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Payroll · head to head

Hastee vs PayFit

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
PayFit logo

PayFit

Payroll

Native payroll and HR for small and mid-sized companies in a small number of European countries

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.; PayFit coverage is limited to a handful of European countries and the company withdrew from Germany in 2023, so any buyer with expansion plans should assume the country they need next will not be supported.
  • They diverge on capability: Hastee covers Earned wage withdrawals, PayFit covers Native payroll engine.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and PayFit actually diverge.

Attributes where Hastee and PayFit differ
AttributeHasteePayFit

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 PayFit

  • Native payroll engine
  • Statutory filing
  • Payslip generation
  • Time off management
  • Expenses
  • Employee records
  • Automated variable pay
  • Accounting 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 PayFit
  • A hospitality employer using early pay access as a recruitment and retention claimnot PayFit
  • A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot PayFit
  • An employer replacing ad hoc manual salary advances processed by finance each monthnot PayFit

PayFit

  • A French company of 50 people leaving a payroll bureau that charges per payslip and returns work slowlynot Hastee
  • A Spanish or Italian employer that needs payroll calculated in-country rather than routed through an intermediarynot Hastee
  • A UK subsidiary of a European group that wants payroll on the same platform as the parent where the country is supportednot Hastee
  • A finance team that wants payroll journals exported directly into the local accounting system without manual mappingnot 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.

PayFit

  • Coverage is limited to a handful of European countries and the company withdrew from Germany in 2023, so any buyer with expansion plans should assume the country they need next will not be supported.
  • There is no employer of record capability, so hiring one person in an unsupported country means adding a separate vendor and a separate employment model.
  • The HR modules cover time off, expenses and records but do not replace an HRIS, and companies with performance, learning or ATS requirements will run PayFit alongside another system.
  • Pricing is quoted per country as a platform fee plus a per employee charge, which makes cross-border cost comparison awkward and means a small subsidiary can carry a disproportionate fixed cost.
  • The product is built for small and mid-sized employers, and companies past a few hundred employees report hitting limits in complex collective agreement handling and in bulk data correction workflows.

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

PayFit

On request
  • PayFit$undefined/year
    • Monthly platform fee plus a charge per paid employee
    • Pricing differs by country of employment
    • Payroll calculation and statutory filing

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 PayFit if

  • You need native payroll engine.
  • You work on Web, iOS, Android.
  • You also want statutory filing.
PayFit review

Questions people ask

Is Hastee or PayFit better?
Neither clearly leads. Hastee starts at On request and PayFit at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or PayFit?
Hastee starts at On request and PayFit at On request.
Does Hastee or PayFit 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 PayFit is typically brought in for.
What can Hastee do that PayFit cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. PayFit covers Native payroll engine, Statutory filing, Payslip generation, 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.

PayFit: Which countries does PayFit actually calculate payroll in?

It runs its own payroll engine for the countries it sells in, currently France, Spain, Italy and the United Kingdom, and it closed its German operation in 2023.

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.

PayFit: Is it native payroll or aggregation through a local partner?

Native. Country rules are written and maintained in the company own domain-specific language, so calculation and filing are PayFit responsibilities rather than a partner obligation.

Hastee: Who owns Hastee now?

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

PayFit: Can PayFit employ staff on my behalf?

No. It is payroll software for entities you already have. Employment in a country without your own entity needs an employer of record.

PayFit: Does it handle collective bargaining agreements?

Common French and Spanish agreements are supported, but unusual or heavily negotiated agreements can require manual handling.

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