Employee Discount Programs: A Comprehensive Guide for HR Leaders

For most employers—especially small and mid-sized businesses—the question isn’t whether employees want more pay. It’s how to provide meaningful value when salary budgets are limited. According to surveys by SHRM and WorldatWork, employees consistently rank “everyday financial support” as one of the top non-cash benefits they appreciate. In practice, that often means discount programs: curated platforms that allow staff to save money on the products and services they already buy.

The math is simple. If a $50,000-salary employee saves $1,000 in a year through retail, dining, and travel discounts, that’s effectively a 2% increase in disposable income—without adding anything to payroll costs or benefits budgets. For employers, it’s one of the most cost-effective ways to stretch compensation dollars.

Discount programs are also an engagement lever. Employees enjoy tangible, frequent wins—like 20% off a weekend movie outing, or discounted gym memberships. Unlike annual bonuses, the benefit is felt weekly, even daily, reinforcing positive sentiment toward the employer. This is particularly powerful for organizations trying to attract or retain younger talent, who often value flexibility and immediate benefits as much as long-term perks like retirement savings.

The Pain Points Employers Face #

Despite their appeal, discount programs can be tricky to evaluate. HR and Total Rewards leaders face three common challenges:

1. Overcrowded Marketplace
   From global providers like Perkbox and Empuls, to local specialists like Access Perks, the number of vendors has exploded. Differentiating meaningful programs from generic affiliate-link marketplaces takes time and due diligence.
2. Uneven Employee Adoption
   Not all discount platforms are equally engaging. If the user experience is clunky, or if offers feel irrelevant, adoption rates plummet. Employers often struggle to translate “thousands of discounts” into real-world employee usage.
3. Integration with Broader HR Strategy
   Some platforms are pure discount marketplaces, while others fold into larger recognition, wellbeing, or engagement suites. The right choice depends on whether an employer wants a stand-alone perk or a multi-feature engagement platform.
4. Global vs. Local Needs
   U.S.-based companies with international staff often discover that a vendor strong in domestic discounts has little to offer abroad. Conversely, global players sometimes lack depth in local U.S. offers—like neighborhood dining or services—that employees use most frequently.
5. Pricing Models
   Some platforms are “free” because they are funded by merchant commissions, while others charge per employee per month. Employers need to weigh the trade-offs: free programs may have fewer customization options, while paid platforms often include white-label branding, admin controls, and bundled recognition tools.

Everyday Use Cases for Employees #

To illustrate the value, here are some common scenarios where discount programs deliver:

• Family Entertainment: A parent buys discounted tickets for a weekend trip to Disney or a local amusement park.
• Travel Savings: An employee traveling to visit family books a hotel at 25% off, saving hundreds of dollars a year.
• Groceries and Dining: Staff use mobile coupons at grocery stores, coffee shops, or casual restaurants near the office.
• Wellness and Fitness: A gym membership or online fitness subscription is offered at a reduced rate, aligning with wellbeing initiatives.
• Education and Professional Development: Discounts on online courses, certifications, or tutoring services support growth while saving money.

Each example demonstrates how programs go beyond “perks” to become a practical extension of financial wellbeing strategies.

HR Launcher Lab’s Criteria for Evaluating Discount Platforms #

To cut through the noise, we applied a standardized set of criteria when evaluating vendors:

1. Breadth of Coverage
   Which categories are included—retail, travel, entertainment, dining, wellness, family care, education?
2. Marketplace Depth
   Size and quality of offers: are these truly valuable discounts with recognizable brands, or generic affiliate deals employees could find online anyway?
3. Global Reach & Localization
   Can the platform serve international employees with localized offers, currencies, and languages?
4. Recognition & Engagement Features
   Is it only a discount marketplace, or does it include rewards points, recognition, wellbeing, or surveys that drive engagement?
5. Technology & User Experience
   Mobile-first design, branded portals, single sign-on, communication tools, and analytics reporting.
6. Pricing & Commercial Model
   Subscription-based (per-employee, per-month) vs. merchant-funded “free” models.
7. Integration & Admin Tools
   Compatibility with HRIS/SSO systems, ability to white-label, and the sophistication of reporting and analytics dashboards.

How this Guide Helps #

The employee discount market is evolving quickly, with established players like Reward Gateway and Perkbox now facing competition from newer entrants such as Empuls (Xoxoday) and Fond. Some emphasize global reach and integrated engagement tools, while others double down on hyper-local savings or entertainment-heavy offers.

This guide will walk HR leaders through the top vendors in the U.S. market, compare them across key criteria, and highlight use cases to help you decide which program best fits your workforce.

