If you've been researching the Career Conversion Programme (CCP) for your business, you've almost certainly seen the headline figure: "up to 90% salary support." It's an attractive number, but on its own it doesn't tell you very much. Ninety percent of what salary? Capped at how much? And what happens if your hire doesn't qualify for the 90% tier at all?
The honest answer is that the actual amount you can claim under CCP depends on two things: the monthly salary of the person you're hiring or reskilling, and which of CCP's two support tiers they fall into. Get those two inputs right, and the maths is straightforward. Get them wrong — or assume every hire automatically qualifies for the highest tier — and you could be budgeting for a number that's significantly off from what WSG actually approves.
This article breaks down exactly how the calculation works, then walks through four realistic worked examples across different sectors and salary levels: a biomedical manufacturing supervisor, a wholesale trade sales manager, and two infocomm technology roles at different salary points (including one where the monthly cap kicks in and limits the claim). By the end, you'll be able to roughly estimate what CCP could mean in dollar terms for a role like the one you're considering — and know what to check before you commit to a number.
CCP's two support tiers, recapped
CCP, administered by Workforce Singapore (WSG), provides salary support to employers who hire mid-career talent into new roles, or who reskill existing staff into substantially different positions within the business. The support comes in the form of salary reimbursement during an approved support period, and it falls into one of two tiers depending on the candidate's profile.
Tier 1 — 90% support, capped at $7,500 per month. This higher tier applies to candidates aged 40 and above, or those who have been long-term unemployed. The idea is to give employers a stronger incentive to hire and invest in training for workers who may otherwise face longer job searches or higher perceived risk in a career switch.
Tier 2 — 70% support, capped at $5,000 per month. This tier applies to other eligible candidates — generally those under 40 who don't meet the long-term unemployed criteria, but who are still being hired into a role that qualifies under an approved CCP programme.
In both tiers, the support is calculated as a percentage of the candidate's monthly salary, subject to the relevant cap — whichever of the two (the percentage figure or the cap) is lower ends up being the actual monthly claim. The support period itself runs for 3 to 12 months, with the exact duration depending on the specific role and the approved CCP programme it falls under — more complex career conversions or longer reskilling pathways tend to sit toward the longer end of that range.
For the full picture on eligibility criteria, how programmes are structured by sector, and the application process from start to finish, see our complete guide to the Career Conversion Programme (CCP).
Worked examples by sector
The examples below are illustrative. They're built using the official CCP support percentages and caps, applied to salary figures that are realistic for the roles described — but they are not official benchmarks for what those roles "should" pay, and your own numbers will depend on the actual salary you offer and the specific programme your hire is approved under.
Example 1: Biomedical Manufacturing — Production Supervisor (Tier 1)
A biomedical manufacturing company hires a 48-year-old Production Supervisor into a new role under an approved CCP programme. Because the candidate is over 40, the hire qualifies for Tier 1 support.
| Monthly Salary | Tier | Support % | Calculated Support | Cap | Monthly Claim | Net Cost to Employer |
|---|---|---|---|---|---|---|
| $5,500 | Tier 1 (40+) | 90% | $4,950 | $7,500 | $4,950 | $550 |
At this salary level, 90% of the monthly salary ($4,950) comes in well under the $7,500 cap, so the full 90% applies. The employer's net monthly cost for this hire drops to $550 — a substantial reduction from the full $5,500 they'd otherwise be paying out of pocket. Over a 12-month support period, that's potentially close to $59,400 in salary reimbursement. For more on how CCP applies specifically to roles in this sector, see Biomedical Manufacturing.
