Funding
Understand how money moves through the model.
For enterprise workforce leaders
Earned Wage Access with Employer Control Built In
Offer a financial wellness benefit that gives employees access to a portion of wages already earned, while you retain control over how the program operates.
The tension
Your workforce lives between paydays.
A short-term cash need does not wait for the payroll calendar. Your benefit design should account for that.
A clearer frame
Speed is only one part of an EWA decision.
How an EWA program operates matters as much as what it is called. Funding, wage calculation, payroll deduction, fees, and employer controls can affect the employee experience and how the program is evaluated from a regulatory and compliance perspective.
Governance
Retain oversight of program parameters.
Data accuracy
Ground access in payroll and time data.
Choice
Keep participation voluntary and clear.
Fees
Make the employee cost structure visible.
Reconciliation
Map accessed wages back through payroll.
One working session.
Mechanism
Employer-Integrated EWA Review
See how the EWA program works. In one working session, we map your workforce, payroll environment, employee needs and operating priorities against the elements of employer-integrated EWA.
01Workforce and population profile
02Payroll and time environment
03Employee need and experience
04Operating and governance priorities
What you will review
What employers should review before choosing an EWA provider.
Evaluate the issues that define a responsible program structure.
01
How are eligible earned wages calculated?
What payroll and time data do you use to determine earned wages?
How FlexWage OnDemand Pay Works
Actual work data informs eligible access.
FlexWage OnDemand Pay connects with payroll and time-and-attendance systems. The program is employer-funded, and you set availability parameters for your workforce.
01
Employer payroll and time data determine eligible earned wages.
02
Employer-set parameters define how much employees can access and how often.
03
Employees decide when to access their available earned wages, with fees clearly disclosed before each transfer.
04
Accessed wages and applicable fees are reconciled through payroll deduction.
Employee experience
Clear access to wages already earned.
Employees can voluntarily access a portion of eligible earned wages between scheduled paydays. They see applicable fees and program terms before completing a transfer.
1,000or more employees
Who this is for
Designed for large, hourly and shift-based workforces.
FlexWage works with organizations with 1,000 or more employees, particularly those with hourly or shift-based workforces. We help HR, Payroll, Benefits, Finance, and Operations teams evaluate how EWA would fit their workforce, payroll environment, and program priorities.
Request a review
Start the conversation.
Share a few quick details and our team will follow up about your organization’s EWA needs.
FAQ
Questions to ask during your EWA evaluation
It provides access to a portion of wages an employee has already earned.
Yes. Employers set eligibility, available wage percentages, transfer limits, and access frequency.
Yes. FlexWage OnDemand Pay is a voluntary financial wellness benefit that employees choose whether and when to use.
Eligible wages are calculated using employer payroll and time data to help ensure the amount available to employees is accurate.
Yes. Accessed wages and applicable fees reconcile through payroll deduction.
Yes. FlexWage can help you compare your current provider’s program structure, fees, employee experience, and payroll integration.
No. FlexWage does not require employees to use a proprietary card or redirect their full direct deposit. Employees can receive funds through an eligible account of their choice.
Yes. FlexWage uses transparent fee caps that limit what an employee can pay within defined periods.
A more complete decision
See How FlexWage Fits Your Workforce
Bring your questions from Payroll, Benefits, Finance, or Operations. We’ll walk through how FlexWage OnDemand Pay works and help you evaluate how it fits your workforce, payroll environment, and program priorities.