Provide Access to Further Education and Upskilling
Support Employee Growth With Tuition Assistance Programs and Tuition Reimbursement Benefits
Access to education is one of the most effective ways to support employee growth, whether employees are pursuing degree programs, certificate programs, or other learning opportunities — but cost, time, and program structure can create barriers to participation.
For employees, pursuing education while working can be difficult without the right support. For employers, those barriers can limit skill development, reduce engagement, and slow workforce growth.
Organizations don’t have to approach education benefits in just one way. By offering tuition assistance programs and tuition reimbursement benefits aligned with workforce needs and business goals, employers can expand access to learning while supporting long-term talent development.
Why Education Benefits Matter
Employees’ ability to learn new skills through education, skills training, and development opportunities is directly tied to workforce performance, mobility, and retention.
When they face financial or structural barriers to education, organizations may see:
Slower skill development across critical roles.
Increased reliance on external hiring to fill gaps.
Lower engagement among employees seeking growth opportunities.
Higher turnover among employees pursuing advancement elsewhere.
Organizations that invest in education benefits can strengthen their workforce from within — improving capability, retention, and long-term workforce stability.
This can also help reduce long-term hiring and training costs.
Employers are increasingly shifting from viewing education benefits as a perk to using them as a strategic investment in workforce development.
Learn more about how employers are using education benefits to support workforce development in Why Employers Pay for College — and How They Can Maximize Benefits.
The Challenge of Education Benefits
Access vs. Participation
Many organizations offer education benefits, but participation often depends on how those programs are structured.
When employees must manage costs upfront or navigate complex requirements, organizations may see:
- Lower participation in education programs.
- Missed opportunities to build internal talent.
- Limited impact on workforce development.
When employers reduce barriers and provide flexible support, education benefits can become a powerful driver of both employee growth and business outcomes.
Organizations that want to improve participation often need to rethink how their programs are designed and delivered.
Explore 7 Smart Strategies to Increase Use of Education Benefits.
How Employers Can Support Education and Upskilling
Employers have more than one way to support access to education — and the right approach depends on their goals, workforce, and budget.
A tuition assistance program helps remove upfront financial barriers by covering the cost of education at the start. This expands access to learning, increases participation, and allows employees to build skills in real time.
A tuition reimbursement benefit supports continued learning while maintaining cost control, reimbursing employees after successful course completion. This approach rewards commitment and helps employers manage investment while encouraging long-term development.
Most organizations choose the approach that best aligns with their priorities — whether expanding access, increasing participation, or maintaining cost control. Both tuition assistance programs and tuition reimbursement benefits qualify as education assistance programs under IRC Section 127, allowing employers to offer tax-advantaged contributions within defined limits.
In addition to choosing the right approach, organizations can enhance their programs by working with education partners that expand access, improve participation, and support employee success. Employers can work with BenefitEd’s partner network, any accredited institution they choose, or a combination of both.
Compare Education Benefit Approaches
Use the following comparison to evaluate which approach aligns best with your workforce needs and priorities. Some organizations choose to offer both approaches, using each to support different workforce segments, educational goals, or funding strategies.
| Tuition Assistance Programs | Tuition Reimbursement Benefits |
|---|---|
| Covers education costs upfront | Reimburses costs after completion |
| Expands access to learning | Maintains employer cost control |
| Encourages higher participation | Rewards employee commitment and performance |
| Supports real-time skill development | Aligns funding to successful outcomes |
Explore Ways to Support Education and Upskilling
Explore the options available to expand access to education and strengthen your workforce development strategy.