The Ultimate Guide to Companies That Pay for College Tuition

The Rising Cost of Higher Education and Why Companies Step In

The expense of pursuing higher education has reached unprecedented levels, forcing millions to choose between accessing a degree and accumulating substantial debt. According to the College Board, in-state tuition at public institutions averages $20,770 annually (covering tuition, room, and board), while private nonprofit colleges charge approximately $35,260 for the same services. This financial barrier has prompted leading employers to recognize tuition assistance as a strategic advantage—not only does it help companies attract skilled workers in competitive labor markets, but it also creates clear advancement pathways, allowing entry-level staff to earn credentials while working their way up within the organization.

Premium Tier: Companies Offering $5,000+ Annual Support

A significant number of major corporations have committed to substantial tuition-reimbursement programs. UPS provides up to $5,250 annually through its “Earn & Learn” initiative, with a lifetime cap of $25,000 for both part-time and full-time staff. Similarly, Chipotle offers employees up to $5,250 yearly, plus an additional $15,400 in college credit earned through on-the-job training—an approach that recognizes workplace experience as part of degree completion. Home Depot matches this level, providing salaried workers $5,000 annually while full-time hourly employees receive $3,000. T-Mobile follows suit with $5,250 for full-time workers and $2,500 for part-time staff, requiring 90 days employment before eligibility.

Technology and financial services companies have also embraced generous education support. Oracle extends $5,250 in annual tuition reimbursement to all full-time employees for courses in which they achieve at least a B-grade. Bank of America reimburses eligible staff up to $5,250 for job-related coursework or degree programs. Fidelity goes further, offering up to 90% reimbursement capped at $10,000 annually for employees with six months of service. Wells Fargo provides $5,000 yearly for qualifying tuition expenses.

Mid-Range Benefits: $3,000-$5,000 Annual Support

Several prominent employers fall into the $3,000-$5,000 assistance range, still representing meaningful support for degree-seeking workers. McDonald’s has allocated $150 million over five years to its “Archways to Opportunity” program, lowering eligibility barriers and making coverage available to 400,000 U.S. workers. Crew members receive $2,500 annually while managers get $3,000, with no lifetime cap. Taco Bell, a Yum! Brands subsidiary, partners with Guild Education to offer employees $5,250 yearly in tuition support plus personalized college advisors and discounted access to 80 online universities.

Publix, a privately held grocery chain, offers $3,200 per year for college programs (capped at $12,800 lifetime) and $1,700 annually for trade school training. Lowe’s provides $2,500 annually for full-time employees with at least one year of tenure. UnitedHealth Group covers up to $5,250 per calendar year for job-related coursework when employees work at least 20 hours weekly. Dunkin’ Brands corporate employees qualify for up to $5,000 annually after six months of service.

Specialized Programs: Unique College-Funding Approaches

Beyond traditional tuition reimbursement, certain companies that pay for college have developed distinctive models. Starbucks partners directly with Arizona State University, offering full- and part-time eligible U.S. workers tuition reimbursement for online degree completion, with Starbucks covering the upfront cost before reimbursing employees. Jetblue similarly structures its program around full degree sponsorship, providing consulting services to help employees navigate the process.

Procter & Gamble stands out as exceptionally generous, covering 80% of tuition and fees (with a $40,000 lifetime cap) for continuing education related to employees’ current or future roles within the company. BP will pay up to 90% of eligible expenses toward both college and vocational programs, though courses must be pre-approved and completed with passing grades. Boeing emphasizes its “Learning Together Program,” funding college tuition, books, and fees for degree programs, professional certificates, and individual courses.

Walmart has partnered with the American Public University System, offering eligible employees and family members a 15% grant toward APUS online programs. Anthem Blue Cross and Blue Shield goes further by providing free degree completion through South New Hampshire University’s online offerings to employees working at least 20 hours weekly.

Additional Companies Supporting Employee Education

Numerous other major employers provide tuition assistance programs, though some maintain less public disclosure of specific amounts. FedEx, AT&T, Apple, and Microsoft all offer tuition reimbursement—though exact figures vary based on employment status and department. Media reports suggest ranges between $1,500 and $5,250, depending on position and tenure. Charter Communications allows employees to apply for tuition support for job-maintenance courses 90 days after hire, requiring manager approval.

JM Smucker offers up to 100% reimbursement of tuition for company-approved college courses. Fiat Chrysler Automobiles, through its United Auto Workers agreement, provides assistance for job-related degree-seeking courses with an annual cap of $5,000.

What Job Seekers Should Know About These Company Benefits

The proliferation of educational support among companies that pay for college reflects a fundamental shift in how employers view workforce development. These programs serve dual purposes: they address the genuine financial burden of higher education while simultaneously creating loyalty and advancement opportunities for workers. Prospective employees should recognize that beyond comparing salary offers, evaluating education benefits provides insight into whether a company genuinely invests in long-term employee development and career progression.

When evaluating these programs, consider eligibility timing (some require 90 days employment, others six months), support levels (some cover 100%, others require minimum grades), and flexibility (whether funds can be used for trade schools, online programs, or traditional four-year degrees). Many leading companies that pay for college also offer complementary services—career counseling, academic advising, and employer partnerships with educational institutions—that enhance the tangible monetary benefit.