What one resignation really costs a Singapore shift business

When a trained crew member, officer or technician resigns, the cost doesn't arrive as one invoice. It leaks out across recruitment, rostering, training and service quality. That is why it is so easy to underestimate.

Where the money goes

Before the new hire starts

• Job ads and job-portal fees
• Agency or referral fees
• Time spent by managers and HR screening and interviewing

While the role is empty

• Overtime for remaining staff to cover shifts
• Relief or part-time cover at premium rates
• Reduced service levels, longer queues, missed contract standards

After the new hire starts

• Onboarding, uniforms, licences and mandatory courses
• Supervisor time spent training
• Weeks of lower productivity while the new person gets up to speed

Add those up honestly and one frontline resignation often costs a meaningful share of that person's annual pay. For multi-site businesses with dozens or hundreds of leavers a year, the total is significant.

Estimate your own number

Use your own figures below. The calculator doesn't store anything; it simply multiplies out your assumptions.

The starting values are examples only. Replace them with your own headcount, turnover and replacement cost.

Where earned wage access fits

People rarely leave for one reason. But pay timing is one of the few levers an employer can change quickly without raising wage costs. When staff can withdraw part of their earnings as soon as a shift ends, a common reason to jump to another employer, or to take on high-interest debt between paydays, goes away.

Because GetPaid funds withdrawals and settles on your normal payday, the benefit doesn't touch your cash flow. The cost is a one-time set-up and a per-withdrawal fee that you can choose to absorb or pass on. Measured against even a handful of avoided resignations, the numbers usually speak for themselves.