Compt family stipends let you support everything from building families to raising kids and caring for aging parents. No health plan changes. No months of setup.
Launch in under two weeks. Customize by team, location, or benefit level.
How Compt works
Choose eligible expenses, set the budget per employee, pick the cadence. Your benefit, your guardrails.
IVF clinic invoice, daycare bill, adoption attorney fee. They upload it in Compt, desktop or mobile.
Review every receipt yourself, set up pre-approved vendors that clear automatically, or let our team handle it.
Approved claims push to your payroll provider. Tax compliance is automated. Done.
Three ways to support families
Compt lets you offer support under a single or separate stipends. You can make your program as niche or as broad as you’d like.
A high-signal benefit for employees on the path to parenthood. Fills the gap where most health insurance stops. Inclusive of LGBTQ+ families.
97% of employers who added fertility benefits saw no major cost increase, and it’s a top reason employees stay.
Help working parents and caregivers manage the daily costs of childcare and eldercare that eat into productivity and loyalty.
Childcare costs exceed rent in most US metros. This is the benefit that keeps working parents from job searching.
Support the everyday costs of raising a family: the activities, enrichment, and experiences that keep kids thriving.
The easiest place to start. High adoption builds trust before you expand into caregiving or family building.
The hidden costs behind your team’s “polite” survey feedback
Per IVF cycle
Most need 2-3 cycles
Adoption
Per child
Surrogacy
Before legal fees
Avg. child care
Per child in US
Assisted living
Nat’l median, 2025
Why Compt
Most plans only cover clinical infertility — excluding adoption, surrogacy, and LGBTQ+ paths to parenthood. A Compt stipend fills that gap alongside your plan, no plan documents required.
You set the budget, employees submit receipts, and you only pay for what’s used. No premiums, no claims risk — and replacing an employee costs 50–200% of their salary.
That’s your advantage, not your limitation. You can launch a family stipend in days while enterprises spend months negotiating with health insurance carriers.
By the numbers
“
Jared L.
Compt user
FAQ
Compt’s pricing is designed for transparency and budget control. There are two parts to the cost: the software fee and your stipend budget.
Compt software fee: Most platforms charge a “per-employee-per-month” (PEPM) fee, which means your bill fluctuates every time you hire or lose an employee. Compt uses tiered annual pricing, which means it’s predictable and consistent. Since you have one annual fee for the software, you get total budget certainty for the year, and you can hire within your tier without your software costs increasing.
Your Stipend Budget: The biggest saving comes from our reimbursement-based model. Unlike “pre-funded” card programs, where your money is tied up regardless of use, with Compt, you only pay for what employees actually spend.
According to our 2026 Annual Lifestyle Benefits Benchmark Report, even popular programs like Family & Caregiving don’t reach 100% utilization.
Participation Rate: ~78% (The number of employees who submit a claim).
Utilization Rate: ~46% (The percentage of the total budget actually spent).
The bottom line: If you offer a $1,000 family stipend, your actual cost to the company averages roughly $460 per employee. You get the recruiting power of a $1,000 benefit while only spending half that.
You define the eligible categories when you set up the program. Common ones include: IVF and fertility treatments, adoption fees, surrogacy costs, egg/sperm freezing, genetic testing, childcare, daycare, eldercare, after-school programs, summer camp, sports and extracurriculars, tutoring, lactation support, and special needs services. Compt handles tax categorization automatically.
Insurance typically covers clinical infertility only — a medical diagnosis. It excludes adoption, surrogacy, egg freezing for non-medical reasons, and most LGBTQ+ paths to parenthood. A Compt stipend covers what the plan doesn’t. No ERISA, no plan documents, no enrollment window. It works alongside your existing benefits.
Two things leadership typically wants to hear: first, it’s a capped expense — you set the budget and only pay for what employees use. Unlike a premium increase, there’s no runaway cost risk. Second, it’s a retention signal. 97% of employers who added family building saw no significant cost increase, and replacing an employee costs 50–200% of salary. We can provide a one-pager to help you make the case.
Yes. One combined stipend or separate programs with different budgets and eligibility rules. Some companies start with one and add others later. Everything runs from one dashboard.
Sources: Employee replacement costs (SHRM; Gallup) · 97% no significant cost increase from adding fertility benefits (RESOLVE/Mercer 2021 Fertility Benefits Survey) · IVF, adoption, and surrogacy cost ranges (RESOLVE; Care.com 2023) · Average childcare costs (Care.com Cost of Care Survey 2023) · Assisted living median costs (CareScout Cost of Care Survey 2025) · Compt program data from Compt’s 2026 Annual Lifestyle Benefits Benchmark Report.
One stipend. Every stage of family life. Launch in days, manage in minutes.
We’ll follow up within 1 business day to schedule your call.
For information only, not legal or tax advice. Consult qualified benefits counsel before establishing any health-related benefit plan.
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