Compt gives you a way to help — a weight management stipend that covers GLP-1 prescriptions, gym memberships, and nutrition support — without standing up a health plan or adding to your workload.
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.
Pharmacy receipt, gym membership, nutritionist visit. 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.
Two Approaches
Both launch in days. Both avoid ERISA, ACA, and COBRA obligations. Both reimburse through your existing payroll.
One program that covers everything, GLP-1s included. Employees pick what matters to them: a prescription, gym membership, therapy, a meal plan, or more.
Teams start here to get something live fast with broad employee appeal. High adoption because everyone finds something relevant.
A focused program for GLP-1 prescriptions, gym memberships, fitness coaching, and nutrition support. Addresses the coverage gap.
Built for the renewal conversation. Narrower scope means you fund less overall than a broad wellness stipend.
Why Compt
Most companies launch in under two weeks. If your carrier is dropping GLP-1 coverage at your next renewal, you can have a stipend live before the change hits. No plan documents, no carrier negotiations, no waiting for open enrollment.
Compt takes on average 30 minutes a month to manage. You choose the level of oversight when it comes to receipt review. Just push the “send to payroll” button when ready.
You won’t. A post-tax stipend through Compt is not a group health plan. No ERISA, no COBRA notices, no non-discrimination testing. Tax compliance is automated through your payroll integration.
By the numbers
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Kevin Sullivan
Global Benefits Manager, formerly Quickbase
700 employees · 96% participation across their wellness stipend program
FAQ
Compt charges a flat monthly platform fee based on your employee count. The stipend budget is separate — you only fund the benefit when employees actually submit approved receipts. If nobody uses it in a given month, you pay the platform fee and nothing else. We’ll talk through exact pricing and how Compt works on your demo call.
Yes. You define the eligible expense categories when you set up the program. GLP-1 prescriptions can be explicitly listed. Employees submit their pharmacy receipts and get reimbursed through payroll minus applicable taxes. They can redact sensitive prescription details — only the date, vendor, and amount need to be visible.
HSAs only work for employees on high-deductible health plans. A weight management stipend covers your entire eligible population — including employees who chose a different medical plan. It also gives you employer-level visibility into utilization that HSAs don’t provide.
Two things leadership typically wants to hear: first, this is a capped expense, so 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. Employees who feel supported through a coverage gap are less likely to leave over it (and replacing an employee costs far more than a stipend).
Turn a coverage gap into a competitive benefit. 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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