What is the difference between the CTC Grant and WDG(JR+)?

WDG(JR+) funds the job redesign work itself: consultancy, capability building and workforce technology, capped at $150,000 per enterprise. The NTUC CTC Grant funds implementation, including equipment and software, in exchange for committed worker outcomes such as a wage increase or a Career Development Plan.

How much does each grant fund?

WDG(JR+) covers 70% for SMEs and 50% for non-SMEs, capped at $150,000 per enterprise. The CTC Grant covers 70% of qualifying cost with no published per-enterprise cap, since the quantum depends on project quality and the worker outcomes committed.

Do I need a union to apply for the CTC Grant?

No. A Company Training Committee must exist before applying, but non-unionised companies can form one with e2i under a memorandum of understanding. Unionised companies form theirs with their union. Either route satisfies the requirement, so being non-unionised does not exclude a company.

Can I use the CTC Grant and WDG(JR+) together?

Yes, sequenced by project phase. Use WDG(JR+) to diagnose and design the redesign, then the CTC Grant to implement and embed it. The constraint is that the same cost item cannot be funded twice, so each grant must sit against distinct line items.

What disqualifies a WDG(JR+) application?

Signing a contract or purchase order with the consultant, or paying them, before applying. At the point of application the company must not have committed. This is the single most common failure, and it cannot be fixed afterwards. Obtain the quotation, but do not sign it.

Are CTC Grant worker outcomes actually enforced?

Yes. The committed outcomes are written into the Letter of Award and checked at claim stage. Disbursement is conditional on those outcomes being met, and payroll evidence of a wage increase or skills allowance is required. Treating them as aspirational puts the claim at risk.

Can a company that used PSG-JR still apply for WDG(JR+)?

Yes, provided the project scope and the redesigned job roles are materially different from the earlier project. A previous Productivity Solutions Grant Job Redesign project does not bar a company from WDG(JR+), which replaced PSG-JR from March 2026 with higher funding and a different component structure.

CTC Grant vs WDG (Job Redesign+): which job redesign funding route fits your company?

Last updated: 23 September 2026

BizGrants Consulting · 3 September 2026 · 9 min read

The short answer: WDG(JR+) funds the redesign itself, and the NTUC CTC Grant funds implementation in exchange for committed worker outcomes. The SkillsFuture Workforce Development Grant (Job Redesign+) pays for consultancy, capability building and workforce technology, 70% for SMEs and capped at $150,000 per enterprise, with no obligation to change anyone’s pay. The Company Training Committee (CTC) Grant covers 70% of a broader cost base including equipment and software, with no published cap, but every impacted local worker must receive a wage increase, a Career Development Plan or a skills allowance.

CTC Grant vs WDG(JR+) at a glance

	WDG (Job Redesign+)	NTUC CTC Grant
Run by	Skills and Workforce Development Agency (SWDA), formed in 2026 by merging Workforce Singapore (WSG) and SkillsFuture Singapore	NTUC, administered by e2i (Employment and Employability Institute). Not a government agency scheme
Funding level	70% for SMEs, 50% for non-SMEs	70% of qualifying cost
Cap	$150,000 per enterprise	No published per-enterprise cap
What it funds	Workforce consultancy, capability building, workforce tech	Equipment, software, consultancy, training
Cash flow	Nett-fee. You pay only your share	Reimbursement. You fund first, claim later
Worker outcome required	No	Yes, and enforced at claim
Governance	Pre-approved consultant from WSG’s panel	Company Training Committee formed before applying
Apply through	Business Grants Portal (BGP) via Corppass	e2i Grant Portal. The company must submit, not a third party

What is the WDG (Job Redesign+)?

WDG(JR+) is the current job redesign funding route for Singapore employers. It launched in March 2026 and replaced the Productivity Solutions Grant Job Redesign track (PSG-JR), which offered 50% for SMEs and 30% for non-SMEs capped at $30,000. The new scheme sits inside the Enterprise Workforce Transformation Package (EWTP), a package of over $400 million announced at Budget 2025 and introduced from 2026. The Workforce Development Grant (JR+) guide covers the mechanics in more depth.

It funds three components, each with its own sub-cap inside the overall $150,000 ceiling:

Workforce Consultancy, up to $50,000. End-to-end support from a pre-approved consultant: business diagnosis, AI readiness assessment, job redesign recommendations and an implementation plan.
Capability Building Initiatives, up to $60,000. Building in-house expertise through onsite support, mentorship and structured training for HR teams and line managers.
Workforce Tech Solutions, up to $90,000. Skills diagnostic tools, learning and development systems, workforce analytics and AI-infused HR technology. This component must be bundled with at least one of the other two.

To qualify, a company must be registered or incorporated and operating in Singapore, and have at least three local employees who are Singapore Citizens or Permanent Residents. It must engage a pre-approved consultant from WSG’s panel and apply through the Business Grants Portal (BGP) using Corppass. Scheme details are published on WSG’s WDG(JR+) page. Singapore Business Federation and Singapore National Employers Federation act as Anchor Programme Partners, offering free advisory and enterprise diagnostics.

