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HR · head to head

Insperity vs Spring Health

Insperity logo

Insperity

HR

US professional employer organisation providing co-employed HR, payroll and pooled benefits for small and mid-sized companies

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: Insperity insperity employs staff only in the United States, so the moment you hire a person abroad you need a separate employer of record and end up running two employment models side by side.; 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: Insperity covers Co-employment PEO, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Insperity and Spring Health differ
AttributeInsperitySpring Health

Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web, iOS, Android), 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 Insperity

  • Co-employment PEO
  • Master health plan
  • Assigned HR specialists
  • Payroll processing
  • Workers compensation
  • Insperity Premier portal
  • Retirement plan
  • Recruiting services

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.

Insperity

  • A 40 person US company that cannot get competitive medical rates on its own and wants pooled large-group covernot Spring Health
  • A firm hiring across several states that does not want to open and maintain employment tax registrations in each onenot Spring Health
  • A founder-run business with no HR function that needs defensible advice on terminations and classificationnot Spring Health
  • A company that wants workers compensation, benefits and payroll under one contract rather than three vendorsnot Spring Health

Spring Health

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

Where each one falls short

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

Insperity

  • Insperity employs staff only in the United States, so the moment you hire a person abroad you need a separate employer of record and end up running two employment models side by side.
  • Benefit plan design, carrier and network are set across the whole pool, so a client cannot chase a better local network or a cheaper plan without leaving the PEO entirely.
  • Leaving mid-year restarts state unemployment wage bases in several states, which produces an unbudgeted tax bill in the year you exit and effectively locks clients into January transitions.
  • Pricing is quoted per employee per month or as a percentage of payroll and is repriced annually alongside pooled medical renewals, so a good first-year number tells you very little about year three.
  • The Insperity Premier technology has lagged standalone HRIS products on reporting, workflow and integrations, which is why the company has turned to a joint build with Workday rather than closing the gap alone.

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

Insperity

On request
  • Workforce Optimization$undefined/year
    • Full-service co-employment PEO
    • Master medical, dental and vision plan
    • Payroll and employment tax filing
  • Workforce Synchronization$undefined/year
    • Lighter co-employment for larger organisations
    • Client retains more benefit plan control
    • Payroll and compliance administration

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 Insperity if

  • You need co-employment peo.
  • You work on Web, iOS, Android.
  • You also want master health plan.
Insperity 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 Insperity or Spring Health better?
Neither clearly leads. Insperity 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, Insperity or Spring Health?
Insperity starts at On request and Spring Health at On request.
Does Insperity or Spring Health run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
What is Insperity best used for?
Insperity is most often used for a 40 person us company that cannot get competitive medical rates on its own and wants pooled large-group cover, a firm hiring across several states that does not want to open and maintain employment tax registrations in each one, a founder-run business with no hr function that needs defensible advice on terminations and classification, a company that wants workers compensation, benefits and payroll under one contract rather than three vendors. Of those, a 40 person us company that cannot get competitive medical rates on its own and wants pooled large-group cover and a firm hiring across several states that does not want to open and maintain employment tax registrations in each one are not what Spring Health is typically brought in for.
What can Insperity do that Spring Health cannot?
Insperity covers Co-employment PEO, Master health plan, Assigned HR specialists, Payroll processing. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Insperity: Does Insperity publish its pricing?

No. It quotes per employee per month or as a percentage of payroll after reviewing your headcount, state mix and claims history, and it reprices at each annual renewal.

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.

Insperity: Am I still the employer?

You direct the work and decide who is hired and fired. Insperity is co-employer for tax, benefits and certain compliance purposes, and it holds the registrations that wages are reported under.

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.

Insperity: Can Insperity employ people outside the United States?

No. It is a US-only PEO. International hiring needs a separate employer of record such as Deel or Velocity Global.

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.

Insperity: What happens to my benefits if I leave?

You have to source your own carriers and plans from scratch and your employees move to new networks, which is why most exits are timed for 1 January.

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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