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, and no manual reconciliation work for your payroll team beyond reviewing the same report they'd already run each cycle.
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, no credit check to run, 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, and changeable later if your policy evolves.
Most employers who want maximum goodwill absorb it; others keep it fully employee-funded and pay nothing at all. Either way, the fee is transparent to the employee before they confirm a cash-out — no surprise deductions.
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.
Take a mid-sized team of 200 frontline employees with typical attrition. Even a modest reduction in turnover driven by financial stress pays for the entire program many times over, because the transaction fee (when the company chooses to absorb it) is a fraction of a single replacement cost. Most employers don’t need a formal ROI model to see this — the comparison is between a fee measured in tens of pesos per cash-out, and a replacement cost measured in tens of thousands.
The most common question from a CFO or finance lead isn’t whether the benefit works — it’s whether it introduces credit risk or balance-sheet exposure. It doesn’t. Because every cash-out is capped against wages already earned in the current pay period, GetPaid is never advancing more than the employee has already worked for, and there’s no scenario where the company is left covering an unpaid balance. That structural cap is what separates earned wage access from a payroll-deducted loan product, and it’s usually the detail that moves a skeptical finance team from hesitant to supportive — along with the fact that GetPaid, not the employer, carries the advance until payday reconciliation.
