Heka vs Epassi
Epassi and Heka both open the door to gym, health, and lifestyle perks, but what's behind that door is different.
Epassi is a payment and digital platform, handing employees a card and a merchant list. Heka solves a different problem: we match each employee to a personalised, clinically-curated products and services, so their allowance goes further and their health and wellbeing actually improves.
Heka's approach comes with AI-powered recommendations, a curated network of UK health and wellbeing partners, and reporting that shows what your wellbeing spend is actually achieving.
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Heka vs Epassi:
A quick comparison
Epassi is a wellbeing payments platform, giving employees a simple way to spend employer-funded allowances across a large network of providers. That's useful for distributing budget, but distributing budget and improving your employees' wellbeing aren't the same thing.
Heka is an AI-powered flexible wellbeing benefits platform built around employee health, personalisation, and inclusion. Employees aren't just given an allowance - they're matched to the right support for their exact health and wellbeing needs.
If your goal is simply giving employees somewhere to spend a wellbeing budget, Epassi may fit the bill.
If your goal is helping employees find the right support and proving the impact of your investment, Heka was built for the job.
At a glance:
The short answer:
Heka is a clinically-curated flexible benefits platform with an AI-powered recommendation engine that helps every employee find what's relevant to them. Juno is a lifestyle perks wallet with a lighter wellbeing layer. They look similar from the outside, but perform very differently when wellbeing is something your business actually has to deliver on.
Both platforms give your team flexibility. Only one ties that flexibility to outcomes you can prove to Finance. If you want a benefits programme that earns its budget back in engagement, inclusion and outcomes through healthier employees, Heka's the stronger fit.
Why People teams
choose Heka
Heka was designed around the needs of UK People teams, from the wellbeing categories employees care about to tax guidance and reporting that makes benefits easier to manage. If most of your workforce is here, that local focus makes a real difference.
Why People teams
choose Heka
Giving employees a way to pay for wellbeing is only part of the picture. Heka helps people discover the support that's most relevant to them, with recommendations, expert content, and trusted wellbeing providers all in one place.
Why People teams
choose Heka
Employees have very different wellbeing needs throughout their careers and personal lives.
From mental health and fitness to menopause, men's health, family support and financial wellbeing, Heka brings everything together in one platform that's designed to support your whole workforce, exactly where they are.
Why People teams
choose Heka
It's useful to know how much allowance has been spent - it's even more useful to know which wellbeing areas employees are engaging with and where further support may be needed.
Heka gives People teams a much clearer picture of how their wellbeing strategy is performing.
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Why People teams
choose Heka
Wellbeing isn't a once-a-year tickbox.
With personalised recommendations, fresh content, and new providers to discover, Heka gives employees reasons to keep coming back throughout the year, helping wellbeing become an ongoing habit rather than a one-off transaction.
How Heka
and Epassi compare
Epassi helps employees pay for wellbeing through a card and merchant network that's particularly popular in Nordic markets. Heka is a health-led employee wellbeing platform that helps employees discover, access, and engage with support throughout the year.
Shakira Beach | people director
the goat agency, a wpp company
How Heka
and Ben compare
Both Heka and Epassi give employees access to employer-funded wellbeing support. That's where the similarity largely ends. Epassi is primarily a wellbeing payments platform; Heka is a health led employee wellbeing platform designed to improve health outcomes. Here's how they actually compare:
Shakira Beach | people director
the goat agency, a wpp company
Questions buyers ask us
We've a small team in Europe. Can Heka still work for us?
Yes, for most People leaders. We focus the Heka programme on the UK majority and help you decide whether to use a local provider or expense allowance for the European minority. We'll be straight about what we can and can't cover globally.
Can we use Heka for global wellbeing?
We're growing internationally, and we'll be honest about coverage in each market. For UK-heavy organisations we're very strong; for highly distributed multi-country populations we'll help you decide whether Heka's right today or whether to layer a local provider in.
How long does implementation take with Heka?
We can go live as soon as the next working day, but most teams are live on Heka within four to six weeks. That includes comms, partner setup, and employee onboarding. We run the project alongside your People team rather than handing you a checklist.
Isn't a card simpler for employees to use?
Cards feel familiar, but the simplicity is mostly for admins. The majority of the mental load sits with employees. Heka pairs the allowance with AI-powered recommendations and clinical curation, so people get pointed at what's actually relevant to them.
Do you cover sport and fitness?
Yes - with a curated network of gyms, classes, equipment and fitness apps. Sport sits inside a much wider wellbeing offer rather than being most of the story.
