Benefits to help employees reduce back to school stress

Leveraging back-to-school season to improve benefits engagement

August 28, 2025 12:00 PM

As the back-to-school season unfolds, employers are taking advantage of a pivotal moment in the year to reaffirm their commitment not just to their workforce's productivity — but to their employees' holistic well-being.

Amid mounting tuition costs, lingering student debt, and the juggling act between work and family demands, workplace education benefits are swiftly emerging as a critical lifeline. Tuition assistance, student loan repayment, 529 contributions or flexible learning opportunities do more than ease financial stress; they bolster employee loyalty, mental well-being and productivity.

Research shows that financially stressed workers spend hundreds of hours a year distracted at work, costing both individuals and employers significantly. Offering benefits that address those concerns sends a clear message: The organization values continuous development — both personal and professional — and is invested in the long-term success of its people.

Here are a few ways organizations and benefit leaders are tackling education support during this back-to-school season:

Bright Horizons' guide to implementing education benefits

A recent survey from EdAssist by Bright Horizons revealed that while 74% of employees are interested in further education and skill-building, over half are deterred by concerns about student loan debt. Employer-sponsored education programs — such as tuition assistance, loan repayment, skills development, and internal training — can help relieve financial stress while enhancing productivity, satisfaction, and retention. Bright Horizons also stresses the importance of integrating these benefits with other supports like flexible schedules, backup child care, and financial wellness programs to drive true engagement.

Read the full article here.

At Ally, 'back to school' is for employees, too

Ally Financial takes a personalized approach to education benefits, offering employees $100 per month toward both student loan repayment and 529 college savings accounts (up to a lifetime limit of $10,000 each). In 2024 alone, Ally contributed over $2.3 million toward student loan payments, helped employees fund more than 4,000 529 accounts, and reimbursed $2.1 million in tuition. These benefits directly contribute to the company's high retention rate, with 93% of high-performing employees staying on board.

Read the full article here.

3 ways to boost benefits engagement this back-to-school season

With back-to-school coinciding with open enrollment, employers are finding ways to improve communication and engagement around benefits. Key strategies include tailoring education inclusively across diverse employee needs and generations, gathering and acting on feedback throughout the year, and providing ongoing financial wellness resources and student loan support. By approaching benefits education proactively, employers can close awareness gaps and help workers make better-informed decisions about their options.

Read the full article here.

What working parents need for back to school

For parents, back-to-school also means navigating complex child care needs. A survey by UrbanSitter found that 81% of working parents require child care to remain employed, yet 50% still struggle to secure it. Costs often range from $1,000 to $5,000 per month, creating significant financial strain. Employers offering stipends, backup care, or flexible schedules not only help reduce stress but also improve retention and reduce absenteeism among working parents.

Read the full article here.