A Deep Dive Into Student Loan Repayment Assistance Benefits
Justin Held, CEBS
July 16, 2019 - IFEBP
Workers are becoming increasingly burdened by growing student loan debt
balances, which by some estimates have reached an average of $28,650 per graduate. According to
the new International Foundation study Education Benefits: 2019 Survey
Results, employers are recognizing this burden and taking
action. A small proportion of responding organizations is offering to pay down
portions of workersf loans to retain productive workers and attract new
candidates. Below are some key takeaways from our survey about this new
educational benefit that is drawing significant attention.
Student Loan Repayment Assistance Offerings
- Four percent of responding organizations already offer some sort of
student loan repayment assistance benefit. Also, 1.6% of respondents are
currently in the process of implementing a loan repayment program, and an
additional 22.6% are considering implementing a program.
- Organization size plays a role in the ability to offer loan repayment
programs. Large employers (9.3%) are much more likely to offer loan repayment
assistance than small (1.7%) and midsized (3.7%) organizations.
- In addition, large employers are more likely than both small and midsized
organizations to consider adding a program.
- Employers located in the Northeast are more likely than those in other
regions to offer a student loan repayment assistance program.
Considering/Implementing Student Loan Repayment Assistance
Offerings
Respondents that are considering or are in the process of implementing a
student loan repayment assistance program were asked about their motivations for
offering a program
- Organizations that are considering/implementing are doing so to attract
future talent (89.4%), retain current employees (69.1%), and maintain/increase
employee satisfaction and loyalty (67.0%).
- Organizations are also doing so to keep current with evolving skill sets
required for organizational success (22.9%) and to maintain/increase
innovation (16.5%).
- In examining responses by organization size, respondents from large
employers are more likely to consider offering these benefits to
maintain/increase the productivity of their workforces.
Potential Barriers/Challenges to Offering Repayment
Benefits
Respondents were also asked about some of the potential barriers and
challenges they are facing in implementing or considering programs.
- Some potential barriers and challenges to implementing a student loan
repayment program include cost (48.9%), uncertainty/complexity of
implementation (31.4%), and potential resentment among workers who have
already paid off loans (29.8%) or have ineligible loan debt (25.0%).
- Employers are also concerned about potential turnover after repayment
requirements have been met (25.0%) and tax issues (21.3%).
- In looking at organization location, employers in the Northeast and West
are more likely to cite difficulty in determining eligible workers/candidates
as a barrier/challenge.
- In addition, employers in the Midwest are more likely to cite a longer
tenured employee population as a barrier to offering these benefits.
- Employers located in the Northeast are more likely than those in other
regions to cite the uncertainty/complexity of implementation as a
barrier.
- Looking at organization size, respondents from smaller firms were more
likely than those from midsized and large firms to cite little management
support as a potential barrier to offering repayment benefits.
Additional Insights From Those Offering Student Loan Repayment
Programs
Finally, those organizations that are currently offering student loan
repayment assistance benefits were asked a number of questions about their
programs. Due to the small number of organizations offering this benefit, the
International Foundation cautions against drawing broad conclusions from their
responses. However, below are a number of key findings that were gleaned from
their responses.
- An overwhelming majority of respondents that offer student loan repayment
benefits offers them to full-time salaried and hourly employees. A smaller
proportion extends the benefits to part-time workers.
- Those offering these benefits repay loans related to a broad array of
coursework, most commonly associate degree, undergraduate-level and
graduate-level courses.
- Most organizations that have a loan repayment program have had one for two
years or less.
- Most organizations that offer such a program have specific
length-of-service requirements. Other common limitations include fixed annual
dollar levels for repayment and restricting repayment to loans that led to a
degree.
- A small proportion of respondents that have a student loan repayment
assistance program has a payback requirement if the employee leaves the
organization.
- The majority of organizations that offer repayment benefits process their
payments through an external vendor as opposed to doing so internally.
- Those organizations offering student loan repayment assistance benefits
most often do so to attract future talent, retain current workers, and
maintain/increase employee satisfaction and loyalty.
- A large majority of respondents that offer these programs rates them as
successful. To gauge success, they are tracking engagement measures, retention
rates, utilization rates and recruitment rates.
- Some common barriers/challenges to the implementation of student loan
repayment assistance programs include difficulty in determining program return
on investment, resentment among workers who have ineligible loan debt and
communication challenges.
- As part of their program communications, program sponsors often target
recent graduates and those seeking entry-level positions.
- Several proposals have been introduced that would allow organizations to
redirect funding from retirement or paid-time-off/vacation account
contributions to student loan assistance. In general, organizations are
considering these approaches going forward.