Spoiler: nothing on your payroll or cashflow. Here’s how EWA is funded, where the numbers land, and why it still lifts retention.
When an employee cashes out earned wages mid-cycle, GetPaid advances that money — not you. Your payroll runs exactly as it always has, on exactly the same dates.
At payday, the amounts an employee already accessed are reconciled against their pay. One clean settlement, no float required from the company.
Because employees only ever access wages they’ve already earned, this isn’t a loan and there’s no interest. There’s nothing to underwrite and no debt created — which is what keeps it off your balance sheet and out of your risk register.
“The question isn’t what Earned Wage Access costs. It’s what your current pay cycle is already costing you in turnover.”
There’s a small transaction fee per cash-out, and here GetPaid differs from off-the-shelf EWA: you decide who pays it. Absorb it as a company-paid benefit, pass it to the employee, or split it — set differently for different teams.
Most employers who want maximum goodwill absorb it; others keep it fully employee-funded and pay nothing at all.
The more useful question isn’t what EWA costs — it’s what the status quo costs. Replacing a single frontline worker runs roughly ₱75,000 to ₱150,000 once you count recruitment, onboarding, and lost productivity.
Against that, a benefit that costs the company little to nothing — and that people use every month — is one of the clearest returns in the HR toolkit.
