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Payroll · head to head

Hastee vs Namely

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Namely logo

Namely

Payroll

The HR platform that employees love

From
$18/employee/month
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.; Namely limited customization for complex HR processes: workflows and customization options are limited compared to enterprise solutions
  • They diverge on capability: Hastee covers Earned wage withdrawals, Namely covers HR Management.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Namely actually diverge.

Attributes where Hastee and Namely differ
AttributeHasteeNamely
Starting priceOn request$18/employee/month
Pricing modelquoteUnknown
PlatformsWeb, iOS, AndroidWeb
FoundedUnknown2012

Identical on both: free tier (No), 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 Namely

  • HR Management
  • Payroll
  • Benefits Administration
  • Time Off Management
  • Performance Management
  • Onboarding
  • Slack
  • Google Workspace

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 Namely
  • A hospitality employer using early pay access as a recruitment and retention claimnot Namely
  • A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot Namely
  • An employer replacing ad hoc manual salary advances processed by finance each monthnot Namely

Namely

  • Processing payroll for employees across multiple states with different tax rulesnot Hastee
  • Collecting 360-degree feedback and managing performance reviewsnot Hastee
  • Automating onboarding workflows and document e-signature collectionnot Hastee
  • Managing benefits enrollment and annual open enrollment periodsnot 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.

Namely

  • Limited customization for complex HR processes: workflows and customization options are limited compared to enterprise solutions
  • Payroll limitations: better served for less complex organizations and struggles with complex time-and-attendance or multi-FEIN scenarios
  • Missing ATS and surveys: lacks built-in applicant tracking system and pulse survey capabilities
  • Slow support response times: pod-based support model has led to slow response times for customers
  • Designed for specific market segment: best fit is mid-sized companies with 50-350 employees

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

Namely

$18/employee/month

No published plan breakdown. See the Namely review.

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 Namely if

  • You need hr management.
  • You also want payroll.
Namely review

Questions people ask

Is Hastee or Namely better?
Neither clearly leads. Hastee starts at On request and Namely at $18/employee/month, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Namely?
Hastee starts at On request and Namely at $18/employee/month.
Does Hastee or Namely run on more platforms?
Hastee runs on Web, iOS, Android. Namely runs on Web.
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 Namely is typically brought in for.
What can Hastee do that Namely cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Namely covers HR Management, Payroll, Benefits Administration, Time Off Management.

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.

Namely: Does Namely support global payroll?

Namely primarily focuses on mid-sized US-based companies with 50-350 employees. While it can handle complex payroll scenarios, it is better served for less complex organizations and does not have extensive global payroll capabilities compared to enterprise platforms.

Source
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.

Namely: What is included in Namely's Premium pricing?

Premium plans cost $18-24 per employee per month plus implementation fees of 10-25% of annual software costs. Plans include payroll, HR, benefits administration, time management, and talent management features.

Source
Hastee: Who owns Hastee now?

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

Namely: Does Namely include performance management features?

Yes, Namely offers customizable performance review modules enabling dynamic, ongoing feedback rather than traditional annual-only reviews. This is one of Namely's standout features.

Source
Namely: How long does Namely implementation typically take?

Namely is designed for mid-sized companies and implementation timelines vary based on complexity. The platform includes implementation fees of 10-25% of annual software costs in addition to monthly per-employee pricing.

Source
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