Rippling

The Rippling Corporate Card provides a primary reward of unlimited 1.75% cash back on all purchases, which is owned by the business entity, not the individual employee. While the card does not directly accrue airline miles, the company can use the cash back for any business purpose, including travel, or choose to pass rewards to employees. For US customers onboarded since February 10, 2025, the card is issued by Fifth Third Bank via Marqeta and operates as a charge card requiring the balance to be paid in full each cycle. A key feature is its deep integration with Rippling's HRIS for automated, data-driven spending controls, and it does not require a personal guarantee from business owners. However, the service has a monthly fee ranging from $0 to $11 per employee, and late fees apply to unpaid balances. This structure offers businesses a straightforward cash back system with centralized control, embedded within a comprehensive workforce management platform.

Rippling allows managers to approve time-off requests and expense submissions through a single, unified mobile application. This is possible due to the platform's single database architecture, which routes all approval requests to a central approval center in the app. The system performs real-time policy checks for expenses and uses automated notifications to ensure timely action. The app also provides features for managing IT devices, although the direct approval of new device purchases is less explicitly detailed than HR and finance approvals. To access the full range of approval types, an organization must have implemented the corresponding Rippling modules, such as HR and Spend Management. The functionality is designed to streamline administrative tasks for managers by consolidating approvals from multiple business functions.

Rippling can automate HR-triggered workflows across IT and Finance departments using its Workflow Automator, which is built on a unified employee data platform. The system operates on a trigger-and-action model where HR events, such as new hires or terminations, initiate predefined processes. Supported IT actions include automated provisioning for over 650 applications and device management tasks like remote wipes. Finance actions include automatic payroll updates, corporate card issuance, and spend control adjustments. The scope of automation is dependent on the specific Rippling modules an organization has purchased, such as IT Cloud or Spend Management. This capability centralizes administrative tasks by leveraging a single, unified employee data record to reduce manual intervention.

Rippling can automatically create and manage Slack and Microsoft Teams channels for new hires based on their department and other attributes. This automation is powered by a feature called 'Supergroups,' which are dynamic, rule-based groups defined by employee data from the core HRIS. When a new hire event occurs, pre-configured workflows automatically add the employee to relevant channels or create new ones based on their role, location, or department. The integration supports both Slack and Microsoft 365, ensuring channel memberships are automatically updated as an employee's role changes or upon their termination. The effectiveness of this automation relies on accurate employee data and proper administrative configuration of the Supergroups and workflow rules. This functionality is a component of Rippling's broader App Management solution, which automates provisioning across hundreds of applications.

Rippling enables companies to process global payroll and expense reimbursements together in a single pay run. This is achieved through a native integration where approved expenses from the Rippling Spend module automatically sync with the Rippling Payroll system. The platform supports payments in over 100 local currencies and consolidates salary and reimbursements into a single transaction for each employee. This unified process eliminates manual data entry and can reduce the number of separate international transactions and associated fees. However, to be included in a specific pay run, expense approvals must be completed before the payroll processing deadline. This integrated capability streamlines financial operations for global teams by unifying disparate payment workflows.

Rippling can send automated Slack notifications when high-value expenses are approved by using its Workflow Automator in conjunction with its Spend Management module. Administrators configure 'if-then' workflows that trigger when an expense is approved and its value exceeds a predefined threshold, such as $5,000. These automated notifications can be sent as direct messages to specific individuals, like a CFO, or to designated public or private Slack channels. Rippling's 'employee graph' allows for dynamic routing of these alerts to specific roles, ensuring the correct stakeholders are informed promptly. This functionality requires the Rippling Spend Management module and proper configuration of both the workflow rules and the Slack integration. The notifications are sent immediately after approval, providing real-time visibility into significant company expenditures.

Yes, Rippling automates the laptop retrieval process for departing employees by automatically shipping a return kit with a prepaid label as part of its offboarding workflow. The process is triggered by the employee's termination in the HR system and uses their address on file to dispatch the packaging. Administrators and former employees receive end-to-end tracking notifications, from the kit's shipment to the device's receipt at a warehouse. Upon return, devices undergo a 10-point inspection and a secure data wipe before being added back to the company's inventory for redeployment. However, the process relies on the former employee's compliance, though automated reminders can be configured via 'Workflow Studio' to mitigate delays. This feature streamlines asset recovery for remote workforces and integrates logistics directly with HR and IT inventory management.

