The future of workplace learning: How employers are investing in employee education benefits

The way companies invest in employee education has evolved significantly over the past decade, moving far beyond traditional training sessions or annual conferences. 

Modern workforces expect continuous opportunities to learn and grow, and employers are meeting that demand with major investments: from AI-powered learning platforms to full tuition reimbursement for degree programs.

If you’re exploring how organizations are redefining employee development and what this shift means for the future of work, the data reveals a clear story about where workplace learning is heading.

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What do we mean by employee education investment?

Employee education investment refers to how companies strategically allocate resources to develop workforce skills through training, tuition reimbursement, and professional development. It spans everything from in-person workshops to digital learning platforms that keep teams competitive in fast-changing industries. 

In 2024 alone, companies invested $98 billion in training, underscoring a major shift toward viewing employees as evolving assets rather than static resources.

Modern workforce development now includes microlearning, AI-powered personalization, and stackable credentials that let employees learn faster and build skills over time. 

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4 examples of companies investing in employee education

1. Amazon Career Choice program

Amazon’s Career Choice program shows how large employers are redefining education benefits to boost retention and mobility. The initiative covers full tuition for front-line employees pursuing degrees in high-demand fields—whether or not those skills apply to their current roles. 

Eligible after just 90 days, workers receive prepaid tuition directly to schools, removing financial barriers and helping employees access higher education without debt.

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2. Logitech’s tuition reimbursement program

Logitech’s tuition reimbursement program, available in the U.S. and Canada, is one of a variety of flexible, customizable benefits the company offers to employees. Logitech — a top 25 Forbes World’s Best Employers honoree in 2025 — migrated this formerly underutilized program to a Forma wallet for better visibility and consistency, with no more manual intake. 

Since moving this program to Forma, Logitech has seen a 150% increase in the company’s tuition reimbursement benefit utilization. 

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3. AT&T’s Future Ready initiative

AT&T’s $1 billion Future Ready program stands out as one of the most ambitious reskilling efforts in corporate America. Rather than replacing workers amid technological change, AT&T focused on retraining its existing workforce for the digital era. Employees gain access to online courses, nano-degrees, and accredited university partnerships that build expertise in emerging technologies. 

The company’s internal career intelligence tool also helps workers identify future roles and the skills needed to qualify.

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4. JPMorgan Chase and Guild Education partnership

Through JPMorgan Chase’s partnership with Guild Education, the bank provides 100% tuition coverage for select associate and bachelor’s degree programs. The initiative gives employees access to top learning providers, along with full coverage for tuition, books, and fees. 

Beyond financial support, JPMorgan offers academic coaching and career guidance—helping employees complete their studies while continuing to advance within or beyond the company.

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Types of employee education programs

Modern workplace learning has evolved into a sophisticated ecosystem of programs designed to meet diverse employee needs and organizational goals. Companies now offer multiple pathways for skill development, each serving different purposes and learning preferences.

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Tuition reimbursement and assistance

Tuition assistance programs remain one of the most common forms of employer-sponsored education. Companies invest an average of $10,500 per employee pursuing graduate degrees, though utilization remains low, only 2% of eligible workers use these benefits. Barriers like complex applications, limited awareness, and upfront costs often discourage participation.

To close the gap, forward-thinking employers are simplifying enrollment, using direct-pay models with universities, and pre-approving reimbursement before enrollment. These updates make education more accessible, boosting participation and retention.

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Skills-focused microlearning

Microlearning platforms deliver short, targeted lessons that fit naturally into busy schedules. These 5–15-minute modules see completion rates up to 80%, compared to 20% for traditional courses, showing how flexible learning drives engagement and retention.

Companies are leveraging video-based microlearning to train employees in compliance, leadership, and software skills. The market reached $1.55 billion in 2024, proving its role as a scalable and cost-effective solution for continuous learning.

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Mentorship and coaching programs

Mentorship programs pair experienced employees with developing talent to accelerate growth and improve retention. Structured frameworks with defined goals and progress tracking ensure consistent quality and accountability.

Executive and leadership coaching take this further, offering high-touch development for senior staff. Although these programs can cost between $5,000 and $15,000 per engagement, the ROI in performance and retention makes them a core investment in leadership pipelines.

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AI-powered learning platforms

AI learning systems personalize training by analyzing user data to adapt content, difficulty, and pace. These tools identify skill gaps, recommend tailored learning paths, and integrate seamlessly with existing LMS systems.

With 94% of employees familiar with AI but fewer trained to use it effectively, companies using adaptive platforms close this gap faster. They also gain data-driven insights to forecast workforce needs and promote internal mobility.

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Leadership development programs

Leadership training initiatives are evolving beyond executives to include first-time and mid-level managers. Training at this level delivers up to 415% ROI, driving team productivity, retention, and innovation.

Companies now recognize that developing strong middle management yields greater impact than focusing only on senior leaders. These programs strengthen internal talent pipelines and foster a culture of growth and accountability.

