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Healthcare · head to head

Lyra Health vs Phreesia

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
Phreesia logo

Phreesia

Healthcare

Patient intake, registration and payments platform for medical practices

From
Free
Rated
-
Full reviewWebsite

The short version

  • Only Phreesia has a free tier, so it costs nothing to try first.
  • 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.; Phreesia no price is published: the vendor states pricing is customised to organisation size, workflows and products used, and is given only as a tailored quote
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Lyra Health and Phreesia differ
AttributeLyra HealthPhreesia
Starting priceOn requestFree
Pricing modelquotesubscription
Free tierNoYes
PlatformsWeb, iOS, AndroidWeb

Identical on both: 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 Phreesia

Nothing recorded that Lyra Health does not also cover.

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 Phreesia
  • A company with a distributed workforce needing therapist availability outside major metropolitan areas where the health plan network is thinnot Phreesia
  • An employer wanting behavioural health outcomes measured with validated instruments so the benefit can be evaluated rather than merely offerednot Phreesia
  • A multinational standardising mental health support across several countries under one contract and one reporting viewnot Phreesia

Phreesia

  • Digital patient intake and registration ahead of an appointmentnot Lyra Health
  • Collecting patient payments as part of the intake workflownot Lyra Health
  • Automating clinical screening questionnaires at check-innot 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.

Phreesia

  • No price is published: the vendor states pricing is customised to organisation size, workflows and products used, and is given only as a tailored quote
  • The current free access to the Intake platform is time limited and ends on 31 December 2026, with the rate that follows undisclosed
  • A buyer must book a demo before receiving any figure

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

Phreesia

Free

No published plan breakdown. See the Phreesia 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 Phreesia if

  • You want to start without paying.
Phreesia review

Questions people ask

Is Lyra Health or Phreesia better?
Neither clearly leads. Lyra Health starts at On request and Phreesia at Free, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Lyra Health or Phreesia?
Phreesia has a free tier; the other does not. Paid plans start at On request for Lyra Health and Free for Phreesia.
Does Lyra Health or Phreesia run on more platforms?
Lyra Health runs on Web, iOS, Android. Phreesia runs on Web.
Can I use Phreesia for free?
Yes. Phreesia has a free tier, so you can try it without paying. Lyra Health starts at On request.
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 Phreesia is typically brought in for.
What can Lyra Health do that Phreesia cannot?
Lyra Health covers Curated provider network, Measurement based care, Self guided digital programmes, Coaching tier.

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.

Phreesia: Is there a free version of Phreesia?

Phreesia offers free access to the complete Phreesia Intake platform through December 31, 2026. Standard subscription pricing begins January 1, 2027, with transparent pricing and no per-message charges or hidden fees.

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.

Phreesia: How is Phreesia priced?

Phreesia pricing is customized based on organization size, workflows, and products used. The company offers transparent subscription pricing with no per-message charges. Specific pricing requires contacting the company via their demo request form for a tailored quote.

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.

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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