Vendor Profiles: What Each Discount Program Offers, Strengths, and Limitations #

BenefitHub (including Abenity) #

Discount categories:

• Retail: National and local shopping, electronics, apparel
• Travel: Flights, hotels, rental cars, vacation packages
• Entertainment: Theme parks, shows, movie tickets
• Wellness: Fitness programs, health products, gyms
• Voluntary benefits: Pet insurance, identity theft, legal services

Where it stands out: Extremely large marketplace plus voluntary benefits in one hub. Acquisition of Abenity in 2024 added depth in entertainment and branded app options.

Limitations: Scale can dilute relevance—employees may feel it’s “too many offers” without curation. Engagement depends on employer promotion.

Best for: Mid-to-large employers wanting a one-stop marketplace that combines discounts with optional lifestyle/voluntary benefits.

PerkSpot #

Discount categories:

• Retail: Apparel, electronics, appliances
• Travel: Hotels, rental cars, vacation deals
• Dining: National restaurant chains and some local
• Entertainment: Theme parks, sports, movie tickets
• Wellness: Fitness centers, nutrition products

Where it stands out: Employer-branded portals at no cost to the organization. Good spread across everyday categories.

Limitations: Heavier on national brands; hyper-local dining or neighborhood services are thinner compared to Access Perks. Limited customization beyond branding.

Best for: SMBs and cost-conscious employers who want a free, branded discount site with broad but not deep coverage.

Entertainment Benefits Group (EBG): TicketsatWork & Working Advantage #

Discount categories:

• Entertainment: Broadway, concerts, theme parks, museums, sporting events
• Travel: Hotels, rental cars, cruises, vacation packages
• Retail & Electronics: Limited but included (Apple, Samsung, Dell)
• Dining: Some national dining cards, bundled with entertainment offers

Where it stands out: Best-in-class for experiential perks—tickets, attractions, vacations. Runs one of the largest travel/entertainment benefits catalogs.

Limitations: Weak in local everyday savings (grocery, casual dining, services). More transactional than engagement-focused.

Best for: Employers whose workforce values travel and entertainment—especially younger, urban, or family-heavy teams.

Access Perks (Access Development) #

Discount categories:

• Retail: National brands plus deep local coverage (auto, home, apparel)
• Dining: Strong local restaurant network, plus chains
• Travel: Hotels, rental cars, vacation discounts
• Entertainment: Movie tickets, attractions, events
• Wellness: Gyms, fitness studios, personal care

Where it stands out: Strongest hyper-local coverage—employees can pull out their phone and get discounts at nearby restaurants and services.

Limitations: Not a recognition platform; catalog can vary by geography. Lacks bundled wellbeing or communications tools.

Best for: U.S.-based employers with dispersed employees who want tangible, daily-use discounts in local communities.

Perkbox #

Discount categories:

• Retail: 9,000+ brands globally
• Travel: Hotels, vacation deals, transport
• Entertainment: Digital subscriptions, events, tickets
• Dining: Restaurant gift cards, food delivery
• Wellness: Meditation, fitness, sleep, mental health hub

Where it stands out: Combines perks with global reach and wellbeing features. Strong for distributed, international teams.

Limitations: Subscription-based, typically higher cost. Adoption depends on uptake of wellbeing resources beyond discounts.

Best for: Global employers or scale-ups who want one platform for perks, recognition, and wellbeing across multiple countries.

Reward Gateway (Edenred) #

Discount categories:

• Retail: SmartSpending™ covers independent and national retailers
• Travel: Hotels, vacation packages
• Entertainment: Tickets, events, gift cards
• Dining: Restaurants and food delivery discounts
• Wellness: Can be layered via engagement suite

Where it stands out: Discounts are integrated into a full engagement suite (recognition, comms, surveys). Customizable and backed by strong analytics.

Limitations: Pricing is higher than pure discount vendors. Smaller employers may not need the full suite.

Best for: Employers who want to combine discounts with recognition and engagement, not just perks in isolation.

Empuls (Xoxoday) #

Discount categories:

• Retail: Wide lifestyle coverage
• Travel: Flights, hotels, experiences
• Entertainment: Subscriptions, shows, tickets
• Dining: Global restaurant and food service deals
• Wellness: Fitness, health, lifestyle benefits

Where it stands out: AI-powered engagement, lifestyle spending accounts (LSAs), and access to millions of redemption options in 175+ countries.

Limitations: Feature-rich suite may feel too complex for smaller employers who only want discounts. Subscription cost.

Best for: Tech-driven or multinational companies wanting advanced perks + recognition + surveys in one platform.

LifeMart (Care.com) #

Discount categories:

• Family & Care: Childcare, senior care, tutoring, babysitting
• Retail: Apparel, electronics, auto
• Travel: Hotels, car rentals, cruises
• Entertainment: Movie tickets, attractions
• Wellness: Fitness centers, wellness services

Where it stands out: Unique emphasis on family care benefits, which many competitors lack. Long-standing network of discounts across lifestyle categories.

Limitations: U.S.-centric; less robust global reach. Not built for recognition or advanced analytics.

