的基本考量。
Fair Consideration Framework Job Advertising Requirement 公平考虑框架下的招聘广告要求
To promote fair employment practices and improve transparency in the labour market, employers submitting Employment Pass and S Pass applications must first advertise on MyCareersFuture (https://www.mycareersfuture.gov.sg/) and fairly consider all candidates. Employers must practice fair hiring, and should not engage in unfair practices, such as:
为了提倡公平雇佣行为并提高劳动力市场的透明度，提交就业准证和S准证申请的雇主必须事先在MyCareersFuture网站上（https://www.mycareersfuture.gov.sg/）刊登空缺职位的招聘广告，并公平考虑所有求职者。雇主必须实行公平招聘，不得从事不公平的招聘行为，例如:
- pre-selecting a foreigner and not reviewing applications received on MyCareersFuture; and
在不审查 MyCareersFuture 网站上收到的就业申请的情况下预先选择聘请外国人；和 - posting discriminatory job advertisements.
刊登具有歧视性的招聘广告。
Job Advertisements 招聘广告
Selection criteria set out in a job advertisement should be related to qualifications, skills, knowledge and experience. An employer should avoid using words or phrases in job advertisements that could be perceived as discriminatory.
招聘广告中列明的录用标准应与员工具备的资格、技能、知识和经验相关。雇主应避免在招聘广告中使用有可能被视为具有歧视性的词语或句子。
Job Application Forms and Job Interviews 求职申请表格及求职面试
An employer’s job application form should only request for information relevant to assessing an applicant’s suitability for a job. The FEP Guidelines state that irrelevant information includes one’s age, date of birth, gender, race, religion, marital status and family responsibilities, and disability.
在求职申请表格中，雇主仅应要求求职者提供与其就业申请相关的信息。根据公平雇佣指导原则，求职者的年龄、出生日期、性别、种族、宗教、婚姻状况和家庭责任，或求职者残疾与否，均构成与就业申请无关的信息。
Should an employer require personal information from the applicant, the employer can ask for said personal information at the time of the job offer. The FEP Guidelines also state that employers should not ask for photographs in job application forms.
若雇主需要得到求职者的个人信息，雇主可以在向该求职者提供工作机会时要求该求职者提供相关的个人信息。公平雇佣指导原则还规定，雇主不应在求职申请表格中要求求职者提供个人照片。
Questions related to age, race, religion, gender, marital status and family responsibilities, or disability should also not be asked at job interviews. Instead, the employer should conduct an objective assessment of the applicant by setting out a list of selection criteria relevant to the job to be applied consistently to all candidates and prepare a list of interview questions directly related to the selection criteria identified.
雇主也不应在求职面试中向求职者提出有关其年龄、种族、宗教、性别、婚姻状况和家庭责任方面的问题，也不应询问求职者残疾与否。雇主应列出空缺职位的相关录用标准, 制定与前述标准相关的面试问题列表，并根据前述标准对求职者进行客观的评估。
IMPORTANT NOTICE: This memorandum is only intended as a guide and does not purport to be an exhaustive or conclusive discussion of the matters set out herein and should not be relied on as a substitute for definitive legal advice. Reference should always be made to the applicable statutes, the relevant subsidiary legislations and other applicable guidelines. This memorandum is not to be transmitted to any other person nor is it to be relied upon by any other person or for any other purpose or quoted or referred to in any public document or filed with any governmental or other authorities without our consent in writing. This memorandum is limited to the laws of Singapore. In issuing this memorandum, we do not assume any obligation to notify or inform you of any developments subsequent to its date that might render its contents untrue or inaccurate in whole or in part at such later time. If you would like to discuss the implications of these legal developments on your business or obtain advice, please do not hesitate to approach your usual contact at Insights Law LLC or you may direct the inquiry to our key contacts stated above.
重要提示：本备忘录仅用于参考，并不视作对本文所载事项的详尽或结论性的讨论，且不应被依赖作为替代明确的法律意见。应参考所适用的法规、有关附属法例、及其他适用的原则。未经本所书面同意，本备忘录不得向任何其他人传送，任何人也不得就任何目的依赖本备忘录，并于任何公共文件引述或专署，或提交给任何政府或有关当局。本备忘录仅限于新加坡的法律。本所就这份备忘录的发行，对较后时间日期发生的任何进展导致本备忘录所呈现的全部或部分不实或不准确的内容不承担任何义务。如果您想了解这些法律发展对您业务的影响或咨询意见，请随时与您智诚法律（新加坡）的联系人联系，或直接联系上述的主要联系人。
