2026 Lifestyle Benefits Benchmark Report
How are companies like yours actually designing benefits today?
We’ve analyzed a full year of 2025 data on the Compt platform, including millions of dollars in employee spending to bring you insights into benefit strategies of HR leaders at companies your size.
Inside the report, you’ll find benchmarks on:
- How consolidation and LSAs shaped stronger, more efficient programs
- How stipend funding and usage evolved over the full year
- Which categories and vendors employees rely on most
- How peers are budgeting and planning in 2026
With the 2026 Lifestyle Benefits Benchmark Report, you can plan with confidence, even in a flat budget climate.
Built to support real planning conversations between HR and Finance.
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Easily benchmark your benefits program.
Benefit expectations haven't gone down, but budgets have. HR leaders are leaning into consolidation for their 2026 strategy.
Benefits decisions look different heading into 2026. HR teams are getting creative on ways to meet employee needs. Across thousands of programs, employees are spending benefits at tens of thousands of vendors, mostly outside of big marketplaces. In response to employee priorities, companies are pivoting away from traditional perks to high-impact personalized support.
The 2026 Lifestyle Benchmark Report has the data you need to align your benefits with today’s market.
We analyzed a full year of global customer data across industries and company sizes to show you exactly how teams are building lifestyle benefits to stay competitive.
Walk away with strategic insights on building a flexible benefits program that supports your entire workforce.
Average stipend program budget per company size
Wellness
Wellness works best when bundled. Utilization reaches 86% inside an LSA, far higher than standalone wellness programs.
Everyday Spending
Nearly 1 in 10 stipend dollars goes to groceries, signaling a shift toward benefits that help cover everyday costs.
Professional Development
20% of PD spend is now AI-related, shifting from one-off events toward a continuous, always-on tool stack for upskilling.
Caregiving
Caregiving benefits see high participation but lower utilization, reflecting their role as situational support rather than monthly spend.
1 in 10 stipend dollars is spent at a grocery retailer
70% of employee benefit spend goes to over 64,000 unique vendors
Banking is the highest funded industry
Wellness spend goes far beyond fitness.
Our findings show that while fitness memberships lead at 43%, employees are using wellness funds for a massive range of needs—from mental health to medical copays. Flexible programs allow your team to prioritize what matters most to them in real-time.
