Family Stipend
IVF cycles. Daycare tuition. Summer camp. Mom's assisted living. Your benefits don't cover any of it.
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.
Family Caregiving Stipend · $500/qtr budget
🏫 Daycare tuition — Q1
Approved
$200
🧬 Genetic counseling
Approved
$150
🥛 Mom's nutrition supplements
Pending
$80
Submitted this quarter: $430 / $500
How Compt works
Four steps from setup to your first reimbursement
- You set the rules: Choose eligible expenses, set the budget per employee, pick the cadence. Your benefit, your guardrails.
- Employees upload receipts: IVF clinic invoice, daycare bill, adoption attorney fee. They upload it in Compt, desktop or mobile.
- You decide the oversight: Review every receipt yourself, set up pre-approved vendors that clear automatically, or let our team handle it.
- Payroll handles the rest: 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.
For Growing Families
Family Building Stipend
A high-signal benefit for employees on the path to parenthood. Fills the gap where most health insurance stops. Inclusive of LGBTQ+ families.
What it covers: IVF, IUI, egg/sperm freezing, surrogacy, adoption fees, genetic testing
Setup time: Days
Admin effort: Minimal (as little as 30 min/month)
Typical utilization: Lower (more targeted)
97% of employers who added fertility benefits saw no major cost increase, and it’s a top reason employees stay.
For Working Parents & Caregivers
Caregiving Stipend
Help working parents and caregivers manage the daily costs of childcare and eldercare that eat into productivity and loyalty.
What it covers: Childcare, after-school programs, eldercare, special needs support, etc.
Setup time: Days
Admin effort: Minimal (as little as 30 min/month)
Typical utilization: 78% participation; 46% utilization
Childcare costs exceed rent in most US metros. This is the benefit that keeps working parents from job searching.
Most Popular
Family Stipend
Support the everyday costs of raising a family: the activities, enrichment, and experiences that keep kids thriving.
What it covers: Summer camp, sports, tutoring, school supplies, extracurriculars, etc.
Setup time: Days
Admin effort: Minimal (as little as 30 min/month)
Typical utilization: 78% participation; 46% utilization
The easiest place to start. High adoption builds trust before you expand into caregiving or family building.
The costs your employees are carrying alone
$15-20k
Per IVF cycle
Most need 2-3 cycles
$20-45k
Adoption
Per child
$100k+
Surrogacy
Before legal fees
$16k+/yr
Avg. child care
Per child in US
$6,200/mo
Assisted living
Nat’l median, 2025
Why Compt
The easiest yes to supporting families
"Our health plan already covers some fertility — I'm not sure we need more."
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.
"I need to justify the cost to leadership before I can move on this."
You set the budget, employees submit receipts, and you only pay for what’s used. No premiums, no claims risk — replacing an employee costs 50–200% of their salary.
"We're a 100-person company. Are we too small to offer something like this?"
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
<2 weeks
to launch, on avg.
$0 wasted
only pay for what’s used
87%
employee satisfaction
75+ countries
supported, incl. all US states
FAQ
What does Compt cost?
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.
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.
Common expenses: IVF and fertility treatments, adoption fees, surrogacy costs, childcare, daycare, after-school programs, summer camp, sports and extracurriculars, tutoring, lactation support, and special needs services.
How is this different from health insurance fertility benefits?
Insurance typically covers clinical infertility only — a medical diagnosis. It excludes adoption, surrogacy, and most LGBTQ+ paths to parenthood. A Compt stipend covers what the plan doesn’t.
Can we offer family, caregiving, and family building as separate benefits?
Yes. One combined stipend or separate programs with different budgets and eligibility rules.