A Letter to Payroll Specialists

Dear Payroll Specialist,

In today’s ever-evolving restaurant landscape, payroll specialists are facing a transformative shift in the way they manage hourly employee compensation. One of the most significant advancements in payroll practices is the adoption of on-demand pay, a revolutionary benefit that offers numerous benefits for both employees and employers.

Before we dive into the specifics of on-demand pay, let’s take a moment to understand what I mean by “evolving landscape.” In the past, hourly employees typically received their paychecks on a fixed schedule. However, today’s employees – particularly the millennial and Gen Z workforce – are looking for more than just a paycheck; they want financial flexibility, immediate access to their earnings, and a solution to the financial stressors they face in their daily lives.

You may already be familiar with on-demand pay, but for those who aren’t, here’s all you need to know:
On-demand pay (and more specifically, earned wage access – a primary component of on-demand pay) is a financial service that allows employees to access a portion of their earned wages on-demand, rather than waiting for traditional payday. On-demand pay ultimately provides employees with the flexibility to access their wages whenever they need them, offering a convenient alternative to the standard weekly or bi-weekly or pay cycles.

Implementing an on-demand pay program may seem daunting, but in reality requires minimal effort on your end and will greatly benefit you, your organization, and your employees. Here are some key benefits:

Streamlined payroll process:

While implementing an on-demand pay solution might seem like additional work, it can actually streamline your payroll processes. The system integrates seamlessly with existing payroll systems, automating early wage access, and reducing administrative burdens. There’s typically minimal to no change to your existing payroll process as on-demand pay payments are treated as imported deductions and would follow standard audits during the payroll process.

Reduced employee turnover:

Your job can become more complicated with each employee departure since their payroll-related responsibilities do not necessarily disappear. The workload associated with processing their final paychecks, calculating any accrued benefits or paid time off, and managing their departure-related paperwork can increase your overall workload.

By offering on-demand pay, you align your organization with these changing expectations, making your workplace more attractive to potential hires and improving employee retention.

Reduced financial stress:

Hourly workers in the restaurant industry often face significant financial stress, with 79% of employees saying they worry about personal finances while at work. With on-demand pay, you’re not just processing paychecks; you’re supporting the financial well-being of your employees by alleviating financial stress and empowering them to reach their financial goals. Plus, it’s a tangible demonstration of your commitment to your employees, inherently improving your employer brand.

In summary, the role of a payroll specialist is evolving, and on-demand pay is a significant part of that evolution. By integrating this innovative solution into your organization, you’ll have a direct hand in streamlining the payroll process, helping attract and retain top talent, reducing financial stress, and ultimately enhancing your employer brand – on top of positioning yourself as a forward-thinking HR professional. On-demand pay is no longer just a nice-to-have, but rather an essential benefit for your employees and your company.