If your wife is doing something in exchange for the tuition reimbursement above and beyond her normal job--e.g. taking on extra responsibilities, working longer hours, transferred to a different location, etc.--then the fact that she is providing "consideration" ("something of value" to the company) may mean that there is an enforceable contract to provide her with reimbursement. In that case, they may have to continue reimbursing her, though if she thinks this is the case, she should consult with an employment attorney who can evaluate the facts and situation in detail and explain her options about enforcing the agreement.If she is not doing something above-and-beyond in exchange for the reimbursement, then there is no contract, just a "gratuitious promise,"  the same as if some aunt or uncle, say, promised without prompting to provide tuition money. Just like the aunt or uncle could, in that case, voluntarily stop paying the amounts they had voluntarily chosen to pay, the company can stop paying the reimbursement; the law does not enforce gratuitious promises. You can argue that morally they *should* pay, but whether they should or shouldn't, the law doesn't force them to.