10 Best Lifestyle Spending Account Vendors of 2025

It offers a wide range of solutions, including care delivery, health management, financial services, and lifestyle spending accounts. Joon is a lifestyle spending account provider that gives employees access to personalized benefits. Employers pay the LSA with money that is taxed to the employee after they spend it, unlike other spending accounts such as their flexible spending accounts.

The platform supports domestic and international teams with various account types. Holisticly is an employee wellness platform designed to simplify the administration of corporate wellness programs. Ameriflex aims to streamline benefit administration for employers while maximizing savings for employees. Through a user-friendly interface, employees can easily access and manage their benefits, promoting well-being and job satisfaction.

Employee Benefits Corporation (EBC)

Honeybee allows businesses to deposit a predetermined amount of money into employee Allowance Accounts monthly. Compt’s Employee Stipends program enables businesses to offer employee perks that align with their culture and attract talent, all without the complexity of DIY perk programs or point-based systems. Employee reimbursement initiatives pose a considerable strain to already overburdened HR personnel. ABS takes a hands-on approach to simplify and deliver solutions that eliminate the bother of employee benefit management. Fitness, mental health, financial well-being, nutrition, and continuous learning solutions are among the many options.

In wrapping up, embracing Lifestyle Spending Accounts isn’t just about perks—it’s about creating a workplace where employees feel valued and happy. This entails offering user-friendly apps or online portals where employees can conveniently monitor their LSA allocations and transactions. For instance, imagine a medium-sized company launching a new Lifestyle Spending Account (LSA) program for its employees. Let’s delve into the practical steps organizations can take to successfully implement LSAs for their employees. Employees can conveniently access their LSA funds through a user-friendly platform. It allows employers to customize allowances, eligibility, and spending categories to fit their needs.

G2 reviews describe it as helpful for financial planning but limited in lifestyle benefits categories. Origin is primarily a financial wellness platform that includes access to certified financial planners, budgeting tools, and wealth management services. They can be configured to cover categories like gym memberships, healthy food, home office expenses, and professional development, with claims managed through a mobile app and online portal. Ameriflex is a long-standing benefits aviator game download administrator best known for FSAs and HSAs, and it also supports Lifestyle Spending Accounts. One reviewer even notes that, “My employer has decided to move away from Fringe because employees would rather just have the cash equivalent of the Fringe points.”

Key Features on the 55 Ace Platform

• HiPeople is an AI-powered solution that helps employers assess potential employees’ abilities.
• The platform also offers gamification and incentives, with employees earning rewards through participation in company challenges.
• With its highly customizable platform, Espresa empowers companies to define and encourage policies tailored to culture-based pillars.
• Because an LSA is an employer-funded, post-tax benefit (not a regulated pre-tax account), there aren’t rigid government rules about eligibility like there are for 401(k)s or HSAs.

During these workshops, HR representatives explain LSAs, including how they work, the benefits they offer, and the eligibility criteria. Employees would log into the portal during the annual benefits enrollment period to review their benefits options. To integrate LSAs into their benefits offerings, the HR department can update the benefits enrollment portal to include information about LSAs. With JOON’s LSA software, employers can customize allowances, eligibility, and schedules for each merchant. Benepass LSAs can be used to attract and retain talent, cater to a diverse workforce, and save time and money. From seamless integration to customizable features, these platforms offer everything you need to implement LSAs successfully and empower your workforce.

Its marketplace includes wellness, fitness, learning and development, professional growth, and lifestyle categories. Optum is a global health services and benefits provider that’s part of the UnitedHealth Group. Wellable provides a solid mix of digital and in-person employee health and well-being solutions, with a particular focus on fitness challenges, mental health resources, and educational content.

How Can Organizations Implement an Lsa for Their Employees?

(Talk about a frustrating benefits experience!) This approach can also shift the burden onto HR and Finance, who are stuck reconciling complicated post-tax records instead of having compliance handled at the point of spend. Because taxation happens after purchases are made, employees may be hit with one large lump-sum tax adjustment at the end of the year. Fringe is a lifestyle benefits platform built around a curated perks marketplace. Employers only pay when employees use their benefits, which reduces breakage. Compared to Compt’s simple interface and automated IRS-compliant categorization, WEX’s system comes across as bureaucratic and frustrating for employees who just want to use their benefits. Employees report delayed reimbursements, separate logins for different aspects of the platform, and a weak mobile experience compared to newer competitors.

Educational Programs

For example, let’s consider a large corporation with a comprehensive benefits package that includes health insurance, retirement plans, and wellness programs. LSAs offer employees flexibility and autonomy in how they allocate their benefits, promoting a culture of empowerment and satisfaction within the workforce. With Clubhealth, promoting employee well-being and managing benefits is simple and efficient.

