Want to get your company to pay for your learning subscription?
Read our tips on how to build your case for reimbursement and access your payment history
of executives say Learning and Development is a necessary benefit to the company*
eLearning & Training Designer
Learner, Mehdi Zadeh shares how he was able to get his learning expensed
"Video editing skills I have learned via LinkedIn Learning have helped my company advertise our services to a broader audience. My manager has been supportive about my learning and the value I find in the courses, the flexibility of learning on the go and a relatively inexpesive subscription cost. My company still pays for my subscription and I continue to find both professional and personal value in the platform."
Tips on talking to your employer
90% of executives say learning and development is a necessary benefit to the company*. Online learning in particular, offers an effective platform for work related learning - it is cheaper than traditional channels, offers thousands of courses and the flexibility to learn on your own time.
Use this guide to help you start a conversation with your employer about reimbursing your learning costs.
Find out about your organization's policy on learning and development
There is a wide span of education reimbursements that companies offer - the best place to find out about your firm's policy is to contact your Human Resource (HR) or Learning and Development (L&D) department.
Create a case for your learning
If you want your company to help pay for your learning, be ready with the specifics. Here are some things to think about:
Objective: Why do you want to learn? Think about what your learning goals are and how they can help you and the company become more effective.
Courses: Create a list of all the courses you want to take and think about how much time you will spend on learning.
Costs: Understand the cost of your subscription. A LinkedIn Learning subscription is much easier on a company’s budget vs. a full university degree.
Time: Your manager might be concerned about time away from your work. Show your manager the benefits of online learning and the flexibility of the LinkedIn Learning platform which allows you to learn at anytime - even on your phone.
Talk to your supervisor or manager
Talk to your manager to get them to become an advocate for your learning. You want to help your manager understand why you want learn, what you hope to get out of it and how it will help better the output of what you are working on. If your company does not have a formal policy on education reimbursement, your manager might still be able to help you present your case for reimbursement. Having the conversation is the first step!
Once you start the conversation with your manager or your HR department, make sure you follow up appropriately. If you begin your learning journey, stay committed to it - show your manager your progress and keep them informed about how the course has been useful to you and your job.
*2018 Workplace Learning Report by LinkedIn.