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The EWA Blueprint

A guide to what’s next—written by those who invented Earned Wage Access

Not all Earned Wage Access is created equal. And most of what’s called “EWA” today wasn’t designed to protect your people—or your payroll.

  • Understand how EWA models actually work under the hood

  • Spot the difference between infrastructure and illusion

  • Evaluate solutions for trust, timing, and long-term fit

  • Protect employees from debt traps disguised as benefits

  • Choose a partner who won't disrupt your systems—or your people

 
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What You’ll Learn

subscription-tick-2 The spectrum of EWA modelswhat youll learn 1

 

subscription-tick-2 Seven principles of true EWA

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subscription-tick-2 The hidden cost of doing nothing

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subscription-tick-2 Key questions to evaluate EWA vendors

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subscription-tick-2 How to use EWA as a growth strategy

what youll learn 5

 

subscription-tick-2 How to measure impact and ROI

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As Earned Wage Access gained traction, a wave of imitators entered the space. EWA lives where work and life meet. It touches payroll, retention, and the daily lives of your workforce—choosing the right provider matters.
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  • Turnover adds up fast: Replacing even one hourly worker can cost thousands in recruiting, training, and lost productivity.
  • Absenteeism compounds: Last-minute no-shows mean overtime expenses, coverage gaps, and unhappy customers.
  • Engagement drives retention: Financially stressed employees disengage. Supported employees stay longer, perform better, and build loyalty.
  • Doing nothing is costly: The status quo quietly drains growth, while competitors move ahead with infrastructure that protects both payroll and people.

That’s why EWA is a systems decision—with direct consequences for your bottom line.

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Built by Payactiv

the team that created EWA in 2012
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Since then, we’ve helped over 5 million workers access more than $15 billion in earned wages—with full payroll alignment, compliance at the core, and no detours through debt.

Proven and trusted by over 40,000 businesses

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...and many more

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You’ll walk away with

  • A full-spectrum understanding of the EWA landscape
  • A shared vocabulary to align payroll, HR, and leadership
  • A decision framework built by the originators of EWA
  • A plan that supports growth—for people and for business