Your workforce has changed. Has your education benefit strategy kept up?

The workforce education programs that worked a few years ago may no longer work today. When designed well, strategic education benefit programs can help organizations reduce turnover, boost productivity and internal mobility, close critical skills gaps, and improve DEI outcomes. 

Yet many organizations still rely on outdated models that fail to deliver measurable business impact. Whether you manage your education benefits in-house or through a partner like EdAssist, now is the time to evaluate if your program is really meeting the needs of your workforce.

Why do education benefit programs need a refresh?

First, don’t be alarmed if your education benefit programs do need a refresh. Several emerging workforce and economic trends are forcing organizations to reevaluate their approach.

1. Shrinking Entry-Level Opportunities: Fewer entry-level jobs are available, increasing pressure on internal talent development.
2. Layoffs and Restructuring: Constant business change means benefits must be agile, scalable, and aligned with evolving skill needs. And as experienced employees retire, upskilling and internal mobility are critical to backfilling roles.
3. AI-Driven Workforce Shifts: The broadening access to AI is expected to create 19 million jobs and displace 9 million jobs, but traditional degrees alone aren’t closing this gap. 
4. Financial Instability for Employees: Rising living costs and economic uncertainty make traditional reimbursement models less accessible.
5. New Education Legislation: Student loan borrowing is changing due to new legislation. This impacts many graduate programs while non-degree and alternative credentialing options are becoming more in demand.

There’s been significant changes in recent years, diluting the impact of existing education programs. Education strategies must build the skills your business needs today, not five years ago.

What does an outdated education benefit program look like?

To get you up to speed, here are common signs your education benefit strategy may be due for a refresh:

If your program only covers traditional degrees or limits reimbursement to a narrow list of institutions, you’re missing the mark. Today’s workforce values flexibility, such as certifications, trade programs, and short-term upskilling options that are often more relevant and accessible.

If only a small percentage of employees are using your education benefits, it’s a red flag. Barriers like unclear policies, lack of guidance, or financial strain can discourage engagement. Programs should be easy to navigate and tailored to employee needs.

Education benefits should align with internal career pathways. If employees can’t see how learning leads to advancement, they’re less likely to invest their time. Without coaching or clear guidance, your program may feel disconnected from real opportunities.

If you can’t tie your education program to retention, promotion rates, or skill development, it’s time to rethink your approach. Education benefits should drive business outcomes, not just reimburse tuition.

Reimbursement-only models place a financial burden on employees, especially frontline and lower-income workers. Programs should prioritize equity and remove cost barriers upfront.

6 Questions to Evaluate Your Education Benefit Strategy

If any of the signs of an outdated program sound familiar, we’ve created a 6-question checklist to help HR and benefits leaders assess whether managing a program in-house or partnering with a provider better aligns with your talent strategy and business goals.

Are your education benefits designed to maximize ROI, for both the business and your employees?

Programs that align with business goals like retention, upskilling, and DEI can drive far greater impact than tuition assistance alone. Strategic programs go beyond tuition reimbursement to support business goals like retention and upskilling. If results aren’t clearly tied to outcomes, the right provider can help define and deliver ROI.

Can your program flex to meet different workforce needs through policy design and critical role customization?

A one-size-fits-all approach with may leave behind critical talent segments like frontline workers or part-time staff. On the flip side, an in-house model often lacks agility, bandwidth, or technology needed to adapt over time. The right partner can solve both challenges.

How much time and internal resources are spent managing this program? Administration pulls focus from strategic work. Partners can bring efficiency, scale, and support for your employees. Clear guidance also help learners make the best choices for their career and your business without added confusion or unnecessary costs.

What safeguards are in place to protect you from fraud, misuse, or policy gaps?

Strong program governance and expertise from an experienced provider ensures your dollars are going where they should. An in-house program may lack the oversight and protection that the right experienced partner can provide.

Do you have the data and insights needed to optimize your program?

A strong education strategy evolves with your workforce. Without reporting and research at your fingertips, it’s hard to improve or show value. The right partner brings clarity and strategy to design the right program that solves the right business needs for your organization.

Is your program competitive enough to attract and retain top talent today?

Education benefits are a true differentiator, but only if they’re modern, accessible, and aligned with employee needs. The right partner helps you stay competitive and future-ready, ensuring your program is solving the right skills gaps.

What does a competitive education benefit program include?

Now that you have evaluated your education benefits program, here’s what a competitive outcomes-driven education benefit program could include:

• Tuition Assistance and Reimbursement for degrees, certifications, trade schools, and non-degree options.
• Student Loan Support to help employees manage or pay down existing debt, especially with the changes to legislation impacting student loan borrowing.
• Inclusive Career Pathways aligned with internal talent needs, including frontline and non-traditional workers.
• Coaching Services that provide employees with academic, career, and financial guidance.
• Flexible Policies that customize eligibility, reimbursement caps, and program approval processes.
• Compliance and Tax Optimization help companies avoid regulatory risks and unlock financial advantages.

Employees expect flexibility, support, and clear career outcomes. And HR leaders need programs that deliver measurable ROI, not just another line item in the budget. Incorporating these elements can help bolster your existing education strategy.

Want Expert Insight on Your Program?

Is your education program delivering measurable ROI, or just tuition reimbursement? It may be time to review your policy to see how your current approach measures up and where a partner may help amplify your results.

Over recent years, education benefits have played a critical role in driving recruitment, retention, and workforce development. But not all programs are created equal, and not all are designed to scale.

We’re here to help. If you're interested in a deeper evaluation, EdAssist offers no-cost assessments to help you identify opportunities, reduce risk, and increase ROI. Don’t let an outdated education benefit program limit your workforce potential.