Wisconsin Caps Earned Wage Access Fees

Wisconsin’s new earned wage access (EWA) law puts a price ceiling on what providers can charge employees for each advance.

Payroll teams offering EWA as a workplace benefit should confirm their vendor is set up for compliance under the new rules.

What’s in the Earned Wage Access Amendment?

Gov. Tony Evers signed AB 1025 (Act 199) on April 3, 2026, and the changes took effect on April 5. The law amends Wisconsin’s existing EWA framework and adds the following:

• Fee caps. Providers can charge no more than $5 for advances up to $75 and no more than $7.50 for larger advances.
• Inflation adjustments. Fee caps will be updated every five years based on the U.S. Consumer Price Index, starting January 1, 2030.
• Regulatory exemptions. EWA providers that comply with the law are exempt from certain provisions of the Wisconsin Consumer Act and state marital property law.

Next Steps for Payroll

Verify that your EWA vendor has updated its fee schedules, disclosures, and system rules to align with the new caps. Confirm that all current documentation – including client agreements – reflects these changes before the next open enrollment period or contract renewal.

Finally, communicate the new fee limits to employees so they know what to expect when accessing their earned wages early.