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HR · head to head

Spring Health vs Workday

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
Workday logo

Workday

HR

Enterprise cloud applications for finance and HR

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: 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.; Workday high implementation costs equal to or exceeding annual software fees
  • They diverge on capability: Spring Health covers Precision matching, Workday covers Human capital management.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

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

Attributes where Spring Health and Workday differ
AttributeSpring HealthWorkday
PlatformsWeb, iOS, AndroidCloud/Web
FoundedUnknown2005

Identical on both: starting price (On request), 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 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

Only in Workday

  • Human capital management
  • Financial management
  • Planning
  • Analytics
  • Payroll
  • Time tracking
  • Talent management
  • Procurement

What people use each for

The jobs each tool is most often brought in to do.

Spring Health

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

Workday

  • HR managementnot Spring Health
  • Financial planningnot Spring Health
  • Workforce planningnot Spring Health
  • Compliancenot Spring Health
  • Analyticsnot Spring Health

Where each one falls short

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

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.

Workday

  • High implementation costs equal to or exceeding annual software fees
  • Long deployment timelines (12-18 months standard) before ROI
  • Steep per-employee pricing at enterprise scale ($408-504 PEPM)
  • Limited pre-built templates and customization; often requires extensive configuration
  • Requires significant IT and change management resources during implementation

Pricing, plan by plan

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

Workday

On request
  • Small Business$undefined/month
    • Core HR
    • Payroll
    • Time tracking
  • Medium Enterprise$undefined/month
    • Full HCM suite
    • Financial management
    • Advanced analytics
  • Large Enterprise$undefined/month
    • Complete platform
    • Custom configurations
    • Dedicated support

Which should you pick?

Choose Spring Health if

  • You need precision matching.
  • You work on Web, iOS, Android.
  • You also want sponsored session model.
Spring Health review

Choose Workday if

  • You need human capital management.
  • You work on Cloud/Web.
  • You also want financial management.
Workday review

Questions people ask

Is Spring Health or Workday better?
Neither clearly leads. Spring Health starts at On request and Workday at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Spring Health or Workday?
Spring Health starts at On request and Workday at On request.
Does Spring Health or Workday run on more platforms?
Spring Health runs on Web, iOS, Android. Workday runs on Cloud/Web.
What is Spring Health best used for?
Spring Health is most often used for an employer replacing an eap with two percent utilisation that cannot demonstrate any clinical effect to its board, a benefits team facing long external waiting lists for therapy that are showing up in absence and disability claims, a distributed workforce where the incumbent eap provider network is thin outside major metropolitan areas, a health plan wanting to add a behavioural health layer without building a provider network itself. Of those, an employer replacing an eap with two percent utilisation that cannot demonstrate any clinical effect to its board and a benefits team facing long external waiting lists for therapy that are showing up in absence and disability claims are not what Workday is typically brought in for.
What can Spring Health do that Workday cannot?
Spring Health covers Precision matching, Sponsored session model, Psychiatry and medication management, Coaching tier. Workday covers Human capital management, Financial management, Planning, Analytics.

Answered from the vendors’ own pages

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.

Workday: What is Workday GO and what market is it designed for?

Workday GO is a product designed for small and midsize organizations, bringing together HR and finance solutions with transparent pricing and fast activation in 30 to 60 days. It includes HCM, benefits, payroll, talent, and more at a lower price point than standard Workday.

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.

Workday: What is Workday Skills Cloud and how does it fit into HCM?

Workday Skills Cloud is an intelligent skills foundation built into Workday HCM. It is described as the world's most open intelligent skills foundation and fuels data-driven talent strategies across recruiting, learning, and workforce planning.

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.

Workday: Does Workday include payroll and benefits management?

Yes. Workday HCM includes benefits administration and payroll capabilities as part of its core suite. Global payroll processing is available across multiple countries and tax jurisdictions.

Source
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.

Workday: What is the typical pricing model for Workday HCM?

Workday HCM uses per-employee (PEPM) annual subscription pricing. Companies at scale typically pay $34-42 PEPM. Enterprise organizations with 5,000+ employees typically pay $408-504 per employee annually. Pricing decreases with larger commitments and longer contract terms.

Source
Workday: How long does Workday implementation typically take?

Standard implementations are lengthy, often taking 12-18 months. Workday GO promises faster activation in 30-60 days. Implementation costs typically equal 100-150% of the first year's software subscription fees.

Source
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