Payroll · head to head
Hastee vs SalaryFits
Hastee
Payroll
United Kingdom earned wage access, now part of the Zellis group
- From
- On request
- Rated
- -
SalaryFits
Payroll
Brazilian employee benefits and earned wage access app, owned by Serasa Experian since 2024
- From
- Free
- Rated
- -
The short version
- Only SalaryFits has a free tier, so it costs nothing to try first.
- 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.; SalaryFits it only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.
- They diverge on capability: Hastee covers Earned wage withdrawals, SalaryFits covers Discount club.
- Prices and features above were last checked on 1 September 2026.
Where they differ
Only the attributes on which Hastee and SalaryFits actually diverge.
| Attribute | Hastee | SalaryFits |
|---|---|---|
| Starting price | On request | Free |
| Pricing model | quote | Free for employers, fees apply to advances and loans |
| Free tier | No | Yes |
Identical on both: 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 SalaryFits
- Discount club
- Earned wage access
- Payroll-deduction loans
- Financial marketplace
- Zero employer cost
- Serasa credit integration
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 SalaryFits
- A hospitality employer using early pay access as a recruitment and retention claimnot SalaryFits
- A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot SalaryFits
- An employer replacing ad hoc manual salary advances processed by finance each monthnot SalaryFits
SalaryFits
- A Brazilian employer wanting a zero-cost benefit to add discount and advance access for staffnot Hastee
- An HR team wanting earned wage access without building payroll advance infrastructure in housenot Hastee
- A company wanting to offer payroll-deduction credit access underwritten with bureau-grade datanot Hastee
- An employer consolidating several point benefits into one branded app for staffnot 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.
SalaryFits
- It only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.
- Ownership by Serasa Experian, a credit bureau, puts consumer credit data and workplace financial wellness in the hands of the same company, which some employees and employers may view as a conflict of interest.
- Salary advances and payroll loans carry real fees and interest even though the base app is free to the employer, so the actual cost to employees is not zero despite the marketing framing.
- As with any earned wage access product, heavy reliance on advances can mask underlying pay adequacy problems rather than solve them, and repeated use signals financial distress that a purely additive benefit narrative does not capture.
- Independent, English-language documentation and support are thin, since the product and its support model are built around Brazilian Portuguese speaking employers and 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
SalaryFits
Free- SalaryFitsFree
- No employer subscription cost
- Discount club free to employees
- Salary advance and consigned loan fees apply per transaction
Which should you pick?
Choose Hastee if
- You need earned wage withdrawals.
- You work on Web, iOS, Android.
- You also want free monthly allowance.
Choose SalaryFits if
- You need discount club.
- You want to start without paying.
- You work on Web, iOS, Android.
- You also want earned wage access.
Questions people ask
- Is Hastee or SalaryFits better?
- Neither clearly leads. Hastee starts at On request and SalaryFits at Free, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Hastee or SalaryFits?
- SalaryFits has a free tier; the other does not. Paid plans start at On request for Hastee and Free for SalaryFits.
- Does Hastee or SalaryFits run on more platforms?
- Both run on Web, iOS, Android, so platform support will not decide this one for you.
- Can I use SalaryFits for free?
- Yes. SalaryFits has a free tier, so you can try it without paying. Hastee starts at On request.
- 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 SalaryFits is typically brought in for.
- What can Hastee do that SalaryFits cannot?
- Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. SalaryFits covers Discount club, Earned wage access, Payroll-deduction loans, Financial marketplace.
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.
SalaryFits: Is SalaryFits still an independent company?
No. It was acquired by Serasa Experian, with the deal approved by Brazil's CADE antitrust authority in 2024, and now operates as part of that group.
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.
SalaryFits: Does it cost the employer anything?
The base discount club and app access are free to employers; advances and payroll loans carry fees and interest paid by employees.
Hastee: Who owns Hastee now?
Zellis, the UK payroll group that also owns Moorepay and Benefex, acquired Hastee in June 2025.
SalaryFits: Does it operate outside Brazil?
No, it is built specifically for the Brazilian market.
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