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Diversity, equity, and inclusion training

DEI education programs have expanded rapidly, with 83% of employers now offering them, up from 67% in 2023. Companies with above-average diversity achieve nearly 15x more revenue than less diverse peers, making DEI both an ethical and strategic investment.

Effective DEI programs go beyond compliance to reshape workplace culture, addressing unconscious bias and inclusive leadership. When combined with transparent communication and performance tracking, they strengthen collaboration, innovation, and employee belonging.

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Benefits of investing in employee education

Investing in employee education strengthens both workforce capability and organizational performance. From productivity gains to talent retention and innovation, the benefits extend across every level of the business. 

Below are key areas where education programs create measurable impact.

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Increased productivity and profitability

Targeted training improves performance by closing skill gaps and enhancing efficiency. When employees have access to the right learning tools, they produce higher-quality work, make fewer errors, and contribute more effectively to business goals.

Research consistently shows that well-designed programs deliver measurable ROI. Companies with structured learning initiatives generate higher income per employee and outperform competitors in innovation and operational efficiency. 

Research from City Square Associates found that 87% of learners immediately apply newly acquired skills to their jobs, while 91% report deeper subject-area understanding after formal training. This high transfer rate demonstrates that well-designed programs create immediate operational value rather than theoretical knowledge that sits unused.

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Enhanced employee retention

Employee retention improves significantly when organizations invest in continuous learning. Research shows 76% of employees are more likely to stay with companies offering ongoing training opportunities, while 94% of workers explicitly state that development opportunities would convince them to remain in their current roles longer.

Retention rises when employees see their company investing in their growth. Workers who receive ongoing development opportunities are far more likely to stay longer, reducing turnover and hiring costs.

Tuition assistance, professional development programs, and career learning pathways make employees feel valued and supported. These initiatives don’t just save money — they build loyalty and create a culture of mutual investment. 

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Improved employee engagement

Training programs have a powerful influence on how employees connect with their work. When learning is built into the culture, people feel more valued, capable, and inspired to perform at their best. Continuous development opportunities show employees that their growth matters, creating stronger emotional ties between individual contribution and organizational success.

The confidence gained through training extends far beyond specific skills. After completing structured learning programs, employees often feel more secure in their roles and more willing to take initiative. They become comfortable sharing ideas, collaborating across teams, and making informed business decisions — all of which contribute to a more energized and forward-thinking workplace.

Organizations that prioritize engagement through learning consistently outperform their peers. Research from Gallup shows that highly engaged teams experience lower absenteeism, higher productivity, and stronger profitability. When employees feel supported in their development, the results go beyond individual growth — they drive measurable gains in morale, performance, and company culture.

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Competitive talent acquisition

Education benefits have evolved from optional perks into essential recruitment tools. Job seekers increasingly evaluate employers based on their commitment to learning and growth opportunities. In competitive markets, companies that emphasize employee development stand out as employers of choice, appealing to professionals who value long-term career advancement.

Generational shifts have amplified this trend. Millennials and Gen Z workers, now the largest segments of the workforce, prioritize learning opportunities as a top factor in choosing where to work. Organizations that fail to offer meaningful education and professional development programs risk losing top candidates to employers who invest more intentionally in employee education and upskilling.

Forward-looking companies have integrated their education programs directly into employer branding. They feature learning initiatives in job postings, career pages, and recruitment campaigns, framing them as core to the employee experience. This transparency signals to potential hires that the organization values growth and is willing to invest in its people—a message that builds trust even before onboarding begins.

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Organizational agility and innovation

In a business landscape defined by constant change, education assistance benefits are key to maintaining agility. Continuous learning helps companies adapt to new technologies, market shifts, and evolving customer expectations without major disruption. By equipping employees with current knowledge and adaptable skills, organizations create teams capable of navigating uncertainty with confidence.

Developing talent internally also reduces dependency on external hiring. When employees gain new skills through structured learning programs, they can move into emerging roles faster and with a deeper understanding of company operations. This internal mobility strengthens continuity, preserves institutional knowledge, and lowers recruitment costs—all while fostering a sense of career growth within the organization.

Finally, a learning-focused culture fuels innovation. Teams that are encouraged to explore new ideas and expand their skill sets are more likely to experiment, collaborate, and drive creative solutions. Whether it’s adapting to AI-driven processes or developing new strategies, organizations that invest in ongoing education build the kind of resilience and curiosity needed to stay ahead in rapidly changing industries.

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How employee education benefits work

Investing in employee education benefits starts with identifying skill gaps across teams and roles. Companies use performance reviews, manager feedback, and workforce data to determine which capabilities need development to meet future business goals. These insights guide where to allocate training budgets and ensure learning initiatives align with organizational priorities.

Modern programs focus on quality over quantity. Rather than offering long, one-size-fits-all courses, companies now design targeted, high-impact learning experiences that directly address specific needs. 

Blended learning—combining online modules, virtual classrooms, and hands-on sessions—has become the preferred approach for balancing flexibility and engagement.

Technology plays a central role in delivering and tracking learning outcomes. Learning management systems monitor progress, while AI tools personalize recommendations based on each employee’s goals and performance. Mobile accessibility ensures employees can learn at their own pace, making development more consistent and inclusive across the organization.

