Jess Huckins

Here at Compt, we price our lifestyle benefits platform on a fixed annual tier based on your employee headcount, not a per-employee-per-month (PEPM) fee. Your software cost stays flat for the length of your contract, whether you add five people or 500. Compt also never requires you to prefund your employee benefit balances. You pay the software fee, plus the stipend expenses you actually approve and reimburse — nothing more.

If you've connected your HRIS using an API or SFTP integration, Compt builds eligibility groups from location, department, employment type, seniority, or custom columns you've added (like dependent count) straight from your HRIS data. Then, groups sync automatically, so when someone gets promoted, changes departments, or moves offices, their stipend eligibility updates on the next sync.

By default, unused LSA funds do not roll over. Rollover is possible, but it's the exception rather than the norm; the majority of companies using Compt configure their LSA programs as "use it or lose it" within each cycle. We get asked this all the time. Many rollover questions stem from prior experience with FSAs and prepaid benefit cards, but LSAs aren't the same thing.