Crucially, at the point of application the company must not have paid for, or signed a contract or purchase order for, the consultancy.

What is the NTUC CTC Grant?

The Company Training Committee (CTC) Grant is an NTUC scheme administered by e2i. It is not a government agency scheme, and it is applied for through the e2i Grant Portal rather than the Business Grants Portal. It launched in August 2022 and its application window now runs to 31 March 2028, extended from 31 July 2026. It is backed by $300 million to 2028: $100 million committed in 2022 and a further $200 million at Budget 2025. The Company Training Committee (CTC) Grant guide sets out the scheme on its own terms.

Four cost categories qualify: equipment for the redesigned workflow, software including AI tools and custom builds outside the PSG catalogue, consultancy for scoping and workforce redesign advisory, and training. Training is limited to courses not already supported by SkillsFuture Singapore (SSG), funded at $9 per hour per worker for in-house delivery or 70% of course fee for external courses.

Eligibility is broad. Companies, societies, non-profits, charities and social service agencies legally registered or incorporated in Singapore can apply. Government bodies, statutory boards and wholly-owned government subsidiaries are excluded.

Two conditions define the scheme. First, a Company Training Committee must be formed before applying. It is a standing committee of senior management and worker representatives. Unionised companies form one with their union; non-unionised companies form one with e2i under a memorandum of understanding, so they are not shut out. Second, the transformation plan must be endorsed by the CTC’s NTUC or worker representative and signed off at owner, managing director, general manager or chief executive level.

The real difference: how each scheme treats job redesign

This is the distinction that decides which route fits.

Under WDG(JR+), job redesign is the deliverable. You are funded to produce a redesign: the diagnosis, the recommendations, the implementation plan, the tooling that supports it. Nothing in the grant requires you to change anyone’s pay or role afterwards. No worker outcome is a condition.

Under the CTC Grant, job redesign is the mechanism and the worker outcome is the deliverable. The grant funds the change, but disbursement turns on what happens to the people. For every impacted local worker, the company must commit to at least one of a wage increase, an implemented Career Development Plan communicated to staff, or a skills allowance, recurrent or one-time where the project is training-only.

A Career Development Plan must set out three things: the job role, the salary range, and the skills required. That is the mechanism for moving workers into higher-value work, and it is why the scheme assesses both the strength of the business transformation case and the cost of the project relative to the outcomes committed.

As at September 2025, the CTC Grant had supported more than 700 approved projects across over 500 companies, benefiting close to 10,000 workers, with an average wage increase of 5% above the normal annual increment. More than 70 projects involve AI, and over 100 companies completed the AI Readiness Index Assessment since March 2025.

Funding and cash flow compared

The headline percentages are similar. The cash flow is not, and the difference matters for any company managing working capital.

WDG(JR+) uses a nett-fee model. The enterprise pays only its co-funding share directly to the consultant. The government share is paid to the consultant by the Anchor Programme Partner as approved milestones complete. You never front the government’s portion.

The CTC Grant is reimbursement-based. You fund the project, then claim. On equipment-heavy projects that is a real working capital requirement, and it needs budgeting for.

The SkillsFuture Enterprise Credit (SFEC) sits on top of WDG(JR+). The current $10,000 reimbursement-based credit runs until November 2026. From December 2026 it becomes a $10,000 digital wallet that offsets out-of-pocket costs immediately, granted automatically to companies with at least three resident employees, with no application needed. It can offset 90% of out-of-pocket costs for WDG(JR+). The guide to the SFEC expiry and how to use the credit covers the transition.

A worked example shows the compounding. On a $20,000 consultancy project, an SME at 70% receives $14,000 in grant, leaving $6,000 out of pocket. SFEC can offset 90% of that, or $5,400, bringing the nett cost to $600.

Paperwork: what each application actually needs

Document lists are indicative. The administering body confirms the final checklist per project.

WDG(JR+) checklist

Before applying: Corppass access for BGP; ACRA/UEN and Singapore Standard Industrial Classification (SSIC) details; evidence of at least three local employees through CPF records or a nominal roll; revenue and headcount to establish SME status; a quotation and proposal from a pre-approved consultant, obtained but not signed and not paid.
In the application: project proposal on WSG’s template covering business case, current-state analysis, roles being redesigned, headcount impacted, deliverables and milestones; component cost breakdown mapped to the sub-caps; a declaration that no contract has been signed or payment made; acceptance of the Letter of Offer before work starts.
At claim or milestone: consultant deliverable reports with company sign-off; invoices and evidence of co-funding payment; attendance and completion records for capability building; deployment evidence for workforce technology.

