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Earned wage access (EWA) is not a one-size-fits-all benefit. Different industries adopt it for different reasons, and the impact varies based on workforce structure, turnover patterns, scheduling volatility, and employee financial needs. What stays consistent is this: industries with large hourly workforces, high churn, or unpredictable pay cycles see the strongest results.
This guide breaks down the industries where EWA moves the needle most, supported by real Tapcheck case studies, measurable outcomes, and clear examples. From QSR to senior care to logistics, each section explains why the benefit matters, who it helps, and what employers can expect when they put flexible pay into practice.
Quick-Service Restaurants
High Turnover, High Impact
Quick-service restaurants feel the effects of turnover more than almost any other industry. Annual churn often exceeds 100%, creating a constant cycle of hiring, onboarding, and training. Because these teams rely heavily on hourly employees (many juggling inconsistent schedules, childcare needs, and transportation costs), access to earned wages becomes a meaningful stabilizer.
When workers can access the pay they’ve already earned, they can handle everyday expenses without resorting to high-cost alternatives. In turn, QSRs see fewer last-minute call-outs, stronger retention, and more predictable staffing.
A powerful example of EWA’s impact comes from TJ Wolf Inc., a McDonald’s franchise organization operating 16 restaurants and employing more than 800 people. After struggling with a previous EWA provider, their payroll team turned to Tapcheck for a solution that was easy to use, seamless with payroll software Proliant, and backed by strong support.
Within six months, the results were undeniable: over half of employees registered, 67% of registered employees used Tapcheck every pay period, and active users saw a 2.5x lift in retention. Tapcheck also helped reduce call-offs by giving employees access to the fuel and everyday essentials they needed to reliably get to work. Most notably, TJ Wolf began promoting Tapcheck as their top hiring benefit, a move that sparked a surge in job applicants and gave them the competitive edge they were seeking in a tight QSR labor market.
→ Read the full case study
Hospitality & Service-Based Businesses
Supporting Hourly Workers With Consistent Access to Pay
Hospitality teams, from hotels to resorts to event venues, rely heavily on hourly workers whose schedules change weekly and whose take-home pay often fluctuates with tips or shift differentials. These variables make it harder for employees to plan, budget, and consistently show up for work. Even small unexpected expenses can force last-minute call-outs or missed shifts.
By offering earned wage access, hospitality employers give their teams more control over their financial lives. Employees can cover transportation, childcare, or essential expenses without waiting for payday. For employers, this means steadier staffing, fewer disruptions in guest service, and a workforce that feels supported rather than stressed.
Gym Management Services, the operator behind 15 Planet Fitness locations, is a clear example of how EWA strengthens service-based employers. With 250 employees and a lean HR team, they needed a benefit that wouldn’t create extra administrative work, especially during their transition from ADP to Paycom. Tapcheck delivered a smooth, intuitive experience on both systems, supporting the team through integration and providing plug-and-play launch materials to help employees understand and adopt the benefit quickly.
Once Tapcheck was live, employees quickly began using on-demand pay to manage everyday expenses between paychecks. Demand was consistent across locations, and the HR lead was able to maintain the benefit in just minutes per week.
→ Read the full case study
Home Healthcare & Senior Care
Reducing Call-Outs and Protecting Continuity of Care
Home health and senior care providers often operate with thin staffing margins. A single missed shift can disrupt the entire schedule and affect patient outcomes. Financial stress is one of the leading predictors of absenteeism in caregiving roles, yet many caregivers live paycheck to paycheck.
EWA gives home care professionals more stability between paydays, helping them manage gas, groceries, and unexpected expenses. Providers consistently report fewer call-outs, more reliable staffing, and higher employee satisfaction after implementing on-demand pay.
Navion Senior Solutions, a 51-location senior care provider with more than 2,000 employees, saw an immediate impact after adopting Tapcheck. Their registration rate outperformed industry benchmarks, and 75% of users transferred at least once per month. With more than $2.5 million in transfers funded, caregivers used the benefit to manage gas, groceries, and essential expenses between pay periods, helping reduce stress and stabilize attendance.
EWA also strengthened retention. Navion employees who registered for Tapcheck were 5% more likely to stay, and those who used it even once were 23% more likely to remain with the company. Leadership notes that EWA has become a meaningful differentiator in a high-turnover industry, improving morale and helping them compete for compassionate, dedicated caregivers.
Retail
Seasonal Peaks Demand Flexible Pay
Retailers face predictable but intense seasonal spikes: the National Retail Federation reports that U.S. retailers routinely hire 400,000–500,000 seasonal workers each holiday season, on top of an industry that already experiences one of the highest turnover rates in the country (often 60% or more).
The financial strain on this workforce is significant: 39% of hourly retail employees say they “always or often” run out of money between paychecks, the highest of any industry studied. With so many part-time and variable-schedule employees, even small financial stressors can lead to missed shifts right when stores need coverage the most.
