Last updated: 9 July 2026
The WDG(JR+), formally the SkillsFuture Workforce Development Grant (Job Redesign+), is the current job redesign grant for Singapore employers who want to rethink how work is organised rather than simply buy a piece of software. It sits inside the Enterprise Workforce Transformation Package (EWTP), was launched in March 2026, and is administered by Skills and Workforce Development Agency (formerly Workforce Singapore). WDG(JR+) replaced the job redesign support that used to sit under the Productivity Solutions Grant (the PSG-JR track), which ended on 31 December 2025. If your last engagement with job redesign funding was through PSG, the mechanics have changed in ways worth understanding before you commit. This guide covers what WDG(JR+) is, its three components and how they must be bundled, funding levels, the nett-fee model, eligibility, the four-step application, and how the grant pairs with the Career Conversion Programme. Every figure here is indicative and subject to prevailing Skills and Workforce Development Agency criteria, so verify current numbers before applying. For the wider context, see our workforce transformation pillar.
WDG(JR+) is a co-funding grant designed to help Singapore employers redesign jobs, build workforce capability, and adopt workforce technology as a single, coordinated effort. The emphasis is on the job: how roles are structured, which tasks are automated or reallocated, how line managers and HR support the change, and how staff are prepared for redesigned work. It is deliberately broader than a technology-purchase grant, because job redesign that stops at buying a tool rarely delivers durable productivity gains.
The grant is part of the Enterprise Workforce Transformation Package, a bundle of workforce support instruments introduced to help companies raise productivity while keeping local employees in good jobs. Because WDG(JR+) replaced the older PSG-JR support, employers who previously used PSG for job redesign should not assume the old process, caps, or claim mechanics still apply. The structure, the funding ceilings, and the way money moves are all different under WDG(JR+). One administrative note worth keeping in view: the scheme is administered by the Skills and Workforce Development Agency (SWDA), and agency branding is still settling after a 2026 reorganisation, though the substance of the grant is what matters for planning.
WDG(JR+) is organised into three components. Each has its own indicative sub-cap, and the way they combine is governed by a specific bundling rule.
The bundling rule is the part employers most often miss. Workforce Tech Solutions cannot be taken as a standalone. If you want funding for workforce technology, it must be combined with at least one of the other two components (Workforce Consultancy or Capability Building Initiatives). The logic is that technology should follow from a redesign or capability plan, not precede it. The sum of what you draw across the components is bounded by the overall S$150,000 per-enterprise cap, and companies can tap the grant more than once until that cap is reached. All of these ceilings are indicative and subject to prevailing Skills and Workforce Development Agency criteria, so verify before applying.
WDG(JR+) co-funds a share of qualifying costs, with the exact share depending on company size:
These percentages and the cap are indicative. Funding levels for Singapore grants are reviewed periodically, and the split that applies to your project depends on your enterprise classification and the prevailing Skills and Workforce Development Agency criteria at the time you apply. Treat the numbers here as a planning baseline and confirm the current rates before you scope a budget. The per-enterprise cap, rather than a per-project cap, means a company can sequence more than one redesign effort over time, provided the running total stays within S$150,000.
One of the most practical differences from the old reimbursement approach is how the money moves. Under the WDG(JR+) nett-fee model, the company pays only its co-funding portion to the pre-approved consultant. The government portion is paid to the consultant directly by the programme partner as project milestones are completed. The employer therefore never has to front the full consultancy fee and then wait to claim it back.
This matters for cash flow. Under a reimbursement model, an SME would pay the full fee upfront and recover the funded share later, which ties up working capital for the duration of the project. The nett-fee model removes that gap: you pay your share, the programme partner settles the rest with the consultant on milestone completion. For smaller companies especially, this can be the difference between a redesign project being affordable now or being deferred.
Eligibility is checked at the company level, and there is one timing condition that trips up otherwise-qualified applicants.
The prior-commitment rule exists because the grant is meant to support work that has not yet started. Read together with the application flow below, the practical takeaway is simple: register interest and get to the Letter of Offer stage before you sign anything or pay anyone. Final eligibility remains subject to prevailing Skills and Workforce Development Agency criteria, so verify before applying.
WDG(JR+) follows a structured path from interest to implementation. The sequence is designed so that the funded work only begins after approval.
Register your interest with an Anchor Programme Partner business advisor. The anchor partners are the Singapore Business Federation and the Singapore National Employers Federation. The advisor diagnoses your workforce and process gaps and recommends suitable pre-approved consultants. This is a no-commitment diagnostic stage.
The recommended consultant prepares a proposal with defined milestones. The proposal should itemise the total fee, the government portion, and the client co-fund, so that the nett-fee split is clear from the outset. This is where the scope, deliverables, and component mix (consultancy, capability building, and, if bundled, workforce tech) are pinned down.
Submit the application through the Business Grants Portal using CorpPass. No contract may be signed and no payment may be made before the Letter of Offer is accepted. Note that only the CorpPass user with the "Acceptor" role can accept the Letter of Offer, so make sure the right person has that role assigned before you reach this stage. Getting the acceptor role sorted early avoids a frustrating delay at the finish line.
Once the Letter of Offer is accepted, the project work begins. The grant is disbursed on milestone completion, with the government portion flowing directly to the consultant under the nett-fee model. Your role from here is to keep the project on its milestone schedule and ensure the redesigned ways of working are adopted, not just documented.
Across the three components, WDG(JR+) supports a broad set of activities:
The through-line is that funded work should change how jobs are done. Technology is funded as an enabler of a redesign or capability plan, not as an end in itself. For a fuller argument on why redesign pays off, see our business case for job redesign.
WDG(JR+) and the Career Conversion Programme (CCP) are frequently confused, but they fund different things and are complementary rather than an either-or choice. The simplest way to hold the distinction:
Because one funds a consultancy project and the other funds salaries, they target different cost components. That is what makes sequencing them possible.
A natural workflow is to redesign roles under WDG(JR+) and then use CCP to fund the salary while staff reskill into those redesigned roles. This works precisely because the two grants pay for different cost components, so there is no double-funding of the same line: WDG(JR+) covers the redesign consultancy, and CCP covers a share of the employee's salary during the reskilling window. Skills and Workforce Development Agency has published case studies of companies pairing job redesign with CCP, which shows the pattern is recognised and used in practice, though we describe it generically here rather than name any company. Explore the reskilling side further through our CCP pathways. As with any stacking of Singapore grants, the interaction rules can change, so confirm the specific arrangement with your programme partner before you commit spend or headcount.
→ Read next: the Career Conversion Programme and how it pairs with job redesign
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