As HR leaders, you’re faced with a global talent shortage and are confronting competition for your current employees. The modern employee, regardless of age, cares about more than a paycheck. They want something more, something that pay alone can’t support: tuition reimbursement benefits.

In today’s talent market, HR and people teams work hard to cultivate an incredible workplace culture, complete with support programs for employee engagement, health and wellbeing, and inclusive benefits regardless of whether an employee is back in the workplace, hybrid, or remote. So, how do you stand out in a competitive fight for talent while supporting employee growth? It’s time for employers to understand the impact that tuition reimbursements can play when applied thoughtfully.

In this article we’ll cover the how student loan debt is crippling modern employees, how employers can help while attracting young talent, and the importance of workplace culture.

Here’s what we’ll cover:

Helping employees tackle student loan debt to boost financial well-being and engagement

You understand what employees want and need, and individually. At the forefront of many minds today is how to pay off crushing student loan debt. This debt makes the life your people envisioned for themselves feel untenable. And you can’t assume this only impacts your recent grads; student loan debt spans the ages. Your employees may be delaying marriage, putting off or reconsidering whether they can afford to have children, fearing they will never be able to save for a down payment on a house, or choosing not to save for retirement. Permeating many of life’s greatest decisions, student loan debt looms large.

Unfairly burdensome debt

Out of their control, employees accumulate excessive debt to pay for their schooling, and according to Education Data Initiative, it’s not slowing down.

  • 61% of recent bachelor’s degree students borrowed student loans
    • 47% of them have a debt balance over $25,000
  • Nearly 21% of American households have student loan debt

It’s more likely that you’ll be hiring or trying to retain employees with significant student debt than without. With the U.S. federal government’s moratorium on student loan payments ending on August 31, 2022, the reality of these payments has hit hard in a few short months. Your people are looking for creative ways to budget to afford these renewed payments. The best culture companies must be willing to offer their employees some relief.

For now, let’s consider what faces your employees looking to level up their education in recent years. Almost every year, the average for student loan debt for graduates rises as pay continues to stagnate:

Average Student Loan Debt up to 2025

  • 2020 – $36,510
  • 2021 – $37,110
  • 2022 – $37,570
  • 2023 – $37,090
  • 2024 – $38,370
  • 2025 – $39,550

Now think about your company’s employee, paying off their student loan debt at a household average of $500/month (SmartAsset Loan Calculator). They are rightfully hesitant to triple that debt and subsequent payment. Even in pursuit of an advanced degree that holds the promise of a promotion and greater earning potential. Without another path toward growth, they may not be willing to take the financial risk. It’s a no-brainer to alleviate this pain point by offering tuition reimbursements to keep their career moving forward. They can study wherever they find themself on the globe, knowing their costs will be compensated.

Or you can take it one step further, offering the unique benefit of student loan repayment assistance. In 2021, U.S. corporations spent nearly $180 billion annually on learning and development with $28 billion being a tuition reimbursement. No matter what educational benefit you choose to present to your team, it will be a difference maker.

Delivering a return on Culture Investment®

Just over half of U.S. employers provide tuition reimbursements for undergraduate or graduate degrees, according to SHRM’s most recent Employee Benefits report. Education benefits can be surprisingly affordable for employers and help prime people for growth. Benefits that cover educational costs can be tax-free for the employee up to $5,250 per employee and remain a business deduction for the organization. One of the most prominent case studies of tuition reimbursement programs involves major health insurer, Cigna:

  • From 2012 to 2014, the company invested in its educational reimbursement program. An analysis of the program’s impact reveals that for every dollar Cigna spent on reimbursement, the organization got back $2.29, as a result of reduced turnover and lower recruiting costs
  • Employees also reaped rewards. They were 10% more likely to be promoted, seeing a 43% increase in wages over a three-year period

Lifestyle reimbursements: A culture win

Learning and development—An area of growth

According to Espresa internal data, in 2024, 6.5% of Lifestyle Spending Account (LSA) dollars are dedicated to learning and development, showing that employees seek opportunities for personal and professional growth. But in 2025, that number doubled. Now, 14% of Espresa’s LSA expenses are made for learning and development, showing that workers want to continue their growth.

Traditional tuition reimbursement programs focus on formal education, but LSAs can offer broader support. By covering diverse learning opportunities, such as online courses, certifications, and skill-building platforms, LSAs encourage career growth while driving engagement.

According to Espresa’s 2026 Benchmark Data, LSAs dedicated to learning and development are increasingly being used for certifications and non-traditional education programs. This highlights a growing trend: employees value upskilling opportunities that align with evolving job demands, not just formal degree programs.

Impact your People with Tuition Reimbursements, An LSA Benefit for Today’s Workforce 

  • 45% of Millennials report they would change jobs for tuition reimbursement benefits (Gallup)
  • According to a Bright Horizons survey of 22,000 participants in tuition reimbursement programs, 80% were more likely to stay with their employer

You have an almost 50/50 chance of losing an employee if you don’t offer tuition reimbursements, but an 80% chance of keeping them if you do. Recognize what your people value and hold close to their hearts. Provide a rewarding benefit that allows them to invest in what matters to them. Whatever they choose, they will attribute their freedom to make these decisions to your company. This gratitude inspires loyalty. Be the high-EQ company where loyalty thrives.

Reimbursements + Allowances Platform for a Happy Workplace

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This article was originally published on September 27, 2022 and has since been updated for accuracy and relevancy.

Your Questions Answered: LSA Wallets for Tuition Reimbursement

Is tuition reimbursement taxable?

Tuition reimbursement can be taxable depending on the circumstances. According to IRS guidelines, employers can offer up to $5,250 per year in tax-free educational assistance. Amounts exceeding this or used for non-qualifying expenses may be considered taxable income.

Who is eligible for tuition reimbursement?

Eligibility for tuition reimbursement often depends on company policy. Factors like employment status (full-time or part-time), tenure, and the relevance of coursework to the job may determine eligibility.

What expenses does tuition reimbursement cover?

Tuition reimbursement typically covers costs such as tuition fees, registration fees, and required course materials, like textbooks. Optional fees, housing, or personal expenses are usually excluded.

How does tuition reimbursement benefit employees?

Tuition reimbursement helps employees by easing the financial burden of further education, enhancing their skills, and supporting career growth. It also boosts job satisfaction and employee loyalty.