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Payroll · head to head

Immediate vs SalaryFits

Immediate logo

Immediate

Payroll

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

From
On request
Rated
-
Full reviewWebsite
SalaryFits logo

SalaryFits

Payroll

Brazilian employee benefits and earned wage access app, owned by Serasa Experian since 2024

From
Free
Rated
-
Full reviewWebsite

The short version

  • Only SalaryFits has a free tier, so it costs nothing to try first.
  • 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.; SalaryFits it only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.
  • They diverge on capability: Immediate covers Digital tip disbursement, SalaryFits covers Discount club.
  • Prices and features above were last checked on 1 September 2026.

Where they differ

Only the attributes on which Immediate and SalaryFits actually diverge.

Attributes where Immediate and SalaryFits differ
AttributeImmediateSalaryFits
Starting priceOn requestFree
Pricing modelquoteFree for employers, fees apply to advances and loans
Free tierNoYes

Identical on both: 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

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

Only in SalaryFits

  • Discount club
  • Payroll-deduction loans
  • Financial marketplace
  • Zero employer cost
  • Serasa credit integration

Both cover

  • Earned wage access

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 SalaryFits
  • An employer that must issue final pay quickly on termination in states with strict deadlinesnot SalaryFits
  • A hotel or care operator with unbanked staff needing pay cards alongside wage accessnot SalaryFits
  • A high-turnover hourly employer using same-day pay access as a recruiting messagenot SalaryFits

SalaryFits

  • A Brazilian employer wanting a zero-cost benefit to add discount and advance access for staffnot Immediate
  • An HR team wanting earned wage access without building payroll advance infrastructure in housenot Immediate
  • A company wanting to offer payroll-deduction credit access underwritten with bureau-grade datanot Immediate
  • An employer consolidating several point benefits into one branded app for staffnot 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.

SalaryFits

  • It only operates in Brazil, tied to Brazilian payroll and labour law, so it is not an option for any multinational benefits programme outside that market.
  • Ownership by Serasa Experian, a credit bureau, puts consumer credit data and workplace financial wellness in the hands of the same company, which some employees and employers may view as a conflict of interest.
  • Salary advances and payroll loans carry real fees and interest even though the base app is free to the employer, so the actual cost to employees is not zero despite the marketing framing.
  • As with any earned wage access product, heavy reliance on advances can mask underlying pay adequacy problems rather than solve them, and repeated use signals financial distress that a purely additive benefit narrative does not capture.
  • Independent, English-language documentation and support are thin, since the product and its support model are built around Brazilian Portuguese speaking employers and employees.

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

SalaryFits

Free
  • SalaryFitsFree
    • No employer subscription cost
    • Discount club free to employees
    • Salary advance and consigned loan fees apply per transaction

Which should you pick?

Choose Immediate if

  • You need digital tip disbursement.
  • You work on Web, iOS, Android.
  • You also want off-cycle payments.
Immediate review

Choose SalaryFits if

  • You need discount club.
  • You want to start without paying.
  • You work on Web, iOS, Android.
  • You also want payroll-deduction loans.
SalaryFits review

Questions people ask

Is Immediate or SalaryFits better?
Neither clearly leads. Immediate starts at On request and SalaryFits at Free, and user ratings are close enough to be indistinguishable. Choose on capability and platform support.
Which is cheaper, Immediate or SalaryFits?
SalaryFits has a free tier; the other does not. Paid plans start at On request for Immediate and Free for SalaryFits.
Does Immediate or SalaryFits run on more platforms?
Both run on Web, iOS, Android, so platform support will not decide this one for you.
Can I use SalaryFits for free?
Yes. SalaryFits has a free tier, so you can try it without paying. Immediate starts at On request.
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 SalaryFits is typically brought in for.
What can Immediate do that SalaryFits cannot?
Immediate covers Digital tip disbursement, Off-cycle payments, Pay cards, Payroll deduction. SalaryFits covers Discount club, Payroll-deduction loans, Financial marketplace, Zero employer cost. Both handle Earned wage access.

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.

SalaryFits: Is SalaryFits still an independent company?

No. It was acquired by Serasa Experian, with the deal approved by Brazil's CADE antitrust authority in 2024, and now operates as part of that group.

Immediate: Can it replace cash tip-outs?

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

SalaryFits: Does it cost the employer anything?

The base discount club and app access are free to employers; advances and payroll loans carry fees and interest paid by employees.

Immediate: Is Immediate still trading?

Yes. It is an independent Birmingham, Alabama company and joined the American Fintech Council in 2025.

SalaryFits: Does it operate outside Brazil?

No, it is built specifically for the Brazilian market.

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