Here at Compt, we price our lifestyle benefits platform on a fixed annual tier based on your employee headcount, not a per-employee-per-month (PEPM) fee. Your software cost stays flat for the length of your contract, whether you add five people or 500. Compt also never requires you to prefund your employee benefit balances. You pay the software fee, plus the stipend expenses you actually approve and reimburse — nothing more.

Compt pricing starts as low as $3,000 per year (base program, up to 50 employees, unlimited categories) for customers working with us directly or through a broker. Pricing may differ for customers coming from certain software marketplace partnerships.

When you run a program with Compt, you’ll want to budget for two separate things:

• Software fee: what you pay for the Compt platform itself, fixed for your contract term
• Employee benefit spend: what you reimburse employees for eligible, approved expenses through your own payroll

These two budget structures are intentionally designed to be different from other LSA platforms. First, our tiered model prevents you from experiencing fluctuating monthly software fees and keeps your pricing predictable so you can budget for it. Second, you do not prefund the benefits balance, so unused money never leaves your bank account in the first place. With Compt, your employees make eligible purchases and submit them for reimbursement. Compt automatically classifies and calculates the taxable vs. nontaxable portion of each expense, then sends that report through for payroll processing.

Here’s how the Compt pricing model works, what’s included in the software fee, and how to compare Compt’s total cost against other Lifestyle Spending Account (LSA) platforms. 

How does Compt’s tiered pricing work for LSAs and stipends? 

Compt’s software fee is a fixed annual pricing tier tied to your employee headcount, not a PEPM rate that gets recalculated every time an employee joins or leaves. Your software cost is fixed for the contract period, so changing employee headcount does not trigger a new monthly per-seat calculation or retroactive billing, and it also does not require your team to continuously monitor and audit whether each bill was calculated correctly.

For your CFO, the math is intentionally simple. Your total cost equals your fixed software fee, locked for your contract term. This means there’s no built-in “breakage”; some vendors profit when employees don’t spend their full allowance because those dollars were prefunded onto a card or into an account that already left your balance sheet. With Compt’s reimbursement model, unspent benefit budget stays with your company, not with Compt. 

We know some LSA vendors charge based on the number of stipend programs you run. Compt doesn’t; your stipend and LSA programs are unlimited at every pricing tier, so growing your program doesn’t mean renegotiating the software fee. 

When you’re evaluating Compt and other LSA vendors, it’s worth asking directly:

• Is your pricing PEPM, tiered, flat-rate, or usage-based?
• Does running more stipend programs, or splitting benefits into separate budgets, cost extra? 
• Is the agreed-upon rate fixed for the full contract term? 
• Does your software fee change when headcount changes?
• Can headcount changes trigger retroactive charges? 

Does Compt require employers to prefund LSA balances?

No, Compt does not require employers to transfer the employee benefits budget upfront, and it isn’t a debit card model, so there’s nothing to preload. Instead, employees make purchases based on eligibility rules you set, submit their receipts, and then are reimbursed through payroll. 

Note that an employee’s LSA or stipend balance is not the same figure as your actual program spend. Say you offer $1,000 a year per employee. If an employee ultimately submits only $700 in approved expenses, the remaining $300 stays with you; it was never transferred to a benefits card or a separate account in the first place.  

Employers working with Compt are able to define their budget, eligible categories, and eligibility rules up front; employees purchase from the vendors they choose; and claims move through review, tax classification, and payroll. The software fee is fixed regardless, but no prefunding gives you two distinct advantages: you only disburse funds after an employee actually spends money and submits an eligible expense, and any unused budget stays with your business instead of sitting on a card or in a vendor’s account.

What’s included in Compt pricing, and what isn’t? 

Compt’s software fee includes the core infrastructure employers need to administer and run flexible lifestyle benefits, rather than charging separately for every individual program or enterprise capability. 

The current pricing package includes:

• Lifestyle Benefits: stipends and Lifestyle Spending Accounts (LSAs), with unlimited programs and categories regardless of pricing tier 
• Rewards & Recognition: peer-to-peer and manager-to-employee recognition, both monetary and e-thanks/shoutouts, paid out through reimbursement rather than points or a redemption catalog
• Company Swag Store: branded company merchandise, produced on demand and reimbursed like any other stipend purchase, with no bulk orders or inventory to manage
• Employee Discounts: a marketplace of 15,000+ discounts from 1,000+ brands; purchases in an eligible stipend category can be submitted for reimbursement, so your employees have the option to stack the discount with their benefit
• Unlimited reimbursement frequency: no cap on how often employees can submit and get reimbursed for expenses 
• Stipend Policy Builder: a free tool to draft your stipend or LSA policy in minutes, including eligible categories, tax treatment per category, and receipt submission windows, starting from Compt’s default rule set
• AI-assisted claim submission: employees upload a receipt and Compt automatically populates the vendor, purchase date, amount, and expense category for review before submission
• AI-assisted claim review: gives reviewers a preliminary recommendation and policy context on submitted claims; AI never auto-rejects a claim, and anything uncertain routes to a person
• Automated tax classification and calculation: Compt classifies and calculates the taxable vs. nontaxable portion of every expense before it’s sent through for payroll processing
• Slack and Microsoft Teams integrations: for recognition, notifications, and program visibility 
• Enterprise-grade infrastructure: SAML 2.0 SSO, payroll and HRIS integrations, SOC 2 Type II, and ISO 27001, all included standard, not gated behind a higher tier
• A dedicated Customer Success Manager: hands-on support to help you design, launch, and evolve your program 
• No hidden fees: no per-transaction fees, no card-issuing fees, and no separate SSO fee

We regularly hear from companies switching from other LSA platforms that running separate budgets for different benefits categories can cost extra. With Compt, there’s no such tradeoff: you can run as many stipend or LSA programs as your workforce needs, all under the same contracted, annual price. 

