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Healthcare · head to head

Lyra Health vs Spring 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
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: 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.; 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: Lyra Health covers Curated provider network, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Lyra Health and Spring Health differ
AttributeLyra HealthSpring Health
CategoryHealthcareHR

Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web, iOS, Android), user rating (Not yet rated).

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
  • Dependant and household coverage
  • Higher acuity pathways
  • Employer reporting
  • Global delivery

Only in Spring Health

  • Precision matching
  • Sponsored session model
  • Psychiatry and medication management
  • Repeated outcome measurement
  • Outcomes-based fee
  • Manager and workforce reporting
  • Care navigation

Both cover

  • Coaching tier

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

Spring Health

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

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

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

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 Lyra Health if

  • You need curated provider network.
  • You work on Web, iOS, Android.
  • You also want measurement based care.
Lyra Health 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 Lyra Health or Spring Health better?
Neither clearly leads. Lyra Health 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, Lyra Health or Spring Health?
Lyra Health starts at On request and Spring Health at On request.
Does Lyra Health 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 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 Spring Health is typically brought in for.
What can Lyra Health do that Spring Health cannot?
Lyra Health covers Curated provider network, Measurement based care, Self guided digital programmes, Dependant and household coverage. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Repeated outcome measurement. Both handle 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.

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.

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.

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.

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.

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.

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.

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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