10 Companies That Will Pay for Your New Degree After Age 50
Going back to school after 50 is no longer unusual. Many of the roles now in high demand require updated credentials, and employers are struggling to find workers with the right training. Tuition, however, remains the biggest obstacle. That’s why a growing number of companies are covering education costs in ways that make earning a degree possible without stepping away from work.
Walmart
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Walmart’s Live Better U program covers 100% of tuition and books through partner schools, with costs handled directly rather than reimbursed later. That removes the need to front any money before enrolling. The program is open to hourly workers and includes structured degree paths tied to real roles. It creates a direct route into a new field that the company requires without adding financial strain during the transition.
Amazon
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Amazon’s Career Choice program does not require your commitment to Amazon, so employees can use it to qualify for jobs both inside and outside the company. It funds education in fields like healthcare, IT, and logistics. Eligibility begins after a set period of employment, and tuition is paid directly to approved education providers rather than reimbursed later.
Starbucks
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Through its College Achievement Plan partnership with Arizona State University, Starbucks pays full tuition for a bachelor’s degree. The program runs online and follows a standard university structure, not a shortened or internal version. What you earn is the same credential that any other ASU student would receive. As such, it holds value well beyond the company itself.
Chipotle
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Chipotle provides two education options: fully funded degrees through partner universities or tuition reimbursement for programs outside that network. The debt-free pathway covers tuition entirely at selected schools, while reimbursement applies annually for other programs. Employees can choose based on whether they want a structured degree track or flexibility to continue prior coursework at an institution of their choice.
Target
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Target’s Dream to Be program removes the typical reimbursement delay by covering tuition costs at the point of enrollment for select programs. Employees can pursue degrees or shorter certifications depending on their goals. This structure works especially well if you want to build credentials step by step instead of committing to a single long-term program upfront.
Home Depot
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At Home Depot, the advantage is breadth of coverage. Tuition reimbursement applies across a wide range of fields, from associate degrees to graduate study. There’s no narrow list of approved paths, which leaves the decision about what to study entirely in your hands. It is useful if your goals are already defined and you need support rather than direction. Funding limits vary by position, with higher caps for salaried employees.
UPS
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UPS offers a setup that makes it easier to keep working while staying in school. Its Earn and Learn program provides yearly tuition support, with schedules built to fit around classes. It handles both time and cost in a practical way, which helps make long-term study manageable. The program is available in many locations and does not tie you to a specific school.
Disney
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Disney’s Aspire program covers 100% of tuition for approved programs and eliminates additional costs, such as application fees. It also includes coaching support to help employees navigate enrollment and coursework. Enrollment is done through partner institutions, and you can choose from a range of fields. The added guidance can make a meaningful difference if you’re returning to an academic environment after years away.
Verizon
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Verizon offers tuition assistance focused on business, technology, and related fields that align with long-term industry demand. The program is built around developing durable skills that remain relevant as industries evolve. It supports both undergraduate and graduate education that align with company-approved areas of study, with reimbursement issued after successful course completion. Eligibility depends on employment status and tenure.
Humana
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Humana supports tuition reimbursement alongside internal pathways tied to healthcare careers. Because many roles in this sector require formal credentials, the company’s approach connects education directly to internal job progression. Funding is issued after course completion based on grade requirements. With healthcare continuing to expand, this creates a clear path into a field where demand is expected to remain steady over time.