What if employees could access their wages early?

"Earned wage access" allows employees to dip into their salary early.
Monkey Business Images/REX/Shutterstock

Apps that allow employees to access their salary before payday are attracting high-profile investors and signing up major employers. But does offering a financial lifeline to workers help or hinder their financial issues? Jo Faragher reports.

“It isn’t a loan, it’s money you’ve already earned. And not having to ask for it gives employees a sense of autonomy,” explains Claire Anderson, head of people at Camden Town Brewery. Last September, the company implemented a piece of technology called Wagestream, which allows employees to access up to 30% of the money they’ve already earned before payday, for a fee of £1.75.

Just under a third of staff have already taken advantage of the benefit, with the average person withdrawing between 15% and 25% of their earned pay during the month.

“We were getting requests for loans or advances and realised people could do with more flexibility over their money,” she adds.

Workers can opt in to Wagestream and it doesn’t touch the company’s payroll system as money is paid into a temporary ledger account. Their salary, after deductions, goes into their usual bank account at the end of the month. Employees can track what they’ve accessed already via an app. “We see a lot of activity towards the end of the month when people would typically reach for their credit card,” says Anderson.

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“Earned wage access” tools such as this are attracting increasing amounts of interest and investment. Wagestream recently won a £4.5 million round of funding from a group of backers including Jeff Bezos and Bill Gates. Venture capitalists in the US have invested tens of millions of dollars on a clutch of start-ups including Even, PayActiv and DailyPay. They all work in slightly different ways, but most interact with employers’ time and attendance systems to calculate how many hours an employee has worked and what that is worth.

If someone is living pay cheque to pay cheque, financial education is like giving a starving man a diet book” – Safwan Shah, PayActiv

Employers can set a ceiling percentage for how much staff can access, usually no more than 50% of money that has already been earned. Within that range, employees can set their own limits and sometimes there is a fee for each transaction.

The payday loan problem

Why is there such a pressing need to access pay before the end of the month? Peter Briffett, CEO of Wagestream, set up the business as an alternative to payday loans from companies such as Wonga – so much so that his employees staged a mock funeral procession through the City when the company went into administration last year.

According to a survey by the Centre for Labour and Social Studies, 20% of British workers have a monthly shortfall of more than £100, and 10 million struggle to keep up with household bills, often turning to payday loans, overdrafts or credit cards to cope. Late fees and interest payments rack up making it near-impossible to get back on track.

“Something like buying school shoes could be a crisis situation for someone and they need the mechanisms to cope with that,” says Heidi Allan, head of insights and engagements at Neyber, a company offering financial education and consolidation loans that come directly from payroll so employees can repay credit directly.

In the UK at least, the notion of being paid once a month is entrenched, despite the fact that employment conditions and contracts are undergoing substantial change as gig-economy-style working grows.

According to the Chartered Institute of Payroll Professionals (CIPP), monthly pay is by far the most common pay frequency. In 2016 only a quarter of companies paid their staff weekly, compared to 2008 when 44% of companies operated a weekly payroll.

“Many employers moved to monthly because it was easier to administer at the time and trade unions didn’t have a problem with it. But then as issues of financial ill health and debt have emerged, it’s become more of an issue,” says Duncan Brown, who leads HR consultancy work at the Institute of Employment Studies.

Employers need to take a step back and help [staff] to get the basics right so they’re on an even keel.” – Heidi Allan, Neyber

Employees needing more financial support is also evidenced by the emergence of new financial players such as Monzo, which offers budgeting tools and the ability to voluntarily block payments to certain sites, or new online tools from traditional banks that offer customers more autonomy over their money.

Concerns about whether salary will stretch to the last week of the month affect productivity, too: research from the Money Advice Service and the CIPD found that one in four employees felt money worries affected their ability to do their job. And while users of these earned wages apps tend to be lower earners, those on higher salaries aren’t exempt from needing support at the end of the month – they just happen to spend differently.

Doesn’t ‘earned wage access’ just make things worse?

The creators of earned wage advance apps argue that giving employees some flexibility over when they access money they’ve already earned reduces these worries and helps them manage those unexpected financial hurdles such as a new boiler or car windscreen.

“Employers do raise concerns around whether employees will spend all their wages, but we find that when people are given more financial freedom they act more responsibly,” claims Wagestream’s Briffett. Imposing a limit of how much can be accessed reduces the likelihood of employees over-reaching themselves, he adds.

Safwan Shah, founder and CEO of PayActiv – a US-based earned wage access company whose biggest client is Walmart – describes the service as a “guardrail” that helps workers deal with those bumps in the road. Unlike Wagestream, there is no fee per transaction (although there is a subscription charge for every week it’s used) and employees can use it as often as they like up to the percentage that’s been set by their employer. Employees can also transfer the money to a Visa charge card or directly into an Uber journey if they choose.

Some benefits experts argue, however, that dangling the carrot of accessing wages earlier in the month masks the real problem – a lack of financial confidence and awareness.

“It’s still the case that many bigger employers feel they don’t have to offer financial advice because they feel they pay OK,” explains Brown. “Or many employers recognise they need to do something but it’s piecemeal. They need to look at the underpinning issues – have their employees got a debt problem? What’s the nature of it, do they need support to budget? What techniques can we use to address it?”

Brown believes that offering people financial education – particularly face to face – has a “universally positive effect”. Lower paid workers often don’t have the bandwidth to shop around for better deals, so they end up making bad decisions, he adds.

Employers also need to consider these issues when designing and communicating benefits packages, argues Allan from Neyber. “If an employee is struggling to feed their kids, with the best will in the world they won’t value or make the most of a leading benefits package,” she says.

