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Payroll · head to head

Immediate vs Nmbrs

Immediate logo

Immediate

Payroll

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

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: 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.; 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: Immediate covers Earned wage access, Nmbrs covers Dutch payroll engine.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Immediate and Nmbrs actually diverge.

Attributes where Immediate and Nmbrs differ
AttributeImmediateNmbrs

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 Immediate

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

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.

Immediate

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

Nmbrs

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

Where each one falls short

Documented limitations, not opinions. Every one is a constraint you would hit in normal use.

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.

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

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

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 Immediate if

  • You need earned wage access.
  • You work on Web, iOS, Android.
  • You also want digital tip disbursement.
Immediate 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 Immediate or Nmbrs better?
Neither clearly leads. Immediate 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, Immediate or Nmbrs?
Immediate starts at On request and Nmbrs at On request.
Does Immediate or Nmbrs run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
What is Immediate best used for?
Immediate is most often used for a restaurant group ending end-of-shift cash tip handouts and the cash handling that goes with it, an employer that must issue final pay quickly on termination in states with strict deadlines, a hotel or care operator with unbanked staff needing pay cards alongside wage access, a high-turnover hourly employer using same-day pay access as a recruiting message. Of those, a restaurant group ending end-of-shift cash tip handouts and the cash handling that goes with it and an employer that must issue final pay quickly on termination in states with strict deadlines are not what Nmbrs is typically brought in for.
What can Immediate do that Nmbrs cannot?
Immediate covers Earned wage access, Digital tip disbursement, Off-cycle payments, Pay cards. Nmbrs covers Dutch payroll engine, Swedish payroll, Collective agreement handling, Employee self service.

Answered from the vendors’ own pages

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.

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.

Immediate: Can it replace cash tip-outs?

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

Nmbrs: Which countries does it cover?

The Netherlands and Sweden. Nowhere else.

Immediate: Is Immediate still trading?

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