What Is a Payroll Card?

If some of your employees lack checking accounts, they might prefer to be paid with payroll cards. Payroll cards function like pre-loaded debit cards; at the end of each pay period, employers transfer an employee’s wage or salary directly to the card so employees can access funds immediately. And like debit cards, payroll cards can be used to withdraw funds from ATMs, shop, receive cash back, or pay bills automatically.

Payroll cards for employees have obvious perks. For employers, dispensing them is cheaper than printing and distributing paper checks. For employees, they make it easy to get cash as soon as possible on payday without the hassle (and potential check-cashing fees) of a bank visit. However, payroll cards have definite drawbacks—especially their fees. If you want to use them, carefully consider your options before signing up.

In short, payroll cards function kind of like a payroll debit card and have several of the same benefits:

• Payroll cards don’t require bank fees or bank access.
• They can be linked to service accounts (like gas or electricity) for easy bill pay.
• They can be used anywhere debit cards are accepted.
• They ensure instant access to funds on payday, just like direct deposit.
• They are more secure than cash or checks.
• They can be used even by employees with bad or no credit.
• They can be used for cash withdrawals at ATMs.

If payroll cards for employees are so convenient, why doesn’t everyone use them? For starters, they’re restricted and highly regulated in several states—more on that later. For another, they have some whopping downsides that cancel out some of the perks.

Let’s start with the biggest one: fees. As the employer, you choose which financial institution or credit card company you want to manage your company’s payroll cards. Whatever type of prepaid card you choose, you lock your employees in to paying any fees the card requires—and no matter which credit card company you opt for, rest assured that they will have fees, and your employees are the ones who have to deal with the consequences.

What are those consequences, exactly? Well, unlike banked employees who can use direct deposit, an unbanked employee might have to spend an extra dollar in card fees every time they make a purchase and pay a monthly maintenance fee just to keep their card. In this case, unfair fees are baked into the definition of payroll cards—not exactly a selling point for your business.

Plus, many unbanked households are also low-income households; having to spend extra money just to access their paycheck can hit them extra hard.

Here are some more reasons to consider skipping payroll cards:

• Getting a new card to replace a lost or stolen card often costs extra.
• Checking the card balance or calling customer service often costs extra.
• Checking the card account balance can often only be done over the phone or via text message.
• Employees might be subject to pricey overdraft fees.

Payroll cards are legal everywhere in the United States, Puerto Rico included, but several states restrict or regulate payroll card use. Most of the states with regulations require employers to provide cards that allow at least one free withdrawal.

Plus, if you choose to use payroll cards, you’ll have to explain the ins and outs of payroll cards to your employees. A recent rule released by the Consumer Financial Protection Bureau (CFPB) requires either you or the payroll card provider to tell employees who use the card exactly what fees, terms, and conditions they can expect from the card.

No matter where you are, you can’t force your employees to accept their paycheck via payroll card. As part of the federal Electronic Fund Transfer Act (EFTA), employers have to let employees choose from at least two payment method options. Plus, Regulation E—which lets the government implement the EFTA—guarantees the employees who do choose payroll cards certain rights:

• Financial institutions have to disclose all payroll card fees to the users up front.
• Employees have to be able to find their card balance and transaction history, either online or over the phone.
• Payroll card issuers have to respond to complaints about card errors in a timely manner.

Even if your state doesn’t have strict pay card regulations, do your best to find a payroll card provider that lets employees check their balance and make at least one withdrawal without paying fees. It’s both a best practice for prepaid cards and good business sense—employees are happier and perform better if they know you care.