Workplace trends and employee expectations change quickly. Hybrid arrangements were unheard of pre-pandemic for office workers, and benefits focused on employee well-being and mental health are now just table stakes. What’s in store for 2026? Financial wellness offerings have been gaining traction in recent years, and earned wage access (EWA) is shaping up to be the next must-have benefit.
Why the Shift Is Happening
Earned wage access empowers employees to tap into their pay after completing a shift, instead of having to wait until the next scheduled payday. It’s not a loan or advance, just early access to money already earned, making it a highly desirable feature of an employer’s pay package.
With the arrival of EWA, waiting two weeks for pay that’s already been earned is quickly becoming an outdated concept. The two-week (and especially four-week) pay cycle puts unnecessary strain on your team outside of work, causing them to be more distracted and less engaged and productive while on the job. Healthcare workers in particular juggle stressful, high-stakes tasks and are often the most sensitive to sudden financial pressures. That’s because many hourly healthcare workers live in low-income households and rely on public assistance programs, such as Medicaid and SNAP, due to low wages and few benefits.
What It Means for Healthcare Employers
In recent years, forward-thinking companies looking for a competitive edge started offering EWA to their workforce. It’s quickly become a sought-offer benefit: Studies show that 86% of workers want faster pay access. As EWA gains momentum, it will no longer be a unique perk, but a standard, expected benefit that’s just as essential as direct deposit. In fact, the EWA market is projected to exceed $156 billion globally by 2033. Healthcare organizations that ignore this trend will be leaving a gap in their employee wellness and retention strategy.
Turn EWA Into an Immediate Retention Advantage
As staffing competition intensifies further, offering EWA will move from differentiator to expectation. Early adopters will have the advantage. Keeper’s EWA platform was built by healthcare industry veterans specifically for this sector to help deal with rising employee frustration and turnover. There are no direct or indirect costs to add Keeper to your benefits package to ensure that expenses aren’t a barrier to implementation. The platform integrates seamlessly with more than 15 Payroll and Time & Attendance platforms to onboard employers in as few as two weeks.
If you want to be ahead of this workplace trend and strengthen your benefits package today, request a demo of Keeperto see how easy it is to get started.