Example 2: Wholesale Trade — Sales Manager (Tier 2)
A wholesale trade business hires a 38-year-old Sales Manager into a new role. The candidate is under 40 and doesn't meet the long-term unemployed criteria, so this hire falls under Tier 2.
| Monthly Salary | Tier | Support % | Calculated Support | Cap | Monthly Claim | Net Cost to Employer |
|---|---|---|---|---|---|---|
| $5,000 | Tier 2 (other eligible) | 70% | $3,500 | $5,000 | $3,500 | $1,500 |
Here, 70% of the $5,000 salary works out to $3,500, which sits comfortably under the $5,000 Tier 2 cap — so again, the full percentage applies without the cap reducing it. The employer's net cost falls to $1,500 a month, meaning CCP is covering 70% of the salary cost for this hire. This example illustrates an important point: Tier 2 hires can still represent meaningful support, even though the percentage and cap are lower than Tier 1. For sector-specific detail, see Wholesale Trade.
Example 3: Infocomm Technology — Software Engineer transitioning to Cloud/DevOps (Tier 1)
A tech company reskills a 44-year-old Software Engineer into a new Cloud/DevOps role through an approved CCP reskilling programme. As the candidate is over 40, this qualifies for Tier 1.
| Monthly Salary | Tier | Support % | Calculated Support | Cap | Monthly Claim | Net Cost to Employer |
|---|---|---|---|---|---|---|
| $8,000 | Tier 1 (40+) | 90% | $7,200 | $7,500 | $7,200 | $800 |
At a $8,000 monthly salary, 90% works out to $7,200 — still under the $7,500 cap, though getting closer to it. The employer's net cost is $800 a month, meaning CCP covers 90% of the cost of reskilling this employee into a higher-value role. This is a good example of how CCP can make sense even for relatively senior technical hires, as long as the salary stays within range of the cap. See Infocomm Technology for how CCP applies to roles across this sector.
Example 4: Infocomm Technology, senior role — Senior IT Manager (Tier 1, cap applies)
This example uses the same sector but a higher salary point, to show what happens once the monthly cap becomes the binding constraint. A 47-year-old Senior IT Manager is hired into a new role under CCP, qualifying for Tier 1 based on age.
| Monthly Salary | Tier | Support % | Calculated Support | Cap | Monthly Claim | Net Cost to Employer |
|---|---|---|---|---|---|---|
| $9,500 | Tier 1 (40+) | 90% | $8,550 | $7,500 | $7,500 | $2,000 |
This is where the cap matters. Ninety percent of $9,500 would be $8,550 — but that exceeds the $7,500 monthly cap, so the actual monthly claim is capped at $7,500, not the full 90%. The employer's net cost rises to $2,000 a month, which is more than double the net cost in Example 3, even though the salary is only about 19% higher. The takeaway: as salaries climb past roughly $8,300/month under Tier 1, the cap — not the 90% figure — starts to determine your actual claim, and the effective support percentage gradually shrinks. Again, see Infocomm Technology for how this plays out for tech roles specifically.
What determines your support level and amount?
The four examples above show the mechanics of the calculation, but the inputs to that calculation — which tier applies, and for how long — depend on several factors that are decided during the application and approval process, not after the fact.
Candidate age and employment history. The clearest factor is whether the candidate is aged 40 or above, or has been long-term unemployed. Either of these conditions points toward Tier 1 (90% / $7,500 cap). Candidates who don't meet either condition, but are still being hired into a role under an approved CCP programme, typically fall under Tier 2 (70% / $5,000 cap).
The nature of the role. CCP is designed around genuine career conversion or reskilling — moving someone into a role that's substantially different from their previous one, supported by a structured training plan. A straightforward like-for-like hire with no reskilling component generally won't qualify, regardless of the candidate's age. The role itself, and the training plan attached to it, need to meet the programme's criteria.
The approved programme duration. The 3-to-12-month range isn't something you choose freely — it's tied to the specific CCP programme the role is approved under, and reflects how much training or transition time that type of role conversion typically requires. A role with a longer, more structured reskilling pathway will generally be approved for a longer support period than a role with a shorter onboarding curve.