Yes, Rippling automates laptop shipping and retrieval by using its HR and payroll system as a trigger for hardware logistics. When a new employee is onboarded in the payroll system, it can initiate the shipping of a pre-configured laptop directly to their address from a Rippling warehouse. Conversely, terminating an employee in the system automatically starts a retrieval process, which includes sending a prepaid return box to the employee. Returned devices undergo secure data wiping compliant with NIST SP 800-88 standards and are then stored in a 'cloud IT closet' for redeployment. This functionality is part of the 'Rippling IT' suite and requires subscriptions to the 'Device Management' and 'Inventory Management' modules. By linking payroll events to physical asset logistics, Rippling streamlines hardware management for distributed and global workforces.

Rippling can automatically suspend email access for hourly workers when they clock out, a feature designed for labor law compliance and security. This functionality is enabled by the integration of its Time & Attendance, Identity Management, and Workflow Studio modules. When an hourly employee clocks out, a pre-configured workflow triggers an API call to suspend their account in integrated applications like Google Workspace or Microsoft 365. This automated process helps prevent 'off-the-clock' work, which can create wage and hour liabilities under laws like the FLSA. The primary limitation is that this feature requires subscribing to all three necessary Rippling modules and only works for applications connected to Rippling's identity management system. Access is automatically restored when the employee clocks back in for their next shift.

Yes, Rippling automatically syncs its HRIS data to both on-premises Active Directory (AD) and Microsoft Entra ID without manual entry. The synchronization is achieved through an event-based, API-driven provisioning model where Rippling acts as the source of truth for employee identity. This automates the full Joiner-Mover-Leaver lifecycle, including creating accounts for new hires, updating profiles for promotions, and disabling accounts upon termination. The integration supports on-prem, cloud, and hybrid AD environments but requires a Microsoft Entra ID Premium P1 or P2 license. A significant limitation is that the integration currently only supports the provisioning of user objects and cannot automatically create or manage groups in Active Directory due to Microsoft API restrictions. Therefore, while user account management is fully automated, group membership management within AD may still require separate processes.

Yes, Rippling supports visa sponsorship and employee relocation through its Employer of Record (EOR) and Global Payroll services. Through its EOR service, available in over 80 countries, Rippling can act as the legal visa sponsor for employees in countries where the client company lacks its own entity. For companies with their own legal entities, the Global Payroll platform provides administrative tools to track immigration statuses and manage documentation. When an employee relocates, the system automatically updates their payroll, tax filings, and statutory benefits to comply with the new jurisdiction's laws. Companies should be aware of legal limitations on EOR services in certain countries, such as an 18-month maximum duration for EOR employment in Germany. This integrated approach allows businesses to manage global mobility, compliance, and payroll within a single platform.

Yes, Rippling's HR software automatically updates state and local tax compliance when an employee's address is changed within the system. The automation is triggered by an explicit data update to an employee's profile, which causes the integrated payroll engine to recalculate all applicable tax withholdings for the new jurisdiction. The platform can also automate the tax registration process with new state agencies when an employee's move establishes a new tax nexus for the company. Rippling's system is designed to handle complexities such as local taxes and state reciprocity agreements. However, the accuracy of this automation is entirely dependent on the timely and correct entry of employee address data, as it does not use passive location tracking for tax purposes. While the software automates many tasks, employers retain the ultimate legal responsibility for ensuring overall tax compliance.

Rippling's platform can automatically revoke both digital application access and physical building badge access when an employee is terminated. The offboarding workflow disables the employee's Single Sign-On (SSO) and uses SCIM to de-provision accounts in over 600 integrated applications. For physical security, Rippling integrates with access control systems like Kisi, Envoy, and Openpath to deactivate building badges via API calls. This entire process is triggered by changing the employee's status in Rippling's unified HR database, known as the 'Employee Graph.' However, this automation is contingent on administrators having pre-configured the necessary integrations with both the software applications and the physical access control systems. This centralized offboarding capability enhances security by ensuring a swift and comprehensive revocation of access across both digital and physical domains.

Yes, the Rippling Learning Management System (LMS) automatically assigns state-based compliance training to employees. This is accomplished through configurable 'enrollment rules' that use an employee's work location and job role data from the core HR platform to trigger course assignments. The system includes a pre-loaded library of courses, such as sexual harassment training, designed to meet specific requirements in states like California, New York, and Illinois. Rippling LMS also automates recertification by tracking expiration dates and sending reminders to ensure ongoing compliance. However, the system's effectiveness is entirely dependent on the initial setup of enrollment rules by an administrator and the accuracy of the employee data within the platform. This automation helps businesses manage compliance across multiple jurisdictions but requires diligent data management to function correctly.

