{"id":3904,"date":"2026-10-28T04:08:42","date_gmt":"2026-10-28T08:08:42","guid":{"rendered":"https:\/\/salaryfor.com\/blog\/?p=3904"},"modified":"2026-10-28T12:42:38","modified_gmt":"2026-10-28T16:42:38","slug":"tuition-reimbursement-what-happens-if-you-quit-or-get-fired","status":"publish","type":"post","link":"https:\/\/salaryfor.com\/blog\/tuition-reimbursement-what-happens-if-you-quit-or-get-fired\/","title":{"rendered":"Tuition Reimbursement: What Happens If You Quit or Get Fired?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><em><a href=\"https:\/\/salaryfor.com\/\">By SalaryFor.com &#8211; real salaries for all professions<\/a><\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For thousands of workers, employer-paid education benefits are among the most valuable perks available.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Companies spend millions of dollars each year helping employees earn bachelor&#8217;s degrees, master&#8217;s degrees, certifications, and professional credentials. In return, many employers expect employees to remain with the company for a specific period after completing their education.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That&#8217;s where many employees get caught off guard.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">They enthusiastically accept tuition assistance, earn the degree, and then discover they may owe thousands of dollars if they leave too soon.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Even more surprising, many workers don&#8217;t know what happens if they are fired.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Understanding the fine print behind tuition reimbursement can prevent one of the most expensive career mistakes an employee can make.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Why Companies Offer Tuition Reimbursement<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">At first glance, tuition reimbursement appears purely altruistic.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In reality, it is also a business strategy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Companies use education benefits to:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Attract talent<\/li>\n\n\n\n<li>Improve employee skills<\/li>\n\n\n\n<li>Fill future leadership pipelines<\/li>\n\n\n\n<li>Increase retention<\/li>\n\n\n\n<li>Reduce recruiting costs<\/li>\n\n\n\n<li>Build organizational expertise<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers view tuition reimbursement as an investment rather than an employee perk.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As we&#8217;ve discussed in our analysis of why some master&#8217;s degrees still carry significant career value, employers often fund education when they believe it will increase employee productivity and retention. <\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"MHSmXFhkWN\"><a href=\"https:\/\/salaryfor.com\/blog\/masters-degrees-why-some-still-matter-and-why-others-dont\/\">Master\u2019s Degrees: Why Some Still Matter and Why Others Don\u2019t<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cMaster\u2019s Degrees: Why Some Still Matter and Why Others Don\u2019t\u201d \u2014 SalaryFor.com Job Blog\" src=\"https:\/\/salaryfor.com\/blog\/masters-degrees-why-some-still-matter-and-why-others-dont\/embed\/#?secret=JCYSAVQdIr#?secret=MHSmXFhkWN\" data-secret=\"MHSmXFhkWN\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The &#8220;Stay or Pay&#8221; Clause Many Employees Miss<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One of the most common provisions in tuition reimbursement agreements is a retention requirement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A typical policy may require employees to remain with the company for:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>One year<\/li>\n\n\n\n<li>Two years<\/li>\n\n\n\n<li>Three years<\/li>\n\n\n\n<li>A specified period after the last reimbursement payment<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">If an employee voluntarily leaves before that period expires, repayment may be required.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employees never read the agreement carefully because they assume:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">&#8220;If I earn the degree, it&#8217;s mine.&#8221;<\/p>\n<\/blockquote>\n\n\n\n<p class=\"wp-block-paragraph\">The degree is certainly yours.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The reimbursement money may come with conditions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This has become increasingly common as education costs continue to rise and employers seek to protect their investment.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">What Happens If You Quit?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In many tuition reimbursement programs, voluntary resignation is the event most likely to trigger repayment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on company policy, employees may be required to repay:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The full amount<\/li>\n\n\n\n<li>A prorated amount<\/li>\n\n\n\n<li>Only recent reimbursements<\/li>\n\n\n\n<li>Specific educational expenses<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Some organizations reduce the repayment obligation over time.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For example, an employee who stays for 18 months of a 24-month commitment period may owe significantly less than someone who leaves after only six months.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Before accepting a new job offer, employees should carefully calculate any repayment obligations because the effective cost can be substantial.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This is especially important when evaluating the true economics of changing employers.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"ESXjtKBd5z\"><a href=\"https:\/\/salaryfor.com\/blog\/the-true-cost-of-job-hopping-vs-staying-put\/\">The True Cost of Job Hopping vs. Staying Put<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe True Cost of Job Hopping vs. Staying Put\u201d \u2014 SalaryFor.com Job Blog\" src=\"https:\/\/salaryfor.com\/blog\/the-true-cost-of-job-hopping-vs-staying-put\/embed\/#?secret=ZNCZ2yemqF#?secret=ESXjtKBd5z\" data-secret=\"ESXjtKBd5z\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">What Happens If You&#8217;re Fired?