Why Aren’t Nurses Using Employer Education Benefits? New Report Explains Why.

As nurses, we hear a lot about employer-provided “education benefits” like tuition assistance, certification reimbursement, training, etc. Recent data confirms many employers do offer these benefits, but many nurses don’t use them, sometimes because barriers feel overwhelming.

The latest Workforce Education Trends Report (Sep 2025) from Strategic Education (operator of Capella University) sheds fresh light on what’s happening, and what we can do about it.

What the 2025 Report Found

• Interest is high but access lags: 3 in 4 healthcare employees want to continue their education, yet only 54% say their employer offers benefits. Employers, however, report that 75% do.
• Benefits go largely unused: Even when benefits are available, just 2 in 5 employees (39%) actually use them.
• Barriers commonly cited: cost, logistics (especially time), emotional/mental load, and lack of flexible scheduling or understanding of the benefit. 

It’s important to note that the survey was not just of nurses. The survey sampled 1,504 full-time healthcare workers in direct patient care roles. Approximately 40% of respondents were physicians, nurses, nurse practitioners, or PAs, with the remaining 60% representing allied health and supportive care roles.

While the survey includes more than just nurses, the findings still offer valuable insight for navigating your educational path, especially since the report digs into why benefits often go unused and what changes could make them more effective.

Source: Workforce Education Trends Report

Barriers to Using Education Benefits

• Lack of Awareness: Many don’t actually know that their employer offers education benefits or exactly what they cover. Benefits are often under-communicated. If you don’t know a benefit exists, you can’t use it.
• Upfront Cost vs Reimbursement: Even when tuition assistance exists, many programs require up front payment with reimbursement later, or eligibility criteria that make this difficult. 
• Time / Scheduling Constraints: Shift work, unpredictable hours, lack of flexibility to attend classes or even do online coursework during off-hours. Emotional fatigue means extra work is harder.
• Credential vs Relevance Uncertainty: Some aren’t sure whether pursuing a degree or certification will meaningfully advance their career or lead to better pay, given the investment. Also, fast-changing tech or specialization might require different skill sets than what current benefits support. 
• Emotional / Mental Burden: Burnout, stress, personal obligations (family, caregiving) and just keeping up with the demands of bedside work leaves little bandwidth to also be a student. 

Source: Workforce Education Trends Report

Why Using Education Benefits Will Become Increasingly Important

Healthcare is changing fast, and education benefits can help nurses keep up. New tech like AI, telehealth, and data tools are becoming part of everyday care, and extra training makes it easier to stay confident at the bedside.

Upskilling also opens doors, whether that’s moving into leadership, taking on advanced practice roles, or simply earning a bigger paycheck. At a time when turnover is high and workloads are heavy, more education can give you options, help fill staffing gaps, and make you more valuable to your employer. Just as importantly, it can bring a sense of growth and security, so you don’t feel stuck in your career.

Practical Advice to Navigate & Maximize Education Benefits

Making the most of your benefits starts with getting clear on what’s available. Ask HR for details in writing—what’s covered, how reimbursement works, and whether direct payment is an option. From there, be realistic about your time: map out your schedule around shifts, and look for flexible programs like online or modular courses that fit your life.

Don’t go it alone: lean on mentors, colleagues, or study groups who’ve done it before. If a policy feels rigid, try negotiating for adjustments, like flexible scheduling or upfront tuition support. And keep an eye on emerging skills, especially in AI, telehealth, and informatics so the education you pursue sets you up for the future.

What Employers Can Do

System-wide changes can make education benefits more effective. Employers should communicate benefits clearly and often, offer flexible learning formats (online or hybrid), and cover costs upfront instead of relying on reimbursement. Leadership buy-in is key: when education is tied to retention and career growth, nurses are more likely to use it. Finally, employers should support the emotional realities of balancing work and school with wellness resources, flexible shifts, and peer support.

Making Education Benefits Work

The evidence couldn’t be clearer: education benefits boost nurse morale and retention, yet they remain an underutilized resource. To truly support nurses, employers must go beyond offering benefits on paper by driving accessibility, transparency, and flexible learning environments.

Nursing’s future will be shaped by how effectively the profession closes the gap between the strong desire for ongoing education and the real-world ability to access and complete upskilling opportunities. Closing the gap between offered benefits and real access will take effort, but it’s one of the most effective ways to retain nurses and prepare them for the challenges ahead 

 

🤔 Have you utilized any employer education benefits? Let us know in the discussion forum below.