Learning and development benefits employees actually use
Ditch the rigid corporate training programs. With Compt, you offer flexible, personalized learning stipends that employees love — and actually use.
The old way of learning benefits is broken. Compt offers a better path.
Most companies offer a professional development budget. But if it’s sitting in a spreadsheet, buried in an LMS, or tied up in limited vendors, it’s not really a benefit. Here’s what’s broken — and how Compt fixes it:
The Old Way
- “Use it or lose it” budgets that go untouched
- Limited to pre-approved vendors or static courses
- Reimbursement chaos and manual admin for HR
- No insight into usage or impact
- Low engagement, unclear ROI
The Compt Way
- Flexible stipends employees can use how/when they want
- Covers books, courses, conferences, coaching, and more
- Automated workflows, built-in tax compliance, 30 min/month admin
- Real-time visibility into who’s learning and spending
- 90%+ participation, data you can show the CFO
Why people teams choose Compt for L&D
Companies are rethinking how they support employee growth and seeing results. By offering flexible stipends for learning and development, people teams are turning underused budgets into high-impact, high-participation programs.
93% participation rate
Employees actually use their stipends when the options are open, relevant, and easy to access.
Only ~30 minutes/month of admin time
No more chasing receipts, checking for course completion, or managing messy expense reports.
Scalable for hybrid and global teams
Works just as well for a 40-person startup as it does for a 4,000-person global org.
Inclusive by design
Supports every learning style, from audiobooks to coaching to conferences to night classes.
Built-in tax compliance
Reimbursements are automatically categorized and export-ready for finance. Or integrate directly with payroll.
Data that shows real ROI
See exactly how employees are investing in their skills and what’s driving participation and engagement.
L&D that fits every team, in every industry
Whether your employees are earning technical certifications, brushing up on soft skills, or diving into leadership development, flexible stipends meet them where they are — in every role, location, and learning style.
Tech & Startups: Help engineers, PMs, and designers stay ahead of the curve with access to niche courses, AI upskilling, or conference travel — without managing individual requests.
Healthcare: Support continuing education, clinical credentials, or even stress-management certifications for caregivers.
Finance & Legal: Keep employees compliant and current with licenses, CPE credits, and on-demand courses tailored to a fast-changing regulatory landscape.
Manufacturing & Operations: Fund safety trainings, upskilling in automation, or leadership programs for plant supervisors.
Questions?
How is this different from a traditional learning budget?
Traditional learning budgets are often centralized, slow to approve, and limited to a small list of options. A stipend gives employees direct access to a set amount of funds they can use on the learning experience that’s most relevant to them — without all the red tape.
What can employees use their stipend for?
It’s completely customizable. Companies commonly allow books, online courses, conferences, certifications, coaching, and more. You choose the categories, employees choose how to grow.
Does this create a tax burden for employees?
Compt is built with tax compliance in mind. Reimbursements are automatically categorized as taxable or non-taxable, and your team can easily export data for payroll and reporting. No spreadsheets or guesswork required.
Can this support global teams?
Yes — Compt supports reimbursements in multiple currencies, with built-in exchange rates and regional tax handling. Your team in Toronto, Tokyo, or Tel Aviv can all access their stipends with the same great experience.
How long does it take to launch?
Most teams launch their L&D stipend in under 2 weeks. Setup is fast, guided, and low lift for your HR or People team.
Can we adjust the stipend amount or eligible categories over time?
Absolutely. Stipends are fully customizable — you can update budget amounts, change eligible spending categories, or launch new stipends by department or region as your needs evolve.
Ready to make learning a benefit people actually use?
Stop watching learning budgets go unused. Start giving your team the freedom to grow in the ways that matter most — and finally get the participation, impact, and ROI you’ve been looking for.