Maximising Workforce Singapore funding: CCP vs JGI vs SFEC

With several salary support and transformation schemes available, it can be difficult for employers to decide which to use. This guide compares CCP, JGI and SFEC and explains how they fit together in practice.

Overview of CCP, JGI and SFEC

Scheme	Purpose	Funding	Who it targets	Key points
CCP	Reskill new hires or existing staff into new or redesigned roles	Up to 70% to 90% salary support for 3 to 6 months	Employers hiring SG/PR into growth or redesigned roles	Requires structured OJT and clear job change
JGI	Support net new local hiring, especially of mature or vulnerable workers	Historic scheme with salary support up to 18 months for qualifying hires	Employers that increased local headcount during scheme period	Closed for most new hires; only claims remain for old cohorts
SFEC	Offset business costs for training and enterprise development	Up to $10,000 per employer, covering up to 90% of qualifying costs	Employers that meet SkillsFuture criteria	Can be used on top of CCP to offset remaining out of pocket costs

Can these schemes be combined?

• CCP + SFEC. Often used together, with SFEC offsetting residual company costs.
• CCP + JGI. Not for the same staff and same period. You cannot double claim salary support.
• Job Redesign Grant. May be layered with CCP if criteria are met and roles are clearly defined.

Which scheme to prioritise?

• Use CCP when you redesign a role or reskill staff into growth functions.
• Use SFEC to reduce cash outlay on training and advisory.
• Legacy JGI is only relevant for employers that still have qualifying hires from earlier years.

How BizGrants helps

• Map out which grants you are eligible for, and when to use them
• Design job scope and OJT for CCP and Job Redesign Grant
• Guide you on how SFEC can offset remaining project costs

→ Next: What counts as reskilling under CCP?
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