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HR · head to head

Humaans vs Spring Health

Humaans logo

Humaans

HR

API-first HRIS for fast-growing companies that treat employee data as a system of record other tools read from

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: Humaans there is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.; 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: Humaans covers Employee records, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Humaans and Spring Health actually diverge.

Attributes where Humaans and Spring Health differ
AttributeHumaansSpring Health
PlatformsWebWeb, iOS, Android

Identical on both: starting price (On request), pricing model (quote), 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 Humaans

  • Employee records
  • Workflows
  • Time off
  • Open API and webhooks
  • Onboarding
  • Reporting
  • App directory
  • Self service

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.

Humaans

  • A 150 person technology company that wants employee data clean enough to drive access provisioning automaticallynot Spring Health
  • An operations team that will build against an API rather than wait for a vendor integrationnot Spring Health
  • A company replacing spreadsheets and Google Drive folders in weeks rather than running a six month HRIS projectnot Spring Health
  • A multi-country employer that already has payroll handled per country and needs one consolidated employee recordnot Spring Health

Spring Health

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

Where each one falls short

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

Humaans

  • There is no payroll engine anywhere in the product, so every country you employ in still needs its own payroll vendor and a synchronisation that someone owns when it breaks.
  • Applicant tracking, learning and benefits administration are absent, meaning a company wanting a single supplier will buy three or four contracts to match what a suite sells as one.
  • Acquisition by Employment Hero in 2024 puts an independent, integration-first product inside a vendor that sells a bundled employment platform, and buyers should ask directly how long the standalone product will be sold on its own terms.
  • Per employee per month pricing with tiered features means the cost rises with headcount growth at exactly the point a scale-up is least willing to renegotiate, and useful features such as workflows sit above the entry tier.
  • Country-specific compliance depth is limited, so statutory leave rules, local document requirements and reporting obligations often need configuring by hand rather than arriving as a maintained country pack.

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

Humaans

On request
  • Humaans$undefined/year
    • Priced per employee per month with tiered feature sets
    • Employee records, time off and documents
    • Workflows and reporting on higher tiers

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 Humaans if

  • You need employee records.
  • You also want workflows.
Humaans 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 Humaans or Spring Health better?
Neither clearly leads. Humaans 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, Humaans or Spring Health?
Humaans starts at On request and Spring Health at On request.
Does Humaans or Spring Health run on more platforms?
Humaans runs on Web. Spring Health runs on Web, iOS, Android.
What is Humaans best used for?
Humaans is most often used for a 150 person technology company that wants employee data clean enough to drive access provisioning automatically, an operations team that will build against an api rather than wait for a vendor integration, a company replacing spreadsheets and google drive folders in weeks rather than running a six month hris project, a multi-country employer that already has payroll handled per country and needs one consolidated employee record. Of those, a 150 person technology company that wants employee data clean enough to drive access provisioning automatically and an operations team that will build against an api rather than wait for a vendor integration are not what Spring Health is typically brought in for.
What can Humaans do that Spring Health cannot?
Humaans covers Employee records, Workflows, Time off, Open API and webhooks. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Humaans: Does Humaans run payroll?

No. It holds the employee record and pushes data to payroll providers. You buy payroll separately in each country.

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.

Humaans: Who owns it now?

Employment Hero acquired Humaans in 2024. It continues to be sold, but the parent company also sells a bundled employment platform.

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.

Humaans: Is the API genuinely complete?

Yes. It is the design centre of the product rather than an afterthought, with documented REST endpoints and webhooks across the core objects.

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.

Humaans: How long does implementation take?

Typically weeks. There is no configuration consultancy requirement, which is a large part of why teams choose it over a mid-market suite.

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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