The DailyPay Blog

How G4S Offers Its Employees DailyPay

G4S is a global security company with locations in 90 countries. Despite being scattered across the globe, the majority of our employees have two things in common:

  • 95% of our workforce are hourly paid security guards.
  • Many of them were living paycheck to paycheck. 

Our employees asked for daily pay benefit option and we answered.

We run a biannual eNPS survey and found that U.S. employees, in particular, wanted to receive their pay more frequently. So we started looking at ways to do that because, if we could figure out how to pay our employees daily, it would be a game changer for our recruiting and retention efforts. In our business, employees will quit for a $.50/hour increase, so staying competitive in the market is paramount to our success.

Why we chose DailyPay.

Our CHRO, myself and other members of our payroll and HR teams evaluated three vendors who provided instant access to earned income. We chose DailyPay because, from a liability perspective, its model demonstrated the best concept. DailyPay made zero changes to our payroll process and timing of funds, and it is compliant with employee wage and hour laws in all 50 states. G4S takes on little responsibility because employee earnings flow through DailyPay and net earnings go right into an employee’s account.

Life with DailyPay as a payroll professional.

We’re short-staffed on our eight-person payroll team who is responsible for 45,000 U.S. employees. Post-implementation, which was run by an assigned account team, we were pleasantly surprised that there is very minimal ongoing maintenance and support; the DailyPay customer service team provides all employee support.

What are the results of offering DailyPay?

We fully launched DailyPay to all employees in November 2018 and when payday comes around, my payroll team runs its normal payroll process. Since using DailyPay, we’ve seen only positive results:

  • 32% of our employees are using DailyPay.
  • Attendance is up because people know that working one day will result in money the next day.
  • We’ve seen a 46% reduction in turnover among the DailyPay employee population, freeing up a lot of payroll’s time and resources from offboarding and onboarding replacements.
  • We’ve seen an increase in direct deposit enrollment as a result of DailyPay.

It feels fantastic to be able to alleviate some of the day-to-day financial concerns of our employees. If you’re in a similar situation, trust me when I tell you that your boss and your employees will think you’re a hero when you bring DailyPay to your company.

Read more about G4S and DailyPay

Want to learn how DailyPay can work for your organization?


Netspend and Dailypay Boost Financial Security Through Direct Access to Earned INCOME

According to the Federal Reserve, 40% of Americans cannot afford an unplanned $400 expense.


Let that sink in.


Expense volatility is an extremely real concern for consumers across incomes and occupations, and it causes financial instability that leads to lack of savings, late fees and, in many cases, debt. Today, we’re excited to share the news that we have joined forces with DailyPay to help tackle financial insecurity so that people around the country can take better control over their hard-earned income. Continue reading “Netspend and Dailypay Boost Financial Security Through Direct Access to Earned INCOME”

How to Design the Employee Experience

It’s no secret that work takes up a big chunk of your life.

In fact, the average American spends 90,000 hours at work over their lifetime.

And, because such a large percentage of an employee’s life is spent working, companies must create an environment that others want to work at each day. By designing and enhancing an employee experience, you can expect to see greater levels of engagement, satisfaction, retention and company commitment.

Leading by Example

Research by employee experience expert Jacob Morgan found that employees care the most about these three work environments:

  1.     Cultural
  2.     Technological
  3.     Physical

Morgan also found that there are a handful of companies who have focused on culture, technology and physical spaces to yield real business results. For example:

  • Airbnb, an online marketplace for home rentals, focuses on employee experience by allowing their employees to design and build their own conference rooms.
  • Adobe, a computer software company, has made it their mission to increase diversity and inclusion, provide their employees with feedback programs and top-notch technology and is constantly experimenting with different workspace plans.
  • LinkedIn, a business and employment-oriented online platform, is known for hosting HR hackathons to help gather new ideas and different ways to engage employees.

Out of nearly 250 organizations Morgan analyzed, only 6 percent have been as ‘experiential’ with their innovation with culture, technology and physical workspaces as Airbnb, Adobe and LinkedIn.

Companies like DailyPay offer a positive workplace culture and innovative workspace.And, according to Morgan, this small percentage of organizations are reaping these big rewards:

  • Four times higher average profits
  • Two times higher average revenues
  • 40 percent lower turnover
  • 24 percent smaller headcount

Sound appealing? Even organizations with smaller budgets can achieve these results so long as they have a plan for designing their employee experience.

Designing Your Own Employee Experience

The first step innovative companies take to improve their employee experience is reevaluating how they look at change through design thinking.

Design thinking, a solution-based approach to resolving problems, can be useful to solve complex employee experience issues that can sometimes plague organizations.

The stages in design thinking related to employee experience are:

  • Empathize: Employers must be able to empathize with their employees in order to gain a greater understanding of their ideal work environment. By doing so, organizations are more likely to be able to develop a well-rounded plan of action.
  • Define: Organizations must define and develop their ideal employee experience. You can do so by mapping out the necessary steps to get there and be sure to use employees’ insights to drive those steps.
  • Ideate: Organizations must start coming up with concrete ideas and identify work environment solutions.
  • Prototype: Create a scalable solution and run it past your employees, who will either accept, reject or provide feedback for re-examination.
  • Test: Make sure the solution not only works but is accepted among your employees. There may still be some rough edges to smooth out, but this final stage should be viewed as an iterative process.

Ultimately, using design thinking to improve the employee experience will provide organizations with an in-depth understanding of their employees’ needs, wants and desires and allow an organization to make changes based on employee insights.

