Payroll · head to head
Clair vs Hastee
Clair
Payroll
On demand pay advances funded by a partner bank with no fee to the employee
- From
- On request
- Rated
- -
Hastee
Payroll
United Kingdom earned wage access, now part of the Zellis group
- From
- On request
- Rated
- -
The short version
- Each has a real cost: Clair advance limits start around $100 per advance and roughly $200 between paydays, so it covers a shift level cash gap and not a genuine emergency.; 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: Clair covers Embedded enrolment, Hastee covers Earned wage withdrawals.
- Prices and features above were last checked on 1 September 2026.
Where they differ
Only the attributes on which Clair and Hastee actually diverge.
Identical on both: starting price (On request), pricing model (quote), free tier (No), platforms (Web, iOS, Android), user rating (Not yet rated), category (Payroll).
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 Clair
- Embedded enrolment
- Bank issued advances
- Clair spending account and card
- Free standard delivery
- Instant delivery option
- Progressive limits
- Automatic repayment
- No interest or late fees
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.
Clair
- A restaurant group already on 7shifts wanting on demand pay without adding another vendor contractnot Hastee
- A small business on QuickBooks Payroll enabling early wage access inside its existing payroll productnot Hastee
- An employer that wants a fee free option to be the default rather than a paid upgradenot Hastee
- A shift based operator using early pay access as a shift fill incentive without changing payroll timingnot Hastee
Hastee
- A care provider offering shift workers early access to pay to reduce reliance on high cost creditnot Clair
- A hospitality employer using early pay access as a recruitment and retention claimnot Clair
- A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot Clair
- An employer replacing ad hoc manual salary advances processed by finance each monthnot Clair
Where each one falls short
Documented limitations, not opinions. Every one is a constraint you would hit in normal use.
Clair
- Advance limits start around $100 per advance and roughly $200 between paydays, so it covers a shift level cash gap and not a genuine emergency.
- Instant delivery to an existing bank account costs the employee $4.99, so the free path in practice means opening a Clair account and card that the employee did not previously want.
- The business depends on interchange from the Clair spending account, which means the design nudges workers to move their pay to a new account rather than keep their existing bank.
- Availability is tied to payroll and scheduling partners, so an employer on an unsupported payroll system cannot buy Clair directly.
- Advances are issued by Pathward, N.A. rather than Clair, so the terms and eligibility rules for the product ultimately sit with a bank that the employer has no contract with.
Hastee
- Beyond the free £100 monthly allowance the employee pays 2.5 per cent per withdrawal, so a worker drawing weekly funds the benefit themselves unless the employer opts to subsidise it.
- A 2.5 per cent charge on money the employee has already earned is expensive when annualised over frequent small withdrawals, which undercuts the financial wellbeing framing used to sell it internally.
- Earned wage access is not directly regulated as consumer credit in the UK, so protections rest on a voluntary code of practice rather than FCA rules, and employees have weaker recourse than with a regulated credit product.
- Zellis acquired Hastee in June 2025, so employers on non Zellis payroll systems face roadmap uncertainty about how long standalone integrations remain a priority.
- Accrual accuracy depends on payroll and time data quality, so employers with monthly batch payroll or weak attendance capture get conservative limits that disappoint the staff the benefit was sold to.
Pricing, plan by plan
Clair
On request- Clair on demand pay$undefined/year
- No published employer cost; delivered through payroll and scheduling partners
- Standard one to three business day advances are free to the employee
- Instant transfer to an external bank account costs $4.99
Hastee
On request- Hastee for employers$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 Clair if
- You need embedded enrolment.
- You work on Web, iOS, Android.
- You also want bank issued advances.
Choose Hastee if
- You need earned wage withdrawals.
- You work on Web, iOS, Android.
- You also want free monthly allowance.
Questions people ask
- Is Clair or Hastee better?
- Neither clearly leads. Clair 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, Clair or Hastee?
- Clair starts at On request and Hastee at On request.
- Does Clair or Hastee run on more platforms?
- Both run on Web, iOS, Android, so platform support will not decide this one for you.
- What is Clair best used for?
- Clair is most often used for a restaurant group already on 7shifts wanting on demand pay without adding another vendor contract, a small business on quickbooks payroll enabling early wage access inside its existing payroll product, an employer that wants a fee free option to be the default rather than a paid upgrade, a shift based operator using early pay access as a shift fill incentive without changing payroll timing. Of those, a restaurant group already on 7shifts wanting on demand pay without adding another vendor contract and a small business on quickbooks payroll enabling early wage access inside its existing payroll product are not what Hastee is typically brought in for.
- What can Clair do that Hastee cannot?
- Clair covers Embedded enrolment, Bank issued advances, Clair spending account and card, Free standard delivery. Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls.
Answered from the vendors’ own pages
Clair: Does the employee pay a fee?
Not for standard one to three business day advances, and not for instant access into the Clair spending account. Instant transfer to an outside bank account costs $4.99.
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.
Clair: How much can an employee advance?
Up to about $100 per advance and roughly $200 between paydays to start, with limits rising after consistent repayment.
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.
Clair: Can I buy Clair if I do not use a partner payroll system?
Generally no. It is distributed through payroll and scheduling platforms such as Gusto, QuickBooks Payroll and 7shifts.
Hastee: Who owns Hastee now?
Zellis, the UK payroll group that also owns Moorepay and Benefex, acquired Hastee in June 2025.
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