Introduction

Small businesses are at a turning point in how they engage frontline talent, according to a new DailyPay and Workday report. The study highlights a growing mismatch between what frontline workers expect and what employers currently provide, particularly around schedule flexibility, pay clarity, and digital access.

What Happened

The research, titled “The Frontline Worker Expectation Gap,” surveyed frontline workers across multiple industries. Key findings show that 78% of workers consider commuting, childcare, and other costs before accepting shifts, while 46% report borrowing money between pay periods. Nearly 70% monitor their pay immediately after each shift, underscoring the priority of financial transparency.

Regarding schedule autonomy, 72% of frontline workers value control over their schedules, yet only 51% are satisfied with their current arrangements. Similarly, although 90% prioritize pay clarity, just 57% feel they achieve it with their employer. On the technology front, 70% want better mobile tools, but only 53% are content with what they currently have.

Why This Matters

For small business owners, these gaps have direct recruitment and retention consequences. The report reveals that 45% of frontline workers cite schedule flexibility as a top reason for accepting a job offer, and 77% say on-demand pay significantly influences their choice between employers. Andrew Brandman, COO of DailyPay, notes that employee expectations have evolved while supporting systems have not, creating a competitive disadvantage for slow-to-adapt businesses. Josh Secrest, VP at Workday, emphasizes that intuitive, unified platforms build trust and drive productivity.

Key Takeaways

  • 78% of frontline workers consider commuting and childcare costs before accepting shifts.
  • 46% report borrowing money between pay periods, highlighting financial pressure.
  • 72% value schedule control, but only 51% are satisfied with current arrangements.
  • 90% prioritize pay clarity, yet only 57% feel they achieve it with their employer.
  • 70% want better mobile tools, while only 53% are content with existing technology.
  • 45% of workers list schedule flexibility as a primary factor when accepting a new role.
  • 77% say on-demand pay benefits influence their decision to stay or move to a new job.
  • 36% state that digital tools directly enhance their daily efficiency.

Conclusion

Closing the expectation gap offers small businesses a clear path to stronger retention, easier hiring, and a more engaged workforce. By investing in flexible scheduling, transparent pay structures, and the right digital tools, employers can build trust, reduce turnover, and position themselves as competitive employers in a tight labor market. The long-term payoff of meeting frontline workers where they stand outweighs the initial effort required to implement these changes.