Job Redesign Grant Singapore: What It Means in 2026 (PSG-JR to WDG(JR+))

Last updated: 23 September 2026

If you searched for the job redesign grant in Singapore, here is the direct answer: the scheme that term now points to is the SkillsFuture Workforce Development Grant (Job Redesign+), usually written as WDG(JR+). The grant you may remember from earlier years, the Productivity Solutions Grant (Job Redesign) or PSG-JR, stopped accepting new applications on 31 December 2025. Its enhanced successor launched in March 2026 under the Enterprise Workforce Transformation Package (EWTP), administered by the Skills and Workforce Development Agency (SWDA, formerly Workforce Singapore). If you came here for the older scheme, you have not lost access to job-redesign funding. In most respects the replacement is more generous, though the mechanics have changed enough that assumptions carried over from PSG-JR can trip up an application. This guide explains the evolution, compares the two schemes side by side, flags the one eligibility rule that disqualifies more projects than any other, and sets out what to do next depending on where your company stands. For the full application walkthrough, see our dedicated WDG(JR+) guide; this article is the map of the territory.

The short answer: the job redesign grant is now WDG(JR+)

Job redesign, in the sense the funding schemes use it, means restructuring an existing role so that a worker spends less time on tasks that technology can absorb and more time on higher-value work: exception handling instead of manual processing, customer analytics instead of data entry, machine supervision instead of repetitive assembly. Singapore has funded this kind of restructuring for years, because it is one of the most reliable ways to lift productivity and wages at the same time. What has changed is the vehicle.

The evolution runs in three steps:

• PSG-JR (ended). The Productivity Solutions Grant (Job Redesign) was the workhorse scheme for most of the early 2020s. It supported 50% of the cost of engaging a pre-approved job-redesign consultant, capped at around S$30,000 per enterprise, on a reimbursement basis: the company paid the consultant in full and claimed the funded share back afterwards. PSG-JR closed to new applications on 31 December 2025. Projects approved before the closure generally run to completion under their existing terms.
• WDG(JR+) (current). The SkillsFuture Workforce Development Grant (Job Redesign+) launched in March 2026 as part of the EWTP. It has been announced with support of 70% for SMEs and 50% for non-SMEs, capped at S$150,000 per enterprise, roughly five times the old ceiling. It also widens the scope from consultancy alone to three components: Workforce Consultancy (supported up to around S$50,000), Capability Building Initiatives (up to around S$60,000), and Workforce Tech Solutions (up to around S$90,000, available when bundled with the other components). Payment moves from reimbursement to a nett-fee model, under which the company pays only its co-funding share and the government portion flows to the consultant directly. All figures are subject to prevailing SWDA criteria and can change, so verify before you plan around them.
• The older labels. Terms such as “Job Redesign Grant”, “JRG” or simply “the job redesign scheme” still circulate in the market, in older articles and in consultant marketing. They generally refer to this same family of job-redesign support, whichever vehicle was current when the material was written. If a document quotes 50% funding and a S$30,000 cap, it is describing the closed PSG-JR era and should not be relied on for current planning. And if your company used PSG-JR before, you can generally still tap WDG(JR+), provided the new project scope and the roles being redesigned are different from what was already funded. That distinction is assessed case by case, so verify your position before committing budget.

PSG-JR vs WDG(JR+): the key differences

The table below summarises how the closed scheme and its successor compare. Treat the WDG(JR+) figures as announced parameters rather than fixed entitlements; the prevailing criteria published by SWDA govern every application.

Two of these differences deserve emphasis. The first is scale: the jump from a roughly S$30,000 cap to S$150,000 changes what a funded project can be. Under PSG-JR, funding realistically covered a consultancy study and little else. Under WDG(JR+), a single supported project can carry the diagnosis, the change management to embed new ways of working, and the HR or workforce technology that makes the redesign stick. The second is cash flow. Reimbursement forced companies to front the full fee and wait; the nett-fee model means you only ever part with your own share. For an SME weighing whether a redesign project is affordable this quarter, that is often the deciding factor. Our article on the business case for job redesign works through the returns side of that equation.

The rule that disqualifies more projects than any other

Whatever else you take from this page, take this: do not sign a contract, issue a purchase order or pay a consultant before you have received the Letter of Offer on the Business Grants Portal. Costs committed before approval are generally treated as ineligible, and no amount of good intent fixes it afterwards. The sequence that works is boringly strict: submit the application, wait for the outcome, accept the Letter of Offer, and only then sign and start. Companies get caught here in predictable ways: a consultant offers a discount for signing early, a project deadline creates pressure to start work in parallel with the application, or an internal purchase order is raised for budgeting reasons and read later as a commitment. All of these can void the funding for the affected costs. If timing is tight, raise it with the consultant and structure the engagement so that nothing binding is executed until the approval lands. A legitimate pre-approved consultant will know this rule as well as you do and will not push you to breach it.

How job redesign funding pairs with CCP salary support

WDG(JR+) is only half of the workforce-funding picture. It funds the job: the consultancy, capability building and technology that turn an old role into a new one. It does not fund the person who has to grow into that role. That is the territory of the Career Conversion Programme (CCP), which provides salary support while an existing employee or a new mid-career hire is reskilled into a new or substantively redesigned role.

Because the two schemes fund different costs, they can often be used in sequence on the same transformation, subject to the rule that no single cost is funded twice. The pattern we see work most often is redesign, then convert: use WDG(JR+) to diagnose the operation, redesign the roles and put the enabling technology in place, then use CCP salary support to fund the months in which the affected employees are trained into the redesigned roles. The redesign project also produces exactly the evidence a CCP application needs, because a documented job-redesign blueprint is the cleanest way to show an assessor that a role is genuinely new rather than relabelled. Sequencing, timing and stacking rules vary by case, so verify the combination against prevailing SWDA criteria; our workforce transformation pillar page sets out how the full funding stack fits together.

What to do next, depending on your situation

If your company has never used job-redesign funding. You are starting at a good moment, because the current scheme is the most generous version of this support to date. Start with the problem, not the grant: identify the roles where technology adoption or process change is creating a real gap between what the job is and what it needs to become. Then read our WDG(JR+) guide for the component structure and application flow, and shortlist pre-approved consultants whose sector experience matches yours. Do not commit to anyone until the Letter of Offer arrives.

If you used PSG-JR before. Prior use of PSG-JR does not, in general, shut you out of WDG(JR+). What matters is that the new project is genuinely different: a different scope, different roles being redesigned, a further stage of transformation rather than a rerun of the funded one. A company that redesigned its warehouse roles in 2024 and now needs to redesign its customer-service function is the straightforward case. A company hoping to fund the same roles again will need a much stronger story about what has changed, and should verify its position with SWDA before spending time on an application. Either way, refresh your assumptions: the funding levels, components and payment model have all moved since the PSG-JR era.

If you are mid-project. A PSG-JR project approved before 31 December 2025 generally continues under the terms of its existing Letter of Offer, so complete it as planned and keep your claims tidy. The practical question is what comes next: the capability-building and workforce-technology components of WDG(JR+) are a natural second phase for a company whose consultancy study is already done, provided the new application covers scope that the closed project did not. If you are unsure where the boundary sits, that is a question worth resolving before you draft anything.

Wherever you stand, the pattern is the same: confirm the current rules, define a project that is honestly transformational, and keep the paperwork sequence clean. If you would rather have someone who does this weekly structure it with you, our services page explains how an engagement runs, and a short call is usually enough to establish whether your project fits the current criteria.

→ Read next: Workforce Development Grant (JR+) Singapore: A Practical Guide
Book a free call to scope your job redesign project against the current criteria