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Payroll · head to head

Hastee vs Refyne

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Refyne logo

Refyne

Payroll

Earned wage access for Indian employers, with a per withdrawal convenience fee

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.; Refyne the employee pays a convenience fee on every withdrawal and Refyne does not publish the schedule, so an HR buyer approving it as a free benefit is approving a cost that lands on the lowest paid staff.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Refyne covers Payroll and attendance integration.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Refyne actually diverge.

Attributes where Hastee and Refyne differ
AttributeHasteeRefyne

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
  • Financial wellbeing content
  • Employer subsidy option
  • Employer reporting
  • Code of practice alignment

Only in Refyne

  • Payroll and attendance integration
  • Instant withdrawal
  • Automatic payroll recovery
  • Employee app
  • Employer dashboard
  • Savings and insurance add ons
  • Multi entity support

Both cover

  • Employer policy controls

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

Refyne

  • A manufacturer with high attrition among shift workers who leave over payday cash gapsnot Hastee
  • A staffing company wanting a retention benefit that costs the employer little to deploynot Hastee
  • An employer replacing informal salary advances processed manually by finance every monthnot Hastee
  • A large retail or logistics operator standardising early wage access policy across many sitesnot 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.

Refyne

  • The employee pays a convenience fee on every withdrawal and Refyne does not publish the schedule, so an HR buyer approving it as a free benefit is approving a cost that lands on the lowest paid staff.
  • A flat fee on a small withdrawal a few days before payday is expensive when annualised, which means the product can be more costly per rupee than the informal advances it replaces.
  • Because usage generates revenue, the provider's incentives favour higher withdrawal frequency, which runs against the financial wellbeing framing used to sell it internally.
  • It depends on accurate live attendance and payroll data, so employers with monthly batch payroll or unreliable attendance capture get conservative accrual limits that frustrate employees.
  • Earned wage access in India sits in an unsettled regulatory space between payroll advance and credit, and a Reserve Bank of India view that reclassifies it would change the product for existing customers mid 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

Refyne

On request
  • Refyne for employers$undefined/year
    • Employer cost quoted per customer and often nil
    • Employees pay a flat convenience fee on each withdrawal
    • No interest charged, but the per withdrawal fee is not published

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 Refyne if

  • You need payroll and attendance integration.
  • You work on Web, iOS, Android.
  • You also want instant withdrawal.
Refyne review

Questions people ask

Is Hastee or Refyne better?
Neither clearly leads. Hastee starts at On request and Refyne at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Refyne?
Hastee starts at On request and Refyne at On request.
Does Hastee or Refyne 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 Refyne is typically brought in for.
What can Hastee do that Refyne cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Financial wellbeing content. Refyne covers Payroll and attendance integration, Instant withdrawal, Automatic payroll recovery, Employee app. Both handle Employer policy controls.

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.

Refyne: Does the employee pay to withdraw?

Yes. There is no interest, but a flat convenience fee is deducted per withdrawal. Get the exact schedule in writing before rollout.

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.

Refyne: Does the employer pay anything?

Often little or nothing, which is precisely why the cost sits with the worker. Employers who want a genuinely free benefit must negotiate to absorb the fee.

Hastee: Who owns Hastee now?

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

Refyne: Is this a loan?

It is structured as access to already earned wages recovered at payroll, not as lending, but the regulatory classification in India is not fully settled.

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