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Employee Engagement · head to head

Burnalong vs Peakon by Workday

Burnalong logo

Burnalong

Employee Engagement

Employer wellness platform built around social classes and a wide instructor marketplace

From
On request
Rated
-
Full reviewWebsite
Peakon by Workday logo

Peakon by Workday

Employee Engagement

Turn employee feedback into business success

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Burnalong nothing is published, so an employer cannot benchmark a Burnalong quote before entering a sales process, and third party estimates of a low single digit per employee per month rate are unconfirmed by the vendor.; Peakon by Workday pricing is not published; sold by quote through a sales process
  • They diverge on capability: Burnalong covers Social classes, Peakon by Workday covers Continuous listening.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Burnalong and Peakon by Workday actually diverge.

Attributes where Burnalong and Peakon by Workday differ
AttributeBurnalongPeakon by Workday
PlatformsWeb, iOS, Android, Roku, Apple TVWeb
FoundedUnknown2014

Identical on both: starting price (On request), pricing model (quote), free tier (No), user rating (Not yet rated), category (Employee Engagement).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in Burnalong

  • Social classes
  • Instructor marketplace
  • Specialist populations
  • Beyond fitness content
  • Connected television
  • Challenges and programmes
  • Employer reporting
  • Reseller deployment

Only in Peakon by Workday

  • Continuous listening
  • Pulse surveys
  • AI-powered insights
  • Real-time dashboards
  • Benchmarking
  • Action planning
  • Manager enablement
  • DEI analytics

What people use each for

The jobs each tool is most often brought in to do.

Burnalong

  • An employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reachnot Peakon by Workday
  • A health plan or health system wanting a wellbeing library it can offer its own members under its own brandnot Peakon by Workday
  • An employer whose population skews older or includes many people with limited mobility, where a general fitness library gets no usenot Peakon by Workday
  • An HR team running a quarterly wellbeing challenge and needing structured multi week programmes rather than an unstructured content librarynot Peakon by Workday

Peakon by Workday

  • Employee engagement measurementnot Burnalong
  • Real-time sentiment trackingnot Burnalong
  • Turnover forecastingnot Burnalong
  • Leadership developmentnot Burnalong

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

Burnalong

  • Nothing is published, so an employer cannot benchmark a Burnalong quote before entering a sales process, and third party estimates of a low single digit per employee per month rate are unconfirmed by the vendor.
  • Content comes from a marketplace of independent instructors, so production quality and instructional rigour vary noticeably between classes and there is no consistent standard across the catalogue.
  • It is a wellbeing benefit rather than a clinical intervention, so it will not satisfy a plan looking for measurable clinical outcomes, and employers who buy it expecting claims reduction are buying the wrong category.
  • Per employee per month pricing across the whole population means an employer with typical wellbeing engagement is paying for the entire workforce to serve the minority who log in more than twice.
  • The social class feature only works if colleagues coordinate to attend at the same time, which requires organisational effort HR teams rarely sustain past the launch campaign, and without it the product is a video library like any other.

Peakon by Workday

  • Pricing is not published; sold by quote through a sales process

Pricing, plan by plan

Burnalong

On request
  • Burnalong$undefined/year
    • Per employee per month across the eligible population, quoted not published
    • Third party review sites estimate a low single digit dollar rate but Burnalong does not confirm it
    • Rate varies by headcount, dependant eligibility and whether it is resold through a plan

Peakon by Workday

On request

No published plan breakdown. See the Peakon by Workday review.

Which should you pick?

Choose Burnalong if

  • You need social classes.
  • You work on Web, iOS, Android, Roku, Apple TV.
  • You also want instructor marketplace.
Burnalong review

Choose Peakon by Workday if

  • You need continuous listening.
  • You also want pulse surveys.
Peakon by Workday review

Questions people ask

Is Burnalong or Peakon by Workday better?
Neither clearly leads. Burnalong starts at On request and Peakon by Workday at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Burnalong or Peakon by Workday?
Burnalong starts at On request and Peakon by Workday at On request.
Does Burnalong or Peakon by Workday run on more platforms?
Burnalong runs on Web, iOS, Android, Roku, Apple TV. Peakon by Workday runs on Web.
What is Burnalong best used for?
Burnalong is most often used for an employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reach, a health plan or health system wanting a wellbeing library it can offer its own members under its own brand, an employer whose population skews older or includes many people with limited mobility, where a general fitness library gets no use, an hr team running a quarterly wellbeing challenge and needing structured multi week programmes rather than an unstructured content library. Of those, an employer with a distributed or deskless workforce that cannot use an on site gym subsidy and needs something every employee can actually reach and a health plan or health system wanting a wellbeing library it can offer its own members under its own brand are not what Peakon by Workday is typically brought in for.
What can Burnalong do that Peakon by Workday cannot?
Burnalong covers Social classes, Instructor marketplace, Specialist populations, Beyond fitness content. Peakon by Workday covers Continuous listening, Pulse surveys, AI-powered insights, Real-time dashboards.

Answered from the vendors’ own pages

Burnalong: Does Burnalong publish pricing?

No. It is quoted per employee per month. Third party review sites cite a low single digit dollar rate, but the vendor does not confirm any figure publicly.

Peakon by Workday: Is Peakon still available as a standalone product?

Peakon is now part of Workday as Workday Peakon Employee Voice, integrated into Workday's HR solutions suite.

Source
Burnalong: Is it a clinical programme?

No. It is a wellbeing content platform. It has content covering chronic conditions, but nobody is warranting clinical appropriateness for a given member, and it should not be compared against clinical vendors.

Peakon by Workday: Does Workday publish pricing for Peakon Employee Voice?

No specific pricing is disclosed on the product page. Interested customers are directed to request a demo or contact Workday's sales team.

Source
Burnalong: What makes it different from a fitness app?

Two features: members can take a class together remotely, and the instructor marketplace covers niches such as adaptive, senior and cancer recovery that studio produced libraries do not.

Peakon by Workday: Can I get a demo of Peakon Employee Voice without talking to sales?

The product page offers both an agent-led demo option and a play-along demo video, so you can see the product in action without a direct sales conversation.

Source
Burnalong: Can health plans resell it?

Yes. Health plans and health systems are a significant channel and often deliver it under their own branding.

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