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HR · head to head

Lattice vs Spring Health

Lattice logo

Lattice

HR

People management platform for growing companies

From
$4/month
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: Lattice a $4,000 minimum annual agreement applies, so the per seat prices only describe the cost above that floor; 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: Lattice covers Performance reviews, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Lattice and Spring Health differ
AttributeLatticeSpring Health
Starting price$4/monthOn request
Pricing modelsubscriptionquote
PlatformsWeb, Ios, Android, ApiWeb, iOS, Android
Founded2015Unknown

Identical on both: 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 Lattice

  • Performance reviews
  • OKRs & goal tracking
  • Employee engagement surveys
  • 1-on-1 meetings
  • Continuous feedback
  • Compensation management
  • Career development
  • People analytics

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.

Lattice

  • Running performance reviews, goals and engagement surveysnot Spring Health
  • Managing compensation cycles and career development frameworksnot Spring Health

Spring Health

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

Where each one falls short

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

Lattice

  • A $4,000 minimum annual agreement applies, so the per seat prices only describe the cost above that floor
  • Billing is annual only
  • The platform is sold as three separate base products at $10, $8 and $4 per seat per month, so a full deployment stacks rather than being one price
  • Compensation and Grow are further add ons at $6 and $4 per seat per month on top

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

Lattice

$4/month
  • Engagement$4/month
    • Pulse surveys
    • Onboarding & Exit
    • Surveys
  • Goals & OKRs$8/month
    • Cascading Goals
    • Progress Updates
    • Configurable setup
  • Performance$10/month
    • Performance Reviews
    • Succession Planning
    • Promotions

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 Lattice if

  • You need performance reviews.
  • You work on Web, Ios, Android, Api.
  • You also want okrs & goal tracking.
Lattice 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 Lattice or Spring Health better?
Neither clearly leads. Lattice starts at $4/month and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Lattice or Spring Health?
Lattice starts at $4/month and Spring Health at On request.
Does Lattice or Spring Health run on more platforms?
Lattice runs on Web, Ios, Android, Api. Spring Health runs on Web, iOS, Android.
What is Lattice best used for?
Lattice is most often used for running performance reviews, goals and engagement surveys, managing compensation cycles and career development frameworks. Of those, running performance reviews, goals and engagement surveys and managing compensation cycles and career development frameworks are not what Spring Health is typically brought in for.
What can Lattice do that Spring Health cannot?
Lattice covers Performance reviews, OKRs & goal tracking, Employee engagement surveys, 1-on-1 meetings. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Lattice: What is the minimum cost to use Lattice?

Lattice requires a minimum annual spend of $4,000. Base products are priced at $4-$10 per seat per month, depending on the module selected.

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.

Lattice: Does Lattice include setup or implementation fees?

No implementation fees are charged for Lattice performance management software. All contracts include dedicated human support.

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.

Lattice: What add-on features are available?

Lattice offers two add-on modules: Compensation (+$6/seat/month) and Grow (+$4/seat/month), which can be added to any base product.

Source
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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