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CU-01

Peakon vs Qualtrics pricing and what each employee listening contract commits you to

Workday Peakon Employee Voice and Qualtrics Employee Experience are the two enterprise listening platforms most often left on the same shortlist, and neither will give you a US price before a sales call. What you can get in writing is how each quote is built: what it is multiplied by, how long you commit, who is allowed to log in and what is billed outside the subscription. This page lines those terms up from the vendors' own documents.

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YOUR FIRST THREE MOVES

This is one person's read of the company. The real report asks your people the same questions anonymously, twelve per area, and scores what they answer rather than what you assume. Your first assessment is free.

RESULTS ARE DIAGNOSTIC INPUT, NOT A CERTIFIED AUDIT.

DIRECT ANSWER

Neither Workday Peakon nor Qualtrics publishes a US price for its employee listening product. Qualtrics states on its pricing page, read on 1 October 2026, that both of its Employee Experience packages are priced based on employee count, that every product includes an unlimited number of users, and that you pay for planned usage; it publishes no rate and no minimum term for them. Workday publishes no US rate for Peakon either, but its UK government G-Cloud 14 filing, read on 10 September 2026, shows the structure: a per-employee annual rate on sliding bands that start at 600 employees, a 3-year subscription term, a commitment covering the entire current employee population, an extra per-headcount fee for added employees, and deployment and training sold separately as fixed-fee packages. Those UK figures are in pounds sterling for public sector buyers, so they are not a US quote and we do not convert them. The practical difference for a US buyer is commitment. Both meter on headcount, but only Peakon's own paperwork tells you to plan for three years on your full population plus a deployment package. Ask Qualtrics for its term in writing, ask Workday whether the 3-year assumption applies to your deal, and compare the two contracts as three-year totals. AssessmentCloud is neither of these platforms and does not replace a continuous listening program. It scores culture, process, digital maturity, skills and compliance readiness into one 0 to 100 report at a flat published price. We are not affiliated with, endorsed by, or reselling Workday or Qualtrics.

Go deeper: this dimension works alongside Workday Peakon pricing and Qualtrics pricing, and the guides on peakon vs culture amp and best employee listening platforms show the frameworks behind the scoring.

Diagram comparing what Qualtrics Employee Experience and Workday Peakon Employee Voice quotes are built on: meter, users, term and deployment
Qualtrics terms read on qualtrics.com/pricing on 1 October 2026. Peakon terms read in Workday's G-Cloud 14 pricing documents on 10 September 2026. Neither vendor publishes a US per-employee rate.
LANDSCAPE

Peakon vs Qualtrics on every pricing term each vendor puts in writing

Qualtrics cells were read on qualtrics.com/pricing on 1 October 2026. Peakon cells were read on 10 September 2026 in Workday's own G-Cloud 14 subscription and professional services pricing documents and its UK Digital Marketplace listing. Those are UK public sector terms in pounds sterling, shown for structure only. Where a vendor states nothing, the cell says so.

Pricing term Workday Peakon Employee Voice Qualtrics Employee Experience AssessmentCloud
Published US rate None. Quoted by Workday sales None. Request Pricing on both EX packages $49, $119 and $279 a month by plan
What the quote is multiplied by Per employee per year, sliding bands Based on employee count The plan you pick, not headcount
Where the price list starts First band 600 to 1,000 employees (UK filing) Not stated Any company size
Who can log in Not stated in the filing Unlimited users in every product Set by monthly responses, 50 on Team and 500 on Business
Term 3-year subscription assumed (UK filing) Not published Monthly, or yearly at a discount
Headcount commitment Entire current employee population for the whole term Pay for planned usage None
Adding employees mid-term Additional per-headcount fee Not stated No change while you stay inside the plan's monthly responses
Deployment and training Excluded, sold as fixed-fee packages Not published Not needed, self-serve setup
Free trial Not available (Digital Marketplace listing) Not offered on the pricing page One-time demo run

The honest reading: on price alone you cannot rank these two, and any page that says one is a set percentage cheaper is quoting an estimate, not a vendor. What you can compare is commitment, and on that Workday is the one that has written its assumptions down. For the detail behind each column see Workday Peakon pricing and Qualtrics pricing. If Perceptyx is also on your list, the Qualtrics vs Perceptyx page covers that pairing, and Peakon vs Culture Amp covers the other common Peakon matchup.

CU-01

What you get

Both meter on headcount, so send both the same number

Qualtrics writes on its pricing page that its Employee Experience products are priced based on employee count. Workday's G-Cloud 14 filing prices Peakon per employee per year. The first input to both quotes is therefore identical, and the most common way buyers end up with two numbers they cannot compare is giving one vendor total headcount and the other a pilot group. Decide which population you are licensing before either call and give both sales teams the same figure.

