New report reveals employers' rising expectations on EWA amid employees' financial stress
For many workers, the traditional fortnightly or monthly pay cycle is no longer enough to keep up with day‑to‑day expenses. Side hustles are becoming permanent, financial stress is widespread, and HR teams are under pressure to respond with benefits that address real‑world money challenges – not just retirement decades away.
Recent research suggests that earned wage access (EWA) is rapidly moving from “nice‑to‑have” to expected, and that employers increasingly see it as part of a broader financial wellbeing strategy rather than a standalone perk.
Side income becoming a permanent
To address financial woes, employees are increasingly turning to secondary income to plug the gap between wages and the rising cost of living.
Findings from MyPerfectResume's 2026 State of Secondary Income Report revealed that 72% of US workers now rely on at least one secondary income source, up from 71% a year earlier. The survey describes side work as having shifted from a temporary response to inflation to "a long-term necessity" for many households.
Cost of living is the dominant driver. The report notes that 26% of respondents use secondary income to cover basic living expenses, 18% are paying down debt, and 17% are building an emergency fund, while only a minority cite discretionary spending as the primary motivation.
This extra work carries a human cost. According to the survey, 21% of workers say their health has declined because of overwork. Others report increased burnout (15%) and less time for family or hobbies (20%).
For HR leaders, the picture is clear: financial insecurity is pushing employees into additional jobs and gig work, putting them at risk of fatigue, reduced availability, and long‑term disengagement.
Is earned wage access the answer?
One of the emerging tools employers are exploring is earned wage access (EWA).
"Earned wage access can be of huge benefit to employees who face financial strain," BambooHR said in a blog post.
"It can help them take greater control of their wages and give them the freedom to access the funds they need before payday."
A separate overview from workplace financial technology provider Level added that EWA will help employees match cash flow to bills and unexpected costs as they gain more control over the timing of their income.
According to Level, companies offering EWA report improvements in job satisfaction, lower turnover and reduced absenteeism, in part because employees have a tool to manage short‑term financial shocks without the same level of stress.
EWA reaches an inflection point
Against this backdrop, a new employer‑focused study suggests that earned wage access has entered the HR mainstream.
A report from Everest Group and Chime Enterprise finds that EWA has "become an established workforce benefit" after more than a decade in the market.
According to the research, 77% of employers offering EWA say they adopted it primarily to support employee financial wellness.
However, expectations are changing. Nearly six in ten employers say EWA should now be provided at no cost to employees, and they increasingly see it as part of a broader financial wellbeing suite rather than a simple instant‑pay tool.
Among organisations that have not yet implemented EWA, 56% cite limited visibility into financial outcomes and functionality beyond instant payouts as a key barrier, highlighting the demand for measurable impact.
"Employers now expect EWA to be free, measurable, and part of a broader financial wellness strategy. They want proof that it's improving financial health and productivity—not just faster access to pay," said Jason Lee, Chief of Chime Enterprise, in a statement.
It comes as 76% of employers regard financial wellness as a strategic priority for the next 12 months. When asked which components matter most in a financial wellbeing programme, employers point to financial coaching and guidance (63%), credit score building (57%), financial goal setting (53%), and automated savings (49%).
This indicates EWA is being evaluated less as an emergency cash feature and more as a gateway into long‑term financial resilience, according to the report.
"What we're seeing in this research is a clear inflection point for the earned wage access market," said Sharath Hari, Vice President, Everest Group, in a statement.
"As EWA moves into the mainstream, employers are no longer evaluating it as a standalone capability. They are holding providers to higher standards around cost, compliance, payroll integration, and measurable outcomes. As the market matures, fee‑free, compliance‑ready solutions that integrate into broader wellness ecosystems will be the market‑leading model."
