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Payroll · head to head

Hastee vs Rain Instant Pay

Hastee logo

Hastee

Payroll

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

From
On request
Rated
-
Full reviewWebsite
Rain Instant Pay logo

Rain Instant Pay

Payroll

US earned wage access with a free ACH option and a paid instant transfer

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.; Rain Instant Pay the free option takes one to three business days, so in practice employees who need money urgently pay the instant fee, which makes the free tier close to theoretical.
  • They diverge on capability: Hastee covers Earned wage withdrawals, Rain Instant Pay covers Earned wage calculation.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Hastee and Rain Instant Pay actually diverge.

Attributes where Hastee and Rain Instant Pay differ
AttributeHasteeRain Instant Pay

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
  • Employer reporting
  • Code of practice alignment

Only in Rain Instant Pay

  • Earned wage calculation
  • Instant transfer
  • Free ACH transfer
  • Payroll deduction file
  • Employer dashboard
  • Tip and off-cycle payouts

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

Rain Instant Pay

  • A senior living operator trying to fill open shifts by offering same-day access to earned paynot Hastee
  • A restaurant group replacing paper cheque advances and cash tip payoutsnot Hastee
  • A staffing agency competing for hourly workers who compare pay access when choosing assignmentsnot Hastee
  • An employer with high first-90-day turnover wanting a retention lever that does not raise wage costnot 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.

Rain Instant Pay

  • The free option takes one to three business days, so in practice employees who need money urgently pay the instant fee, which makes the free tier close to theoretical.
  • Fees of two to four dollars on small withdrawals represent a high effective cost to the worker, and employers who market it as a free benefit are describing their own invoice, not the employee experience.
  • Access is capped at roughly half of earned wages per pay period, which frequently falls short of what an employee in genuine difficulty needs and pushes them to other credit anyway.
  • It requires reliable time and attendance integration, and employers with manual timekeeping or multiple payroll systems face a long implementation before anyone can draw a cent.
  • US state-level earned wage access regulation is still changing, and a company operating across many states can find rules on fees and disclosures differ by jurisdiction mid-contract.

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

Rain Instant Pay

On request
  • Rain Instant Pay$undefined/year
    • Employer cost quoted, commonly no subscription fee
    • Employee pays roughly 1.99 to 3.99 per instant transfer
    • Standard ACH transfer free to the employee, one to three days

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 Rain Instant Pay if

  • You need earned wage calculation.
  • You work on Web, iOS, Android.
  • You also want instant transfer.
Rain Instant Pay review

Questions people ask

Is Hastee or Rain Instant Pay better?
Neither clearly leads. Hastee starts at On request and Rain Instant Pay at On request, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Hastee or Rain Instant Pay?
Hastee starts at On request and Rain Instant Pay at On request.
Does Hastee or Rain Instant Pay 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 Rain Instant Pay is typically brought in for.
What can Hastee do that Rain Instant Pay cannot?
Hastee covers Earned wage withdrawals, Free monthly allowance, Payroll and time integration, Employer policy controls. Rain Instant Pay covers Earned wage calculation, Instant transfer, Free ACH transfer, Payroll deduction file.

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.

Rain Instant Pay: Does the employer pay anything?

Usually not a subscription. The revenue comes from employee instant transfer fees, unless the employer chooses to subsidise them.

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.

Rain Instant Pay: How much does an employee pay?

Nothing for a standard ACH transfer taking one to three days, and roughly 1.99 to 3.99 for an instant transfer to a debit card.

Hastee: Who owns Hastee now?

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

Rain Instant Pay: How much can be withdrawn?

Typically up to about 50 percent of wages earned so far in the current pay period.

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