Softwr

HR · head to head

Cezanne HR vs Hastee

Cezanne HR logo

Cezanne HR

HR

Mid-market HR system for UK and multi-country European employers, with per-country configuration and EU or UK data hosting

From
On request
Rated
-
Full reviewWebsite
Hastee logo

Hastee

Payroll

United Kingdom earned wage access, now part of the Zellis group

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: Cezanne HR there is no payroll calculation, so every country needs its own payroll provider and an export that someone maintains when statutory formats change.; Hastee beyond the free £100 monthly allowance the employee pays 2.5 per cent per withdrawal, so a worker drawing weekly funds the benefit themselves unless the employer opts to subsidise it.
  • They diverge on capability: Cezanne HR covers Per-country configuration, Hastee covers Earned wage withdrawals.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Cezanne HR and Hastee actually diverge.

Attributes where Cezanne HR and Hastee differ
AttributeCezanne HRHastee
CategoryHRPayroll

Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web, iOS, Android), user rating (Not yet rated).

What each one covers

Drawn from each product's published feature list. An absence here means we hold no record of it - not that the product lacks it.

Only in Cezanne HR

  • Per-country configuration
  • Data residency choice
  • Absence management
  • Performance management
  • Onboarding
  • Career and succession
  • Timesheets
  • Reporting

Only in Hastee

  • Earned wage withdrawals
  • Free monthly allowance
  • Payroll and time integration
  • Employer policy controls
  • Financial wellbeing content
  • Employer subsidy option
  • Employer reporting
  • Code of practice alignment

What people use each for

The jobs each tool is most often brought in to do.

Cezanne HR

  • A UK company with subsidiaries in France, Germany and Spain that needs different absence rules under one systemnot Hastee
  • An organisation whose data protection assessment rules out US-hosted HR systemsnot Hastee
  • A mid-market employer that has outgrown a small business HR tool but will not fund an enterprise HCM programmenot Hastee
  • A professional services firm that needs timesheets against projects alongside HR recordsnot Hastee

Hastee

  • A care provider offering shift workers early access to pay to reduce reliance on high cost creditnot Cezanne HR
  • A hospitality employer using early pay access as a recruitment and retention claimnot Cezanne HR
  • A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot Cezanne HR
  • An employer replacing ad hoc manual salary advances processed by finance each monthnot Cezanne HR

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

Cezanne HR

  • There is no payroll calculation, so every country needs its own payroll provider and an export that someone maintains when statutory formats change.
  • Modules are licensed separately, so the quoted per employee price for core HR rises considerably once performance, recruitment and onboarding are added.
  • The interface is functional rather than modern, and organisations that expect employees to adopt it enthusiastically without prompting are usually disappointed.
  • The report builder is capable but has a genuine learning curve, and most customers end up with one or two people who can write reports rather than self-service across the business.
  • The mobile app covers common employee tasks but not administrative work, so HR staff are tied to a desktop for anything beyond approvals.

Hastee

  • Beyond the free £100 monthly allowance the employee pays 2.5 per cent per withdrawal, so a worker drawing weekly funds the benefit themselves unless the employer opts to subsidise it.
  • A 2.5 per cent charge on money the employee has already earned is expensive when annualised over frequent small withdrawals, which undercuts the financial wellbeing framing used to sell it internally.
  • Earned wage access is not directly regulated as consumer credit in the UK, so protections rest on a voluntary code of practice rather than FCA rules, and employees have weaker recourse than with a regulated credit product.
  • Zellis acquired Hastee in June 2025, so employers on non Zellis payroll systems face roadmap uncertainty about how long standalone integrations remain a priority.
  • Accrual accuracy depends on payroll and time data quality, so employers with monthly batch payroll or weak attendance capture get conservative limits that disappoint the staff the benefit was sold to.

Pricing, plan by plan

Cezanne HR

On request
  • Cezanne HR$undefined/year
    • Priced per employee per month on annual terms with volume banding
    • Core people management included
    • Performance, recruitment, onboarding and timesheets licensed as modules

Hastee

On request
  • Hastee for employers$undefined/year
    • Free for the employer to offer in the standard model
    • Employee gets one free withdrawal per month up to £100
    • Further withdrawals charged to the employee at 2.5 per cent of the amount

Which should you pick?

Choose Cezanne HR if

  • You need per-country configuration.
  • You work on Web, iOS, Android.
  • You also want data residency choice.
Cezanne HR review

Choose Hastee if

  • You need earned wage withdrawals.
  • You work on Web, iOS, Android.
  • You also want free monthly allowance.
Hastee review

Questions people ask

Is Cezanne HR or Hastee better?
Neither clearly leads. Cezanne HR starts at On request and Hastee at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Cezanne HR or Hastee?
Cezanne HR starts at On request and Hastee at On request.
Does Cezanne HR or Hastee run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
What is Cezanne HR best used for?
Cezanne HR is most often used for a uk company with subsidiaries in france, germany and spain that needs different absence rules under one system, an organisation whose data protection assessment rules out us-hosted hr systems, a mid-market employer that has outgrown a small business hr tool but will not fund an enterprise hcm programme, a professional services firm that needs timesheets against projects alongside hr records. Of those, a uk company with subsidiaries in france, germany and spain that needs different absence rules under one system and an organisation whose data protection assessment rules out us-hosted hr systems are not what Hastee is typically brought in for.
What can Cezanne HR do that Hastee cannot?
Cezanne HR covers Per-country configuration, Data residency choice, Absence management, Performance management. Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls.

Answered from the vendors’ own pages

Cezanne HR: Does Cezanne HR run payroll?

No. It holds the HR record and exports to payroll providers in each country. Payroll remains a separate contract.

Hastee: Does the employee pay?

Yes. One withdrawal per month up to £100 is free; after that the employee pays 2.5 per cent of the amount withdrawn.

Cezanne HR: Where is our data stored?

You choose between UK and EU hosting, which is the reason many public sector, education and works-council-sensitive buyers shortlist it.

Hastee: Can the employer make it genuinely free for staff?

Yes. Hastee offers employer paid terms where the company absorbs the transaction fee, but this is a negotiated option rather than the default.

Cezanne HR: Can it handle different rules per country?

Yes. Absence, calendars, working patterns and documents are configured per country within a single instance rather than needing separate systems.

Hastee: Who owns Hastee now?

Zellis, the UK payroll group that also owns Moorepay and Benefex, acquired Hastee in June 2025.

Cezanne HR: What size organisation is it for?

Roughly 100 to 3,000 employees. Below that it is more system than needed; above it, enterprise HCM products become competitive.

Share

Related pages

More on Cezanne HR

More on Hastee

Keep looking

Other head to heads