Unlocking Opportunity: How Tax Policies Like Section 127 Can Drive Employer Partnerships

By Chelsea Miller, UpSkill America, and Amy Heitzman, UPCEA

This piece was originally published in July 2025. It has since been updated to reflect changes to Section 127 as a result of the 2025 tax reconciliation bill. Updated September 1, 2026.

Partnership is a key driver to unlocking opportunity in America. This is why UPCEA and UpSkill America are so excited to come together to help academic institutions understand what is priority for employers. UpSkill America focuses on how employers who want to empower their workforce through education are a key stakeholder for academic institutions. UPCEA focuses on how academic institutions can be innovative partners for employers. Both organizations recognize that diving into the IRS tax code isn’t everyone’s idea of a good time. When we ask higher education audiences, “Do you know about Section 127?” we are normally met with a blank stare. Despite this reaction, we know that for leaders in higher education, this is essential knowledge—especially when building strong partnerships with employers. It may feel like just another policy to wrap your head around in a rapidly changing landscape, but understanding this policy is a game-changer.

So, what exactly is Section 127?

In simple terms, Section 127 of the IRS code allows employees to receive up to $5,250 in tax-free educational assistance from their employers. Beginning in 2027, the amount will increase for the first time in 40 years to accommodate a 3% increase.

For employers, it is a tax deduction for offering qualified education assistance programs (QEAP). It’s a win-win: employees get support for their education, and employers get a write off for investing in a skilled workforce. 

This part of the code requires work from the employer – creation of a written plan determining what is included in their qualified education assistance program – in order for them to take advantage of the tax incentive. The written policy must ensure the program has explicit eligibility requirements that enable many workers to participate, not just highly-compensated employees. As a part of recent policy changes, employers are now required to inform their employees about their qualified education assistance program, not just post the policy internally.

The educational assistance does not have to be used exclusively for tuition –  it covers books, fees, and other strictly defined related expenses. During the pandemic, Section 127 was modified to include student loan repayments and as of the 2025 tax reconciliation bill, that is now permanent. 

Another key change from the 2025 tax reconciliation bill is that reimbursed expenses are no longer required to be paid in the same calendar year they were incurred. The only policy is that expenses cannot predate employment.
Anything spent beyond  the cap set in Section 127 is considered taxable income for the employee, though some employers choose to cover those additional taxes through a “gross up”process. It’s worth noting that in New Jersey, Pennsylvania, and Puerto Rico, tax implications start from the very first dollar for all employees.

This important piece of the tax code dates back to the 1970s and will see its first increase in January 2027. It is often the guiding policy for employers looking to create a benefit for their employees.

Are there other parts of the tax code that impact this space?

Yes, there are two other relevant pieces of the tax code employers can consider when developing their education benefit programs – Section 117 and Section 132(d) – detailed below:

Section 117 – Free or reduced tuition for employees of educational institutions may be excludable to employees. The term “qualified tuition reduction” means a tax-free reduction in tuition provided by an eligible educational institution. In plain terms, academic institutions can give reduced or free tuition to their employees without tax implication to either party. 

Section 132(d) – For educational reimbursement to qualify as a working condition fringe benefit, the education must be job-related. It is not required that the employer have a written plan, and they may spend what they need for any level of employee. Said differently, if a program or training can be connected to an employee’s role, it can be covered as a fringe benefit. 

What Employers Need from Higher Education

Section 127 and the other tax policies described are key drivers in the modern education benefits landscape so understanding this is critical from an employer’s point of view. It’s a crucial factor for employers when they’re deciding how to invest in their employees’ growth and success. The other two policies impact a smaller percentage of employers (including academic institutions as employers) but are still critical for long-term program success.The two additional policies, while affecting a narrower range of employers (including academic institutions), remain essential to sustained workforce development program efficacy. 

Some key action steps that academic institutions can take include:

• Assess your catalog against these policies. How many fit employers’ desired price point? Do you have ways to manage enrollment intensity to keep within the parameters?
• Create detailed and timely invoices for employer partnerships. These are essential for an employer’s operations. Understanding how close an employee is to the funding caps and ensuring employers can pay invoices through their existing processes help build trust between the employer and academic institutions.
• Enhance data systems to develop an ability to track student enrollment for employers. Employers want to understand what they are investing in and how an employee is progressing. 

For colleges, universities, and training providers, the Section 127 expense threshold is vital. It’s often the financial benchmark employers keep in mind when designing programs to address skills gaps and enhance their workforce. While more research is needed to fully understand employer willingness to exceed this cap, being aware of this amount as an all-in cost cap is the first step as you work to increase collaboration with employers.

For community based organizations wanting to support learners, academic institutions, and employers, having an understanding of these tax policies is essential to help broker the best experience possible for all stakeholders within the constraints of IRS code.

How do these tax codes impact partnerships with employers?

For employers with a QEAP or fringe benefit, keeping in mind the logistical and administrative parameters they are working under.It is imperative that employers understand what they are paying for each employee and on what time frame. This is why you may have employer partners concerned about getting an invoice that clearly articulates what is being paid for each individual or tracking the amount spent for a particular learner in a twelve month period. 

Additionally, these tax codes shift what the employer partner is focusing on as success – they want to ensure that students are progressing & completing as the company invests in their efforts to gain new skills. 

Key Takeaways:

• Section 127 provides up to a set (and increasing) amount in tax-free educational assistance for employees.
• It covers tuition, loan repayments, and education related expenses.
• Section 117 and 132(d) are also key tax policies in this space.
• These policies provide significant incentive for employers to invest in workforce education.
• The financial  threshold is a key consideration for program design.

Understanding and leveraging Section 127 can unlock tremendous opportunities for both employees and employers. It’s about building a future where education and career growth go hand in hand why providing maximum incentives to all parties involved.

Source: https://www.irs.gov/pub/irs-tege/fringe_benefit_fslg.pdf