Compt’s learning and development benefit gives your people room to grow while handling approvals, budget tracking, and reimbursement. No spreadsheet. No inbox pile-up. No second job for you.
How Compt works
A little setup up front — then it mostly runs without you.
Choose eligible expenses, set the budget per employee, pick the cadence. Your benefit, your guardrails.
Course invoice, exam fee, conference ticket. They upload it in Compt, desktop or mobile.
Reimburse on receipt, or bring approvals, tracking and visibility into one place with Professional Development Pro™. More on that below.
Approved claims push to your payroll provider. Tax compliance is automated. Done.
How Compt works
Courses & bootcamps
Online classes, technical bootcamps, university courses, and more.
Certifications
PMP, CPA, AWS, SHRM, and other credentials, incl. exam and renewal fees.
Conferences
Registration, sessions, and workshops in an employee’s field.
Coaching
Executive, leadership, and career coaching engagements.
Tuition
Degree and continuing education tuition with multi-month reimbursement supported.
Books & memberships
Learning materials, subscriptions, and professional association dues.
Run it your way
Some teams just want to reimburse and move on. Others want approvals and visibility. The difference is how much structure you want — not how much work it takes you. Most teams start light and add Professional Development Pro™ as they grow.
Give people a budget, let them spend, reimburse through payroll. The simplest way to offer a learning benefit.
Works best when you trust your team to self-direct.
More Structure
Want approvals and visibility? Bring it all into one place so oversight is effortless, not an email scavenger hunt.
A partner built in
Through Compt’s partnership with Southern New Hampshire University, a learning stipend applies to SNHU’s six-week Professional Skills courses, paid on completion, so reimbursement timing lines up.
15%
off for Compt customers
6wk
courses, new cohorts often
$0
off for Compt customers
Why Compt
Low usage is a friction problem, not an interest one. Compt makes requesting effortless and shows people what’s eligible so the benefit you championed actually lands.
Approvals route themselves, budgets track automatically, and reimbursement runs through payroll. Most teams spend about 30 minutes a month managing their program.
Compt applies the correct IRS classification automatically (including Section 127 up to the $5,250 limit) with a full audit trail. And with no prefunding, you only pay for what’s used.
By the numbers
“
The Professional Development Pro tool has helped us bring everything into one place, making the process much more efficient for both employees and admins. The visibility has been the biggest win — we can easily track activity, and employees can see the status of their requests in real time.
Maddie Nelson
HR Coodinator, PDI
5,000 employees supported by Compt around the globe
FAQ
A learning and development (L&D) stipend is an employer-funded allowance employees use toward professional growth — courses, certifications, conferences, coaching, books, and tuition. Instead of a rigid, pre-negotiated training catalog, employees choose what’s most relevant to their role and get reimbursed against a budget you set. Compt runs the L&D stipend end to end: eligibility, requests, budget tracking, and tax-compliant reimbursement through payroll.
The stipend is the benefit; PD Pro is the management layer on top of it. A plain stipend reimburses on receipt. PD Pro adds pre-approval, reviewer routing, and request tracking when you want oversight. See the product page.
Yes — tuition and professional certifications are among the most common uses of a Compt learning stipend. That includes degree and continuing education tuition, plus certification and exam fees for PMP, CPA, AWS, and SHRM (including renewals). Qualified tuition and educational assistance can also receive Section 127 tax treatment up to the $5,250 annual IRS limit, which Compt applies automatically. You decide which categories are eligible when you set up the benefit.
It depends on the expense, and Compt classifies it automatically. Qualified educational assistance receives Section 127 treatment up to the $5,250 annual IRS limit. Other learning spend is classified per policy and routed to payroll correctly.
Yes! That’s a core sweet spot, and Compt scales well beyond it. Mid-sized teams love that it runs without a dedicated L&D ops person. Larger orgs use the same platform with more structure, SSO, and admin controls. So it’s right at 150, 1,500, or 15,000.
Yes — Compt connects to your existing HRIS and payroll, so eligibility and reimbursements stay in sync automatically. Reimbursements are routed through your payroll provider with the correct tax treatment applied, and employee eligibility updates flow from your HR system without a manual roster.
See how Compt runs professional development so it stops running through you.
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Step confidently into the future of Professional Development management with Compt, where flexibility is limitless (or limited – the choice is yours!) and personalization is paramount.
Explore Professional Development Pro™ by Compt with an interactive tour and see how it can easily elevate your employee professional development program.