Yes, Rippling offers a unified platform that combines its Employer of Record (EOR) services with automated IT equipment provisioning for global hiring. This integration allows companies to compliantly hire employees in over 80 countries and, within the same onboarding workflow, trigger the ordering, pre-configuration, and international shipping of IT devices like laptops. Rippling manages the logistics, including customs, and provides 'zero-touch deployment' by pre-installing software and security settings. The platform also automates device retrieval during offboarding, sending a return kit and managing secure data wiping and inventory restocking. However, direct device ordering is primarily limited to the US and Canada, though warehousing services are expanding globally. This integrated service connects HR events directly to IT hardware lifecycle management, streamlining operations for a distributed workforce.

Yes, Rippling offers a single platform with natively integrated Applicant Tracking (ATS), Payroll, and Identity Management modules built on a shared employee database. This 'Single Source of Truth' architecture allows data to flow automatically from the candidate stage to active employment without third-party middleware. When a candidate is hired via the 'Rippling Recruiting' ATS, their data automatically creates an employee record that populates the payroll system and triggers the identity management module to provision application access. The platform uses 'Supergroups' for dynamic Role-Based Access Control (RBAC), which automatically adjusts permissions based on an employee's role or department. While deeply integrated, the platform also supports connections to over 600 third-party applications and can integrate with existing HRIS systems like Workday. This unified approach automates the entire employee lifecycle, ensuring data consistency and security from onboarding to offboarding.

Rippling offers a single platform that integrates global payroll processing with device inventory management. The system uses a unified employee database to link payroll records directly to assigned hardware assets, providing a single source of truth. This integration automates workflows, allowing administrators to trigger device shipping from inventory during payroll onboarding and manage device retrieval during offboarding. Rippling's native inventory tools track device details like serial numbers and assignees, and its logistics network supports device warehousing in over 27 countries. A notable limitation is that direct hardware purchasing through the Rippling Store is currently restricted to the US and Canada. This unified approach provides real-time visibility into asset allocation and streamlines financial and IT operations for global companies.

Rippling provides native global payroll processing, utilizing its own in-house payroll engines in supported countries rather than relying on third-party aggregators. This direct processing mechanism is built on a unified platform that integrates with its core HRIS, Time & Attendance, and finance modules. The system supports payroll in over 185 countries, with its most direct 'Local Payroll' infrastructure available in 7 major markets including the US, UK, and Canada. Compared to aggregator models that can require 15-30 day lead times, Rippling's native processing allows for adjustments to be made less than five days before payday. A key limitation is that the deepest level of native processing is not yet available in all countries, and the full benefits are best realized by adopting multiple integrated Rippling modules. Ultimately, this approach provides organizations with greater visibility, faster processing timelines, and more direct control over their global payroll operations.

Rippling offers a single, unified platform that integrates headcount planning, payroll processing, and corporate expense cards. The system is built on a single employee record, enabling a seamless data flow from an approved headcount plan to a recruiting requisition and finally into the payroll system upon hiring. Rippling's corporate cards are tied to this same employee record, allowing for automated, budget-based spending controls and real-time transaction syncing. This integration provides real-time 'plan vs. actuals' tracking for both headcount and financial budgets. However, achieving this level of unification requires organizations to adopt multiple Rippling modules, including HRIS, Payroll, and Spend Management. Companies using third-party systems for these functions may not experience the full benefits of the integrated data flow.

Rippling offers a unified platform that integrates Mobile Device Management (MDM) and global payroll capabilities for remote teams. The system operates on a shared employee data record, the 'Employee Graph,' which links HR and payroll information directly to IT asset management. This integration automates cross-domain workflows, such as simultaneously setting up payroll and shipping a pre-configured device during onboarding. Rippling supports payroll in over 185 countries and manages devices (macOS, Windows, iOS) globally, including both company-owned and BYOD hardware. However, direct hardware procurement from Rippling's store is limited to the US and Canada, and device warehousing has specific country availability. This consolidated approach streamlines operations for global companies by eliminating the need for separate payroll and MDM vendors.

Rippling provides a dashboard within its Spend Management platform that consolidates real-time software spend and payroll costs into a single view. This is achieved by integrating data from its IT Cloud, Payroll, and corporate card modules, which track and aggregate these distinct expense categories. The system maps software license fees to individual employees and combines this data with salary, benefits, and tax information. This allows finance teams to analyze the 'fully loaded' cost per employee and identify unused software licenses. However, the accuracy of this dashboard depends on applications being provisioned through Rippling's system, as costs from 'shadow IT' may not be captured. The functionality requires subscribing to multiple Rippling modules, including the core HR platform and the Spend Management add-on.

