Compt: Frequently Asked Questions
Your common questions about Compt answered.
Picking the right perk management solution is not an easy task, and that’s why we’ve compiled our top questions from prospective customers and answered them below for you.
General
What is Compt?
Compt is the leading lifestyle and workstyle benefits platform that empowers companies to offer personalized, meaningful benefits to their employees, enhancing overall well-being and job satisfaction.
What products or solutions does Compt offer?
Compt offers a comprehensive suite of solutions designed to enhance employee well-being and engagement. Our offerings include:
- Lifestyle Benefits: Personalized stipends that covering wellness, family, professional development, remote work support, and more.
- Employee Rewards and Recognition: Spot bonuses, perks, and non-monetary shout-outs aligned with individual preferences.
- Company Swag Store + Stipend: Branded, made-to-order swag powered by stipends. No closets, bulk orders, or shipping chaos.
- Business Expense Management: Streamlined, compliant expense tracking.
- Professional Development Pro: Streamlined requests, approvals, budget tracking, and peer-powered learning recommendations.
- Employee Discounts: Thousands of brand deals and savings included at no extra cost to those on paid Compt plans.
To learn more about each of these solutions and how they can benefit your organization, visit the pages linked above or request a demo.
What makes Compt different from expense software like Expensify or Concur?
Expense software tracks any spend. Compt enforces lifestyle benefit categories, ensures IRS tax compliance, and gives HR clear engagement + ROI insights.
For HR: Employees get a dedicated benefits experience (not generic reimbursements), driving 3x higher participation.
For Finance: Controlled categories, audit-ready records, predictable budgets vs. ad-hoc expenses.
For distributed teams: Global compliance built-in.
What software and systems does Compt integrate with?
Compt integrates with ADP, Workday, Gusto, UKG, Sequoia, Paycor, Paylocity, Zenefits, TriNet, Kallidus, Paychex, Rippling, BambooHR, Google, Okta, Slack, Teams, and more.
Can Compt be customized to fit our specific needs?
Yes — customization is core to Compt. Tailor stipend categories, budgets, and policies to your culture, locations, and employee classifications.
Is Compt mobile-friendly?
Yes, responsive web design works perfectly on mobile browsers.
What kind of customer support does Compt offer?
Compt provides customer support through multiple channels, including email, Zoom/Google Meet, and live chat, ensuring quick and effective assistance. Our platform is so intuitive that <1% of all users reach out to support. But when they do, our average response time is 34 minutes.
Ready to explore Compt? Request a Demo — Our team can walk you through setup in as little as two weeks.
Security and Compliance
Is Compt SOC II certified?
Yes, Compt is SOC II Certified, ensuring the highest standards of security and compliance for your company’s data.
Is Compt GDPR certified?
Yes, Compt complies with GDPR standards, ensuring the protection and privacy of personal data for EU clients.
Lifestyle Benefits
What are lifestyle benefits and why should I offer them?
Lifestyle benefits support employees’ real needs (wellness, family, learning, remote work), driving retention and productivity. Companies offering personalized benefits stand out vs. one-size-fits-all plans.
What is the difference between Lifestyle Spending Accounts (LSAs), stipends, and perks?
LSAs are flexible accounts that cover a wide range of expenses. Stipends are fixed amounts for specific categories. Perks are additional benefits enhancing work-life balance (these can be monetary or non-monetary).
Do Employee Discounts replace stipends or LSAs?
No. Compt remains a reimbursement-first benefits platform. Employee Discounts are an optional enhancement that helps employees save on eligible purchases, while stipends and LSAs continue to provide flexible, employer-funded budgets within the same Compt experience.
Why not give cash rather than build out a lifestyle benefits program?
Cash disappears into paychecks, unnoticed. Compt’s categories ensure funds enhance well-being and deliver tax advantages (tuition reimbursement, etc.) that cash can’t.
Implementation & Customization
Will Compt work for my company?
Yes — Compt is designed to be flexible and adaptable, making it suitable for companies of any size and industry. Whether you’re a 50-person startup or a 5,000+ employee enterprise, remote-first or hybrid, Compt scales seamlessly. Our platform supports distributed teams across multiple countries while maintaining IRS compliance and providing HR-grade visibility into engagement and ROI.
Can I migrate existing perks to Compt?
While it’s not a direct 1:1 transfer, Compt lets you reimagine your existing perks into more powerful, personalized lifestyle benefits. For example:
- Instead of a specific gym membership for everyone → Wellness stipend employees use for their preferred fitness options (Peloton, yoga, vitamins, etc.)
- Instead of blanket learning budgets → Professional development stipend with peer-powered recommendations and streamlined approvals
- Instead of one-off swag orders → Branded swag store powered by stipends (made-to-order, no inventory risk).
This approach delivers greater employee satisfaction because benefits match their needs, not a generic plan. Most customers migrate their existing budget dollar-for-dollar while seeing 2-3x higher participation rates.
How many stipends are allowed?
Unlimited stipends — create as many categories as needed to match your employee classifications, locations, or priorities (wellness, family, remote work, etc.). Most customers start with 3-5 categories and expand over time.
Can we add new categories for our stipends over time?
Yes, add, modify, or pause categories anytime without technical setup. As your workforce evolves (new remote hires, family leave policies, etc.), Compt adapts instantly.
What happens if someone doesn’t use their full stipend?
Unused stipends expire per your policy (monthly, quarterly, annual). You control rollover rules, carryover limits, or conversion to other categories. This prevents budget waste while encouraging timely use.
How long does implementation take?
Implementation typically takes 2-4 weeks, depending on company size and payroll complexity. Compt’s customer success team handles everything:
- Payroll/HRIS integration (ADP, Workday, Gusto, etc.)
