30+ expense categories
Physical fitness, mental health, nutrition, preventive health, financial wellness, sleep and recovery. Check the boxes that apply.
Free wellness stipend policy template
Ready-to-customize HR policy with 30+ expense categories, reimbursement workflow, tax guidance, and an employee quick guide.
- 30+ expense categories
- 7-step workflow
- Tax & compliance guidance
Get the free template
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Everything to launch your wellness stipend
A complete, approval-ready policy template. Fill in the blanks, review with legal, implement.
7-step reimbursement workflow
From purchase to payroll. Submission deadlines, approval authority, payout method, and appeal process.
Tax & compliance notes
US tax treatment, gross-up guidance, HIPAA, ADA, ERISA checklist, and record-keeping requirements.
Employee quick guide
One-page plain-language summary. What the stipend is, what it covers, how to claim. No policy jargon.
Industry benchmarks
Dollar-amount ranges by company size. Small: $300–600/yr. Mid: $600–1,200/yr. Enterprise: $1,200–3,000/yr.
Approval-ready format
Policy overview, eligibility criteria, signature block, version history. Ready for legal sign-off.
What's inside the policy template
Five sections that cover everything from eligibility to compliance.
Eligibility & amount
Who qualifies, waiting periods, stipend amount, distribution, rollover rules.
30+ eligible expenses
Categorized checkboxes: gym, therapy, apps, meal delivery, standing desks.
Reimbursement flow
7-step process from purchase to payroll with deadlines and approval chain.
Tax & legal
US tax treatment, gross-up decisions, HIPAA/ADA/ERISA checklist.
Employee guide
One-page summary in plain language. Print or email to all staff.
Covers every expense category
Check the boxes that apply to your organization. Skip the rest.
How to implement
Six steps from download to active policy.
Download the PDF
Get the complete policy template with all five sections.
Set the amount
Use the industry benchmarks to pick your stipend amount and distribution frequency.
Check expense categories
Review the 30+ categories. Check what your organization will cover. Mark exclusions.
Review with legal
Send the completed policy to your legal and tax team. Use the compliance checklist.
Distribute to employees
Send the Employee Quick Guide to all staff. Post the full policy on your intranet.
Process claims
Follow the 7-step reimbursement workflow. Track utilization quarterly.
Pair your stipend policy with Vantage Fit to give employees a structured way to use their stipend on challenges, step tracking, and rewards.
See how it worksFrequently asked questions
Get the free templateA company-provided allowance employees use to pay for health and wellness expenses. Unlike a wellness program (company-organized), a stipend lets employees choose how to spend on their own wellness priorities.
Small companies: $25–50/month ($300–600/year). Mid-size: $50–100/month ($600–1,200/year). Enterprise: $100–200/month ($1,200–2,400/year). Start conservative. Easier to increase than cut.
In the US, wellness stipends are generally treated as taxable income unless structured as a qualified benefit. Some companies gross-up the amount. The template includes a tax treatment section. Always consult your tax advisor.
Common categories: physical fitness (gym, classes, equipment), mental health (therapy, meditation apps), nutrition (meal delivery, dietitian), preventive health (ergonomic equipment, screenings), financial wellness, and sleep/recovery. 30+ categorized expenses included.
A wellness program is company-organized (challenges, workshops, screenings). A stipend gives employees money for their own choices. Many companies offer both: the program provides structure, the stipend provides flexibility.
Yes. Wellness stipends have tax, HIPAA, ADA, and potential ERISA implications. This template includes a compliance checklist and tax guidance, but always review with your legal and tax advisors.
Your wellness budget needs a policy behind it
Download the template. Fill it in. Send it to legal. Launch the stipend this quarter.