Qualtrics lets everyone log in, which changes who you can involve

Qualtrics states that within every product its technology is included for an unlimited number of users. For an employee listening program that means you are paying for the people being surveyed, not for the managers and HR partners reading dashboards. If you want 300 managers looking at their own team results, that costs nothing extra under the published Qualtrics model. Ask Workday the same question for Peakon, because its filing prices the employee population and is silent on dashboard users.

Peakon's own filing assumes three years on your whole population

The Workday filing says Peakon pricing assumes a 3-year subscription term and that the multi-year commitment is based on the entire current employee population for the whole term, with added employees charged an extra per-headcount fee. That is the most important line in either vendor's paperwork for a company that is shrinking, reorganizing or unsure about the program. Qualtrics publishes no term at all, which does not mean it has none. Get both terms in writing before you compare prices.

Deployment sits outside the Peakon subscription

Workday's filing excludes deployment, training and education services from the Peakon subscription and lists them as fixed-fee packages in a separate professional services document, with travel and expenses possible on top. Qualtrics does not publish its implementation pricing on the pricing page. Ask both vendors for year-one cost including implementation, not just the subscription line, or the cheaper-looking quote may simply be the one that left services out.

Peakon's bands start at 600 employees in the filing

The UK filing's first per-employee band runs from 600 to 1,000 employees. That does not prove Workday will not sell to a 200-person US company, but it tells you where the published price list begins and who the product was built for. A company of 150 should expect either a minimum fee or a conversation about whether Peakon is the right size of tool, and should price vendors that publish small-company rates alongside it.

Where AssessmentCloud fits next to both

AssessmentCloud is not a third listening platform and will not run always-on pulse surveys across 5,000 people. It is a scored diagnostic of the whole company across culture, process, digital maturity, skills and compliance readiness, priced flat on the pricing page: Team at $49 a month, Business at $119, Consultancy at $279, with no per-employee meter and no multi-year term. Teams use it to find which part of the organization is weakest before committing three years of headcount to a listening contract.

HOW IT WORKS

From setup to scored report

01

Fix one headcount for both quotes

Write down the population you are licensing, everyone or a defined group, and send the same figure to Workday and Qualtrics.

02

Ask both for the term in writing

Workday's filing assumes three years. Ask whether that applies to you and ask Qualtrics what term its quote assumes.

03

Price year one including services

Get deployment, training and any onboarding package on the same page as the subscription for both vendors.

04

Compare three-year totals

Multiply each annual figure by the term, add services and headcount growth, then compare the totals rather than the headline rates.

How to conduct an organizational assessment, end to end

DIAGNOSTIC INPUT, NOT A CERTIFIED AUDIT.

AssessmentCloud scores tell you how ready you are and what to fix. They do not certify you against SOC 2, ISO 27001, or any legal framework, and we never claim they do. Only an accredited auditor can certify you. Run the diagnostic first, walk into the audit without surprises, and spend auditor hours on certification instead of discovery.

FAQ

Questions about peakon vs qualtrics

There is no honest way to say before you hold two written quotes, because neither vendor publishes a US rate. Both meter on employee count. Send both the same headcount, ask for the term each quote assumes, add deployment, and compare three-year totals. A lower annual figure on a 3-year full-headcount term can cost more than a higher one on a shorter term.

Workday publishes no US price. Its UK G-Cloud 14 filing prices Peakon per employee per year on bands that start at 600 employees, assumes a 3-year term on the entire current headcount, and sells deployment separately. Those are UK public sector rates in pounds, useful for structure but not a US quote.

Qualtrics does not publish a rate for either Employee Experience package; both show Request Pricing. Its pricing page states EX is priced based on employee count, that every product includes unlimited users, and that you pay for planned usage. Expect a quote sized on headcount, and ask for the contract term in writing.

Peakon is Workday's continuous employee listening product, usable standalone or alongside Workday HCM. Qualtrics Employee Experience is one line of a wider experience management platform that also covers customer experience and market research. Pick Peakon if you run Workday and want listening close to HR data; pick Qualtrics if you want one vendor across employee and customer research.

No. Workday's marketplace listing says Peakon can be used standalone or extended with Workday Human Capital Management. Buyers already on Workday HCM get tighter data integration, but a non-Workday company can license Peakon on its own.

Not for dashboard access. Qualtrics states that within every product its technology is included for an unlimited number of users. Employee Experience is priced on employee count instead, so you pay for the population you survey rather than for the number of managers and HR staff who log in.

Among vendors that publish a card, Viva Glint is $2.00 per user a month paid yearly with a 50-seat license minimum, and 15Five Engage is $4 per user a month. AssessmentCloud is a flat $49 or $119 a month for a scored whole-company diagnostic, which is a different job from a continuous listening program.

Put peakon vs qualtrics on your company readout

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