Agreed with the other answers, but I am going to give a slightly different answer. There is no law that say that the employer MUST reimburse, but there may be consequences for failure to do so. Employer paid educational expenses are normally taxable unless one of two exceptions occur. IRC 132 is Working Condition Fringe benefit, basically no formal benefit program, but a bunch of rules ensuring that this is strictly work related. IRC 127 is the Educational Assistance Program (EAP), which is famous $5,250 limit you sometimes hear about. The key is that for this to work there must be a formal published benefit plan and the rules must be followed. Now this is not DOL related (ERISA, FLSA). It is not an employee right per se, but rather what the employer must do to keep the benefit "qualified" (aka non-taxable). If what you are talking about falls under this, get a copy of the plan and READ IT. IRS will not care if you are paid, only that the taxes are right. But having a copy of the EAP will help you talk to HR (if applicable) and if you have to go to small claims court using a Common Law remedy, it could help there as well. No sure things, but having a copy of the plan (if applicable) could help.