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Healthcare · head to head

Lyra Health vs Omada Health

Lyra Health logo

Lyra Health

Healthcare

Employer purchased mental health benefit with a curated provider network and measurement based care

From
On request
Rated
-
Full reviewWebsite
Omada Health logo

Omada Health

Healthcare

Behavioral health management platform

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Lyra Health covered sessions per member per year are set in the employer contract and vary widely between clients, so employees at two companies both using Lyra can receive very different benefits and the number is never published.; Omada Health no direct-pay pricing disclosed; programs only available through employer or health plan coverage
  • They diverge on capability: Lyra Health covers Curated provider network, Omada Health covers Chronic Disease Management.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Lyra Health and Omada Health actually diverge.

Attributes where Lyra Health and Omada Health differ
AttributeLyra HealthOmada Health
PlatformsWeb, iOS, AndroidWeb, Mobile
FoundedUnknown2011

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

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 Lyra Health

  • Curated provider network
  • Measurement based care
  • Self guided digital programmes
  • Coaching tier
  • Dependant and household coverage
  • Higher acuity pathways
  • Employer reporting
  • Global delivery

Only in Omada Health

  • Chronic Disease Management
  • Behavioral Health
  • Coaching
  • Mobile App
  • Analytics
  • Incentives
  • Health Plans
  • EHR Systems

What people use each for

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

Lyra Health

  • An employer whose legacy employee assistance programme has utilisation in the low single digits and cannot demonstrate any clinical outcomenot Omada Health
  • A company with a distributed workforce needing therapist availability outside major metropolitan areas where the health plan network is thinnot Omada Health
  • An employer wanting behavioural health outcomes measured with validated instruments so the benefit can be evaluated rather than merely offerednot Omada Health
  • A multinational standardising mental health support across several countries under one contract and one reporting viewnot Omada Health

Omada Health

  • Employer-sponsored diabetes prevention and weight health programmesnot Lyra Health
  • Remote monitoring of hypertension and diabetes with connected devicesnot Lyra Health
  • GLP-1 support programmes alongside medicationnot Lyra Health
  • Musculoskeletal care delivered virtuallynot Lyra Health

Where each one falls short

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

Lyra Health

  • Covered sessions per member per year are set in the employer contract and vary widely between clients, so employees at two companies both using Lyra can receive very different benefits and the number is never published.
  • When a member exhausts the employer funded session allowance, care transitions to the health plan network with its deductibles and copayments, or ends, and this handover is the most common source of employee dissatisfaction with the benefit.
  • The per employee per month fee is charged across the whole eligible population regardless of use, so an employer with low utilisation pays for the entire workforce to serve a small fraction of it.
  • Lyra costs materially more than a traditional employee assistance programme, and the business case depends on utilisation rising enough to justify the difference, which is not guaranteed by the contract.
  • International coverage is real but uneven, and a multinational will find provider depth and language availability in secondary markets well below what is available in the United States, which undermines the single global standard the contract implies.

Omada Health

  • No direct-pay pricing disclosed; programs only available through employer or health plan coverage
  • Eligibility varies by employer and health plan
  • Government payer programs (Medicare/Medicaid) have different device access rules
  • MSK program may require out-of-pocket costs depending on individual health plans

Pricing, plan by plan

Lyra Health

On request
  • Lyra Health$undefined/year
    • Per employee per month fee across the eligible population, quoted not published
    • Covered sessions per member per year negotiated separately and varying widely by client
    • Dependant and household eligibility affects the rate

Omada Health

On request

No published plan breakdown. See the Omada Health review.

Which should you pick?

Choose Lyra Health if

  • You need curated provider network.
  • You work on Web, iOS, Android.
  • You also want measurement based care.
Lyra Health review

Choose Omada Health if

  • You need chronic disease management.
  • You work on Web, Mobile.
  • You also want behavioral health.
Omada Health review

Questions people ask

Is Lyra Health or Omada Health better?
Neither clearly leads. Lyra Health starts at On request and Omada Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Lyra Health or Omada Health?
Lyra Health starts at On request and Omada Health at On request.
Does Lyra Health or Omada Health run on more platforms?
Lyra Health runs on Web, iOS, Android. Omada Health runs on Web, Mobile.
What is Lyra Health best used for?
Lyra Health is most often used for an employer whose legacy employee assistance programme has utilisation in the low single digits and cannot demonstrate any clinical outcome, a company with a distributed workforce needing therapist availability outside major metropolitan areas where the health plan network is thin, an employer wanting behavioural health outcomes measured with validated instruments so the benefit can be evaluated rather than merely offered, a multinational standardising mental health support across several countries under one contract and one reporting view. Of those, an employer whose legacy employee assistance programme has utilisation in the low single digits and cannot demonstrate any clinical outcome and a company with a distributed workforce needing therapist availability outside major metropolitan areas where the health plan network is thin are not what Omada Health is typically brought in for.
What can Lyra Health do that Omada Health cannot?
Lyra Health covers Curated provider network, Measurement based care, Self guided digital programmes, Coaching tier. Omada Health covers Chronic Disease Management, Behavioral Health, Coaching, Mobile App.

Answered from the vendors’ own pages

Lyra Health: How is Lyra priced?

Per employee per month across the eligible population, billed to the employer. The rate is quoted, never published, and depends on headcount, dependant eligibility and the contracted session allowance.

Omada Health: How much does Omada Health cost?

Omada Health programs are offered at no cost to members when covered by an employer or health plan. Direct-pay pricing for uninsured individuals is not disclosed on the website.

Source
Lyra Health: How many therapy sessions do employees get?

It depends entirely on what the employer bought. Session allowances vary widely between clients, so ask your benefits team for the contracted number rather than assuming a standard.

Omada Health: Is Omada Health free?

Omada's Prevention, Diabetes, and Hypertension programs are free when covered by your employer or health plan. The Joint and Muscle Health program is subject to deductibles, copays, and co-insurance as determined under your health plan.

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

The employer pays the per employee per month fee and funds the covered sessions. After the allowance is exhausted, cost typically shifts to the health plan and the member.

Omada Health: Do I need to pay for the Omada welcome kit with smart devices?

The welcome kit containing smart devices is offered at no cost to covered members. Continuous glucose monitors for diabetes program participants are also provided at no additional charge, though Medicare and Medicaid are excluded.

Source
Lyra Health: Is there a minimum headcount?

Lyra does not publish one, but it sells primarily to mid sized and large employers and the commercial model does not suit small companies.

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