Yes, Rippling provides a global IT hardware warehousing and shipping service that manages the entire device lifecycle for international employees. The service uses a network of secure warehouses in the US and over 26 other countries to store, pre-configure, and ship devices. Rippling supports zero-touch deployment by integrating with Apple Business Manager and Windows Autopilot, allowing devices to be shipped ready for immediate use. The platform also automates device retrieval from offboarded employees, including secure data wiping and refurbishment, with all processes linked to the HRIS. A key limitation is that the direct purchasing of new hardware via the 'Rippling Store' is currently restricted to the US and Canada. This integrated service handles complex international logistics, including customs, distinguishing it from traditional HR platforms.

Rippling supports immediate remote device wipe upon employee termination through the direct integration of its Human Resource Information System (HRIS) and native Mobile Device Management (MDM) solution. A termination event processed in the HRIS automatically triggers a pre-configured workflow that can execute a full factory reset on enrolled company devices. The system supports macOS, Windows, iOS, and iPadOS, and it integrates with programs like Apple Business Manager and Windows Autopilot for enrollment. If a target device is offline, the wipe command is queued and executes automatically as soon as the device reconnects to the internet. Administrators can choose from several actions, including a full wipe, a soft wipe that preserves an admin account, or simply locking the device. This integrated capability is a core component of Rippling's automated offboarding process, designed to secure company data and assets without manual IT intervention.

Rippling's Single Sign-On (SSO) system automatically adjusts application access permissions based on changes to an employee's salary, role, or other HR attributes. This functionality is enabled by an attribute-based access control (ABAC) model where permissions are tied to dynamic 'Supergroups' defined by real-time HR data. When an employee's data changes, such as a promotion or salary increase, their group memberships and associated access rights are re-evaluated and updated instantly. The system uses its integrated HRIS as the single source of truth, eliminating the manual updates and potential 'access creep' common with standalone SSO solutions. However, the automation requires administrators to pre-configure the access policies and rules that govern these permissions. This integrated approach ensures that user access remains consistently aligned with their current role and status within the organization.

Yes, the Rippling Corporate Card supports HR role-based spending limits by directly integrating with the platform's unified HRIS data. The system uses dynamic 'Supergroups' to automatically apply specific spending policies based on employee attributes like job title, department, and seniority level. Finance teams can set granular controls, including transaction caps and merchant category blocks, which are enforced in real-time at the point of sale. When an employee's role changes in the HR system, their card permissions and spending limits update automatically without manual intervention. However, this functionality requires the initial configuration of spend policies and is part of the paid Rippling Spend Management module. This integration provides automated financial controls that are always in sync with an employee's current organizational status.

Rippling facilitates automated R&D tax credit calculations by integrating its payroll system with specialized AI partners like Boast AI and Neo.Tax. The system uses Rippling's 'Employee Graph' to capture granular payroll data, such as job codes and wages, which serve as the basis for identifying Qualified Research Expenses (QREs). Partner platforms ingest this data via API to analyze it against IRS Section 41 criteria and generate the necessary audit-ready documentation and tax forms. This process supports claims for the federal R&D tax credit, including the payroll tax offset for Qualified Small Businesses, which is capped at $500,000 annually. However, eligibility is contingent on meeting the IRS's stringent 'Four-Part Test,' and companies are responsible for maintaining thorough substantiation for all claimed activities. Rippling provides the foundational data automation, while its integrated partners perform the complex tax analysis and compliance documentation.

Rippling detects shadow IT applications by integrating with an organization's identity providers, such as Google Workspace or Microsoft 365, and monitoring their authentication logs. The system identifies when an employee uses their corporate credentials to sign into a new or unapproved third-party application via OAuth. Each detected application is automatically linked to the specific employee's profile within the Rippling HRIS, providing administrators with clear visibility. Administrators can then review the application, block its use, or formally manage it through the company's Single Sign-On (SSO) catalog. However, this detection method is limited to identity provider-based sign-ins and will not capture applications where employees register directly with an email and password. This capability is a core component of Rippling's broader Identity and Access Management (IAM) platform, which also enforces device trust policies.

