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HR · head to head

Culture Amp vs Spring Health

Culture Amp logo

Culture Amp

HR

Build a better workplace with employee experience data

From
On request
Rated
-
Full reviewWebsite
Spring Health logo

Spring Health

HR

Employer mental health benefit that puts a share of its own fee at risk against measured symptom improvement

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Culture Amp no price is published, and cost depends on employee count, product chosen and service tier; Spring Health per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • They diverge on capability: Culture Amp covers Employee engagement surveys, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Culture Amp and Spring Health actually diverge.

Attributes where Culture Amp and Spring Health differ
AttributeCulture AmpSpring Health
Pricing modelsubscriptionquote
PlatformsWeb, Ios, Android, ApiWeb, iOS, Android
Founded2009Unknown

Identical on both: starting price (On request), free tier (No), user rating (Not yet rated), category (HR).

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 Culture Amp

  • Employee engagement surveys
  • Pulse surveys
  • Performance management
  • Goal tracking
  • 360-degree feedback
  • Analytics & insights
  • Action planning
  • Manager effectiveness

Only in Spring Health

  • Precision matching
  • Sponsored session model
  • Psychiatry and medication management
  • Coaching tier
  • Repeated outcome measurement
  • Outcomes-based fee
  • Manager and workforce reporting
  • Care navigation

What people use each for

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

Culture Amp

  • Employee engagement surveys and analysisnot Spring Health
  • Performance reviews and development planning across an organisationnot Spring Health

Spring Health

  • An employer replacing an EAP with two percent utilisation that cannot demonstrate any clinical effect to its boardnot Culture Amp
  • A benefits team facing long external waiting lists for therapy that are showing up in absence and disability claimsnot Culture Amp
  • A distributed workforce where the incumbent EAP provider network is thin outside major metropolitan areasnot Culture Amp
  • A health plan wanting to add a behavioural health layer without building a provider network itselfnot Culture Amp

Where each one falls short

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

Culture Amp

  • No price is published, and cost depends on employee count, product chosen and service tier
  • All products are billed annually
  • Support level is banded by organisation size, with additional support starting at 200 employees and enterprise treatment at 1,000, so smaller customers get less for the same product

Spring Health

  • Per employee per month cost is several times a conventional employee assistance programme, reported publicly at roughly one hundred to one hundred and fifty dollars per employee per year, so the business case has to rest on measured outcomes rather than price.
  • Outcomes-based pricing only puts a portion of the fee at risk, and the measured cohort is people who engaged, which flatters the reported improvement relative to any effect across the whole workforce.
  • Sponsored sessions run out, and members who need longer treatment are handed to their health plan benefit where network adequacy and cost sharing may be exactly the problem they came to avoid.
  • The eligibility file integration is a real HR IT project, and employers with messy dependent and contractor data spend meaningful effort before launch.
  • Coverage and provider depth outside the United States is thinner than the domestic network, so multinational employers usually end up running a second vendor for other regions.

Pricing, plan by plan

Culture Amp

On request
  • Engage$undefined/month
    • Engagement surveys
    • Pulse surveys
    • Action planning
  • Perform$undefined/month
    • Goal tracking
    • Performance reviews
    • 1-on-1 meetings
  • Develop$undefined/month
    • Skills development
    • Career paths
    • Learning integrations

Spring Health

On request
  • Spring Health employer programme$undefined/year
    • Per employee per month, invoiced to the employer, with an eligibility file feed
    • Portion of fee available at risk against measured symptom outcomes
    • Sponsored session count negotiated per contract

Which should you pick?

Choose Culture Amp if

  • You need employee engagement surveys.
  • You work on Web, Ios, Android, Api.
  • You also want pulse surveys.
Culture Amp review

Choose Spring Health if

  • You need precision matching.
  • You work on Web, iOS, Android.
  • You also want sponsored session model.
Spring Health review

Questions people ask

Is Culture Amp or Spring Health better?
Neither clearly leads. Culture Amp starts at On request and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Culture Amp or Spring Health?
Culture Amp starts at On request and Spring Health at On request.
Does Culture Amp or Spring Health run on more platforms?
Culture Amp runs on Web, Ios, Android, Api. Spring Health runs on Web, iOS, Android.
What is Culture Amp best used for?
Culture Amp is most often used for employee engagement surveys and analysis, performance reviews and development planning across an organisation. Of those, employee engagement surveys and analysis and performance reviews and development planning across an organisation are not what Spring Health is typically brought in for.
What can Culture Amp do that Spring Health cannot?
Culture Amp covers Employee engagement surveys, Pulse surveys, Performance management, Goal tracking. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Culture Amp: How much does Culture Amp cost?

Culture Amp does not publish specific pricing. The vendor uses a custom pricing model based on the number of employees in your organization, the product chosen, and the service tier needed. Annual billing is required. Interested customers must request a quote to receive pricing details.

Source
Spring Health: How is it priced?

Per employee per month, billed to the employer, with a portion available at risk against measured outcomes. Rates are not published; public statements from the company suggest roughly one hundred to one hundred and fifty dollars per employee per year.

Culture Amp: What factors determine Culture Amp pricing?

Culture Amp pricing depends on three factors: the number of employees, the specific product chosen, and the service tier. Organizations are typically categorized as small/medium (under 200 employees), mid-market (200-999 employees), or enterprise (1000+ employees). Annual prepayment is required.

Source
Spring Health: Who pays, the employer or the health plan?

Usually the employer, for the sponsored session block. After those sessions the member typically continues under their health plan benefit with normal cost sharing.

Spring Health: What does outcomes-based pricing actually guarantee?

That a defined portion of the vendor fee is contingent on measured change in assessment scores among engaged members. It is not a guarantee of workforce-level improvement.

Spring Health: Is there a minimum headcount?

Yes in practice. Spring Health sells to mid-market and enterprise employers and health plans; very small employers are not the target and usually cannot get a quote.

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