Dollar General removes self-checkouts: what workers need to know

1. What change is being reported

Multiple local shopper and employee reports indicate that some Dollar General locations are removing unattended self-checkout lanes and replacing them with staff-operated registers. That shift means customers who once scanned their own purchases will now interact with an associate at the register, changing daily front‑end operations.

2. Company reason given for the change

An employee post cited a clear rationale: self‑checkout units are being removed “due to theft.” That shorthand captures the loss‑prevention logic driving the move and helps explain why corporate or store leadership would pivot quickly away from unmanned lanes.

3. Immediate effect on cashier workload

With unattended lanes gone, cashier shifts and register time increase, as one implication noted by workers. Hourly associates will handle every transaction, including small-ticket items, which raises the volume of scanning, bagging and customer interaction per shift.

4. Increased register duties for hourly associates

Employees will face more consistent register duty rather than occasional checkout relief; duties include cash handling, card processing, age verification and resolving price checks. That means hourly roles that previously split floor and register work may tilt heavier toward point‑of‑sale responsibilities.

5. Scheduling and staffing consequences

Stores will need to rethink labor deployment—more scheduled cashiers during peak windows, possible longer register-only shifts, and adjustments to break patterns. That could lead to more predictable register coverage but also to staffing crunches if headcount isn’t increased.

6. Effects on floor coverage and merchandising

Redirecting staff to registers can leave gaps on the sales floor: less time for stocking, facing, cleaning and customer assistance. Employees and managers will have to juggle priorities, which can affect product availability and store appearance during busy periods.

7. Training and cross‑training needs

Replacing self‑checkouts demands training—both in transaction procedures and in handling customer disputes that arise when one associate processes every sale. Stores will likely need rapid cross‑training so floaters and stock staff can step in on tills without slowing service.

8. Impact on scheduling fairness and overtime risk

When more associates are tied to registers, overtime exposure can rise if managers don’t adjust schedules or hire additional staff. Hourly employees should monitor hours and discuss any persistent overtime with leadership to ensure fair scheduling and compliance with wage laws.

10. Shrink reduction versus operational trade-offs

Shifting to employee‑run registers can reduce certain types of shrink tied to unattended lanes, but it also shifts labor costs upward. The trade‑off is between potential loss reduction and higher staffing or productivity costs, a balance that affects store profitability and worker expectations.

11. Customer experience and traffic flow changes

Expect longer lines and slower throughput initially as staff adapt to handling more transactions and as customers get used to the new lanes. Frontline employees will bear the brunt of customer pushback or questions, requiring tact and clear communication.

12. Managerial logistics and prioritization

Managers will need to retool daily plans—allocating who staffs registers, who handles pickups or returns, and how to cover peak rushes. Leadership decisions about prioritizing loss prevention over speed will directly shape daily workloads and employee tasking.

13. Safety, theft deterrence and accountability

Bringing an associate to every transaction increases visibility and may deter internal or external theft, but it also places responsibility on employees to spot suspicious behavior. That can create stress and safety concerns; stores should pair the policy with clear procedures and support for staff facing confrontations.

14. Implications for labor relations and morale

Sudden operational changes can affect morale if they come without communication, training or compensation adjustments. Employees are likely to judge the move on how it’s implemented—whether management listens to staffing concerns and provides realistic schedules and fair work expectations.

15. Practical steps for employees to protect their interests

Document shift changes, track hours carefully, request training on new register duties, and raise staffing concerns with your manager or HR. If you notice patterns—like chronically understaffed shifts or unsafe interactions—bring specifics and propose solutions so changes reduce shrink without burning out the frontline.