CTC Grant checklist

Before applying: CTC formation documents including terms of reference, a member list showing senior management and worker representatives, and the memorandum of understanding with the union or with e2i; pre-submission consultation with e2i or the union; ACRA Bizfile, UEN and latest financial statements; quotations for equipment, software, consultancy and training.
In the application (Grant Application Kit, Parts A and B): the transformation plan covering business case, current versus future state, technology or equipment involved, training plan and headcount impacted; CTC endorsement signed by the NTUC or worker representative and by senior management; a worker outcome commitment naming each impacted local worker and the outcome they receive; Career Development Plans showing job role, salary range and skills required; confirmation that training claimed is not already SSG-supported.
At claim: the Claim Form and Outcome Report within one month of the Letter of Award end date; invoices, proof of payment and delivery or acceptance records; payroll evidence that the wage increase or skills allowance was actually paid; signed worker acknowledgements of the Career Development Plans; training attendance records and certificates.

Can you use both grants?

Yes, sequenced by phase. Use WDG(JR+) for diagnose and design, then the CTC Grant for implement and embed. The hard constraint is that the same cost item cannot be funded twice, so the two applications must sit against distinct line items.

There is a practical synergy worth noting. The redesigned roles, skills maps and salary bands that a JR+ project produces are exactly the raw material a CTC Career Development Plan needs. A company that runs JR+ first arrives at the CTC application with the job role, salary range and skills already documented, which is exactly what the CDP requires.

For the wider picture of how redesign and reskilling funding fit together, see the workforce transformation overview.

Which grant is right for your company?

Your situation	Likely fit
You need a diagnosis and a redesign plan, and have not started	WDG(JR+)
You need hardware or equipment for the redesigned workflow	CTC Grant, which lists equipment as a qualifying cost
You cannot fund the project upfront and reclaim later	WDG(JR+), because of the nett-fee model
Your project cost is well above $150,000	CTC Grant, which has no published cap
You are ready to commit to wage increases or Career Development Plans	CTC Grant
You are not in a position to commit worker outcomes yet	WDG(JR+), which requires none
You have a plan and now need to implement and embed it	CTC Grant, ideally after a JR+ design phase

Common mistakes

Signing or paying the consultant before applying. This disqualifies a JR+ project outright and is the single most common failure. Get the quotation. Do not sign it.
Assuming a previous PSG-JR project bars you. It does not, provided the scope and the redesigned roles are materially different.
Treating CTC worker outcomes as aspirational. They are written into the Letter of Award and checked at claim.
Forming the CTC at the last minute to satisfy a form. A committee assembled the week before submission produces a weak plan and a weak endorsement.
Claiming SSG-supported courses under the CTC Grant. Those are funded through a different channel and do not qualify here.
Not budgeting working capital for the CTC Grant. The reimbursement model bites hardest on equipment-heavy projects.
Submitting the CTC application through a consultant. Applications submitted by a third party on the company’s behalf are rejected. An adviser can prepare it, but the company must submit.

Frequently asked questions

Q: What is the difference between the CTC Grant and WDG(JR+)?
A: WDG(JR+) funds the job redesign work itself: consultancy, capability building and workforce technology, capped at $150,000 per enterprise. The NTUC CTC Grant funds implementation, including equipment and software, in exchange for committed worker outcomes such as a wage increase or a Career Development Plan.
Q: How much does each grant fund?
A: WDG(JR+) covers 70% for SMEs and 50% for non-SMEs, capped at $150,000 per enterprise. The CTC Grant covers 70% of qualifying cost with no published per-enterprise cap, since the quantum depends on project quality and the worker outcomes committed.
Q: Do I need a union to apply for the CTC Grant?
A: No. A Company Training Committee must exist before applying, but non-unionised companies can form one with e2i under a memorandum of understanding. Unionised companies form theirs with their union. Either route satisfies the requirement, so being non-unionised does not exclude a company.
Q: Can I use the CTC Grant and WDG(JR+) together?
A: Yes, sequenced by project phase. Use WDG(JR+) to diagnose and design the redesign, then the CTC Grant to implement and embed it. The constraint is that the same cost item cannot be funded twice, so each grant must sit against distinct line items.
Q: What disqualifies a WDG(JR+) application?
A: Signing a contract or purchase order with the consultant, or paying them, before applying. At the point of application the company must not have committed. This is the single most common failure, and it cannot be fixed afterwards. Obtain the quotation, but do not sign it.
Q: Are CTC Grant worker outcomes actually enforced?
A: Yes. The committed outcomes are written into the Letter of Award and checked at claim stage. Disbursement is conditional on those outcomes being met, and payroll evidence of a wage increase or skills allowance is required. Treating them as aspirational puts the claim at risk.
Q: Can a company that used PSG-JR still apply for WDG(JR+)?
A: Yes, provided the project scope and the redesigned job roles are materially different from the earlier project. A previous Productivity Solutions Grant Job Redesign project does not bar a company from WDG(JR+), which replaced PSG-JR from March 2026 with higher funding and a different component structure.

Where to check current terms

Grant parameters change, and figures here were verified as at September 2026. Before committing spend, confirm current terms against the administering bodies: WSG on WDG(JR+), the MOM factsheet on the Enterprise Workforce Transformation Package, the WDG FAQ and NTUC on the CTC Grant.

This article is general information, not financial or legal advice.