Rippling automates Mac and Windows device setup using offer letter details like role and department to trigger a 'zero-touch' deployment workflow. The system integrates with Apple Business Manager (ABM) and Windows Autopilot, allowing pre-configured devices to be shipped directly to new hires. Upon first boot and connection to the internet, the device automatically enrolls in Rippling's Mobile Device Management (MDM) system. It then receives its assigned configuration, which includes specific applications, security policies like FileVault or BitLocker encryption, and network settings. This process is contingent on the device being pre-registered in ABM or Autopilot and requires an internet connection during setup. This integration of HR data with IT device management streamlines onboarding, ensures consistent and secure configurations, and reduces manual IT intervention.

Rippling automates the generation and electronic submission of Canadian Record of Employment (ROE) forms by integrating its payroll system directly with Service Canada's requirements. The platform automatically populates the ROE with an employee's insurable hours and earnings from payroll data following an interruption of earnings, such as a termination or leave. Features released in 2025 allow administrators to preview, modify, and approve ROEs before submission and manage all filings from a centralized 'Records' tab. Rippling facilitates direct electronic filing to Service Canada, helping employers meet the mandatory 5-day submission deadline. However, the accuracy of the automated ROE is entirely dependent on the correct and timely entry of payroll data within the Rippling system. Employers retain the final legal responsibility for the accuracy of the submitted information and must ensure data integrity, especially in complex employment situations.

Rippling provides real-time headcount tracking by integrating its Headcount Planning, HRIS, and Payroll modules on a single, unified platform. The system ingests budget data via CSV or integrations with accounting software and automatically reconciles it against live payroll expenditures. Real-time dashboards offer variance analysis of planned versus actual costs, which can be filtered by department, role, and location. Automated guardrails can block out-of-budget hire requisitions at the offer stage and route them for finance approval. The system's effectiveness is highly dependent on an organization using Rippling's consolidated suite for HR, payroll, and recruiting. This approach converts static budget planning into an operational control system with continuous, real-time feedback.

Rippling syncs insurance deductions with carrier bills using a unified platform where benefits, payroll, and HR data are interconnected in real-time. The system leverages over 500 in-house EDI and API integrations to automatically transmit enrollment and termination data to insurance carriers, often using the X12 834 standard. Rippling's software then automatically reconciles payroll deductions against carrier invoices, flagging discrepancies like charges for terminated employees to prevent overpayment. Before finalizing payroll, administrators can use 'pre-submit previews' to review deduction anomalies and approve retroactive adjustments. However, the reconciliation process can be affected by external carrier-side processing lags, which may delay updates on the carrier's end. This automated approach significantly reduces the need for manual, error-prone invoice reviews.

Rippling's dashboard shows which employees have access to sensitive finance data through its integrated Identity and Access Management (IAM) system and a centralized reporting module. The system uses dynamic, attribute-based rules called 'Supergroups' and automated provisioning to grant, modify, and revoke access to over 650 integrated applications in real-time based on an employee's role or status. Administrators can use a 'Report Builder' to generate custom, real-time reports on access control, with visibility into finance apps like NetSuite and Sage Intacct. The platform captures comprehensive, encrypted audit logs of all access events, which provides the necessary evidence for compliance audits such as SOC 2. However, this direct dashboard visibility is primarily limited to applications that are formally integrated with the Rippling platform. For non-integrated legacy applications, Rippling provides a level of control and auditability through its built-in password manager, RPass.

Rippling's unified employee database, known as the 'Employee Graph,' acts as a single source of truth to synchronize data across HR, IT, and Finance systems. When an employee's record is updated in the central database, the change automatically propagates in real-time to all native Rippling modules like Payroll and Spend Management. For example, a promotion can simultaneously update salary, adjust corporate card limits, and grant new software access. For over 650 third-party applications, data is synced in near-real-time using standard protocols like SCIM, SAML, and APIs. While this architecture provides deep automation, its effectiveness is greatest with native modules, as the capabilities of third-party integrations can vary. This unified data model eliminates manual data entry between departments, reduces errors, and ensures consistent policy enforcement.

Rippling's platform allows administrators to initiate the core administrative setup for a global employee's onboarding in approximately 90 seconds. This speed is achieved through a unified system that automates parallel workflows for HR, IT, and Finance from a single point of data entry. The platform supports various employment types, including Employer of Record (EOR) in over 185 countries, direct hires, and international contractors. Key automated actions include payroll setup, benefits enrollment, provisioning for over 650 applications, and device logistics management. However, the total onboarding timeline is subject to variables such as initial platform implementation, which can take around one month, and external factors like background checks and hardware shipping. Therefore, the 90-second metric represents the administrative setup time, not the total time until an employee is fully operational.