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Payroll · head to head

Hastee vs Omnipresent

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Omnipresent logo

Omnipresent

Payroll

Employer of record with a service-led model and a mix of owned and partner entities across 160 countries

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.; Omnipresent pricing sits above the low-cost EOR vendors and is quoted per country, so a company placing many low-salary roles pays a service premium it will not use.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Omnipresent covers Employer of record.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Omnipresent actually diverge.

Attributes where Hastee and Omnipresent differ
AttributeHasteeOmnipresent
PlatformsWeb, iOS, AndroidWeb

Identical on both: starting price (On request), pricing model (quote), free tier (No), 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 Omnipresent

  • Employer of record
  • Owned and partner entities
  • Country cost calculator
  • Negotiated local benefits
  • Named specialists
  • Global mobility
  • Contractor engagement
  • Offboarding support

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

Omnipresent

  • A company hiring senior staff in a new country where a misclassification or termination error would be expensivenot Hastee
  • An employer that wants benefits genuinely competitive in each local market rather than a uniform global packagenot Hastee
  • A business testing a market for eighteen months before deciding whether to incorporatenot Hastee
  • A team that needs an employment adviser to answer notice period and severance questions before an offer goes outnot 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.

Omnipresent

  • Pricing sits above the low-cost EOR vendors and is quoted per country, so a company placing many low-salary roles pays a service premium it will not use.
  • Coverage combines owned entities with in-country partners, and in partner countries the employment liability and payroll calculation belong to a third party rather than to Omnipresent directly.
  • The platform is not an HRIS, so employee records, performance and time off for your directly employed staff still live somewhere else and the two systems have to be reconciled.
  • Statutory deposits and employer contributions are billed separately from the platform fee, and companies routinely underestimate the first-year cash requirement as a result.
  • An EOR is the wrong instrument once headcount in a country passes roughly fifteen to twenty people, and the migration to your own entity is a project the vendor has no incentive to accelerate.

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

Omnipresent

On request
  • Employer of Record$undefined/year
    • Priced per employee per month, quoted by country
    • Statutory deposit and employer contributions charged separately
    • Currency conversion applied on payroll runs
  • Contractor Management$undefined/year
    • Per contractor monthly fee
    • Classification assessment
    • Compliant contract templates

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 Omnipresent if

  • You need employer of record.
  • You also want owned and partner entities.
Omnipresent review

Questions people ask

Is Hastee or Omnipresent better?
Neither clearly leads. Hastee starts at On request and Omnipresent at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Omnipresent?
Hastee starts at On request and Omnipresent at On request.
Does Hastee or Omnipresent run on more platforms?
Hastee runs on Web, iOS, Android. Omnipresent runs on Web.
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 Omnipresent is typically brought in for.
What can Hastee do that Omnipresent cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Omnipresent covers Employer of record, Owned and partner entities, Country cost calculator, Negotiated local benefits.

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.

Omnipresent: Which countries are owned entities?

Omnipresent owns entities in a subset of its 160-plus country coverage and uses vetted partners elsewhere. Request the list for your specific countries before signing.

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.

Omnipresent: Why is it more expensive than the budget EORs?

It bundles named advisory support and locally negotiated benefits rather than selling a self-service platform at a low headline rate.

Hastee: Who owns Hastee now?

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

Omnipresent: Does the quoted fee include employer taxes?

No. Employer contributions, statutory deposits and currency conversion are separate from the per employee platform fee.

Omnipresent: When should we stop using an EOR?

Once a country reaches roughly fifteen to twenty employees, running your own entity is usually cheaper and gives you direct control of employment terms.

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