Involve Your Employees

For many organizations who feel overwhelmed by the idea of improving their employee experience, hiring a dedicated employee experience manager is an option. Common titles range from the likes of global chief employee experience officer and head of employee experience.

The role of an employee experience manager is most closely related to a human resources management position. By including a similar role within your organization, you’ll have a dedicated professional whose sole purpose is to create and maintain a positive and rewarding work environment.

The individual in this role will:

  • Listen to employees’ feedback and propose scalable suggestions and solutions for improvement to senior leadership
  • Ensure employees feel valued and invested in their work
  • Create and implement employee programs and benefits such as  financial wellness programs or ergonomic updates in the office

With a dedicated employee experience manager role, your organization will be able to recruit and retain talented employees who feel happy, valued and invested in their day-to-day work.

DailyPay reached 100 employees by offering an innovative employee experience.

Just Take Action

Regardless of if you have a big or small budget, or if you handle employee experience with your existing team or bring someone else on board, a new perspective can yield favorable business results for your organization.

All it takes is simply thinking outside the box, and taking action.

Want to Read More?

You Shouldn’t Have to Run Payroll Daily

I am protesting daily payroll.

In a world where technology has enabled all services to be delivered with a tap of a button — and to be delivered instantly — the thought of “daily payroll” is horrifying.


How does this work if my employees have garnishments, such as child support? What about those employees with benefits deductions in arrears? And how will I ever convince my CEO or CFO that I now need payroll dollars to fund payroll every day, rather than just on the scheduled payday? Continue reading “You Shouldn’t Have to Run Payroll Daily”

[Infographic] Top 4 HR Priorities in 2019

Editor’s note: For a full methodology, see the footnote of this article.


Last year at the 2018 HR Southwest Conference, DailyPay surveyed conference attendees to discover what HR professional identified as their key priorities for 2019.


Now that we’re through the first quarter of 2019, and moving into the HR conference season, we’re sharing the results of that survey to see if we’re still aligned on HR priorities. Continue reading “[Infographic] Top 4 HR Priorities in 2019”

DailyPay Opens New Office in Minneapolis

This week I had the distinct pleasure of announcing the opening of DailyPay’s new office in Minneapolis, MN, which we anticipate will be fully up-and-running this summer.

Growth at DailyPay

Today our New York headquarters is 100 people strong with plans of doubling by the end of year. Our customer base has grown to over 110 companies, and DailyPay is now partnered with some of the largest employers in the top industries in America.

An image of the DailyPay team in the New York office. We need more space!

We have partnered with best-in-class companies and payroll service providers to offer our service seamlessly—a testament to the industry’s investment and interest in offering instant access to earned income solutions as a broad base solution so that employees everywhere can access their pay on their own schedule.

Looking toward the future and as demand grows, we are putting together strategic initiatives to scale accordingly. Among the first on our list was the opportunity to open a second office.

In selecting the location for its second office, we were looking for a few different things.

First, we looked for a city that would meet the needs and priorities of our partner companies and our user base. It was important to us to make our second home in a city that would allow us to continue making it insanely easy for our partners to pay their employees daily by providing best-in-class service.

We also wanted to ensure that our next location prioritized a culture of innovation driving positive change, like we do. We are proud to consistently help Americans lead more secure financial lives, and are eager to do so in a city that prioritizes the truly transformative potential of technology.

Finally, it was important to us to be a part of a thriving and robust group of talented peers. We deeply value the opportunity to be surrounded by curious, driven individuals and companies.

Minneapolis very quickly rose to the top of our list as a city that has all of these characteristics.

DailyPay is expanding to two offices - one in New York City and one in Minneapolis.

Talent, Culture, and Values in Minneapolis

The city is home to several of our largest partner companies, and a presence and the ability to service our customers is key to our second office.

Minneapolis also stood out to the team as a city that prioritizes and values companies/technologies that focus on solving problems that help people. The emerging workforce’s interest in innovation, technology and entrepreneurship was also a key driver for DailyPay’s decision to open in Minneapolis.

The city seems to truly represent the value and mission-driven environment that DailyPay prioritizes every day. The city is filled with companies that drive innovation in businesses, positively impact people and solve important problems.

Minneapolis has also quickly become one of the country’s top cities for entrepreneurs and startups. According to, the city ranks 3rd in the nation for entrepreneurs looking to launch a startup, and its startup growth is the highest across all the top 10 cities at more than 120%.

We are excited to join a city that is rich with highly-educated, young talent stemming from strong university programs out of the Midwest as well as the number of Fortune 50 companies that call Minneapolis home.  

We look forward to joining the ranks of excellent employers bringing jobs to Minneapolis. Our new office in Minneapolis will eventually be the home of 100 new employees who are focused on payment services and customer support.

Looking forward, we are making a significant effort to invest in leadership and talent at the Minneapolis location. There is an undeniable energy in the startup culture of Minneapolis, and DailyPay is eager to join the forefront of the city’s evolution.

The DailyPay team joins the team from the Minnesota Department of Employment and Economic Development (DEED) at an event in Minneapolis.(photo credit: Steve Grove via @grove on Twitter)

We are excited to start this new chapter in our company’s history, and are thankful for the warm welcome we’ve received from the entire tech community in Minneapolis. We look forward to building this community and ecosystem further together.

Want to join the growing DailyPay team in New York or Minneapolis?

Email or visit our careers page.