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HR · head to head

Sesame HR vs Spring Health

Sesame HR logo

Sesame HR

HR

Spanish HR and time recording platform built around the legal obligation to record daily working hours

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: Sesame HR there is no payroll calculation, so the payroll relationship stays with an external gestoria or payroll system and Sesame is only feeding it data.; 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: Sesame HR covers Time and attendance, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Sesame HR and Spring Health actually diverge.

Attributes where Sesame HR and Spring Health differ
AttributeSesame HRSpring Health

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

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 Sesame HR

  • Time and attendance
  • Legal time reports
  • Shift planning
  • Absence management
  • Document management
  • Expenses
  • Performance
  • Payroll export

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.

Sesame HR

  • A Spanish employer that must produce daily working time records for a labour inspectionnot Spring Health
  • A company with shift workers across several sites that needs rota planning and real clock-in data in one placenot Spring Health
  • A business whose gestoria wants clean hours and absence data each month instead of emailed spreadsheetsnot Spring Health
  • A Latin American subsidiary of a Spanish group standardising on the same attendance systemnot Spring Health

Spring Health

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

Where each one falls short

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

Sesame HR

  • There is no payroll calculation, so the payroll relationship stays with an external gestoria or payroll system and Sesame is only feeding it data.
  • The product is built around Spanish and Latin American regulation, so a buyer employing in northern Europe gets attendance tracking without the local statutory logic that made the product valuable in the first place.
  • Modules beyond time and attendance are noticeably shallower, and companies expecting the performance or recruitment features to replace dedicated tools are usually disappointed.
  • Support, documentation and legal templates are Spanish-first, and English-language material lags behind, which slows adoption in mixed-language organisations.
  • Pricing is per employee per month across module tiers, so a company that only wants compliant time recording still pays a headcount-scaled fee for a suite it uses a fraction of.

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

Sesame HR

On request
  • Sesame HR$undefined/year
    • Priced per employee per month with module-based tiers
    • Time and attendance in the base tier
    • Shift planning, performance and expenses as higher tiers or add-ons

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 Sesame HR if

  • You need time and attendance.
  • You work on Web, iOS, Android.
  • You also want legal time reports.
Sesame HR 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 Sesame HR or Spring Health better?
Neither clearly leads. Sesame HR 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, Sesame HR or Spring Health?
Sesame HR starts at On request and Spring Health at On request.
Does Sesame HR 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 Sesame HR best used for?
Sesame HR is most often used for a spanish employer that must produce daily working time records for a labour inspection, a company with shift workers across several sites that needs rota planning and real clock-in data in one place, a business whose gestoria wants clean hours and absence data each month instead of emailed spreadsheets, a latin american subsidiary of a spanish group standardising on the same attendance system. Of those, a spanish employer that must produce daily working time records for a labour inspection and a company with shift workers across several sites that needs rota planning and real clock-in data in one place are not what Spring Health is typically brought in for.
What can Sesame HR do that Spring Health cannot?
Sesame HR covers Time and attendance, Legal time reports, Shift planning, Absence management. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Sesame HR: Why is time recording mandatory in Spain?

Royal Decree-Law 8/2019 requires every employer to record daily start and finish times for all employees and to retain those records for four years for labour inspection.

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.

Sesame HR: Does Sesame HR run payroll?

No. It exports hours, absences and variable pay to a gestoria or payroll system such as A3 or Sage.

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.

Sesame HR: Does it work outside Spain?

It is used across Latin America and Portugal. Outside those markets you get the tooling without the country-specific legal logic.

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.

Sesame HR: Can it handle shift workers across multiple sites?

Yes. Kiosk and QR clock-in with geolocation is designed for exactly that, and rota planning sits on top of the same data.

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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