May 2026 Client Profile

The Thompson family faced a familiar challenge: funding their daughter Mia’s four-year degree at a public state university, with annual costs reaching $28,000, totaling over $112,000.

They started early and regularly contributed to a 529 college savings plan. By Mia’s senior year of high school, the account had $38,000, supported by consistent $4,000 yearly deposits and years of tax-advantaged growth.

Mia applied aggressively for aid. She received a $9,000 need-based Pell Grant, $3,800 in federally subsidized loans, and two private merit scholarships totaling $5,000. Her campus work-study job contributed $3,200 annually.

The parents took an $18,000 federal Parent PLUS loan at a fixed rate, planning to refinance if rates dropped later. They also redirected discretionary spending — vacations became staycations, and dining out became rare — to free up $6,000 annually.

Through disciplined saving, maximized grants and scholarships, part-time work, and modest borrowing, the Thompsons covered Mia’s education without crippling debt. The experience reinforced a key lesson: early planning, open family conversations, and exploring every funding option turn an intimidating expense into a manageable shared goal.

Client Profile is based on a hypothetical situation. The solutions discussed may or may not be appropriate for you.

February 2025 Question and Answer

QUESTION:

My company is thinking about offering a student loan repayment benefit for our employees. How does it work?

ANSWER:

This benefit, which pays off anywhere from a few hundred to a few thousand dollars a year in student loan debt for employees, has grown in popularity among Fortune 1,000 companies and may make sense for smaller companies.

To protect your investment, define parameters such as eligibility, reimbursement limits and consider implementing retention agreements to require employees to stay with the company for a period after receiving benefits. Also, ensure that you reimburse for education related to your company goals. Consult your tax pro for guidance.

February Question and Answer

QUESTION:

As an employee-retention move, is there any tax-advantaged way I can help my employees with their student debt?

ANSWER:

Consider implementing a qualified education assistance program to pay part of employees’ student loans. Now, through 2025, you can pay up to $5,250 a year per employee to help them make student loan payments and receive a tax deduction for your payments. This amount is excluded from employees’ income. Plus, under a new law in 2024, you can offer matching 401(k) contributions to employees based on their repayment of student loans. Participation is voluntary, and employees must opt-in.