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This is where confusion becomes common.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Many employees assume that termination automatically eliminates repayment obligations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Others assume that being fired automatically triggers repayment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The reality is often more complicated.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Everything depends on the specific agreement.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some employers distinguish between:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Voluntary resignation<\/li>\n\n\n\n<li>Layoffs<\/li>\n\n\n\n<li>Reductions in force<\/li>\n\n\n\n<li>Termination for cause<\/li>\n\n\n\n<li>Termination without cause<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">In some programs, employees terminated because of restructuring or economic conditions may not be required to repay educational assistance.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Other programs contain broader repayment provisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The key lesson is simple:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Never assume the outcome. Read the agreement.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A surprising number of employees don&#8217;t review these documents until after a separation has already occurred.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Cost Can Be Significant<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Many tuition programs cover thousands of dollars.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Others can cover considerably more.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When graduate degrees, specialized certifications, executive programs, or employer-sponsored university partnerships are involved, repayment obligations can become financially painful.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Consider how valuable these programs have become.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tuition assistance has increasingly evolved from a modest employee benefit into a major component of compensation packages.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"MSya8l5MW4\"><a href=\"https:\/\/salaryfor.com\/blog\/how-companies-are-redefining-tuition-assistance-and-when-you-dont-have-to-pay-it-back\/\">How Companies Are Redefining Tuition Assistance \u2014 And When You Don\u2019t Have to Pay It Back<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cHow Companies Are Redefining Tuition Assistance \u2014 And When You Don\u2019t Have to Pay It Back\u201d \u2014 SalaryFor.com Job Blog\" src=\"https:\/\/salaryfor.com\/blog\/how-companies-are-redefining-tuition-assistance-and-when-you-dont-have-to-pay-it-back\/embed\/#?secret=Cywz0fGxI5#?secret=MSya8l5MW4\" data-secret=\"MSya8l5MW4\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Why Employers Enforce Repayment Agreements<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Some employees view repayment requirements as unfair.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employers see it differently.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">From the company&#8217;s perspective:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Educational expenses are investments<\/li>\n\n\n\n<li>Retention is part of the return<\/li>\n\n\n\n<li>Employees voluntarily accepted the terms<\/li>\n\n\n\n<li>The organization expected future value from the training<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Without retention provisions, employees could theoretically obtain an expensive degree and immediately leave for a competitor.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That concern is one reason tuition reimbursement programs increasingly include post-graduation employment commitments.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Hidden Career Calculation<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This creates an interesting career dilemma.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Imagine an employee receives:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>A master&#8217;s degree funded by the company<\/li>\n\n\n\n<li>A certification program worth several thousand dollars<\/li>\n\n\n\n<li>Professional development training<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Then receives a higher-paying external job offer.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The salary increase may look attractive at first.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, the employee should also calculate:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Tuition repayment obligations<\/li>\n\n\n\n<li>Lost employer benefits<\/li>\n\n\n\n<li>Retirement contributions<\/li>\n\n\n\n<li>Vesting schedules<\/li>\n\n\n\n<li>Promotion opportunities<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">The highest offer is not always the best long-term decision.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Employees making career moves should evaluate the entire financial picture rather than focusing solely on salary.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"XpORmVf6Va\"><a href=\"https:\/\/salaryfor.com\/blog\/the-hidden-cost-of-accepting-a-lowball-offer\/\">The Hidden Cost of Accepting a Lowball Offer<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cThe Hidden Cost of Accepting a Lowball Offer\u201d \u2014 SalaryFor.com Job Blog\" src=\"https:\/\/salaryfor.com\/blog\/the-hidden-cost-of-accepting-a-lowball-offer\/embed\/#?secret=OWblXxC6fs#?secret=XpORmVf6Va\" data-secret=\"XpORmVf6Va\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">The Real Risk Many Employees Overlook<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">One surprising reality is that tuition reimbursement agreements occasionally affect employee behavior before they leave.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some workers delay job changes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Others postpone relocation opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Some remain in roles they no longer enjoy because paying back educational benefits would create financial strain.