Running a quick-service restaurant means dealing with a lot: wage pressures, staffing shortages, new tech that promises to fix everything. But here's something QSR operators are figuring out: letting workers access wages they've already earned makes a real difference in keeping people around.
QSR Leader Tip #1: People Need Their Money When They Need It
"As an employer, we needed to adjust to meet our employees' needs and attracting our candidates," said a VP of HR at a Qdoba franchise. "Giving people access to earned wages where it's available at a pulse was one more benefit that we could offer to candidates and employees. I think it was about adjusting to what needs we saw with the population of employees that we employ and we're looking to attract."
When your crew is stressed about money, it shows up at work. They're distracted. They call out. They leave. You've seen it.
QSR Leader Tip #2: What Happens When You Actually Try This
Becki Carpenter runs payroll for a McDonald's franchise with 16 locations across West Virginia. Here's what she saw:
"The ability for our employees to access their pay between pay periods when they really need it and the Tapcheck process being super easy on my end, makes it a win-win. Over 50% of our employees have registered with Tapcheck, and among those registered, 67% use the benefit every pay period."
She also noted that when employees are taken care of, the stores see better morale, productivity, and retention.
Replacing someone in a QSR costs you between $1,500 and $2,000 when you factor in recruiting, onboarding, and training. If this keeps a few people from leaving, it's already worth it.
QSR Leader Tip #3: It's About More Than Just Getting Paid
Cathy Remedies, Director of Operations Services for a Taco Bell franchise in Texas, puts it plainly:
"Tapcheck has helped us with retention. Our employees are calling out of work less because they can get the funds they need before payday to take care of what they need. They can pay their house note, their car note, overdue water bill, and anything else without having to take out a payday loan or look for a second job. We have happier employees because of it."
When people aren't scrambling to cover rent or getting squeezed by payday loans, they show up. They stick around. That helps reduce stress across the organization, as fuller staffs mean better distributed work and fewer breakdowns.
QSR Leader Tip #4: Is It a Pain to Set Up?
Short answer: No.
"Integration was seamless," says Carla Duran, a back-office executive for a Jack in the Box franchise. "We didn't have to do much on our end, which was important, as our owner didn't want the administrative staff workload to increase.
There was no waiting or lag time during setup, which took a headache off our plate and ensured accuracy of the payroll information."
Jessica Pike, HR Director for Grill Concepts restaurant group, uses it in recruiting: "I think it's attractive to new applicants. It is in our job postings so they see that when they're applying for the job, they know they can work today and get paid tomorrow."
The Bottom Line
Melissa Gentry, a payroll executive for a large Sonic franchise, sums it up:
"This benefit is crucial to our employees and their financial wellness. Before we started offering on-demand pay, we had employees actually calling us and asking for it. Our employees need this benefit, so it was vital that we found a partner who made integration simple and had support we could count on."
You didn't create the two-week pay cycle. You inherited it. But letting your people access what they've already earned? That's an easy win. Plugs into your payroll, doesn't cost you anything, and keeps folks from getting squeezed by payday loans.
Turns out when people aren't constantly stressed about money, they stick around.
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