Inside Singapore: More workers upskilling proves SkillsFuture ROI

In a labour market shaped by technological churn and economic uncertainty, staying employable now means staying ahead of the curve.

Singapore’s SkillsFuture initiative, often held up as a stellar example of lifelong learning to ensure citizens’ employability, has taken a decisive leap forward. The results speak volumes – and perhaps more importantly, they speak to a recalibration in how mid-career professionals, employers, and the government are all viewing the future of work.

This year, 555,000 people enrolled in SkillsFuture Singapore (SSG)-supported programmes, a clear rise from 520,000 the year prior. At the centre of this momentum is a remarkable policy shift: in May 2024, the government granted a non-expiring $4,000 SkillsFuture Credit top-up to all Singaporeans aged 40 and above. That’s a signal, loud and clear, that mid-career upskilling is a national priority.

SSG chief executive Tan Kok Yam pointed out a noticeable change in the mindset of adult learners: more people are now enrolling in courses designed with real employment outcomes in mind.

These include not just formal degree programmes but also a broadened array of offerings under the SkillsFuture Career Transition Programme, or SCTP, which expanded from 179 to 239 courses last year.

So far, around 28,000 individuals – roughly 1.3% of the 2.1 million eligible for the new mid-career credit – have already used it. While that might sound modest at first glance, it accounts for 10% of all SkillsFuture credit users in 2024.

In just a few months, the scheme has shown promising uptake, particularly in high-demand areas such as artificial intelligence, cybersecurity, and digital marketing.

What makes this uptick especially meaningful is its alignment with real hiring demand. Skills training, for once, is not just academic but workforce-relevant.

Read: How to maximise SkillsFuture support

Employers are getting the memo, too

In 2024, 24,000 companies sent a total of 241,000 employees for SSG-backed training – an increase from 23,000 firms and 228,000 staff the year before. A whopping 95% of these were small- and medium-sized enterprises, showing that even leaner outfits are investing in their workforce capabilities.

Tan described this trend as a “positive development,” adding that it shows employers now see the link between training and business relevance. To further sweeten the deal, SSG will soon increase the SkillsFuture Enterprise Credit and expand digital access to training tools, allowing firms to offset up to 90% of course fees.

There’s a deeper cultural shift under way as well towards skills-based hiring. Companies are starting to craft clearer job pathways, particularly in fast-evolving domains such as cybersecurity. The hope is to extend this clarity across more sectors, replacing old degree- and credentials-first mindsets with more agile, competency-based talent strategies.

Read: 30,000+ SkillsFuture courses now open

But quantity isn’t enough – quality matters

SSG knows this – and it’s acting on it. Since 2023, the agency has delisted about 15% of training providers due to quality lapses. And in November 2024, a new policy came into force: courses with poor learner ratings will be suspended for three months. Providers must improve them before they are allowed back.

This isn’t a mere compliance play – it’s about protecting the credibility of the SkillsFuture brand. Further quality assurance measures are in the works through to 2026 to ensure that learners aren’t just collecting certificates but gaining real skills that translate to career progress.

That payoff is starting to show. In 2024, 69% of learners said their training improved their work performance – up from 65% in 2023. Another 64% linked their training to career advancement. Meanwhile, 54% of SCTP participants found a job within six months of completion. These aren’t vanity metrics; they’re career lifelines.

Since the SkillsFuture credit scheme’s launch in 2016, roughly 1.05 million Singaporeans – about 37% of the population – have used their credits. Encouragingly, those in their 30s and 40s lead the way, with usage rates of 44%. The participation rate remains strong even among those in their 50s (43%) and 60s (32%), challenging the outdated notion that older workers can’t, or won’t, retrain.

Interestingly, younger adults aged 25 to 29 have been slower to act, with only 17% tapping their credits. But that may be because many already receive employer-sponsored training. In other words, the system is working – just not always through the most visible channels.

What comes next for Singapore’s learners?

SSG plans to raise the bar even further. Learners can expect not just sharper course content but better-trained educators and stronger partnerships with industry. As Tan put it, learners will benefit from more “contextualised, timely, and personalised” guidance to make smarter choices. The mission, he stressed, goes beyond training:

SkillsFuture will be a key pillar of our social compact.

The subtext here is powerful. This isn’t just about education policy but about social equity and economic resilience, too. Upskilling is becoming the connective tissue between personal growth, business performance, and national progress.

Upskilling isn’t just a perk or a short-term response to disruption. It’s becoming the foundation of workforce strategy in Singapore. Ignore it at your peril. But embrace it and you’ll find yourself ahead of the curve – not just in capability but in competitiveness.