# Wellness Stipend ## The wellness benefit that _runs_ itself. Compt gives you a flexible wellness stipend employees actually use — gym memberships, therapy, nutrition, and more — without adding a new tool to learn or rebuilding your benefits stack. Launch in under two weeks. Customize by team, location, and more. ### Wellness Stipend · $100/mo budget 🏋️ - Gym membership — March Approved $40 🧠 - Therapy session Approved $30 🥗 - Nutrition coaching Pending $60 Submitted this month $100 ## 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 spend anywhere Any vendor, any format — if it’s in-policy, it’s covered. They upload a receipt in Compt after the fact, desktop or mobile. #### You decide the oversight Review every receipt yourself, set up pre-approved vendors that auto-clear, or let our team handle it. #### Payroll handles the rest Approved claims push to your integrated payroll provider. Tax compliance is automated. Done. ## What’s Covered ### Every dimension of wellness covere _d_ Health and wellness is a single benefit category on Compt. But within it, employees spend on everything from gym memberships to therapy to nutrition coaching. What counts as wellness is up to them. ### Physical fitness The most common wellness expense on Compt. Fitness memberships alone make up nearly half of all wellness spend. - Gym memberships, fitness classes, home workout equipment, running shoes, fitness apps ### Mental health A top ask from employees and a top gap in most benefit packages. Compt covers the things health insurance doesn’t always reach. - Therapy sessions, Calm, Headspace, BetterHelp, stress management coaching, journaling apps ### Nutrition & healthy living Employees who feel good physically perform better. A nutrition benefit shows you actually believe that enough to support it. - Healthy meal delivery, nutrition coaching, food tracking apps, vitamins and supplements ### Preventative & everyday health For staying healthy, managing chronic issues, and recovering from the small stuff that adds up. - Massage, chiropractic, acupuncture, sleep tracking devices, fitness wearables, blue-light glasses ## Why Compt ### The easiest _yes_ to a benefit that sticks #### "Our last wellness benefit had single-digit participation. I can’t pitch leadership another one that flops." Wellness stipends on Compt reach 85% participation, a number that reflects what happens when employees get to decide what wellness means for them, not just the ones who happen to use what you already offered. #### "I don’t have the bandwidth to manage receipts and reimbursements manually." Compt takes on average 30 minutes a month to manage. Set categories that auto-approve or review each receipt yourself. Either way, you push one button to send approvals to payroll. That’s the whole job. #### "We have employees in eight states and three of them are fully remote. How does this work for everyone?" Compt is built for distributed teams. Every employee, wherever they work from, gets the same access to the same stipend. No location requirement, no office perks that only help 40% of your team. Tax compliance, automated No ERISA. No COBRA. Handled through payroll. You only pay for what's used No prefunding. No wasted budget. Launch in days, manage in minutes No implementation project required. ## By the numbers ### The results speak for themselves #### 85% wellness stipend participation _Source: [Compt 2026 ABR](/content/resources/2026-lifestyle-benefits-benchmark-report/index.html)_ #### <2 wks to launch on avg. #### 84% of users say benefits make them feel appreciated #### $0 wasted — pay only for what employees use ## I didn't have to sell Compt. Compt pretty much sold itself. Kevin Sullivan Global Benefits Manager, formerly Quickbase 700 employees · 96% participation across their wellness stipend program ## FAQ ### Common questions from HR leaders like you **What expenses can be included in a wellness stipend?** Anything you choose to cover within your policy. Some companies cover things like: gym memberships, fitness classes, home workout equipment, therapy sessions, mental health apps (Calm, Headspace, BetterHelp), nutrition coaching, meal delivery, ergonomic equipment, sleep trackers, financial wellness tools, and more. You define which categories are in scope when you configure your program. **How is a wellness reimbursement different from an FSA?** A wellness stipend through Compt is an employer-paid benefit that runs through payroll — not a pre-tax account. It’s simpler to set up and covers a broader range of expenses, including things like gym memberships and meditation apps that aren’t FSA-eligible. Reimbursements are taxable income for employees; Compt handles the tax reporting automatically. **How much does a wellness stipend typically cost?** According to [Compt’s 2026 Annual Lifestyle Benefits Benchmark Report](/content/resources/2026-lifestyle-benefits-benchmark-report/index.html), the average annual stipend funding across all programs is $850 per employee. For standalone wellness stipends, most companies budget $50–$150 per employee per month. Because you only pay when employees actually redeem, your real cost is typically lower than the stated amount. **Can we offer different amounts to different employee groups?** Yes. Compt supports multiple benefit programs with different budgets, categories, and eligibility rules — so you can offer a different stipend to senior employees, or different categories to full-time vs. part-time staff. **How do I make the case for this internally?** Frame it as a participation and budget story. A fixed gym benefit costs the same whether employees use it or not — and most don’t. A Compt wellness stipend averages 94% participation, and you only pay for what employees actually redeem. We’ll help you build the business case.