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Written by James Tippett
There are employers and companies that will pay for your Masters. This is most common in 'regulated professions', such as law, where you'll need further qualifications to become accredited. Continuing professional development in the form of Postgraduate Certificates and Diplomas are fairly common for people with existing proessional experience and employment.
Some companies will offer contributions to your Masters fees after you've worked with them for a certain amount of time, for example. It's always important to research companies within your desired industry to see if it's something they offer or are open to.
A Masters degree can do wonders for your career prospects—opening doors, boosting your employability, and possibly making you feel slightly superior at pub quizzes. But there’s one major hurdle: funding. The good news? Some employers are willing to foot the bill. The catch? You’ll need to convince them it’s worth their while.
For many students, a postgraduate qualification is a route towards improved career prospects and employability. Employers often do see the benefits of the advanced skills and knowledge gained from a Masters degree.
I'm going to explain how employer sponsorship for postgraduate study typically works and which kinds of qualifications are most likely to receive support. We’ve also offered some tips for seeking funding for your course.
Employer sponsorship is exactly what it sounds like—your employer helping to pay for your Masters, or other postgraduate qualification. This might mean covering tuition fees, materials, and in some cases, even a bit towards your living expenses.
It’s not just about generosity; companies do this because they see a clear benefit. A well-trained, highly skilled workforce is good for business. It’s also a handy tool for recruitment and retention—after all, if the company you work for is paying for your Masters, you’re less likely to jump ship as soon as a slightly shinier job offer comes along.
In some fields, a postgraduate qualification isn’t just useful—it’s a requirement. If your career path demands further study, your employer may be more inclined to cover the costs.
In these cases, employers (especially in the public sector) sometimes offer structured sponsorship schemes. It’s worth checking government websites and professional organisations to see if such opportunities exist.
Not every postgraduate student is fresh out of university—some are already in the workforce and looking to upskill or switch careers. That’s where CPD courses come in. These are shorter, more focused programmes like Postgraduate Certificates or Diplomas designed for people with professional experience. There are two main types: .
There are two main types of postgraduate CPD:
Given how fast industries evolve, many employers see CPD as a solid investment. After all, a workforce that keeps up with new trends and technologies is far more useful than one that still operates like it’s 1999.
The MBA (or ‘Master of Business Administration’) is a highly sought-after qualification for professionals looking to climb the corporate ladder. But it doesn’t come cheap. UK tuition fees range from £15,000 to £60,000, and that’s before factoring in the cost of all the networking coffee dates and LinkedIn profile upgrades.
You might think of an MBA as an extreme form of CPD - and most courses have a price-tag to match. Average fees for an MBA in the UK are over £18,000 (many programmes are much more expensive).
For this reason, employer sponsorship is a popular funding route for MBA students. However, you’ll need to prove that your business skills will directly benefit your company. Expect to showcase leadership potential, past achievements, and a compelling reason why they should back you over the hundreds of other ambitious professionals vying for similar support.
If you’re going to ask your employer for sponsorship, you’ll need a solid pitch. Here’s how to approach it:
Employers want to know how your education translates into tangible results for their business, so be prepared to make that connection crystal clear.
As much as we’d love to believe employers sponsor degrees purely out of the goodness of their hearts, the reality is that they expect a return on investment. Luckily, there are plenty of business perks that come with funding employee education:
Employer sponsorship often comes with strings attached. Many companies will expect something in return, such as:
It’s important to understand these conditions before signing anything—because no one wants to be stuck in a job they hate just because they owe their boss a few thousand pounds.
If your employer won’t cover the full cost of your degree, there are other ways they might support you, such as:
Even if they can’t pay for your tuition, securing some form of support can make postgraduate study more manageable.
Employer sponsorship is one of the most overlooked ways to fund a Masters degree. If you can make a strong case for how your education benefits your company, there’s a good chance they’ll at least consider supporting you.
Just remember: this isn’t about asking for a favour—it’s about showing your employer why investing in your development is a smart business move. If you can do that convincingly, you might just get them to say yes. And if not, well, at least you tried—and you’ll have sharpened your negotiation skills in the process.
To persuade your employer, demonstrate how the course will benefit the company. Highlight how the skills and knowledge gained will address specific workplace challenges, contribute to business objectives, and enhance your performance in your role.
Employers are more inclined to sponsor courses that directly benefit their business. This includes professional qualifications required for certain roles, continuing professional development (CPD) courses that enhance existing skills, and advanced degrees like MBAs that prepare employees for leadership positions.
Yes, employers often set conditions for sponsorship. Common requirements include a commitment to remain with the company for a specified period after completing the course or repayment clauses if you leave before fulfilling the agreed-upon tenure.
If full financial sponsorship isn't possible, discuss alternative support options with your employer. This could include flexible working hours to accommodate study time, additional leave for exams and coursework, or access to in-house training programs that offer relevant skill development.
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