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Payroll · head to head

SalaryFits vs Spring Health

SalaryFits logo

SalaryFits

Payroll

Brazilian employee benefits and earned wage access app, owned by Serasa Experian since 2024

From
Free
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

  • Only SalaryFits has a free tier, so it costs nothing to try first.
  • Each has a real cost: SalaryFits it only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.; 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: SalaryFits covers Discount club, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where SalaryFits and Spring Health differ
AttributeSalaryFitsSpring Health
Starting priceFreeOn request
Pricing modelFree for employers, fees apply to advances and loansquote
Free tierYesNo
CategoryPayrollHR

Identical on both: 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 SalaryFits

  • Discount club
  • Earned wage access
  • Payroll-deduction loans
  • Financial marketplace
  • Zero employer cost
  • Serasa credit integration

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.

SalaryFits

  • A Brazilian employer wanting a zero-cost benefit to add discount and advance access for staffnot Spring Health
  • An HR team wanting earned wage access without building payroll advance infrastructure in housenot Spring Health
  • A company wanting to offer payroll-deduction credit access underwritten with bureau-grade datanot Spring Health
  • An employer consolidating several point benefits into one branded app for staffnot Spring Health

Spring Health

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

Where each one falls short

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

SalaryFits

  • It only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.
  • Ownership by Serasa Experian, a credit bureau, puts consumer credit data and workplace financial wellness in the hands of the same company, which some employees and employers may view as a conflict of interest.
  • Salary advances and payroll loans carry real fees and interest even though the base app is free to the employer, so the actual cost to employees is not zero despite the marketing framing.
  • As with any earned wage access product, heavy reliance on advances can mask underlying pay adequacy problems rather than solve them, and repeated use signals financial distress that a purely additive benefit narrative does not capture.
  • Independent, English-language documentation and support are thin, since the product and its support model are built around Brazilian Portuguese speaking employers and employees.

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

SalaryFits

Free
  • SalaryFitsFree
    • No employer subscription cost
    • Discount club free to employees
    • Salary advance and consigned loan fees apply per transaction

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 SalaryFits if

  • You need discount club.
  • You want to start without paying.
  • You work on Web, iOS, Android.
  • You also want earned wage access.
SalaryFits 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 SalaryFits or Spring Health better?
Neither clearly leads. SalaryFits starts at Free and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, SalaryFits or Spring Health?
SalaryFits has a free tier; the other does not. Paid plans start at Free for SalaryFits and On request for Spring Health.
Does SalaryFits or Spring Health run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
Can I use SalaryFits for free?
Yes. SalaryFits has a free tier, so you can try it without paying. Spring Health starts at On request.
What is SalaryFits best used for?
SalaryFits is most often used for a brazilian employer wanting a zero-cost benefit to add discount and advance access for staff, an hr team wanting earned wage access without building payroll advance infrastructure in house, a company wanting to offer payroll-deduction credit access underwritten with bureau-grade data, an employer consolidating several point benefits into one branded app for staff. Of those, a brazilian employer wanting a zero-cost benefit to add discount and advance access for staff and an hr team wanting earned wage access without building payroll advance infrastructure in house are not what Spring Health is typically brought in for.
What can SalaryFits do that Spring Health cannot?
SalaryFits covers Discount club, Earned wage access, Payroll-deduction loans, Financial marketplace. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

SalaryFits: Is SalaryFits still an independent company?

No. It was acquired by Serasa Experian, with the deal approved by Brazil's CADE antitrust authority in 2024, and now operates as part of that group.

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.

SalaryFits: Does it cost the employer anything?

The base discount club and app access are free to employers; advances and payroll loans carry fees and interest paid by employees.

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.

SalaryFits: Does it operate outside Brazil?

No, it is built specifically for the Brazilian market.

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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