Employers can deliver stipends through a WEX benefits card, submit claims digitally, and track usage in detail. One Capterra reviewer says, “Would like to choose from more of a variety of wellness products and services in the marketplace.” The team loves it and we get to make an impact with our benefits dollars.” — Compt G2 review “Compt has been instrumental for us to be able to increase employee satisfaction and utilization rates far higher than we could have ever achieved with our old perks approach.”— Melissa Salcius, Director of People Operations, Fictiv High utilization among your people translates to high ROI on your benefits spend. The platform is available on mobile, and there’s no confusing point system or limited catalog or card; if an expense fits the defined perk category, it’s approved.

Employee Experience

Employees can use their LSAs on a wide range of products and services that support their well-being and work-life balance. However, the tax treatment can vary based on the country or region, as well as the structure of the LSA program. We’ve built the LSA platform that works as hard as your team does —  Schedule a demo today to learn more about how we can help. The provider should offer 24/7 support through multiple channels, including chat, email, and phone. Employees should be able to use their benefits easily at the point of purchase without unnecessary delays.

Tips for Working with a Corporate Wellness Consultant

• Nava is a modern benefits brokerage that partners with employers to design employee-centric benefits programs.
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• For example, they might use their employer-funded account to pay for subscriptions to Coursera, Calm, and Peloton or for essential home office equipment such as standing desks.
• The platform consolidates various point solutions into one system, allowing employers to provide flexible benefits such as childcare, wellness services, food delivery, and travel perks.
• JOON’s card-connected experience is used by 100+ businesses to instantly turn any category or popular merchant, from Peloton to Udemy, into a reimbursable employee reward.
• Empower your team to prioritize their health and happiness with funds for fitness, mental health, self-care, and more.

Step confidently into the future of HR tech with Compt lifestyle benefits where flexibility is limitless (or limited – the choice is yours!) and personalization is paramount. However, Compt cannot provide tax advice, and users should consult their own tax, legal, and accounting advisors when necessary. For instance, some companies might provide a smaller stipend to part-timers or have different LSA amounts based on tenure or location. Because an LSA is an employer-funded, post-tax benefit (not a regulated pre-tax account), there aren’t rigid government rules about eligibility like there are for 401(k)s or HSAs. Compt’s LSA solution has no preset vendor lists; it’s a vendor-free, open-choice model, so employees can seek out the products or services that best fit their needs. Employers define broad categories (aligned with their culture and what their people value), and employees then have freedom to spend within those categories.

MetLife (Spending Accounts)

Globally accessible with support in multiple languages and currencies Delivering benefits that are relevant, inclusive, and easy to manage. Access templates, toolkits, and resources designed to support program adoption. Read about past Espresa clients and their experiences. Streamline reimbursements, allowances, and LSAs for your entire workforce. Discover proven strategies to slash your time to hire and secure top talent efficiently!

Best Lifestyle Spending Account Vendors: A Comparison Guide

Create an infinite number of customized allowance plans by nation, currency, time zone, region, and employee classification. Forma’s lifestyle benefit categories include family & relationships, education & career, well-being & lifestyle, basic health & protection, money & wealth, and work & performance. Benefit users’ expenditures are stretched even further thanks to unique savings at JOON’s health and lifestyle partners. JOON’s card-connected experience is used by 100+ businesses to instantly turn any category or popular merchant, from Peloton to Udemy, into a reimbursable employee reward. JOON is redefining advantages ranging from health and wellness to learning and development.

Essentially, the best LSA setups empower employees with choice — for example, one person might use it to pay for a gym membership while another might enroll in an online course — all under the same program. Instead of offering one-size-fits-all perks, companies set up an LSA to let their people choose the benefits that matter most to them. This table breaks down your options for picking the best vendor for lifestyle benefits in 2026. “Compt is a fantastic, customizable solution that allows companies to offer an array of benefits for their workforce. Compt takes a different approach to the tax implications of your benefits. These models can also create headaches for HR and Finance teams, who are often left reconciling taxable amounts manually because the platform doesn’t integrate directly with payroll.

Lifestyle spending accounts offer financial benefits that can boost your take-home pay and save you money on taxes. These accounts are a versatile benefit that helps employers cover various types of expenses employees face in their daily lives. Wellable also provides Lifestyle Spending Accounts (LSAs), allowing employees to use funds for health and wellness-related expenses.

This approach enhances retention and recruitment, boosts morale, and increases employee engagement by supporting various aspects of employees’ lives. Since they extend beyond medical expenses, LSAs are meaningful to employees, enhancing retention and recruitment, boosting morale, and increasing employee engagement. Since LSAs are employer-funded and post-tax, they aren’t governed by IRS rules like FSAs or HSAs, giving companies full flexibility to decide who qualifies and how funds can be used. Common eligible expenses include fitness memberships, mental health services, wellness apps, home office equipment, professional development courses, child care, and commuting costs.

It’s also suitable for a globally distributed workforce, as it’s available in all languages, time zones, and currencies. Espresa offers a wide range of eligible spending categories and an integrated marketplace with zero markups. Fringe is a popular platform that scores 4.6 out of 5 from the G2 user community (0.2 lower than Benepass.)