EWA helps stabilize seasonal and year-round teams by giving workers flexible access to their earned pay, improving attendance and helping employees manage transportation, groceries, and unexpected expenses during peak periods. Retailers are also finding that pay flexibility is becoming a competitive hiring advantage, as job seekers increasingly compare benefits and choose employers who offer more control over when they’re paid.
Manufacturing & Distribution
Reducing Turnover in Hard-to-Fill Roles
Manufacturing and warehouse roles are physically demanding, and many employers struggle to keep positions filled long enough to recoup training costs. At the same time, employees in these roles often experience variable hours and overtime, which can create uneven pay cycles.
EWA helps stabilize these fluctuations by giving workers more predictable access to their earnings throughout the month. Manufacturing companies that adopt on-demand pay report higher morale, better retention in the first 90 days, and fewer productivity dips tied to financial stress.
Genpak, a national food packaging manufacturer with more than 1,200 employees, offers a clear example of how EWA strengthens production teams. Before Tapcheck, employees frequently requested payroll advances to cover unexpected expenses, but the company couldn’t keep up with the operational burden or track repayments across multiple facilities. After adopting Tapcheck through ADP Marketplace, Genpak saw immediate traction: nearly 10% of employees enrolled within the first 3 months and more than $1 million in transfers were funded early on, signaling strong, ongoing need.
EWA also eliminated administrative strain. The integration with ADP Vantage was seamless, and payroll leaders report that Tapcheck adds no extra work to their weekly processes. With employees using the benefit to manage transportation, bills, and essential costs, Genpak has been able to support financial wellness at scale, without introducing errors, complications, or additional payroll overhead. It’s become a simple, high-value benefit that improves morale and stability in an industry where long shifts and high turnover are common.
Transportation, Logistics & Gig-Adjacent Workforces
Stability for Hourly + Variable Pay
Delivery drivers, logistics associates, and other gig-adjacent workers often live with volatile schedules and fluctuating take-home pay. These unpredictable cycles intensify financial stress and increase turnover.
EWA provides workers with immediate access to the income they’ve already earned, helping them manage fuel, repairs, and everyday expenses. Employers benefit from lower churn, better attendance, and stronger performance from teams that feel financially supported.
Molock’s Logistics, a delivery service based in Georgia, offers a clear example of how EWA supports transportation workforces. Operating 361 days a year with 126 employees, the company needed way to help drivers manage surprise expenses without adding costly weekly payroll cycles. Founder Nick Molock often heard employees ask for earlier access to their pay, but increasing payroll frequency wasn’t financially feasible.
Integrating Tapcheck through Paycom® solved that challenge instantly. By giving drivers flexible access to the wages they’d already earned, Molock’s Logistics could support employee needs without adding strain to the team or extra payroll runs. The impact was immediate: $359,000 in transfers funded, 40% of employees registered, and 86% of users transferred at least once per month. They also saw an 8% retention boost when employees registered, meaning on-demand pay works as a differentiator in this competitive market.
Nick shared that when employees learn about Tapcheck, “their eyes just light up.” For drivers managing gas, groceries, or surprise expenses, on-demand pay offers a meaningful sense of stability, helping them stat on the job and reducing the financial pressures that may lead to missed shifts.
Industry Impact Summary
Who Earned Wage Access Helps Most
Final Takeaway
Earned Wage Access Supports High-Turnover Workforces
Earned wage access delivers the strongest results in industries with large hourly workforces, high turnover, or unpredictable pay cycles. Across QSR, hospitality, senior care, retail, manufacturing, and logistics, the data is consistent: EWA reduces call-outs, improves retention, and strengthens employee stability.
To see how Tapcheck can support your team, request a free demo and explore the impact for your organization.
FAQ: Earned Wage Access by Industry
1. Which industries see the biggest impact from earned wage access?
Industries with large hourly workforces, high turnover, or unpredictable schedules see the strongest results. This includes QSR, hospitality, senior care, retail, manufacturing, logistics, and gig-adjacent workforces. These teams benefit from more stability between paychecks, while employers see better retention, fewer call-outs, and more reliable staffing.
2. Why is earned wage access effective for high-turnover industries?
High-turnover industries struggle with attendance, unpredictable staffing, and constant rehiring. EWA gives employees access to the pay they’ve already earned, helping them handle everyday expenses without waiting for payday. This reduces absenteeism, improves morale, and encourages employees to stay longer, especially in their first 90 days.
3. How does earned wage access support employees with variable or fluctuating schedules?
Workers in hospitality, logistics, retail, and gig-adjacent roles often have inconsistent hours and take-home pay. EWA creates stability by letting them access wages in real time for essentials like transportation, gas, groceries, and childcare. Employers see more consistent attendance and fewer last-minute call-offs as a result.
4. What should employers look for when choosing an earned wage access provider?
Look for seamless payroll integration, low administrative lift, transparent pricing, and high employee adoption. A strong EWA partner should offer quick setup, reliable support, and measurable outcomes like reduced turnover, fewer call-outs, and improved employee satisfaction. Tapcheck provides all of these benefits through an easy, tech-forward platform.
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