LSA & STIPEND MANAGEMENT PLATFORM

The easiest way to run flexible stipends and LSAs

Benefits that reflect the needs of your entire workforce, not just some. Give your team unmatched flexibility while reducing manual admin to 30 minutes a month — plus, only pay for what actually gets used.

SOC 2 certified · Available in all 50 states · Works in every country

What companies can offer

• Gym & fitness
• Home office
• Childcare
• Weight Management
• Pet care
• Cell & Internet
• AI Upskilling
• Fertility
• Books & learning
• + more →

93%

Avg. participation with Compt

30 min

Avg. monthly admin

Most teams are managing stipends the hard way.

If you’re handling stipend reimbursements through spreadsheets, a payroll line item, expense tools, or have already sunsetted a program that got too complicated, you’re not alone.

Spreadsheets & inbox approvals

Every submission lands on your plate. You review it, determine if it qualifies, coordinate tax treatment with payroll, and process the reimbursement — manually, every cycle.

“People keep asking me… have they gotten paid yet? That eats so much of my time.” — HR leader, 250-person health center

Added directly to paychecks

You add the stipend to payroll as extra pay. Employees get the money — but you have no visibility into how it’s being used or whether the benefit is actually landing.

“We just did it as a direct stipend. It didn’t give us any insight into how they were using it. It worked as an interim solution, but not for long term.” — HR director, 1,000-person retailer

Expense tools used for benefits

You’re running stipends through Brex, Concur, or a similar tool. It handles receipts, but eligibility decisions and tax treatment still land on HR and payroll manually.

“We have Brex for expensing, but that doesn’t handle the compliance side. We were sunsetting the program because of the administrative hurdle of making sure it was tax compliant.” — HR leader, Series A startup

Limited categories, low participation

Your program covers one or two vendors and most employees don’t bother because it doesn’t fit their lives. The benefit exists on paper but isn’t doing much.

“We reimburse for Peloton and one gym. Less than five percent of our employees are using it. I’d rather see 100% using $50 a month than 10% using the higher amount.” — VP of HR, 250+-person medical center

The Solution

Set the rules once. Compt runs the program.

A reimbursement-based platform for flexible stipends and LSAs. You define what’s eligible. Employees submit receipts.

Compt handles tax treatment and delivers payment through payroll.

You define the rules, and Compt enforces them

Set eligible categories, limits, and who’s included. Configured once, applied every cycle. You keep as much — or as little — oversight as you want.

Tax treatment and payroll, handled automatically

Taxable vs. nontaxable applied automatically per IRS guidelines. Payments run through your existing payroll system. No manual calculations. No quarter-end reconciliation.

Visibility your employees will actually notice

Everyone sees what’s available, what’s been used, and what’s pending — in one place. No more “did I get paid yet?” emails. Real-time reporting for HR and Finance.

What changes

Less admin. More participation. ROI you can actually show.

93%

Average participation rate
Industry average without a platform: 50%

30 min

Monthly admin time after launch
No spreadsheets. No manual tax calculation.

$0

Prefunding or minimums required
Pay only for what employees actually use.

Lifestyle Spending Accounts (LSAs) & Stipends

Give employees a single stipend to spend across any categories you define — wellness, WFH, family, professional development, or all of the above. One program, full flexibility, zero vendor lock-in.

Rewards & Recognition

Celebrate milestones, spot achievements, and reinforce culture, all through the same platform your team already uses. Employees choose rewards that actually matter to them.

Professional Development

Stop approving courses one by one. Employees submit learning expenses in Compt and your eligibility rules handle the rest. Optional pre-approval workflows available for teams that want the oversight.

Employee Discounts & Company Swag

Exclusive discounts on purchases big and small, plus branded swag employees actually want. Both managed in one place. No separate vendor relationships to maintain.

What to expect

What happens when you book a demo

No commitment in the demo

A 30-minute call with an LSA expert, no strings attached. See how Compt works for your setup and goals.

We go at your pace

Some teams launch in two weeks, others take longer — whatever works for your team. You're paired with a customer success partner from day one.

Built for the budget conversation

We'll send a shareable summary with pricing and ROI data — everything you need to bring a clear case to your CFO.

What HR leaders say about Compt

We cut our benefits processing time from weeks to just 90 minutes.

K Kevin Sullivan Global Benefits Manager, Quickbase (700-person company)

FAQ

What is Compt?

Compt is a reimbursement-based platform for managing flexible stipends and Lifestyle Spending Accounts (LSAs). HR teams use it to define eligible categories, automate tax treatment, and deliver reimbursements through payroll — without manual spreadsheet work or one-off eligibility decisions. Average participation rate across Compt customers: 93%.

How does Compt handle taxes?

Compt applies correct taxable vs. nontaxable treatment to each reimbursement automatically, based on IRS guidelines and your program configuration. Taxable reimbursements are delivered through payroll with the appropriate withholding — no manual tax calculation needed, no reconciliation at quarter end. This is the most consistent reason HR and payroll teams cite for switching to Compt.

Ready to see what Compt can do for your team?

Tell us about your program and we’ll show you exactly how Compt works for your team size and payroll setup. 30 minutes. No commitment.