CompTIA, Inc. Implements A Global Wellness Strategy That Reflects A Mission-Driven Workforce
“The value we’ve gotten is a true partnership. It didn’t stop at signing the contract. It’s been an evolving relationship from implementation through day-to-day support. As the only benefits leader on the team, having a partner I can grow with has been critical.” - Marilyn Hasler, SHRM-CP, Total Rewards and HRIS Manager at CompTIA, Inc.
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About the Organization
CompTIA, Inc. is the world's largest vendor‑neutral tech certification provider, awarding 3.6 million+ certifications to technology professionals worldwide. The company strategically transformed a simple reimbursement program into a flexible, globally accessible wellness strategy.
Catch the full story in our recorded webinar, to learn how CompTIA built a global wellness stipend employees actually use
The Business Challenge
Total Rewards at a Crossroads
CompTIA, Inc.’s leadership team had a clear goal: to provide a comprehensive total rewards package that adapts to employees’ lives and supports a healthier workforce.
But delivering that vision had become increasingly complicated.
Vendor instability created risk
CompTIA, Inc. had cycled through three wellness vendors in five years. Two went out of business, and the other lacked flexibility and customization.
Healthcare costs were rising
After reviewing 2020 claims data, which coincided with the onset of COVID-19, the team saw a significant increase in costly mental health claims.
Global equity was difficult to achieve
With employees spread across multiple U.S. states and international offices, CompTIA, Inc. needed to guarantee equitable benefits access regardless of geography.
Administrative strain on a lean team
As the only benefits leader, the Total Rewards & HRIS Manager needed infrastructure that could scale without adding to her workload.
What CompTIA, Inc. Implemented
CompTIA, Inc. adopted the Benepass customizable spending accounts platform, rolling out two core benefits:
- Wellness Benefit1
Originally a gym reimbursement program, the benefit now includes mindfulness and wellbeing coaching, fitness equipment, athletic apparel, massage, recreational memberships, vitamins, and more.
- Medical Travel Health Reimbursement Arrangement (HRA)
Introduced in 2023, as a result of the overturning of Roe vs. Wade, the HRA provides equitable healthcare access across all states.
Global Rollout
A phased implementation across employees worldwide, delivers consistent access across the U.S. and international offices.
The platform’s configurable plan design allows CompTIA, Inc.,to modify its eligibility rules over time without changing vendors.
Consolidated Platform
A unified system distributes and governs employer-funded benefit dollars through customizable spending accounts.
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1Also known as a Wellness Lifestyle Spending Account (LSA)
Performance Results
Meaningful reduction in large mental health claims
In 2021, CompTIA, Inc. expanded the eligibility of its wellness lifestyle spending account to cover mental wellness benefits, such as meditation app subscriptions and mindfulness coaching, in addition to physical wellness. Following this change, mental health claims no longer ranked among CompTIA, Inc.’s top 10 high-cost medical claims (greater than $50,000).
Predictable spend governance
Customizable spending rules enforced at the point of sale have reduced off-policy transactions and reimbursement delays.
- Wellness benefit An 80% utilization of funds is proof of strong participation. 66% of spending is related to fitness including trackers, apparel, classes and memberships.
- Medical Travel HRA: As expected, utilization is low but makes a huge difference to employee value and satisfaction.
From Reimbursement to Scalable Impact
As CompTIA, Inc. works to help individuals unlock their potential in technology careers, it applies the same philosophy internally by giving employees the autonomy and support to invest in their own wellbeing.
