If Mitchell Goh has his way, pay-on-demand would be a cultural norm that paves the way to financial freedom

In exactly five words, how would you describe what you do at GetPaid?

Empower financial flexibility through wages.

Why is your work important to the world today?

I'm shaking things up when it comes to payroll — no more calendar-watching and waiting for payday. Whether an employee is short on cash flow or simply thinks they can make their money work harder for them, we are making pay-on-demand a reality.

Instead of stressing about money, employees have the power to access their earnings whenever they need them. It's not just a quick fix; it's about changing how we approach financial health and freedom.

I'm on a mission to spread the word about how crucial it is to put financial well-being front and centre in the workplace and invite them to be part of the solution. I'm not just selling a concept — I'm selling a culture shift. It’s about getting everyone to think differently about payroll and using it to spark employee financial independence.

What's the most common misconception about your work's goals?

I know it may seem like we are just allowing employees to have quick cash in hand, but we're not just about that. We're using innovation to address financial stress at its core. We aim to empower employees by entrusting them with control over their earnings. By doing so, we are giving them the freedom and flexibility to manage their finances better.

This is shown by how we measure the impact on our users. Yes, we, of course, track how much is being drawn down each day or month, but we also want to find out if using GetPaid reduces their need to borrow elsewhere or improves their financial situation.

78 per cent of our users said that using GetPaid reduces their need to borrow, and 90 per cent said that their financial situation has improved after using GetPaid.

What would success look like to you today?

Success, for me, goes beyond the typical metrics of platform growth. It's about witnessing a paradigm shift in the employment landscape — earned wage access can be as mainstream as the insurance industry. It's not just about our platform's success, it's about reshaping how employers view the well-being of their workforce.

In addition, impacting countless employees who experience workplace transformation is a big part of our mandate. It would be amazing to reshape the narrative around financial well-being from a mere acknowledgement to an active commitment.

In my ideal scenario, employers from various industries, from tech giants to industrial SMEs, would seamlessly integrate earned wage access into their benefits package. It's not just a service; it's a philosophy that puts the financial empowerment of employees front and centre.

What worries you the most about the state of ESG in Singapore today?

The ESG movement in Singapore has made notable progress in environment and governance, but there's room for improvement in embracing the social aspect. Organisations and government bodies must broaden their perspective to contribute to societal goals, particularly Sustainable Development Goal 8 (SDG8), which promotes inclusive economic growth and decent work for all.

Integrating a social lens into the ESG framework can create a more balanced impact on society, fostering diversity, equity, and inclusion in workplaces and contributing to global efforts for equitable economic growth.

And what gives you hope?

That there’s a growing awareness of ESG issues among government bodies and industry leaders. The potential for widespread adoption of sustainable initiatives is encouraging, and it's heartening to see this trend taking root.

Still, I hope these ESG initiatives extend beyond the boardroom and corporate strategies to include a focus on employees. This involves ensuring a safe and inclusive work environment, providing opportunities for skill development, fostering diversity and equal opportunities, and promoting employee health and well-being.

When individuals feel that their work contributes to a greater cause — environmental conservation, social justice, or ethical governance — they are likely to be more motivated, productive, and proud of their association with the organisation.