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Payroll · head to head

Hastee vs Immediate

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Immediate logo

Immediate

Payroll

On-demand pay, off-cycle payments and digital tips for US hourly employers

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.; Immediate as with the whole category, the employee pays a fee for instant access, so a benefit sold internally as free to staff is not free to the staff using it.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Immediate covers Earned wage access.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Immediate actually diverge.

Attributes where Hastee and Immediate differ
AttributeHasteeImmediate

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
  • Code of practice alignment

Only in Immediate

  • Earned wage access
  • Digital tip disbursement
  • Off-cycle payments
  • Pay cards
  • Payroll deduction

Both cover

  • Employer reporting

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

Immediate

  • A restaurant group ending end-of-shift cash tip handouts and the cash handling that goes with itnot Hastee
  • An employer that must issue final pay quickly on termination in states with strict deadlinesnot Hastee
  • A hotel or care operator with unbanked staff needing pay cards alongside wage accessnot Hastee
  • A high-turnover hourly employer using same-day pay access as a recruiting messagenot 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.

Immediate

  • As with the whole category, the employee pays a fee for instant access, so a benefit sold internally as free to staff is not free to the staff using it.
  • It is a smaller provider than DailyPay or Payactiv, so the library of certified payroll and time system integrations is narrower and custom file work is more likely.
  • Earned wage access rules differ by US state and continue to change, which creates compliance work for multi-state employers that the vendor cannot remove.
  • Tips, off-cycle payments and advances are priced separately, so the apparent low headline cost fragments into several line items once you use the full bundle.
  • Pay card programmes attract regulatory and reputational scrutiny in the US, and an employer defaulting staff onto a card rather than a bank account risks complaints and state law problems.

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

Immediate

On request
  • Immediate$undefined/year
    • Employer pricing quoted, often minimal or per employee per month
    • Employee transaction fee for instant access to funds
    • Tip disbursement and off-cycle payments priced separately

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 Immediate if

  • You need earned wage access.
  • You work on Web, iOS, Android.
  • You also want digital tip disbursement.
Immediate review

Questions people ask

Is Hastee or Immediate better?
Neither clearly leads. Hastee starts at On request and Immediate at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Immediate?
Hastee starts at On request and Immediate at On request.
Does Hastee or Immediate 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 Immediate is typically brought in for.
What can Hastee do that Immediate cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Immediate covers Earned wage access, Digital tip disbursement, Off-cycle payments, Pay cards. Both handle Employer reporting.

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.

Immediate: What does the employer pay?

Pricing is quoted and often minimal or a small per-employee-per-month charge; most vendor revenue comes from employee instant transfer fees.

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.

Immediate: Can it replace cash tip-outs?

Yes. Digital tip disbursement is one of its main draws for restaurants and hospitality.

Hastee: Who owns Hastee now?

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

Immediate: Is Immediate still trading?

Yes. It is an independent Birmingham, Alabama company and joined the American Fintech Council in 2025.

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