Because all three of these factors are assessed at the application stage, and because the final approved tier, cap application, and duration are confirmed by WSG on a case-by-case basis, the numbers in this article should be treated as a guide to the calculation method — not a guarantee of what any specific hire will be approved for. If you want an accurate, role-specific estimate before you commit to a hiring or reskilling plan, a free eligibility check with HRGrant.com is the fastest way to get one.
How HRGrant.com helps
Working out the theoretical maths is one thing. Turning that into an approved CCP application — for the right role, at the right tier, with the right supporting documentation — is where most of the actual work happens, and where most claims either succeed smoothly or run into delays.
HRGrant.com works with Singapore SMEs to identify which roles in their hiring or reskilling plans are likely to qualify for CCP, and at which tier. That includes assessing candidate profiles against the age and employment-history criteria, reviewing whether a proposed role represents the kind of substantial career conversion or reskilling that CCP is designed to support, and mapping the role against the sector-specific programmes that apply — including for Biomedical Manufacturing, Wholesale Trade, and Infocomm Technology.
From there, HRGrant.com prepares and submits the CCP application itself — job descriptions, training plans, salary documentation, and the candidate information WSG needs to issue an approval — and manages the process through to the approval stage. Once a hire is approved and onboarded, HRGrant.com also supports the ongoing claims process, helping ensure the documentation submitted each period (payslips, CPF records, and training progress where applicable) lines up with what's needed for reimbursement to be processed without unnecessary back-and-forth.
For the full picture of what CCP covers, who it's for, and how the application process works end to end, start with the Career Conversion Programme (CCP) guide. If you have a specific role in mind and want to know roughly what it could mean in dollar terms for your business, get in touch for a free consultation — it costs nothing to find out whether your planned hire qualifies, and at which tier.
FAQ
Does the claim amount change if my employee gets a raise during the support period? The claim amount is generally based on the salary specified and approved at the time of application, not on whatever the employee happens to be earning at any given moment during the support period. If you're planning a salary increase shortly after hiring, it's worth discussing this with WSG or with HRGrant.com before finalising the application, so the figures used for the claim calculation reflect the arrangement you actually intend to put in place.
What if my sector isn't listed here? The four examples in this article cover biomedical manufacturing, wholesale trade, and infocomm technology, but CCP isn't limited to these sectors — the same Tier 1 / Tier 2 calculation method (percentage of salary, subject to the relevant cap) applies regardless of industry, as long as the role and candidate meet the programme's criteria. If you're in a different sector, the maths in this article still applies — get in touch and HRGrant.com can help assess whether your specific role and sector qualify.
Is the "net cost" figure the only cost I need to budget for? Not entirely. The "net cost to employer" figures in this article reflect the salary portion only, after the CCP claim is reimbursed. They don't include CPF contributions, which the employer continues to pay in full on the employee's gross salary (CPF itself isn't part of the salary support calculation), nor any other employment costs such as benefits, equipment, or training delivery costs that may sit outside the CCP-supported salary component. Treat the net cost figure as a useful planning anchor for the salary line specifically, not a complete cost-of-hire number.
Can I apply for CCP for more than one hire at a time? Yes — there's no rule limiting CCP applications to a single hire. Many SMEs run CCP applications for multiple roles across a hiring or reskilling plan, particularly when restructuring a team or building out a new function. Each role and candidate is still assessed against the same Tier 1 / Tier 2 criteria individually, so the tier and claim amount can differ from one hire to the next even within the same application round.
Where to go next
If you're still mapping out how CCP fits into your broader hiring and HR grant strategy — alongside other schemes like the Enterprise Development Grant, Productivity Solutions Grant, or other salary support programmes — our Singapore Hiring & HR Grants: The Complete Guide is a good starting point for the bigger picture.
HRGrant.com is an independent grant consultancy and is not Workforce Singapore (WSG) or any government agency, nor is it endorsed by or affiliated with them. CCP is administered by WSG. The salary figures, support tiers, caps and durations shown here are illustrative and subject to the prevailing official guidelines and case-by-case approval, which may change — confirm against current WSG / MyCareersFuture information before applying.