How education benefits help reduce employee turnover
21 de August, 2026
Turnover continues to be one of the biggest problems for companies in Portugal. Wellness programs, mentorships, attractive salaries: all these actions help, but they’re rarely enough. Because employees don’t leave just for money. They leave because they don’t feel the company is investing in them.
This is where education benefits gain weight in the employee value proposition.
The cost of turnover
Each departure comes at a high price. According to a study by Express Employment Professionals-Harris Poll, the average cost of replacing an employee rose to $45,236 in 2026 (about €42,000), an increase of nearly $10,000 from the previous year.
But the impact goes beyond the direct costs of recruitment and training. Turnover affects the morale of those who stay, reduces productivity, and compromises the knowledge accumulated in the team. However, there’s a way to reverse this trend: investing in education benefits.
Education as a retention strategy
Os colaboradores de hoje procuram mais do que um salário. Querem crescer, apoio para as suas famílias e sentir que a empresa pensa a longo prazo.
Segundo a Robert Walters, as principais razões de saída são: crescimento limitado, sentir-se mal pago, já não se sentir desafiado ou não se encaixar na cultura organizacional. Os benefícios de educação respondem a várias destas frustrações.
Estudos internacionais mostram que colaboradores inscritos em programas de formação têm uma taxa de retenção entre 20% a 40% superior. Segundo a Lumina Foundation, os benefícios de educação geram um retorno de 129% sobre o investimento.
Today’s employees are looking for more than a salary. They want to grow, support for their families, and to feel that the company thinks long-term.
According to Robert Walters, the main reasons for leaving are: limited growth, feeling underpaid, no longer feeling challenged, or not fitting into the organizational culture. Education benefits address several of these frustrations.
International studies show that employees enrolled in training programs have a retention rate between 20% to 40% higher. According to the Lumina Foundation, education benefits generate a 129% return on investment.
What types of benefits work
Providing an education social benefit allows each employee to choose what to study, when, and where, whether in professional courses, executive programs, or personal development. This flexibility is valued: the employee invests in areas that make sense for their career path, and the company benefits from updated skills.
For families, education options for children make all the difference. From childcare support to higher education, these benefits have a direct financial impact. And they have significant tax advantages: exemption from social security contributions and, in the case of childcare support, full income tax exemption.
Making benefits accessible and clear
Education benefits need to be accessible, and processes can’t be complicated. If an employee doesn’t understand how to use the benefit or how much they save, the impact is lost.
Communication should answer three questions: what do I have, how do I use it, how much do I save. Each company will know the best time to communicate, but clarity must always be present.
Education benefits in the employee value proposition
In a competitive job market, education benefits are no longer an extra. They’re a central piece of the employee value proposition. Companies that integrate them can lower recruitment costs, increase engagement, and keep the right people longer.
Education benefits aren’t a cost. They’re an investment that pays for itself through lower turnover, higher productivity, and more committed teams.