You also have the opportunity to further consolidate your program into one platform with two additional products, which are priced separately rather than bundled into that base tier:

• Professional Development Pro™: Compt’s preapproval workflow for tuition reimbursement and other learning and professional development stipends
• Business Expenses: Compt’s separate expense-management module 

If you would like to include either in your program, it’s worth asking on your demo call how it will be reflected in your final quote. (And yes, you can request a demo right here.)

Pricing also looks a little different for companies supporting employees outside the U.S.; your Compt Solutions Consultant will be happy to discuss the nuances with you. 

The Compt platform connects with employee data and payroll systems through a mix of direct APIs, SFTP file delivery, and custom integrations, depending on the provider. Payroll reports can be split by provider or country. Compt is also GDPR-compliant and supports role-based administrative permissions. 

Our best advice: When you compare LSA pricing across vendors, ask each one what the quoted number actually includes. The lowest software fee does not always mean the lowest total cost once you account for what’s bundled vs. billed separately. 

What else should you compare across LSA platforms? 

As we’ve discussed, the total cost of LSA software often includes more than the platform fee. When you want to get at the real cost of running the program you want to build, think about:

• Funding model. Will you prefund employee balances and risk losing money, or pay only for eligible expenses that have been submitted and approved? 
• Implementation and add-ons. Are setup, security fees, integrations, or additional programs billed separately? 
• Invoicing and contract terms. Is your bill one line item, or are you reconciling multiple invoices for transaction fees, card fees, and per-program charges? Does the agreed-upon rate hold for your full contract term, or can it change month to month or at midyear?  
• Administrative time. How much of HR’s and Finance’s time will go into eligibility reviews, payroll prep, tax reconciliation, answering repetitive questions, and preparing reporting? 
• Vendor consolidation. Are you still paying extra for separate wellness, recognition, professional development, discounts, swag, or other programs that could instead run through one platform like Compt? 

Compt bills a single, predictable software fee for your contract term, so you’ll never receive a stack of per-transaction or per-program charges to reconcile. Your team’s stipend or LSA spend is separate: money you reimburse employees directly as claims are approved, not a line item that Compt invoices. 

Also consider manual administration, which includes roster updates, receipt review, payroll prep, tax classification, and reporting. This is a real cost to many HR and Finance teams even when it doesn’t show up on a software invoice. We help there too: Quickbase reduced its benefits processing from days to roughly 90 minutes after switching to Compt, and other Compt customers report workflows ranging from one day per quarter to a few minutes twice a month. 

Does supporting a global team change the price of LSA software? 

Yes, it can — but before price, ask each vendor the more basic question: can they support a global team at all? Some LSA platforms are built for U.S.-only companies and simply do not support employees globally, regardless of budget. Once you’ve confirmed a vendor can serve your global footprint, it’s worth asking directly whether that support is included in the base price or priced differently. 

Compt is available worldwide, and our team is already supporting employees in more than 75 countries. Teams using Compt can configure taxability by category and country, split payroll reports by country, and reimburse in local currency or USD.

400 employees. 20+ countries. 60+ configurations. One Compt program.

One Compt customer varies eligibility, funding, and covered benefits by country, work arrangement, and travel frequency. Employees in Japan receive dedicated transportation support, while remote, hybrid, and on-site employees have different equipment, connectivity, and commuter benefits based on their needs. The same infrastructure also supports global wellness, new-hire office equipment, and sabbatical reimbursements.

Can consolidating vendors lower your total LSA or stipend software cost?

Consolidation can reduce the number of systems HR manages, but whether it lowers total spend depends on your existing vendor stack. Running your lifestyle benefits, recognition, discounts, and swag through one platform can mean fewer contracts and, in many cases, consolidated vendor costs.

That said, how much you can save depends on what exactly you’re replacing. Before you decide, add up the costs of each tool you’d keep paying for otherwise so you have a realistic basis for comparison.

What is the ROI of a Lifestyle Spending Account platform?

There isn’t one universal ROI number for LSA software because the return depends on usage, admin time saved, and what (if anything) you’re consolidating. A simple way to frame it: Your total cost equals your software fee, plus actual benefit spend, plus any costs associated with implementation or add-ons, plus ongoing administration. 

Weigh that figure against what the platform returns: employee engagement and satisfaction with their benefits, unused dollars staying with the company instead of going to a vendor, administrative time reclaimed, and how many separate tools you can retire. The lowest-price option on paper may be the best one, but it also may not be once you factor in employee participation and admin time. 

Make the case for better benefits.

Benchmark your benefits against companies like yours, uncover gaps, and estimate the ROI of consolidating with an LSA.

Get the numbers you need to make a stronger case to leadership.

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See what Compt would cost for your team.

Skip the PEPM math, the prefunded cards, and that surprise monthly bill. Instead, just tell us your headcount, and we’ll show you exactly how Compt’s tiered pricing applies to your team, plus what’s included at no extra cost. 

Request a Compt demo today.

FAQs: Compt pricing for LSA and stipend software

Editor’s note: Compt software supports the categorization and proper reporting of benefits according to IRS guidelines, helping businesses maintain compliance. However, Compt cannot provide tax advice, and users should consult their own tax, legal, and accounting advisors when necessary.