Here is a good article with more details on the educational benefits available to employees.  The basics are that you could offer to reimburse (or pay directly) for education that either is required for an employees current position or maintains her qualifications. So this would include things like continuing education. You can’t use reimbursement for education that qualifies an employee for new work though (a different degree or field). There is no written plan needed and no limits on the amounts. As long as you maintain records on the reimbursements then it is not wages to the employee and you can write it off as an employee benefit. It is just like reimbursing an employee for work related supplies, meals, or travel. You just have to get them to account for the expenses with receipts and reimbursement forms.

The article also mentions scholarships and written plans, but there is additional red tape with those options that I wouldn’t recommend for most small businesses.  Keep in mind these type benefits would not be recommended for owner/employees.