Best for: Employers with a family-oriented workforce who value care services as much as consumer discounts.

Perks at Work (Next Jump) #

Discount categories:

• Retail: 30,000+ national and local brands
• Travel: Hotels, flights, rental cars
• Entertainment: Concerts, movies, theme parks
• Dining: Local and national restaurants
• Wellness: Fitness programs, personal services
• Learning: Free Community Online Academy classes

Where it stands out: Size of catalog plus free learning resources for employees and families.

Limitations: Platform can feel crowded with offers; focus is breadth, not curation.

Best for: Large or mixed workforces that want a big marketplace with something for everyone, including learning benefits.

How Employers Can Use Employee Discount Programs #

Common Use Cases #

• Financial Wellness Boost: Use discount programs to offset everyday expenses like groceries, dining, and local services, especially in companies that cannot give large salary increases.
• Engagement & Recognition: Pair perks with recognition points or gift cards so employees experience tangible rewards alongside peer-to-peer recognition.
• Global Consistency: For multinational employers, global vendors like Perkbox, Reward Gateway, or Empuls ensure teams in different countries have equal access to benefits.
• Family-Friendly Benefits: Programs like LifeMart or BenefitHub (with pet/legal/ID protection options) support employees with dependents, addressing caregiving and lifestyle needs.
• Culture & Employer Brand: Promoting discounts through branded portals or intranet integration signals to employees that the employer is thoughtful about cost of living and wellbeing.

Red Flags / Things to Watch Out For #

1. Catalog Inflation: Some vendors claim “hundreds of thousands” of offers, but many are generic affiliate codes employees could find online. Ask for a top 100 merchants list.
2. Engagement Gaps: If the program relies on employees “finding the portal” with no push communications, adoption will be low. Vendors should provide communication support and usage reporting.
3. Geographic Mismatch: A program may shine in New York or Los Angeles but lack meaningful offers in smaller cities or outside the U.S. Always ask about coverage in your workforce’s core locations.
4. Hidden Costs in ‘Free’ Models: Free platforms are attractive, but confirm whether branding, SSO, and reporting are included or considered premium add-ons.
5. Overcomplex Platforms: Full-suite engagement platforms (Empuls, Reward Gateway) are powerful, but for small teams, the extra features may create confusion and cost more than necessary.

Questions to Ask Vendors Before Buying #

1. Coverage
   • What are the top 100 most-used brands in your program?
   • Do you offer local restaurant and service discounts in the cities where most of our employees live?
2. Technology & Access
   • Do you offer SSO integration with our HRIS or payroll system?
   • Can the platform be white-labeled with our branding?
   • Is there a mobile app, and how is usage tracked?
3. Engagement & Reporting
   • What communication campaigns do you provide to help us drive adoption?
   • What usage and savings reports will we receive, and how often?
4. Pricing & Commercials
   • If the program is “free,” what features are included, and which are paid add-ons?
   • For subscription models, what is the per-employee, per-month cost, and does it vary by feature bundle?
5. Global Reach
   • Which countries, currencies, and languages are supported?
   • How do you localize offers to employees outside the U.S.?
6. Data & Privacy
   • What employee data do you collect, and how is it used?
   • Is purchase data anonymized before reporting?

Typical Pricing Structures #

• Free / Merchant-Funded: Vendors like PerkSpot and some EBG programs promote zero-cost to employers. Revenue comes from merchant commissions on redeemed offers.
• Subscription-Based: Vendors like Perkbox, Reward Gateway, Empuls, and Fond charge per employee per month, usually with tiered pricing depending on features.
• Hybrid Models: Platforms like BenefitHub often offer a basic free version with optional premium features, voluntary benefits, or branded portals as add-ons.
• One-Time or Tiered Fees: Some legacy vendors (like Abenity before its acquisition) offered monthly or annual subscription tiers for branding and admin controls.

Conclusion: Choosing the Right Employee Discount Program #

Employee discount platforms are no longer “nice-to-have extras.” They’re practical tools that extend purchasing power, reinforce financial wellness, and provide visible value to employees week after week. For HR leaders, the decision isn’t whether to offer discounts, but which type of program delivers the most impact for their workforce.

• If your employees value daily local savings, Access Perks or LifeMart may deliver the highest ROI.
• If your workforce is family-oriented or entertainment-driven, EBG’s TicketsatWork or BenefitHub’s broad catalog will resonate.
• If you want global consistency and bundled recognition tools, platforms like Perkbox, Reward Gateway, Fond, or Empuls are the best match.
• And if budget is a barrier, PerkSpot provides a branded, no-cost option that still covers a wide range of categories.

The right choice depends on your team’s demographics, geography, and strategic HR goals. A discount program should never sit in isolation: it works best when tied into recognition, wellbeing, or employer branding efforts. With careful selection and vendor diligence, these programs can become a low-cost, high-value lever for engagement and retention.