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Payroll · head to head

Hastee vs Jify

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Jify logo

Jify

Payroll

Earned wage access and financial wellness for Indian employers, backed by Moneyview

From
On request
Rated
-
Full reviewWebsite

The short version

  • Each has a real cost: 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.; Jify the employee pays a fee on every withdrawal, so a worker drawing small amounts repeatedly can pay a very high effective annual rate on money they have already earned.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Jify covers On-demand salary.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Jify actually diverge.

Attributes where Hastee and Jify differ
AttributeHasteeJify

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 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

Only in Jify

  • On-demand salary
  • Payroll and attendance sync
  • Automatic netting
  • Savings and gold
  • Employer dashboard
  • Financial education

What people use each for

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

Hastee

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

Jify

  • A logistics operator whose warehouse staff repeatedly ask supervisors for informal salary advancesnot Hastee
  • A retail chain trying to cut attrition among shift workers between paydaysnot Hastee
  • A BPO with high-volume hourly staff wanting a benefit that costs the employer almost nothingnot Hastee
  • An employer replacing an unmanaged advance policy with a system that nets off automatically at payrollnot Hastee

Where each one falls short

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

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.

Jify

  • The employee pays a fee on every withdrawal, so a worker drawing small amounts repeatedly can pay a very high effective annual rate on money they have already earned.
  • Indian regulatory treatment of earned wage access is unresolved, and a ruling that classifies advances as credit would change licensing, disclosure and possibly the fee model mid-contract.
  • Adoption tends to concentrate among the most financially stretched staff, so an employer can find a minority of workers withdrawing constantly and normalising the fee as part of pay.
  • It depends on accurate attendance and payroll feeds, and in workforces with manual or delayed attendance data the accrual calculation either lags or over-permits withdrawals.
  • Employer-side pricing is quoted and often nominal, which makes it hard to compare suppliers on anything other than the fee the workforce will bear.

Pricing, plan by plan

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

Jify

On request
  • Jify for employers$undefined/year
    • Employer subscription quoted, often nominal or waived
    • Employees pay a fee on each early withdrawal
    • Optional employer subsidy of the employee fee

Which should you pick?

Choose Hastee if

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

Choose Jify if

  • You need on-demand salary.
  • You work on Web, iOS, Android.
  • You also want payroll and attendance sync.
Jify review

Questions people ask

Is Hastee or Jify better?
Neither clearly leads. Hastee starts at On request and Jify at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Jify?
Hastee starts at On request and Jify at On request.
Does Hastee or Jify run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
What is Hastee best used for?
Hastee is most often used for a care provider offering shift workers early access to pay to reduce reliance on high cost credit, a hospitality employer using early pay access as a recruitment and retention claim, a zellis or moorepay payroll customer adding wage access without a separate payroll integration project, an employer replacing ad hoc manual salary advances processed by finance each month. Of those, a care provider offering shift workers early access to pay to reduce reliance on high cost credit and a hospitality employer using early pay access as a recruitment and retention claim are not what Jify is typically brought in for.
What can Hastee do that Jify cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Jify covers On-demand salary, Payroll and attendance sync, Automatic netting, Savings and gold.

Answered from the vendors’ own pages

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.

Jify: Who pays for Jify?

Mostly the employee. Employees pay a fee per withdrawal; the employer subscription is low or waived, though employers can subsidise the fee.

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.

Jify: Is it a loan?

It is structured as access to already-earned wages rather than credit, but whether Indian regulators treat it as credit is still contested.

Hastee: Who owns Hastee now?

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

Jify: How much can an employee withdraw?

A capped share of accrued earnings for the period, set by the employer, typically a minority of the salary earned so far.

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