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Payroll · head to head

Jify vs Nmbrs

Jify logo

Jify

Payroll

Earned wage access and financial wellness for Indian employers, backed by Moneyview

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: Jify the employee pays a fee on every withdrawal, so a worker drawing small amounts repeatedly can pay a very high effective annual rate on money they have already earned.; 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: Jify covers On-demand salary, Nmbrs covers Dutch payroll engine.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Jify and Nmbrs actually diverge.

Attributes where Jify and Nmbrs differ
AttributeJifyNmbrs

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 Jify

  • On-demand salary
  • Payroll and attendance sync
  • Automatic netting
  • Savings and gold
  • Employer dashboard
  • Financial education

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.

Jify

  • A logistics operator whose warehouse staff repeatedly ask supervisors for informal salary advancesnot Nmbrs
  • A retail chain trying to cut attrition among shift workers between paydaysnot Nmbrs
  • A BPO with high-volume hourly staff wanting a benefit that costs the employer almost nothingnot Nmbrs
  • An employer replacing an unmanaged advance policy with a system that nets off automatically at payrollnot Nmbrs

Nmbrs

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

Where each one falls short

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

Jify

  • The employee pays a fee on every withdrawal, so a worker drawing small amounts repeatedly can pay a very high effective annual rate on money they have already earned.
  • Indian regulatory treatment of earned wage access is unresolved, and a ruling that classifies advances as credit would change licensing, disclosure and possibly the fee model mid-contract.
  • Adoption tends to concentrate among the most financially stretched staff, so an employer can find a minority of workers withdrawing constantly and normalising the fee as part of pay.
  • It depends on accurate attendance and payroll feeds, and in workforces with manual or delayed attendance data the accrual calculation either lags or over-permits withdrawals.
  • Employer-side pricing is quoted and often nominal, which makes it hard to compare suppliers on anything other than the fee the workforce will bear.

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

Jify

On request
  • Jify for employers$undefined/year
    • Employer subscription quoted, often nominal or waived
    • Employees pay a fee on each early withdrawal
    • Optional employer subsidy of the employee fee

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 Jify if

  • You need on-demand salary.
  • You work on Web, iOS, Android.
  • You also want payroll and attendance sync.
Jify 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 Jify or Nmbrs better?
Neither clearly leads. Jify 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, Jify or Nmbrs?
Jify starts at On request and Nmbrs at On request.
Does Jify or Nmbrs run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
What is Jify best used for?
Jify is most often used for a logistics operator whose warehouse staff repeatedly ask supervisors for informal salary advances, a retail chain trying to cut attrition among shift workers between paydays, a bpo with high-volume hourly staff wanting a benefit that costs the employer almost nothing, an employer replacing an unmanaged advance policy with a system that nets off automatically at payroll. Of those, a logistics operator whose warehouse staff repeatedly ask supervisors for informal salary advances and a retail chain trying to cut attrition among shift workers between paydays are not what Nmbrs is typically brought in for.
What can Jify do that Nmbrs cannot?
Jify covers On-demand salary, Payroll and attendance sync, Automatic netting, Savings and gold. Nmbrs covers Dutch payroll engine, Swedish payroll, Collective agreement handling, Employee self service.

Answered from the vendors’ own pages

Jify: Who pays for Jify?

Mostly the employee. Employees pay a fee per withdrawal; the employer subscription is low or waived, though employers can subsidise the fee.

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.

Jify: Is it a loan?

It is structured as access to already-earned wages rather than credit, but whether Indian regulators treat it as credit is still contested.

Nmbrs: Which countries does it cover?

The Netherlands and Sweden. Nowhere else.

Jify: How much can an employee withdraw?

A capped share of accrued earnings for the period, set by the employer, typically a minority of the salary earned so far.

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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