New Research Finds 82% of HR Leaders Think Their Education Benefit Is High-Performing. Only One in Three is Right

Guild report finds millions in annual spend going unmeasured; uncovers what high-performing programs do differently

DENVER, Colorado - May 19, 2026 - Guild, the leading modern education benefits platform, today released its Building Workforce Adaptability with Education Benefits Report, the first large-scale benchmark of employer education benefits in years. At a moment when workforce adaptability is a strategic imperative and AI is reshaping roles and the skills needed, the report finds most organizations are significantly underutilizing an investment that runs at least seven figures for most large employers. Closing the gap between programs that build adaptability and programs that don't rarely requires new spending. It requires redirecting funding toward the problems the business needs to solve.

Drawing on a survey and in-depth interviews with HR, Total Rewards, and L&D leaders, the report examines what organizations are spending on education benefits, how they're measuring impact, and what the top-performing programs are doing differently.

"What this research makes clear is that there is a real gap between perception and performance," said Bijal Shah, CEO of Guild. "The issue is often rooted in benefit design. High-performing programs align stakeholders on strategy, remove barriers to access, and connect learning directly to business needs. They continuously adapt based on results. That is how existing investment becomes a true engine for mobility, resilience, and growth."

Seven-figure spend with almost no scrutiny

More than half of surveyed organizations (55%) spend $1 million or more annually on education benefits. Nearly one in four spends $5 million or more. The majority of respondents (70%) have defined KPIs for these investments, but only 13% have standardized recurring reporting. The research makes clear that a budget line item of this size must operate with accountability and track outcomes that matter to the business.

Strategic intent separates high performers from everyone else

Programs were evaluated by their measurable impact across seven business outcomes, including retention, internal mobility, workforce skill readiness, and time-to-fill. High-performing programs-no matter the budget-share a common orientation: they are designed to drive workforce strategy. Low performers optimize for participation. High performers optimize for workforce outcomes. Of high-performing programs:

• 71% report significant improvement in workforce skill readiness

• 62% report significant improvement in internal mobility

Leadership visibility is also a defining factor. Nearly all high-performing programs (97%) share metrics with senior leadership on a regular basis. Among low performers, roughly 30% share results only when asked, or not at all.

The payoff goes beyond program performance. When education benefits are tied to workforce readiness and business strategy, executives are more likely to see them as a strategic lever worth funding and expanding. Over the past two years, 82% of high-performing programs saw their overall budget increase, twice the rate of low-performing programs (41%).

"Our investments in education are intended to create future revenue. If we can support employees through degree programs and create a pipeline, it comes back to us," said a Senior VP of HR finance at a large healthcare organization, high-performing program.

The building blocks of high-performing programs

Three structural differences show up consistently across high-performing programs:

• Purpose and ownership: Education benefits often sit across multiple functions with no single owner driving strategy. High-performing programs overcome that fractured ownership through cross-functional alignment on goals, treating education benefits as a workforce strategy tool rather than a perk.

• Access: High-performing programs make it easy for employees to access and utilize their education benefits. They are more likely to offer upfront payment, invest beyond the $5,250 tax-free threshold, and define eligibility through structured, objective criteria tied to role relevance rather than individual judgment.

• Accountability and adaptability: High-performing programs are designed to adapt with business strategy and organizational priorities, allowing the program to adjust before it falls behind. KPIs are reviewed regularly and program updates are made accordingly.

"With budgets tight and the pressure to prove value higher than ever, most organizations are sitting on an underutilized investment that could be doing far more: tuition reimbursement programs," saidDavid Landman, Ph.D., Founder of HR Elevate and Former Global Head of Talent Development at Goldman Sachs. "The highest-performing organizations are using these benefits to deliberately build workforce readiness, accelerate internal mobility, and address the capability shifts AI is exposing. The path forward doesn't always require a new budget line."

To explore the full findings, including the data behind program performance, the role of leadership visibility, and what workforce adaptability actually looks like in practice, visit here.

Research Methodology

Building Workforce Adaptability with Education Benefits draws on a March 2026 survey of 178 HR, Total Rewards, and L&D leaders across 142 organizations with 4,000 or more employees, spanning healthcare, retail, manufacturing, financial services, and other industries. Program performance is measured by Net Impact Score - self-reported impact across seven workforce outcome areas including employee retention, internal mobility / promotions, time to fill for critical roles, external hiring costs, workforce skill readiness, employee engagement, and D&I outcomes, scored from 1 (no measurable impact) to 5 (transformational impact).

About Guild

Guild is a modern education benefits platform that gives leaders clarity and control to power their workforce strategies. Partnering with innovative employers including Chipotle, Target, Walgreens, JPMorgan Chase, Hilton, Spectrum, and Providence Health, Guild turns education spending into a strategic talent investment. By connecting employees to real-world learning, coaching, and career pathways, and equipping employers with actionable workforce data and insights, Guild helps companies build talent for adaptability. For more information, visit www.guild.com.