Education Benefit Trends: What to Know in 2025

As companies set recruitment and retention goals for 2025, education benefits are essential in attracting, keeping, and upskilling talent. The job market will keep shifting and technology will keep evolving, but one thing remains: employees have high expectations for their employers. To stay competitive, companies must assess and prioritize their education benefit offerings. 

Taylor Corum, senior solutions consultant at Strategic Education, Inc., recently shared insights on the trends shaping the landscape of education benefits and potential business priorities in the year to come.

1. Shorter, Skills-Focused Learning Programs

In recent years, shorter educational formats, including certificates, micro-credentials, and nondegree programs, have gained traction among employees and employers alike. “Shorter form education is quicker to obtain, less of a commitment on the employee's part, and [is becoming] more and more valued by organizations,” Corum says. “It doesn't always have to be a full degree to qualify someone for the type of work that they need.” While this trend is common in IT, Corum notes that other industries have started to catch on, so it seems to be an area that will continue to expand.

2. Education as a Tool to Fill Skill Gaps

The modern workforce faces ongoing skill gaps, especially in areas like IT, healthcare, and data analysis. Corum describes how some companies struggle to find qualified external talent: “If you can't fill your IT positions, it's a pain point, and your talent acquisition team is going to be feeling that.” However, filling roles with internal candidates who upskilled by using their education benefits can be a strategic way to meet changing workforce needs.

3. Demand for ROI and Data-Driven Outcomes

With changing education budgets, measuring ROI on educational investments can be necessary to prove value. Corum emphasizes the importance of tracking and measuring outcomes: “There are measurable ways to determine if you're getting an ROI on your benefits ... and therefore, you need to have a mechanism to measure and track those things.” This shift helps employers hold education benefits accountable to measurable business objectives.

4. Frontline Workers Leading the Way

Corum reports that frontline industries like hospitality, retail, and entertainment are now among the most progressive in education benefits. “This has been a surprise to me,” Corum says. “The pandemic really impacted frontline workers, so I think those are the [areas] that have gotten more creative … [In figuring out] how to attract people to come to work there, they've realized that education benefits can be that thing.”

5. Regular Program Reviews for Relevance

To keep education benefits effective, companies are adopting more frequent reviews. This helps to align with industry shifts and workforce needs changes, which can happen within a period of just a few months. Corum suggests that “a yearly review at a minimum” is a standard best practice, especially as budgets and business objectives shift. This approach helps to ensure that benefits remain relevant in achieving intended outcomes.

6. Simplified Access for Working Adults

Accessibility maximizes participation in education programs, particularly among busy working adults. The tuition assistance and education benefits platform, Workforce Edge, aims to ease these challenges by simplifying the enrollment and reimbursement process, making learning more accessible for employees. Corum highlights the importance of a streamlined user experience, stating, “The more accessible education is, the more likely employees are to take advantage of it.” 

7. A Baseline Expectation for Retention

Education benefits can also help retain top talent. “I think younger generations in particular have this expectation that their employers provide valuable benefits, which include their education,” Corum explains.  

A recent survey found a correlation between talent retention and enrollment in Workforce Edge programs. Out of the Workforce Edge users surveyed, 76% agree that they see themselves working at their company two years from now, and 91% of Workforce Edge users report that their general level of engagement at their current jobs is very or fairly engaged.

By supporting employees' educational growth, organizations can demonstrate a commitment to their long-term career advancement, boosting loyalty and contributing positively to the company’s brand image and reputation.

Ready to make education a strategic benefit in 2025?

The role of education benefits is expanding in 2025 and as Corum notes, “Employers are much more open to considering [education] as a strategic benefit rather than just this check-the-box item they had to have because a competitor offered it.” Companies that adapt to these trends and communicate this value to their employees may be better positioned to attract, develop, and retain a highly skilled workforce despite the competitive market. 

Begin addressing these business challenges with Workforce Edge. Learn how our flexible, accessible education benefit platform can support your team by contacting a Workforce Edge specialist today.