Upskill your team with tuition reimbursement.

Develop your employees by supporting their continued education. Seamlessly offer a tax-free tuition assistance program with Highway.
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Invest in your company’s future—
Invest in your employees’ education.

Educational assistance benefits could make all the difference when it comes to attracting and retaining your top talent.
79%
of employees say they would choose a job with an employer paid educational assistance benefit.
80%
say they would be more loyal to a company if their employer offered tuition assistance benefits.
79%
say they would stay at a company longer if their employer offered tuition assistance benefits.
A highway customer
Highway Benefits was the easiest decision for our team. Since launching our program everything runs on autopilot, allowing our HR team to focus on growing our team!
Five stars
Jose Bethancourt
CEO at Method Financial

Get started in 3 easy steps.

1

Schedule a call

2

Customize your plan

3

Announce and launch

The Highway difference: a platform built for you.

One click to launch

A “no-hassle” turnkey platform.

We take care of all the work. Onboard with a single call; Connect your roster in seconds. Little to no monthly maintenance.
Tuition reimbursement benefit plan

Fully customizable benefit plans.

Launch a prescriptive employee benefit plan designed to tackle your talent goals with 100% flexible eligibility criteria.
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Professional service that scales.

Highway supports companies of all sizes, regardless of whether you have 5 or 50,000 employees.

Frequently Asked Questions

How do tuition assistance and tuition reimbursement benefits work?

Companies that offer tuition assistance will establish a 127 benefit plan that typically outlines who can claim tuition assistance, how much they can claim, and the requirements for participating in the program. Once the program is established, employees interested in using either their tuition assistance or tuition reimbursement benefit will generally need to follow application guidelines provided by each company in order to claim the benefit.

Highway helps companies create their 127 benefit plans and manages all aspects of the application and approval processes for the tuition reimbursement benefit.

What's the difference between tuition reimbursement vs student loan repayment?

Employer student loan repayments (SLR) help improve employees' financial wellness by helping them pay back existing qualified student loans (including refinanced loans). This helps employees reduce their debt burdens and a significant source of financial stress.

Tuition reimbursement can help employees develop or upskill by covering part or all of the cost of continued education.

Both Tuition Reimbursement and Student Loan Repayment are great educational assistance benefits that companies can offer to attract and retain top talent. Check out our post on educational assistance benefits to learn more about tuition reimbursement vs student loan repayment.

How does a tuition reimbursement benefit work with a student loan repayment benefit?

Tuition reimbursement is a great complement to a student loan repayment benefit and vice versa.

Companies can offer tuition reimbursement and a student loan repayment as tax-free benefits as long as the total amount received by an employee, across all the benefits that qualify as “educational assistance,” does NOT exceed $5,250 per employee per year. If an employee receives more that $5,250 per year across both benefits, the excess benefit amount will be subject to income and payroll taxes.

Companies are increasingly offering student loan repayments along with tuition reimbursement as SLR tends to have a higher adoption rate than tuition reimbursement programs. Offering both together can have a higher impact on employees' financial wellness, attraction, and retention.

Highway makes it easy to track both benefits in our platform. Schedule a demo with our team to learn more.

Can tuition reimbursement be used to pay employees' student loans?

Depending on the rules set forth in your company's written 127 plan, tuition reimbursement may be able to be used to cover an employee's student loans. However, most companies that want to offer student loan assistance under Section 127, prefer to offer a separate student loan repayment benefit as (1) it's easy to add and manage, especially with Highway, and (2) they can ensure that their employer contributions go directly to employees' student loans.

Our team at Highway Benefits can help you amend an existing tuition assistance benefit to cover student loan repayments and ensure your benefit is tax-compliant. Schedule a call with our team to review your benefit plan.

It’s time to rethink benefits.

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Check out more resources.

How to offer employer student loan repayments alongside your tuition assistance benefits

How to offer employer student loan repayments alongside your tuition assistance benefits

Section 127 plans: The ultimate primer

Section 127 plans: The ultimate primer

Educational assistance benefits: student loan repayments vs tuition assistance

Educational assistance benefits: student loan repayments vs tuition assistance