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Employee Engagement · head to head

Perkbox vs Spring Health

Perkbox logo

Perkbox

Employee Engagement

Employee perks, discounts, recognition and a wellbeing hub in one benefits platform

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: Perkbox perkbox no longer publishes any pricing, plan names or minimum headcount, so buyers must run a full sales process before they can compare it against Reward Gateway or Vantage Circle on price.; 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: Perkbox covers Perks and discounts, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Perkbox and Spring Health differ
AttributePerkboxSpring Health
CategoryEmployee EngagementHR

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 Perkbox

  • Perks and discounts
  • Perkbox Recognition
  • Wellbeing hub
  • Celebrations
  • Flexi points
  • Multi country delivery
  • Admin reporting
  • Mobile app

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.

Perkbox

  • A United Kingdom employer wanting a benefits perk that employees can see the value of immediately, where the discount catalogue is deepestnot Spring Health
  • An organisation replacing several separate suppliers for discounts, recognition and wellbeing with one platform and one loginnot Spring Health
  • A company with high volume frontline staff where a few pounds a month of real redeemable saving matters more than an abstract wellbeing programmenot Spring Health
  • An HR team that wants automated celebration prompts so managers stop missing work anniversariesnot Spring Health

Spring Health

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

Where each one falls short

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

Perkbox

  • Perkbox no longer publishes any pricing, plan names or minimum headcount, so buyers must run a full sales process before they can compare it against Reward Gateway or Vantage Circle on price.
  • The value depends entirely on redemption, and a catalogue weighted toward metropolitan retail and hospitality delivers much less to a distributed workforce in smaller towns, which is exactly the workforce most likely to have been sold on the saving.
  • Recognition points are funded by the employer on top of the platform fee, and that reward budget is usually the larger of the two numbers, so a quote that looks cheap can hide the real annual cost.
  • Catalogue depth outside the United Kingdom is thinner, so a multinational rolling out one platform gives materially different value to employees in different countries while paying a similar rate for each.
  • Perks platforms have low switching costs and high substitutability, which means renewal negotiations are competitive but also that Perkbox has limited ability to differentiate beyond catalogue and price.

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

Perkbox

On request
  • Perkbox$undefined/year
    • Quote only, with no plan names, rates or minimum headcount published
    • Recognition points funding is an employer cost separate from the platform fee
    • Rate varies by headcount, country mix and which modules are included

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 Perkbox if

  • You need perks and discounts.
  • You work on Web, iOS, Android.
  • You also want perkbox recognition.
Perkbox 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 Perkbox or Spring Health better?
Neither clearly leads. Perkbox 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, Perkbox or Spring Health?
Perkbox starts at On request and Spring Health at On request.
Does Perkbox 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 Perkbox best used for?
Perkbox is most often used for a united kingdom employer wanting a benefits perk that employees can see the value of immediately, where the discount catalogue is deepest, an organisation replacing several separate suppliers for discounts, recognition and wellbeing with one platform and one login, a company with high volume frontline staff where a few pounds a month of real redeemable saving matters more than an abstract wellbeing programme, an hr team that wants automated celebration prompts so managers stop missing work anniversaries. Of those, a united kingdom employer wanting a benefits perk that employees can see the value of immediately, where the discount catalogue is deepest and an organisation replacing several separate suppliers for discounts, recognition and wellbeing with one platform and one login are not what Spring Health is typically brought in for.
What can Perkbox do that Spring Health cannot?
Perkbox covers Perks and discounts, Perkbox Recognition, Wellbeing hub, Celebrations. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Perkbox: Does Perkbox publish pricing?

No. The pricing page offers flexible packages and a quote form with no plan names, per employee rates or minimum headcount.

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.

Perkbox: Is there a minimum number of employees?

None is published. Perkbox has moved upmarket from its earlier self service positioning, so smaller employers should confirm eligibility early in the conversation.

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.

Perkbox: Is recognition reward budget included?

No. Recognition points are funded by the employer separately from the platform fee, and that budget is typically larger than the licence itself.

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.

Perkbox: Does it work outside the United Kingdom?

Yes, in Australia and parts of Europe, but the discount catalogue is much deeper in the United Kingdom and value per employee differs accordingly.

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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