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At Summer, we believe the first step to solving the student debt crisis is listening. That’s why we commissioned a survey to gather insights from over 3,000 U.S.-based employees working at employers across the country. Among them, 1,027 respondents (34%) confirmed they currently have student loans—a number that closely tracks national averages––and highlights the widespread nature of this financial challenge.
But the data goes far deeper than just prevalence. The survey unearthed powerful stories about burden, uncertainty, and a resounding call for employer support. Here’s what we learned—and what it means for HR and benefits leaders looking to make an impact:
1. Student Loan Stress Is a Daily Reality
Two out of three employees (65%) said their student loan payments are a significant financial burden. And over half (51%) reported feeling unconfident or very unconfident in their repayment strategy. This isn’t just about monthly payments—it’s about daily stress, long-term planning, and a system that often leaves borrowers feeling alone.
2. Employer Support Is Not Just Wanted—It’s Expected
In a competitive labor market, student loan support isn’t just a perk—it’s a powerful tool for attracting and retaining top talent––especially now that nearly 3 in 4 students are now graduating from college in debt.
- 81% of employees are interested or very interested in student loan assistance benefits.
- 71% said they’re more likely to join an employer offering this support.
- 79% are more likely to stay at a job where these benefits are available.
- 66% called student loan benefits important or very important to their overall job satisfaction.
3. This Isn’t Just a Young Employee Issue
Student debt affects every generation in the workforce. Nearly half (49%) of the employees surveyed are over the age of 35, and 17% are over 45. Many are mid-career professionals juggling student loans alongside mortgages, childcare, and retirement planning.
4. Education Benefits Should Go Beyond Repayment
We also heard strong interest in broader education support—from continuing education funding to tools for college planning. Employees aren’t just worried about paying off their own debt—they’re thinking about the future, and about the cost of education for their children.
5. Industry-Specific Messaging Matters
The survey sample spanned industries, with particularly strong representation in healthcare (17%), tech (12%), education (9%), and retail (9%). Each sector faces unique talent
There’s a Clear Opportunity for Financial Guidance
With over half of borrowers unsure about their repayment strategy, there’s a clear role for employers to play beyond just making loan payment contributions. Tools like Summer can help employees navigate forgiveness programs, income-driven repayment plans, student loan tax credits, refinancing options and more—simplying and customizing what used to be vague and overwhelming.
Final Thought: The Clock Is Ticking
Student loan payments have resumed. Delinquencies are climbing. If you’re an employer looking to make a difference, now is the moment.
At Summer, we’re here to help. Whether it’s a custom rollout, employee education, or full-service implementation—we’re ready when you are.
Let’s talk about how we can support your team.
This analysis is based on data from an online survey conducted by Centiment on behalf of Summer, PBC. This nationally representative survey, conducted from April 28 to April 30, 2025, studied employees’ experiences in and perceptions of student loan repayment. Conducted after the restart of student loan payments in November 2024, the survey asked respondents to think specifically about their experiences with repayment now that payments are restarted. Data collection was among a sample of 3,063 respondents, among which 1,027 respondents reported having a student loan payment.
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