- Category setup + budget allocation
- Compliance configuration (IRS limits, global currencies)
- Employee launch communications + training materials
You focus on adoption while we manage the technical lift. All customers get a dedicated implementation manager for white-glove rollout.
Get your custom implementation timeline → Request a Demo
Getting Started
How does your pricing work?
Pricing is custom, based on employee count and selected features (Lifestyle Benefits, Rewards, Swag Store, etc.). No minimum employee requirements, no long-term contracts. Contact us for a tailored quote that matches your scale and goals.
Is there a minimum number of employees required?
No minimum — Compt works for startups (50 employees or less) through enterprises (50,000+). Pricing scales accordingly.
What resources or guides do you have for us to share with employees?
We provide comprehensive onboarding materials guides, and support to facilitate employee understanding and engagement. Our customer success team will provide everything you need to know to get employees signed up and using their Compt benefits right away.
What do I need to get started?
Three simple steps:
1. Meet your customer success manager (30-60 min kickoff)
2. Define categories + budgets (we provide benchmarks and templates)
3. Provide employee data (for fund segmentation and payroll sync)
From there, we handle integration and launch. Self-serve stipend management unlocks after training and we’re here for ongoing support.
User Participation & Metrics
What is the average stipend per employee?
Most companies offer stipends ranging from $50 to $150 per month, but this can be customized based on company policy. In our experience, quarterly stipends see the highest participation rates. Find detailed information on what other companies are offering in our 2026 Lifestyle Benefits Benchmark Report.
How much time on average are employees spending within Compt?
Employees generally spend 5-10 minutes per month managing their benefits on Compt. Intuitive design means quick claims and approvals.
What metrics and reports are available to track employee participation?
Compt provides comprehensive analytics that track employee participation, including usage rates, engagement levels, and detailed reports on how stipends are utilized across your organization. These insights empower you to make data-driven decisions to enhance your benefits program. To see the full scope of our reporting capabilities, request a demo today.
Can I see which categories are most popular among employees?
Yes — real-time insights show top categories, helping optimize budgets (e.g., increase wellness if 70% usage). You can segment by team, tenure, and location.
How does Compt encourage employee participation?
Compt fosters employee participation through user-friendly interfaces, regular reminders, and personalized communications that highlight the benefits available to them. Our platform is designed to engage employees and maximize the value of their benefits. For a comprehensive look at how Compt can drive engagement and participation within your organization, request a demo and see the platform in action.
Payroll
How are employees' Compt accounts funded?
Accounts are funded through payroll integrations or manual uploads, depending on your setup. There is no pre-funding through Compt, so the platform does not hold onto any money for your peace of mind. Read the next FAQ to understand the process.
What is the process for employees to submit expenses for reimbursement?
1. Snap receipt photo and upload in Compt
2. Categorize (e.g., Health & Wellness, Food, Tech)
3. Submit details (vendor, date, amount)
4. Admin approves (or auto-approve rules)
How do employees get the money?
When a stipend claim is submitted and approved by the company admin, reimbursements are processed through payroll and delivered to employees in their next paycheck. (This is subject to your company’s payroll run and timing.)
What payment methods are supported for reimbursements?
Compt reimbursements are available only through payroll to maintain tax compliance.
Who reviews what employees submit?
Designated company approvers review and approve employee submissions. Some Compt customers choose to have a Compt customer success manager review and approve claim submissions. You can also set auto-approval thresholds by category or amount.
What payroll integration options do you offer?
Compt integrates with major payroll systems, including ADP, Workday, and Gusto. You can also export a .CSV and upload it to your payroll provider or utilize SFTP. Our customer success team can help you set this up!
Tax
Is Compt IRS tax compliant?
Yes, Compt was built with tax compliance in mind! Founded by Amy Spurling, a three-time former CFO and two-time COO, adhering to IRS regulations is priority number one.
How does Compt ensure adherence to IRS regulations and applicable tax codes?
Compt automatically categorizes, tracks limits, and reports benefits according to IRS guidelines.
What is the difference between nontaxable and pretax?
Nontaxable benefits are not subject to income tax while pretax benefits reduce taxable income but are still subject to payroll taxes.
Do I have to keep track of the nontaxable limits for things like continuous learning, commuter benefits, and student loan repayment?
Compt automatically tracks these limits, ensuring compliance with IRS regulations.
International
Does Compt work in other countries?
Yes, Compt supports global operations in over 75 countries (multi-currency and languages).
How are you handling the tax compliance for all of the different countries?
Compt requires a U.S. entity for its customers to ensure IRS compliance.
How does Compt handle different currencies and exchange rates?
Compt supports multiple currencies and calculates exchange rates for international reimbursements. While we already support many world currencies, we are always adding to our list.
What do the reporting and payroll processes look like for global teams?
Compt provides detailed reporting and integrates with international payroll systems to manage global teams effectively.
Enterprise
Have you worked with large customers before? What has made them successful?
Yes, numerous global enterprises. Success factors: flexible categories, dedicated support, desired participation rates, and measurable ROI via retention and engagement.
What level of support do we get?
Large customers receive premium support at no additional cost, including a dedicated account manager, priority service, and tailored solutions.
What onboarding or training is included?
We provide comprehensive one-on-one onboarding with an experienced Compt customer success manager with training sessions to ensure a smooth transition and effective use of Compt’s platform.
Does Compt ensure data security and privacy?
Compt employs advanced encryption, regular security audits, and strict data privacy policies to protect your company’s information.
Can we create custom reports with Compt?
Yes, Compt offers customizable reporting options to meet your company’s specific needs and metrics. Looking to segment employee populations by department, country, or stipend type? You can do it all with Compt.
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