InStride and Kingsborough Community College partner to help working adults earn degrees
Article
September 3, 2021

·

3 min read

10 tuition reimbursement statistics you need to know in 2021

In this post:

This is part of our blog series on workforce education statistics that you need to know to develop and execute programs that build a resilient, thriving workforce, prepared for the challenges of today and tomorrow.

A tuition reimbursement program (also known as tuition assistance) reinforces a company’s commitment to providing employees with opportunities for learning and growth, without the huge financial burden. This has proven to result in a much higher rate of employee engagement and retention, while effectively demonstrating corporate social responsibility. 

Yet…

Many traditional workforce education initiatives often fail to meet their potential. 

 

 

Data reveals that while 80% of working adults are interested in going to school, only 40% know their employer offers a tuition reimbursement assistance program and a smaller fraction — 2% of employees — actually participate in these programs.

 

10 tuition reimbursement statistics to know in 2021

It’s clear that a different approach is needed — one that offers a flexible tuition reimbursement strategy that’s accessible and aligns to both corporate and employee needs. Below are more employee tuition reimbursement statistics that highlight why the right type of program matters for your company and people.

 

  • Only about 25% of interested employees ever start an application to take advantage of a tuition reimbursement benefit. (InStride/Bain & Co.)

 

  • 76% of tuition reimbursement participants participated in a program for assistance or growth opportunities, and two–thirds participated for learning new skills. (EdAssist)

 

  • Most respondents (82%) said the skills or degree earned through their employer’s tuition reimbursement program helped them be a more effective employee and 84% feel it helped them prepare for the future of work. (Bright Horizons)

 

 

  • 56% of employers offered undergraduate or graduate school tuition reimbursement to their employees in 2019. (Statista)

 

  • 76% of employees said they are more likely to stay with their employer because of its tuition reimbursement benefit. (Bright Horizons)

 

  • Organizations use different techniques for reimbursing student employees. The majority (87%) reimburse after the end of study. The most common reimbursement amount to employees is $5,000 to $5,999. (IFEBP)

 

  • 84% of employees cited tuition assistance as an important factor in their decision to join their companies. In fact, 71% of participants rated tuition assistance among the best benefits offered by their employers after healthcare. (EdAssist)

 

  • 45% of Millennials report they would change their job for tuition reimbursement benefits. (Gallup)

 

  • 88% of Gen Z workers say they are more likely to recommend their employer because of its education benefits. (Bright Horizons)

 

When corporations offer tuition reimbursement, employees have the opportunity to enhance their competitive abilities and refine their skills. At the same time, although these programs have many benefits, it’s clear that this traditional approach to employee education has quickly become outdated and ineffective. 

To drive better business outcomes, many leading organizations are moving beyond tuition reimbursement and taking a more modern approach to workforce education — one that offers direct tuition coverage and is more accessible to employees. 

Ready to see how you can provide your workforce with a more accessible path to education? Connect with one of InStride’s education experts today.

You can address talent development challenges

See how a partnership with InStride can meet the challenges of tomorrow, with action today.

You can address talent development challenges

See how a partnership with InStride can meet the challenges of tomorrow, with action today.

This site uses cookies. By continuing to use this site, you are agreeing to our use of cookies. See Privacy Policy, Cookie Policy, Do Not Sell My Personal Information and for more information.