College Tips

Here’s how to ask your employer for tuition reimbursement

If you're considering graduate school to advance your career, cost can feel like a major roadblock. The good news? Companies are increasingly offering tuition reimbursement programs to attract and retain employees — with nearly half of employers offering this benefit in a 2020 survey.

Knowing how to ask for tuition reimbursement can make a big difference in turning your goals into reality. 

We spoke with UW-La Crosse Academic Advising and Career Services, as well as two alumni of UW-La Crosse graduate programs who successfully leveraged employee tuition reimbursement to return to school and transform their careers. Their advice and stories offer valuable tips on how to prepare, advocate for yourself and make a compelling case to your employer. 

What is tuition reimbursement? 

Tuition reimbursement — also referred to as tuition assistance — is an employer benefit where your company pays for a portion (or sometimes all) of your continuing education costs. This can include tuition, fees, books or other approved expenses. 

Some employers include a formal tuition reimbursement policy in their benefits package, while others may offer employer tuition reimbursement on a case-by-case basis. That’s why it’s important to ask, even if nothing is advertised. 

How does tuition reimbursement work? 

In most cases, tuition reimbursement works like this: 

1. You explore graduate or professional programs that would advance your career. 
2. You seek approval from your employer, often by presenting how the program aligns with your current role. 
3. If reimbursement is offered, you apply to the program. 
4. After successful completion of coursework (sometimes with a grade requirement), your employer reimburses you for part or all of the cost. 

Employers benefit from having more skilled and knowledgeable employees — and you benefit from career growth without the full financial burden of graduate school. 

Real students, real success

Ryan Pawlisch, ’24, earned his master’s degree in Recreation Management – Professional Development with tuition reimbursement from the Sheboygan Area School District. 

“About two months after I started, I got an email forwarded from my boss about continuing education opportunities,” says Pawlisch. “I went to the info sessions and never looked back. It’s been a wonderful ride — and my boss has always supported us becoming the best rec professionals we can be.” 

Siobhann Steindorf, ’24, transitioned from archaeology to a leadership role in IT with a master’s degree in Information Technology Management (ITM), also supported by her employer. 

“Self-advocacy is often the missing piece in professional development,” says Steindorf. “You won’t get support if you don’t clearly communicate your goals … A well-prepared request can make all the difference.” 

How to ask for tuition reimbursement: six key tips 

Even if there isn’t a formal tuition reimbursement policy at your company, don’t let that stop you from asking. Here’s how to make a strong case: 

• Be prepared: Research whether your employer has an existing tuition reimbursement policy or has supported education in the past. Be clear about what you want to study and why. Also, consider that some employers may provide professional development funds. Check to see if these funds can be used for tuition reimbursement.
• Focus on the business benefit: Connect the degree or certificate program to your current role and the company's goals. “When the benefit to the company is clear, leadership is much more likely to say yes,” Steindorf explains.
• Highlight specific skills: Share which skills or knowledge you’ll gain — and how they apply to your current role. Steindorf gave her employer a detailed overview of the ITM program and course content.
• Be honest about your goals: If your intention is to grow within the organization, say so. Companies appreciate employees with long-term vision and commitment.
• Watch for opportunities: Both Steindorf and Pawlisch found their reimbursement opportunities by staying alert and asking questions. Sometimes the door is already cracked open — you just need to walk through it.
• Be flexible and persistent: A “no” today doesn’t mean “no” forever. Ask about partial reimbursement, support for individual courses or revisiting the conversation in the future. “Getting something covered is better than nothing—and it shows you’re invested in your own growth,” says Steindorf. “Just starting the dialogue opens the door, and you never know what might come of it.” 

Ready to make the ask? 

Whether your company has a clear employer tuition reimbursement plan or you’re starting the conversation from scratch, the key is to be confident, informed and focused on mutual benefit. 

Remember that even if your tuition isn’t reimbursed, you could potentially see financial payback later on through your own career advancement. 

“Even if employers don't finance tuition, you may be eligible for a salary increase if you get the degree or seek additional training,” says Brenda Leahy, associate director, UWL Academic Advising Center & Career Services. “You may pay for it up front, but you get financially rewarded once you complete the training.” 

Explore your options and learn how UWL can help you grow — with or without tuition reimbursement. 

Learn more about UWL’s graduate options, including 100% online programs designed for working adults.