Finally, external partnerships with universities, training providers, and industry associations help expand internal capacity. These collaborations provide access to specialized instruction and certifications without requiring companies to build every program in-house. 

The most successful education investments combine structure, flexibility, and measurable impact—turning workforce development into a key driver of long-term growth.

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Why are companies prioritizing employee education now?

The modern workplace is evolving faster than ever, with half of all employees expected to need reskilling by 2025 due to rapid technological change. Roles that didn’t exist just a few years ago are now essential, and the skills that once defined success are quickly becoming outdated. As automation and AI reshape industries, companies are realizing that continuous learning isn’t optional: it’s critical for survival.

Retention and talent development have become top business priorities. Replacing skilled employees is expensive and disruptive, while developing existing talent builds loyalty and long-term capability. Younger generations, in particular, expect learning opportunities as part of their employment experience. Gen Z and Millennial workers consistently rank growth and education among their most important job factors, pushing employers to embed development into their culture.

Artificial intelligence is a major catalyst for this shift. With nearly eight in ten companies adopting AI tools, the gap between access and effective use has widened. Organizations need employees who can interpret data, apply new technologies, and adapt quickly to change. At the same time, degrees are no longer the only credential that matters—industry certifications and hands-on learning are gaining credibility, expanding access to new talent pools.

The post-pandemic workforce also demands flexibility in career growth, not just in work location. Employees now expect learning opportunities that fit their schedules, reflect their goals, and prepare them for the future. 

For companies, prioritizing education has become both a competitive advantage and a strategic necessity in attracting, engaging, and retaining modern talent.

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How to implement effective employee education programs

Building an effective employee education program requires strategy, structure, and alignment with business goals. The most successful organizations begin by identifying skill gaps, designing accessible and relevant learning opportunities, and measuring results with the same rigor applied to any other business investment.

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Conduct comprehensive skills gap analysis

Understanding where your workforce needs development is the foundation of any effective program. A comprehensive skills gap analysis evaluates employee capabilities against future business needs using performance data, manager input, and employee feedback. This helps pinpoint the most valuable areas for investment rather than relying on guesswork.

The key is specificity. Instead of generic courses, tailor training to the exact tools or processes employees need to excel in their roles. This ensures learning feels relevant and immediately applicable—turning education from an obligation into a meaningful contributor to productivity and performance.

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Align programs with business objectives

Training must connect directly to organizational priorities. Whether the goal is improving service quality, reducing errors, or driving innovation, every learning initiative should have clear metrics tied to measurable business outcomes. This focus ensures education remains both strategic and accountable.

Employees are more motivated when they see how training supports their career growth. Linking programs to promotions, new roles, or internal advancement demonstrates that education isn’t just for company benefit—it’s an investment in their long-term success.

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Create accessible learning opportunities

Accessibility determines engagement. Employees are more likely to participate in training when it’s embedded into their daily schedules instead of competing with work responsibilities. Many companies dedicate specific times for learning or offer flexible modules employees can complete throughout the week.

Short, mobile-friendly lessons—like microlearning modules—make continuous development practical. These bite-sized sessions can be completed between meetings or during downtime, creating consistent learning habits without disrupting productivity.

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Build strategic education partnerships

Internal training teams can’t cover every skill need, especially in fast-changing industries. Partnering with universities, training vendors, or professional associations expands access to expert instruction and up-to-date content. These collaborations help companies stay ahead of emerging trends without building every program from scratch.

Partnerships also boost credibility. Employees earning industry-recognized certifications not only enhance their own careers but also elevate the organization’s reputation for investing in professional growth and excellence.

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Measure and communicate ROI

To sustain investment, training must demonstrate measurable returns. Track metrics like productivity gains, retention improvements, and post-training performance to understand the real impact of education initiatives. These results provide tangible proof that learning drives business outcomes.

Sharing success stories across the organization reinforces value and builds momentum. When leaders see employees advancing through education and contributing to measurable improvements, training transforms from a cost center into a strategic advantage.

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Ready for the future of education benefits?

Investing in employee education is one of the most powerful ways to future-proof your organization. It strengthens retention, builds engagement, and empowers your people to keep pace with rapid technological and market changes. 

But managing education programs at scale can be complex—balancing tax compliance, vendor relationships, and employee choice takes time and resources many HR teams don’t have.

Forma simplifies that process. Our platform enables companies to design, manage, and scale flexible education benefits through tax-advantaged learning stipends that cover everything from certifications and professional courses to full degree programs. 

Employees gain the freedom to choose learning opportunities that align with their goals, while employers maintain full visibility and control over budgets, eligibility, and impact.

Whether your goal is to retain top talent, close critical skill gaps, or build a culture of continuous growth, Forma helps turn education investment into measurable business value. With automated administration, built-in compliance, and seamless integrations with your existing systems, Forma makes workforce learning effortless, scalable, and impactful.

Ready to see what’s possible? Learn how Forma can help your team grow →

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