Payroll · head to head
Hastee vs OnPay
Hastee
Payroll
United Kingdom earned wage access, now part of the Zellis group
- From
- On request
- Rated
- -
OnPay
Payroll
Single-plan United States payroll with unlimited pay runs and support for awkward tax situations other providers avoid
- From
- On request
- Rated
- -
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.; OnPay onPay operates only in the United States, so the first international hire means a second payroll vendor and a separate compliance model.
- They diverge on capability: Hastee covers Earned wage withdrawals, OnPay covers Single plan.
- Prices and features above were last checked on 1 September 2026.
Where they differ
Only the attributes on which Hastee and OnPay actually diverge.
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 OnPay
- Single plan
- Tax filing and payment
- Vertical payroll support
- Benefits brokerage
- Workers compensation
- Contractor payments
- Basic HR tools
- Accounting integrations
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 OnPay
- A hospitality employer using early pay access as a recruitment and retention claimnot OnPay
- A Zellis or Moorepay payroll customer adding wage access without a separate payroll integration projectnot OnPay
- An employer replacing ad hoc manual salary advances processed by finance each monthnot OnPay
OnPay
- A farm running agricultural payroll that needs Form 943 rather than the standard quarterly filingnot Hastee
- A church or nonprofit with clergy compensation rules that mainstream providers decline to handlenot Hastee
- A restaurant group needing tip credit and minimum wage make-up calculated correctly each pay periodnot Hastee
- A small business that wants one price for payroll rather than a tiered plan it has to keep upgradingnot 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.
OnPay
- OnPay operates only in the United States, so the first international hire means a second payroll vendor and a separate compliance model.
- There is no native mobile application, only a responsive web interface, which employers with field or shift-based staff notice immediately.
- The HR functionality is administrative and does not replace an HRIS, so performance, learning and any real workflow automation need another product.
- Time and attendance is handled through integrations rather than natively, meaning hours arrive from a third-party system that has to be reconciled when it disagrees with payroll.
- Reporting is functional but limited, and companies that want cost analysis by department, project or location generally export to a spreadsheet rather than build it in the product.
Pricing, plan by plan
Hastee
On request- Hastee for employers$undefined/year
- Free for the employer to offer in the standard model
- Employee gets one free withdrawal per month up to £100
- Further withdrawals charged to the employee at 2.5 per cent of the amount
OnPay
On request- OnPay$undefined/month
- One published plan combining a flat monthly base fee with a per person charge
- No feature tiers, upgrades or add-on modules
- Unlimited pay runs and multi-state filing included
Which should you pick?
Choose Hastee if
- You need earned wage withdrawals.
- You work on Web, iOS, Android.
- You also want free monthly allowance.
Questions people ask
- Is Hastee or OnPay better?
- Neither clearly leads. Hastee starts at On request and OnPay at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
- Which is cheaper, Hastee or OnPay?
- Hastee starts at On request and OnPay at On request.
- Does Hastee or OnPay run on more platforms?
- Hastee runs on Web, iOS, Android. OnPay 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 OnPay is typically brought in for.
- What can Hastee do that OnPay cannot?
- Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. OnPay covers Single plan, Tax filing and payment, Vertical payroll support, Benefits brokerage.
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.
OnPay: How is OnPay priced?
As a single published plan with a flat monthly base fee plus a charge per person paid, with no feature tiers. Contractors are charged at the same per person rate as employees.
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.
OnPay: Does it handle payroll outside the United States?
No. It is US-only, in all fifty states, including multi-state filing at no extra cost.
Hastee: Who owns Hastee now?
Zellis, the UK payroll group that also owns Moorepay and Benefex, acquired Hastee in June 2025.
OnPay: Why do farms and churches use it?
It supports Form 943 agricultural filing, clergy housing allowance and Social Security exemption rules, and 501(c)(3) nonprofit payroll, which several larger providers do not.
OnPay: Is there a mobile app?
No. Employers and employees use a responsive web interface, which is a genuine gap for shift-based workforces.
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