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HR · head to head

Motivosity vs Spring Health

Motivosity logo

Motivosity

HR

Recognition that actually matters

From
$3000/year
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: Motivosity no published per-seat pricing; only broad ranges provided by company size; 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: Motivosity covers Peer-to-peer recognition, Spring Health covers Precision matching.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Motivosity and Spring Health differ
AttributeMotivositySpring Health
Starting price$3000/yearOn request
PlatformsWeb, Ios, Android, ApiWeb, iOS, Android
Founded2013Unknown

Identical on both: pricing model (quote), free tier (No), 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 Motivosity

  • Peer-to-peer recognition
  • Spot bonuses
  • Social recognition feed
  • Manager insights
  • 1-on-1 meetings
  • Pulse surveys
  • Rewards marketplace
  • Company values alignment

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.

Motivosity

  • Peer-to-peer recognition and spot bonusesnot Spring Health
  • Service milestones and work anniversariesnot Spring Health
  • Pulse surveys on employee sentimentnot Spring Health
  • Rewards and lifestyle spending accountsnot Spring Health
  • Nominations and awards programmesnot Spring Health

Spring Health

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

Where each one falls short

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

Motivosity

  • No published per-seat pricing; only broad ranges provided by company size
  • Minimum annual spend of 3,000 USD for small business plans; no monthly options available
  • Custom module pricing starts around 1 USD PEPM with no published rate cards

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

Motivosity

$3000/year
  • Small Business$3000/year
    • 20-250 employees
    • Annual investment range 3,000-10,000 USD
    • Platform fee approximately 0-2 USD PEPM
  • Mid-Market$7500/year
    • 250-5,000 employees
    • Annual investment range 7,500-75,000 USD
  • Enterprise$40000/year
    • 5,000+ employees
    • Annual investment range 40,000-300,000+ USD

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 Motivosity if

  • You need peer-to-peer recognition.
  • You work on Web, Ios, Android, Api.
  • You also want spot bonuses.
Motivosity 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 Motivosity or Spring Health better?
Neither clearly leads. Motivosity starts at $3000/year and Spring Health at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Motivosity or Spring Health?
Motivosity starts at $3000/year and Spring Health at On request.
Does Motivosity or Spring Health run on more platforms?
Motivosity runs on Web, Ios, Android, Api. Spring Health runs on Web, iOS, Android.
What is Motivosity best used for?
Motivosity is most often used for peer-to-peer recognition and spot bonuses, service milestones and work anniversaries, pulse surveys on employee sentiment, rewards and lifestyle spending accounts. Of those, peer-to-peer recognition and spot bonuses and service milestones and work anniversaries are not what Spring Health is typically brought in for.
What can Motivosity do that Spring Health cannot?
Motivosity covers Peer-to-peer recognition, Spot bonuses, Social recognition feed, Manager insights. Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier.

Answered from the vendors’ own pages

Motivosity: How much does Motivosity cost?

Motivosity uses custom per-employee pricing (PEPM) model. Small businesses (20-250 employees) invest 3,000-10,000 USD/year; mid-market (250-5,000) invests 7,500-75,000 USD/year; enterprise (5,000+) invests 40,000-300,000+ USD/year.

Source
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.

Motivosity: What is the platform fee per employee?

Motivosity charges approximately 0-2 USD per employee per month (PEPM) as a platform fee, with additional module costs starting around 1 USD PEPM.

Source
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.

Motivosity: Is there a minimum contract?

Yes, Motivosity requires a minimum annual investment of 3,000 USD for small business plans with annual contract terms.

Source
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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