Case Studies

Jiffy Lube Franchisee Sees High Adoption and Usage of On-Demand Pay

This benefit is hands-off, it helps the employee, it’s fully integrated, and it doesn’t cost the company. It’s a no-brainer for us.”

1,100

employees served with EWA

93%

increase in tenure for employees using EWA

$7,600,000

in early wages provided to employees

"My employees would tell me that having Tapcheck as an option helped them pay their car payment or their rent. It's made a difference for a lot of people."

Alan Barrington

Head of HR at Stonebriar Auto Services

Empowering Employees to Control Payday

For owner/operators running multi-location auto service businesses, the bay floor only runs as well as the techs standing in it. One operator turned to on-demand pay to keep good people from walking out the door.

Company

Stonebriar Auto Services

Industry

Automotive

Employees

1,100

Payroll

isolved Direct

In the automotive industry, turnover rates hover around 46%. To help with the critical task of keeping staff, one Jiffy Lube franchisee turned to on-demand pay.

Half The Shop Walks Out the Door Every Year

If you run an auto service business, you already know the math. The technician who just got fully trained on your processes is also the technician most likely to leave within the year. Replacing them doesn't just cost money. It costs bays sitting idle and customers waiting longer than they should.

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The cost of an empty bay

46% Annual turnover rate among automotive technicians

50–200% Of a technician's annual salary spent replacing them

8–12wks Typical time to backfill a skilled technician role

Sources: Ace Imagewear, citing Forbes (automotive turnover rate); Netchex, "Why Dealership Technicians Quit and How to Keep Them," 2026; WrenchWay, "The Cost of Technician Turnover and How to Prevent It"

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One auto services franchisee operating 100 locations across the country, from big cities in Texas to small towns in Wisconsin, was living that math every day. With technicians from every kind of financial background, the gap between paydays was creating real strain, and that strain was showing up in the turnover numbers.

Protecting Staff from Predatory Alternatives

Stonebriar Auto Services operates 100 Jiffy Lube locations across the United States from big cities in Texas to small towns in Wisconsin, with each spot offering high-quality auto care at affordable prices. With employees from all kinds of backgrounds, Stonebriar experienced the spectrum of employee needs when it came to pay day.

Some of the technicians were underbanked, so they received a paper check every two weeks rather than direct deposit. But that often meant a trip to a check-casher who would take a percentage of their hard-earned wages. Others found that waiting for pay day each month caused unnecessary financial stress, turning routine expenses into emergencies simply because they didn’t have the cash on-hand.

The HR team at Stonebriar sought a way to help their technicians avoid predatory alternatives while still controlling their cash flow. Enter on-demand pay.

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What today's technicians are telling the industry

79% Of techs don't believe the industry is improving

23% Say they'll probably leave the trade in the next five years, not for retirement

46% Say their current employer does not provide fair compensation

Source: WrenchWay & ASE, "2026 Voice of Technician Report" (also covered by Aftermarket Matters), surveying more than 5,500 technicians, shop owners, and managers

Making it Easy to Say Yes to EWA

Adding on-demand pay to the employee benefits package was important to Barrington and the team, but he also needed the implementation to be easy. Running a small team, he was fully aware of the time and energy investment required to set up a new benefit and was wary at the beginning.

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"A year before we implemented with Tapcheck, I knew I wanted to use it,” Barrington said. “So I said if Tapcheck integrates with isolved, it was a done deal. Sure enough, Tapcheck integrated seamlessly and we got everything up and running. I wanted it to be as hands-off as possible and I’m happy with how everything has been.”

Alan Barrington, Head of HR, Stonebriar Auto Services

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For Stonebriar, they’re seeing healthy registration and transfer rates amongst their employees, a sign that it was a benefit worthwhile. And Barrington and team had a hunch it was showing early returns in helping with retention, a point of emphasis in an industry with regular turnover. “A recruiting or retention tool in today's world is a very valuable thing to have,” said Barrington. “And everything else, benefits or insurance or discounts, will cost the business. This doesn't. It's one of the few valuable, no-cost to business benefits I've found."

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Data analysis from Tapcheck found that Stonebriar employees who used for Tapcheck were nearly twice as likely to stay with the company than employees who don't use it. In an industry that needs to replace roughly half its staff each year, on-demand pay is a benefit that can punch far above its weight in retaining automotive techs.

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