Payroll pros prefer fee-free and compliance-conscious Earned Wage Access.
What’s holding EWA adoption back? In PayrollOrg’s survey of 798 payroll professionals, fees were cited as a leading concern. Survey findings indicate that many payroll leaders prefer fee-free models that are designed with payroll and regulatory considerations in mind and embedded within broader financial wellness platforms.
Why 2026 forces a reset in Earned Wage Access.
Learn about the driving forces causing a reset in earned wage access. Inside, you'll get a research-backed view of the market, including:
Why 91% of surveyed payroll leaders indicated a preference for fee-free models for both employees and employers
Key regulatory and payroll considerations shaping the future of EWA, including why 85% indicated alignment with lending law frameworks is important
Why 80% of surveyed payroll professionals indicated a preference for EWA integrated into a broader financial wellness platform
Evaluation questions for selecting a payroll-aligned EWA platform
Payroll professionals are uniquely positioned at the intersection of employee experience and compliance. This research shows a strong preference among professionals for earned wage access programs that support employee financial wellness, are free of costs and fees, and avoid introducing compliance risks.
Dan Maddux, Executive Director, PayrollOrg, formerly the American Payroll Association and Global Payroll Management Institute
Designed with payroll and regulatory considerations in mind.
Survey findings indicate that Payroll leaders prioritize EWA models structured with consideration for lending frameworks, tax treatment, and wage & hour considerations.
Some payroll-friendly EWA models are designed to help streamline administrative processes and support multi-state implementation considerations. Fee structure is one factor payroll teams report evaluating when assessing regulatory and operational risk.
85%
say EWA should align with lending law considerations
84%
want minimized tax withholding complexity
66%
cite wage & hour laws as a concern
PayrollOrg, Chime Research Report 2026
From a payroll perspective, the difference between fee-free and fee-based EWA matters. When employees pay fees to access their own earned wages, it can create regulatory scrutiny, wage deduction concerns, and unnecessary complexity for payroll teams.
Kira Rubiano, Partner USA, Payrollminds
How fee structures may influence payroll considerations.
EWA fees may affect take-home pay and can introduce additional payroll and considerations. Employer involvement in certain fee-based models has been discussed in legal and regulatory contexts. Survey findings suggest many payroll professionals prefer models that do not rely on employee-paid fees.
Some providers structure EWA as part of a broader financial wellness platform supported by diversified revenue models rather than transaction-based fees.
91%
want EWA free for both employees and employers
93%
say advances should go directly to an employee’s bank account without middleman fees
89%
prefer an EWA program that helps users become savers
PayrollOrg, Chime Research Report 2026
Explore Alternatives to Fee-Based EWA
Discover a fee-free Earned Wage Access model designed with payroll and regulatory considerations in mind and embedded within a broader financial wellness platform.
