A Guide to Employer Sponsorship for Postgraduate Study

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.

• Teachers often a Postgraduate Certificate in Education (PGCE) or similar qualification.
• Solicitors typically complete a Legal Practice Course (LPC) or its equivalent.

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:

• Upskilling – Helps you progress in your current career.
• Reskilling – Gives you the tools to move into a different role or industry.

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:

For professional training schemes

• Highlight your potential — why are you a great investment?
• Align your goals with company objectives — how will this degree directly benefit your employer?

Employers want to know how your education translates into tangible results for their business, so be prepared to make that connection crystal clear.

For CPD courses

• Identify workplace challenges and explain how your course will help solve them.
• Demonstrate how the qualification aligns with business needs — if your company is expanding into new markets, explain how your training will support this growth.

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:

1. A more skilled workforce
   A Masters degree means you’ll gain advanced knowledge and specialist skills, making you an even bigger asset to the company. Whether it’s cutting-edge industry insights, problem-solving abilities, or just the ability to sound impressive in meetings, your employer benefits from your upgraded expertise.
2. Employee retention & loyalty
   If your employer pays for your Masters, you’re far more likely to stick around rather than taking your new skills to a competitor. Many companies even introduce contracts that require employees to stay for a certain period post-study—think of it as a “you break it, you buy it” policy, but with education.
3. Competitive advantage
   In industries where innovation is key, having highly educated employees can give a business the edge. Whether it’s keeping up with new technology, navigating regulatory changes, or developing the next big thing, investing in employee learning keeps companies ahead of the curve.
4. Leadership development
   Businesses that want strong future leaders often invest in postgraduate education for promising employees. A Masters degree can be a stepping stone to management, helping employers develop their next generation of decision-makers rather than hiring externally.
5. Reputation boost
   Employers that support education are seen as progressive and employee-focused, making them more attractive to top talent. A strong reputation as a company that invests in its people can do wonders for recruitment and brand image.

Employer sponsorship often comes with strings attached. Many companies will expect something in return, such as:

• A minimum service period post-study (i.e. you can’t run off the minute you get your degree).
• A repayment clause if you leave before the agreed period.

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:

• Flexible working hours – so you can juggle study and work.
• Additional leave – to help with coursework and exams.
• In-house training – which could provide similar skills without the hefty price tag.

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.

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