Earned Wage Access is one of the fastest-growing workplace benefits, but what do payroll professionals really think about it?
To find out, Chime Workplace™ partnered with PayrollOrg to survey nearly 800 payroll professionals nationwide about their perspectives on EWA: what’s working, what’s not, and what needs to change.
The results are clear. Payroll teams understand EWA. They see its value. But they’re also raising important concerns, especially around fees and compliance.
Here’s what we learned:
1. Fees Are the Some of Biggest Barriers to Adoption
While 4 out of 5 payroll professionals understand EWA, only 17% offer it today. A main reason? Fees.
Payroll leaders overwhelmingly prefer EWA programs that are free for both employees and employers. Fee-based models introduce complexity, compliance risk, and friction, making adoption harder than it needs to be.
What you can do: Learn about optimal EWA program considerations.
2. Compliance Is Non-Negotiable
Payroll teams are compliance centers of excellence. They want EWA programs built to align with lending laws, wage and hour regulations, and tax requirements, across all 50 states.
The message is consistent: payroll-friendly EWA must reduce risk, not create it.
What you can do: Stay up to date on federal and state by state compliance considerations.
3. EWA Should Be Part of Something Bigger
Payroll professionals don’t just want access to wages, they want measurable financial wellness outcomes.
Most respondents said they prefer EWA embedded within a broader financial wellness platform that helps employees build savings, strengthen credit, and improve long-term financial health.
What you can do: Learn more about fee-free EWA.
4. Conclusion
Payroll leaders have spoken, and the industry is evolving.
If you’re evaluating EWA for your organization, this report provides critical insights straight from the payroll professionals responsible for making it work.
