Compt’s redesigned dashboard puts participation, spend, and vendor data in one place. You can see how many employees are submitting claims each month, how stipend budgets are tracking over time, and which vendors are most popular across your workforce, all filterable by program and date range.

For HR teams, that makes it easier to demonstrate program engagement during reviews or leadership conversations. For Finance teams, the spend trend view supports budget pacing throughout the year. The goal is to make the most relevant data faster for you to find.

Request a Compt demo to see it in action.

Finance cares about the metrics tied to the cost efficiency and adoption of your Lifestyle Spending Account (LSA) or employee stipend program. CFOs want to know whether spend is predictable, whether employees are actually using the benefit, and whether the program is reducing vendor costs. Abstract engagement scores tend to get dismissed as “fuzzy math.”

That means focusing on metrics such as participation rate (what percentage of eligible employees submitted at least one claim), utilization rate (how much of the allocated budget was spent), and category-level spend data (which LSA or stipend programs are getting traction and which aren’t). Those three together let you show that the benefit is reaching employees, that your budget isn’t sitting around unused, and that the categories you designed reflect what your workforce actually wants.

Compt’s redesigned dashboard surfaces all three directly. For a deeper look at how to structure a Finance-ready ROI case around these metrics, the Compt guide “How to Measure Employee Benefits ROI” is a good starting point.

Compt’s claim review reminders are weekly email summaries sent automatically to anyone with reviewer permissions in the platform. Each email breaks down pending claims by program (e.g., stipends, business expenses, professional development) and distinguishes between claims assigned to that reviewer specifically and unassigned claims their team can pick up.

There is no additional setup required. The reminder goes out automatically each week, and Compt reviewers can turn it off at any time in their account settings.

The reminder reflects all programs in which you have reviewer access in Compt. If your organization runs multiple programs, each appears as a separate section in the weekly summary. To adjust reviewer assignments or permissions, contact your Compt administrator. To turn the reminder off entirely, navigate to My Account via the top-right menu in the platform.

Compt is built to reduce both of the friction points that come up most often: claim review bottlenecks and reporting that requires manual work to be useful. The weekly reviewer reminder means claims don’t get buried; the redesigned dashboard means your data is easier to see and work with. Both changes reduce the recurring admin work of running a program month over month.

More broadly, Compt uses a reimbursement model rather than a card or marketplace model. Reimbursement-based Lifestyle Spending Account programs are easier to manage and run and are more convenient for employees; there are no card declines to troubleshoot and no merchant networks to manage, and you receive a clean payroll report that handles stipend tax classification for you.

For most companies, the internal cost of managing stipends manually is higher than it appears. The three most common DIY paths — spreadsheets, expense management tools, and adding money to paychecks — each carry hidden costs that compound over time.

Spreadsheets drive significant admin burden that grows with every new hire and every program change, with compliance risk baked in at every line. Expense tools weren’t built for benefits: they misclassify taxable vs. nontaxable spend, generate reporting gaps that make it hard to defend the budget to Finance, and can cost more in licensing than a dedicated platform. And adding stipends directly to paychecks — the “simplest” option — means paying employer payroll taxes on dollars that could have been nontaxable reimbursements, and spending 100% of the budget every cycle regardless of whether employees actually use the benefit.

A platform like Compt addresses all three. You only pay for funds employees actually use, tax treatment is handled correctly, and Finance gets clean visibility into participation and spend. For a detailed breakdown of what each in-house path actually costs, the Compt guide “Managing Employee Stipends In-House” is worth reading before making the call.