Key Takeaways
Employee tuition assistance can remove financial and logistical barriers that prevent working adults from pursuing education and career advancement. By expanding access to upskilling, reskilling, and student loan repayment support, Trellis Strategies has helped team members grow professionally, improve retention, and create stronger pathways to economic mobility.
Why Trellis Prioritized Education for Its Team Members
When I started as CEO of Trellis Company in 2021, I told the board that my guiding principle would be to prioritize individuals’ education to empower families and improve communities.
For me, this priority starts close to home, with our own team members at Trellis.
Trellis has provided tuition assistance to employees for years, offering $5,250 in reimbursement for team members to complete college-level or certification courses. But in 2022, only three team members were taking advantage of this opportunity, a fraction of our eligible team members.
The Challenges Employees Faced Accessing Tuition Assistance
Internal surveys of our team members revealed several gaps in our policy that were making it difficult or impossible for individuals to participate. First, many team members couldn’t afford to pay tuition up front and be reimbursed. In addition, the competing priorities of many working adults that we know of from our own research, from their children’s extracurricular activities to family obligations, also made it difficult for Trellis team members to make time in their lives for a class. Previous policy requirements also narrowly defined which courses met the requirements of our policy and how the course applied to their current jobs.
Strikingly, the survey revealed doubts individuals had about their ability to enroll and be successful, “I haven’t been to school in so long, how would I even do that?”
How Trellis Redesigned Its Employee Tuition Assistance Program
So we took action. Instead of reimbursing tuition payments, we moved the money up front, removing the barrier of prohibitively high upfront costs, making postsecondary education accessible for a working family member. We also expanded the course requirements to include the class of their choice, not just one aligned with their jobs. And to address the time issue, we provided time during their workday to take one class, giving them more opportunities to enroll in courses that align with their passions and long-term goals.
Encouraging & Supporting Employees to Continue Education
Our Human Resources team also led the charge to encourage team members that yes, they can go back to school. Team members are reminded of their benefits—for which they’re eligible after six months of employment—regularly at meetings, in newsletters and by their managers. We also provided needed support addressing the “how would I even do that” concern. We take time to celebrate those who have completed a credential or degree and taken a bold step in their career growth.
The Impact of Upskilling and Reskilling Investments
The results have been tremendous: over half of our team members have taken advantage of the upskilling and reskilling benefits, and of those who have, three-quarters have attained a degree or certifications. In 2025 alone, 40 team members utilized their tuition assistance benefits, a significant jump from the three we saw in 2022. In addition, more than one-third of these credentials directly relate to academic coursework, putting them on track to graduate with a degree. We know that education transforms not just individual lives, but the lives of those around the learner.
One example: Brandon started at Trellis in 2007 as a records technician, helping sort and organize our data and documents. Through the upskilling program, Brandon has completed an undergraduate degree and several IT certifications, and was recently promoted to cyber security analyst this year.
We also learned there was another group of team members who could benefit from tuition assistance: those who had completed their degrees and were paying back student loans. Trellis matches every payment team members have made toward their student loans, with a cap of $5,250 per year. Since 2022, we’ve spent $417,504 investing in reskilling and upskilling (over $500,000 when combined with the student loan repayment) for our team members.
This was a change I wanted to make because I believe in the power of education. We’re not the first company to invest in this way, either, but I believe the way we live our brand and how we treat people comes first.
We’ve also seen unexpected benefits with our team member retention; 13 team members have climbed within the company to higher-paying jobs that align with their interests and career goals. Some have left, but a significant number of them have come back, which I believe speaks to the quality of work-life balance a Trellis career can provide them.
Nearly four years ago, Trellis reimagined the way it incentivizes team members to up-skill or re-skill using tuition assistance benefits, and the results have been life-changing. We’ve seen team members make dramatic career changes and increase their earnings potential in meaningful ways. And through this work we’ve been able to demonstrate our culture and mission, prioritizing transformative education for the betterment of people and communities.
Trellis is a nonprofit 501(c)(3) organization committed to empowering individuals through post-secondary education and lifelong learning. We believe in the transformative power of education to elevate quality of life, strengthen communities, and drive economic mobility. Our mission is to develop and advance initiatives that grow individual economic mobility and expand community prosperity.
For more information please contact trellishelps@trelliscompany.org
Employee Tuition Assistance FAQ
What is employee tuition assistance?
Employee tuition assistance is a workplace benefit that helps cover the cost of college courses, certifications, or professional development programs. These programs support workforce upskilling, career advancement, and lifelong learning opportunities for employees.
Why do employees often not use tuition reimbursement programs?
Many employees face barriers such as upfront tuition costs, time constraints, family responsibilities, or uncertainty about returning to school. Traditional reimbursement models may also limit course eligibility or create financial strain for working adults.
How can employers improve tuition assistance programs?
Employers can improve tuition assistance programs by covering tuition upfront, expanding eligible coursework, offering flexible learning support, providing schedule accommodations, and regularly communicating available education benefits.
What are the benefits of employee upskilling programs?
Upskilling programs help employees gain new skills, earn credentials, advance their careers, and increase earning potential. Employers also benefit through improved retention, stronger internal talent pipelines, and workforce development.
How does tuition assistance support employee retention?
Employees who feel supported in their professional growth are often more engaged and loyal to their organization. Education benefits can improve job satisfaction, internal mobility, and long-term retention outcomes.
What is the difference between upskilling and reskilling?
Upskilling helps employees build additional skills within their current career paths, while reskilling prepares individuals for entirely new roles or career transitions through education and training.
Why is lifelong learning important in today’s workforce?
Lifelong learning helps workers adapt to changing industries, technologies, and workforce demands. Ongoing education and credential attainment support career resilience, economic mobility, and long-term employability.
How can organizations support working adult learners?
Organizations can support working adult learners by offering flexible schedules, education benefits, mentorship, tuition assistance, student loan repayment programs, and workplace cultures that encourage continuous learning and career growth.