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Payroll · head to head

Hastee vs Nmbrs

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Nmbrs logo

Nmbrs

Payroll

Dutch and Swedish payroll and HR sold largely through accountants, owned by Visma since 2017

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.; Nmbrs coverage is the Netherlands and Sweden only, so any international group will run Nmbrs alongside other payroll systems and reconcile them manually.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Nmbrs covers Dutch payroll engine.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Nmbrs actually diverge.

Attributes where Hastee and Nmbrs differ
AttributeHasteeNmbrs

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 Nmbrs

  • Dutch payroll engine
  • Swedish payroll
  • Collective agreement handling
  • Employee self service
  • HR records
  • Accountant workspace
  • Open API
  • Journal export

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

Nmbrs

  • A Dutch company that wants payroll calculated and filed in-country rather than routed through an international aggregatornot Hastee
  • An accountancy firm running payroll for dozens of client companies from one workspacenot Hastee
  • A Dutch subsidiary of an international group that needs correct CAO and pension fund handlingnot Hastee
  • An HR or time tracking vendor that needs a documented API to push hours and changes into Dutch 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.

Nmbrs

  • Coverage is the Netherlands and Sweden only, so any international group will run Nmbrs alongside other payroll systems and reconcile them manually.
  • Most customers buy through an accountancy or payroll bureau, which means the price, the service level and the escalation path are set by an intermediary rather than by Visma.
  • English documentation and support lag behind the Dutch material, which slows down international finance teams trying to understand what a declaration actually contains.
  • The HR modules are basic next to a dedicated HRIS, so companies typically pair Nmbrs with another system and maintain an integration between them.
  • Ownership by Visma places it inside a large portfolio with overlapping payroll products, and buyers should ask where Nmbrs sits in that portfolio before committing to a long contract.

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

Nmbrs

On request
  • Nmbrs$undefined/year
    • Priced per employee per month, commonly resold by accountancy firms
    • Payroll and HR modules licensed separately
    • Direct pricing differs from partner pricing

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 Nmbrs if

  • You need dutch payroll engine.
  • You work on Web, iOS, Android.
  • You also want swedish payroll.
Nmbrs review

Questions people ask

Is Hastee or Nmbrs better?
Neither clearly leads. Hastee starts at On request and Nmbrs at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Nmbrs?
Hastee starts at On request and Nmbrs at On request.
Does Hastee or Nmbrs 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 Nmbrs is typically brought in for.
What can Hastee do that Nmbrs cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Nmbrs covers Dutch payroll engine, Swedish payroll, Collective agreement handling, Employee self service.

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.

Nmbrs: Does Nmbrs actually file Dutch payroll taxes?

Yes. It calculates wage tax and submits the loonaangifte to the Belastingdienst, along with pension fund and sector scheme declarations. It is not an aggregator passing data to a bureau.

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.

Nmbrs: Which countries does it cover?

The Netherlands and Sweden. Nowhere else.

Hastee: Who owns Hastee now?

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

Nmbrs: Do I buy it direct or through an accountant?

Both are possible, but most Dutch customers come through an accountancy or payroll administration firm, and the price and support come from that firm.

Nmbrs: Who owns Nmbrs?

Visma, the Nordic business software group, acquired it in 2017.

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