“Employers need to take a step back and help them to get the basics right so they’re on an even keel. Even just being able to see where their money is being spent can help as lots of people don’t realise, as they’re often just using contactless cards so don’t ‘see’ the money.”

Through seminars or online resources, employees can work through situations such as which is better – paying off a debt that’s costing them 40% interest or putting it in a low-interest savings account, she adds.

Getting employees back on track

Jeannette Makings, head of financial education services at Close Brothers bank, agrees: “If you don’t have the fundamentals in place such as budgeting, then anything else won’t be as effective – there’s no plan in place to go against. I worry that apps such as this could help employees in the short term but mask the problem that they can’t fix their monthly budget,” she says.

Makings argues that helping to navigate employees through their finances, firstly by reducing their existing outgoings (vouchers, corporate memberships), then identifying whether there’s room in the budget to start saving, is a more sustainable strategy. Close Brothers’ recent research found that 48% of businesses do not have a financial wellbeing strategy, and of those that do, only 18% describe it as comprehensive.

Not everyone thinks that more financial education is the answer, however. “If someone is living pay cheque to pay cheque, education is like giving a starving man a diet book,” says Shah from PayActiv. “It’s implying you think the IQ of your users is low.”

Briffett from Wagestream disagrees, and includes “just-in-time” financial education in the app, as well as a savings mechanism so if workers get to the point where they do have some spare, they can begin to build a cash cushion. Close Brothers’ research found that, of those organisations that were improving financial education, 30% felt it improved employee productivity, while 24% thought it helped talent acquisition and retention.

Employers investing in these apps might feel they’re doing workers a favour, but Shah concludes that we need to completely change our thinking on pay: “This is not early payment, it’s already been earned. The reality is that businesses are taking a loan from employees for two weeks or a month by paying them in arrears – this is what we want to disrupt and correct.”

8 Responses to What if employees could access their wages early?

  1. Avatar
    Sir 13 Mar 2019 at 3:48 pm #

    Tell you what, why don’t we all pick up our pay at the door at the end of every day ? – preferably in cash ?
    Is someone, somewhere trying to get away from the idea of paying hard-working employees a regular steady monthly income ? This has got zero hours written all over it. Literally, Pay As You Go.
    We’re not taken in, sorry.

    • Avatar
      Peter Briffett 14 Mar 2019 at 3:25 pm #

      No – why don’t we allow workers access to a portion of their accrued pay when THEY want it and not when the employer chooses to give it to them. Monthly pay cycles are an issue….

      Do you know that 55% of UK families can’t afford an unplanned expense? Most people struggle if they get an unplanned expense between pay cycles and have to turn to short term high interest credit options. We have to stop this.

      If you’re in any doubt about the reality out there look at:


  2. Avatar
    Duncan Andrew 13 Mar 2019 at 4:41 pm #

    Half-decent employers pay their staff their full monthly salary at the mid point in the month – so half in advance, half in arrears. Operations like Wagestream are attracting large investment from venture capitalists looking to grow a business for which there is no sustainable demand. But so long as they can show growth (not profits – there will not be any), the founders will eventually launch an IPO and walk away with personal millions. This is not about helping workers, just entrepreneurs helping themselves!

    This general model was established by such and Groupon, Twitter and social game developer Zynga. In 2011 Groupon and Zynga floated the biggest IPOs since Google in 2004 yet in the next three years lost hundreds of millions of dollars (Zynga $800 million in five years) and never turned a profit. Their founders became billionaires and initial investors saw a great return. Zynga did not record a profit until 2017; Groupon only recorded its first ever profitable year in 2018 after growth declined; and at the start of 2018 Twitter reported its first profitable quarter ever, but had not added any new users.

    • Avatar
      Peter Briffett 14 Mar 2019 at 3:33 pm #

      Hi Duncan,
      I appreciate you’ve been paid to put this point across but you’ve been exposed by referencing gaming companies and discount sites who have absolutely nothing to do with the financial health of UK workers.
      Wagestream is backed by Joseph Rowntree Foundation, Big Society Capital and Tech Trust – with the sole purpose of reducing the poverty premium for UK workers and stopping in-work poverty – we will never cease from this mission. I’d suggest you do your research prior.

  3. Avatar
    Kate Upcraft 13 Mar 2019 at 11:08 pm #

    These are either loans, which the companies are not authorised by the FCA to offer, or salary advances which have to be reported under RTI when they are given. If not this is disguised remuneration for universal credit and PAYE purposes. When you look at the charges and risks these are not all they are cracked up to be

    • Avatar
      Fenster 14 Mar 2019 at 10:03 am #

      A good point about RTI. Each time a salary advance payment is taken it must be reported to HMRC. This could become unmanageable for some businesses

  4. Avatar
    Annie Martin 15 Mar 2019 at 10:44 am #

    We are pensioners and our private pensions are paid monthly. It would help us dramatically to have access to them as we have difficulty with paying bills etc and weekly or fortnightly would make a tremendous difference as we spend most of the month worrying constantly about money.

  5. Avatar
    Graham Napier 15 Jun 2019 at 1:42 pm #

    I am astonished by the negative reports above – how many of you actually employ staff I wonder?

    The facts are that this type of service not only benefits staff but also the employer. I own a small business with 40 staff and the time (my personal time) taken to “advance” workers pay each week is preventing me from being more productive in my business elsewhere.

    I have requested further details from Wagestream. I shall then take a decision IN CONSULTATION WITH MY STAFF and decide whether to proceed

    Very annoyed at those of you who do not have any practical experience of either running a business nor of the needs of workers yet feel you have the right to concoct an argument based out of ignorance

    My staff are my most important asset and this service will build upon the transformational approach I already adopt to their needs and employment

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