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In effect, tuition reimbursement can become both a valuable benefit and a retention mechanism.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That dual purpose is often exactly what employers intended.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Questions Employees Should Ask Before Accepting Tuition Assistance<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Before signing any agreement, ask:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>How long must I remain employed?<\/li>\n\n\n\n<li>What triggers repayment?<\/li>\n\n\n\n<li>Is repayment prorated?<\/li>\n\n\n\n<li>Does termination affect the obligation?<\/li>\n\n\n\n<li>What happens during layoffs?<\/li>\n\n\n\n<li>Are certifications treated differently than degrees?<\/li>\n\n\n\n<li>Can repayment be deducted from final wages?<\/li>\n<\/ol>\n\n\n\n<p class=\"wp-block-paragraph\">Employees who understand these details in advance are far less likely to encounter unpleasant surprises later.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">The Bottom Line<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Tuition reimbursement remains one of the most valuable benefits available to employees. It can dramatically reduce the cost of higher education, accelerate career growth, and open doors to promotion opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, these programs are rarely &#8220;free money.&#8221;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Most come with expectations, commitments, and contractual obligations that employees must understand before signing.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The smartest professionals view tuition reimbursement agreements the same way they would any other financial contract: something worth reading carefully before making major career decisions.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For many employees, the question is not whether tuition reimbursement is worthwhile.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The better question is:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Do you understand the conditions attached to it before your next job opportunity arrives?<\/strong><\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-wp-embed is-provider-salaryfor-com-insights wp-block-embed-salaryfor-com-insights\"><div class=\"wp-block-embed__wrapper\">\n<blockquote class=\"wp-embedded-content\" data-secret=\"yzgo0vdNdv\"><a href=\"https:\/\/salaryfor.com\/blog\/tuition-reimbursement-why-companies-like-att-now-require-you-to-stay-or-pay\/\">Tuition Reimbursement: Why Companies Like AT&amp;T Now Require You to Stay or Pay<\/a><\/blockquote><iframe loading=\"lazy\" class=\"wp-embedded-content\" sandbox=\"allow-scripts\" security=\"restricted\" style=\"position: absolute; visibility: hidden;\" title=\"\u201cTuition Reimbursement: Why Companies Like AT&amp;T Now Require You to Stay or Pay\u201d \u2014 SalaryFor.com Job Blog\" src=\"https:\/\/salaryfor.com\/blog\/tuition-reimbursement-why-companies-like-att-now-require-you-to-stay-or-pay\/embed\/#?secret=10RdZ0onZv#?secret=yzgo0vdNdv\" data-secret=\"yzgo0vdNdv\" width=\"500\" height=\"282\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\">Related Reading<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/salaryfor.com\/blog\/tuition-reimbursement-why-companies-like-att-now-require-you-to-stay-or-pay\/\" target=\"_blank\" rel=\"noreferrer noopener\">Tuition Reimbursement: Why Companies Like AT&amp;T Now Require You to Stay or Pay<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/how-companies-are-redefining-tuition-assistance-and-when-you-dont-have-to-pay-it-back\/\" target=\"_blank\" rel=\"noreferrer noopener\">How Companies Are Redefining Tuition Assistance \u2014 And When You Don&#8217;t Have to Pay It Back<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/masters-degrees-why-some-still-matter-and-why-others-dont\/\" target=\"_blank\" rel=\"noreferrer noopener\">Master&#8217;s Degrees: Why Some Still Matter and Why Others Don&#8217;t<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/the-true-cost-of-job-hopping-vs-staying-put\/\" target=\"_blank\" rel=\"noreferrer noopener\">The True Cost of Job Hopping vs. Staying Put<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/what-to-do-in-the-first-48-hours-after-a-layoff\/\" target=\"_blank\" rel=\"noreferrer noopener\">What To Do in the First 48 Hours After a Layoff<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/when-your-company-is-waiting-for-you-to-quit-instead-of-firing-you-and-what-to-do\/\" target=\"_blank\" rel=\"noreferrer noopener\">When Your Company Is Waiting for You to Quit Instead of Firing You<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/the-hidden-cost-of-being-too-loyal-to-your-employer\/\" target=\"_blank\" rel=\"noreferrer noopener\">The Hidden Cost of Being Too Loyal to Your Employer<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/salaryfor.com\/blog\/do-companies-still-value-loyal-employees-or-prefer-faster-turnover\/\" target=\"_blank\" rel=\"noreferrer noopener\">Do Companies Still Value Loyal Employees or Prefer Faster Turnover?<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><strong><a href=\"https:\/\/salaryfor.com\/\">click here for more salary information<\/a><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>By SalaryFor.com  &#8211; real salaries for all professions.  For thousands of workers, employer-paid education benefits are among the most valuable perks available.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3895,5],"tags":[4376],"class_list":["post-3904","post","type-post","status-publish","format-standard","hentry","category-education","category-on-the-job-advice","tag-tuition-reimbursement"],"_links":{"self":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3904","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/comments?post=3904"}],"version-history":[{"count":3,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3904\/revisions"}],"predecessor-version":[{"id":4002,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/posts\/3904\/revisions\/4002"}],"wp:attachment":[{"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/media?parent=3904"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/categories?post=3904"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/salaryfor.com\/blog\/wp-json\/wp\/v2\/tags?post=3904"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}