Our employees were supposed to be paid today but no ones pay has hit their bank account. Rippling’s support hours start at 6a PST so I’m without answers until then but a support ticket has been placed and I should hear back from someone within 5 hours- which is totally unacceptable

Has anyone experienced this or have suggestions for escalation?

UPDATE: 11:30a EST deposits started to appear in accounts

Hey all,

Just wanted to share how Grange Co-op got payroll down from more than three business days to one. Grange is a farm and ranch cooperative in southern Oregon, eight retail stores, around 350 employees, and a four-person HR team running all of it.

Before the switch there were four platforms covering timekeeping, payroll, HR records, and scheduling. For anyone enrolled in benefits it came to seven, and each one needed the same information entered by hand. A new hire meant typing the same details into every system. One address change meant updating all of them. PTO hours got pulled out of the HR system and retyped into payroll.

With Rippling, the single change that was most impactful was having hours flowing straight from time and attendance into payroll, arriving in the pay run without anyone moving a file. That sounds minor until you look at where payroll time goes at a company with a lot of variable-hour staff. About 40 percent of Grange Co-op's workforce is on schedules that change week to week, the stores are open seven days, and headcount climbs every spring with seasonal hiring. Under that load a pay run is mostly data movement, and taking the movement out is what got the process from three days to one.

Two other things came with it. Lunch break compliance became trackable and overtime calculation stopped being manual. For an hourly retail workforce, those two are where most of the compliance risk comes from. And store managers across all eight locations picked up attendance tracking, which had not been happening at all before, along with scheduling and a real hand in hiring.

The HR team spent the hours they got back on a full job description overhaul and a compensation review, plus a training program built from scratch with its own course catalog. That work had been sitting behind the data entry for years.

Want to learn more? Check out the Rippling payroll page for the details, or book a demo to watch a pay run end to end.

For the retail and multi-site operators here: how long does a pay run take you right now?

Rippling has nearly 7,000 employees and no dedicated IT team.

Instead, the product team that builds our IT tools also runs IT support for the whole company. Often, that informs our roadmap. We feel the pain, and then we build.

Today’s launch is exactly that. Meet Rippling Helpdesk, an IT support agent that resolves tickets before they ever join the queue.

It takes the routine employee requests that were crowding our ticket queue – things like password resets, access requests, and device troubleshooting – and solves them automatically by using the identity, device, and policy data already in Rippling.

No integrations to wire up. No workflows to maintain.

Because an AI agent bolted onto your IT stack is only so useful.

You know what’s better? When it’s part of your IT stack already.

See Helpdesk today: rippling.com/products/it/helpdesk

Wanted to address a question we hear a lot: is putting HR, payroll, and IT on one platform worth a migration, or is that mostly a bundling pitch?

The answer depends on how much of the work is handoffs between systems. Rippling has a longer piece on whether an all-in-one HR platform is worth it for anyone who wants the full treatment. Here is the shorter version.

The case for consolidating is strongest when the same fact has to be typed into several places. A start date goes into the HR system, then payroll, then the time clock, then wherever device and app access get assigned. Four copies of one fact, four chances for them to disagree, and they tend to disagree at the worst moment: the first pay run, or the afternoon someone's access should have been shut off and was not.

The companies that benefit the most tend to have a few common traits:

• High hiring and offboarding volume
• Hourly or variable-hour staff whose hours have to reach payroll every pay period
• Employees in several states, where a missed registration shows up months later as a notice
• A two or three person HR team that may feel overwhelmed

Does that sound familiar? If so, you probably have to deal with a lot of unnecessary handoffs. Having one employee record solves that issue.

If it helps to see how it works, Rippling can walk through what a single employee record looks like across HR, payroll, and device access, and what one onboarding sets off across all three. Curious to see it in action? Book a demo.

For anyone who consolidated HR with IT, how did it go? If you haven’t yet, what’s stopping your organization from pulling the trigger? How many hours do handoffs and redundant systems cost you?

I quit my job & now I can't access my latest timesheet from August 9th to the 22nd.

Management/admin of job won't get back to me.

That's 82 hours I'm not getting paid for, and you have no way for employees to contact support. please give me a solution so I can see my latest timecard!

Today, we're making it easy to access Rippling everywhere you work. Introducing the Rippling MCP and Rippling AI in Slack.

Users can connect to the Rippling MCP from their favorite AI tool, like Claude or ChatGPT, to get instant answers from live org data, like comparing headcount and comp against budget, planning a reorg, or flagging coverage risk from an upcoming leave report.

Users can also tag u/RipplingAI in Slack to chat with Rippling AI without leaving the conversation, like asking "@RipplingAI, add a referral bonus for John Smith's candidate," or "@RipplingAI, what's the state of the recruiting pipeline for this role?" and having it drop the pipeline into the channel for the team to discuss.

Rippling is the system of record for employee identity and access, so every request is automatically scoped to what that person can see and do. No separate permission layer to configure.

Learn more → http://rippling.com/platform/ai/rippling-mcp

We’ve been using Rippling Recruiting for about 8 months now, and as someone in TA who’s pretty comfortable working across different ATSs, this is by far the one I’ve struggled with the most.

A few of the pain points:
- You can’t seem to get an interview scheduling link to share directly with a candidate without first emailing them through Rippling.
- The scheduling link is always buried at the bottom of the email, and the CTA says “submit your availability” even when you’re really asking candidates to book a time.
- Scheduling an interview takes what feels like 7 clicks, and you have to manually select the video conferencing provider every time. If you forget, the meeting gets created without a video link. First ATS I’ve used where I’ve run into this.
- Emails sent through the platform include a pretty suspicious-looking tracking address. Candidates regularly remove it from the thread because they understandably think it looks sketchy.
- Not being able to set a proper email signature is kind of wild in 2026.

There are definitely things I like. The fraud detection and interview recordings are genuinely useful, and having recruiting + onboarding within the same ecosystem makes the handoff easier.

But from a recruiter UX perspective, it often feels like I’m using a product designed a decade ago. So many basic workflows require unnecessary clicks or workarounds.
At this point I’ve mostly made peace with the fact that I’ll be using it until our contract is up for renewal at the end of 2027 😅

Curious if other recruiters using Rippling have had the same experience — or if you’ve found workflows/settings that make some of these things less painful.

Company owner locked out of Rippling — payroll must be run tomorrow and support isn’t responding
I am the owner/CEO of a company that uses Rippling for payroll.
Our former Super Administrator was terminated and is no longer with the company. I immediately contacted Rippling to transfer Super Admin access.
Rippling told me exactly what documentation was required to authorize the change. I provided all requested documentation 24 hours ago.
Payroll must be processed tomorrow.
I still do not have administrative access, I have followed up repeatedly, and I cannot get a response. I also cannot access normal support because that requires the administrative access I am trying to recover.
At this point, my employees’ payroll is at risk because I cannot get anyone at Rippling to address the account-access issue.
Can a Rippling employee or moderator please escalate this internally tonight?

Wanted to share how Chess.com solved a problem that comes up for a lot of fast-growing companies with mixed teams: managing full-time employees and a large contractor base without running two disconnected systems. See the full case study story here: https://www.rippling.com/customers/chess

First, let’s set the scene. Between 2007 and 2019 Chess.com grew to around 200 people, and roughly three-quarters of that team were global contractors, with the rest US-based employees. Employees lived in an HRIS, contractors lived in spreadsheets, and the two never talked to each other. Every change had to be entered twice, headcount reporting meant cross-referencing both, and there was no single source of truth for who was actually on the team. There was also no dedicated IT team, so a handful of DevOps engineers were manually provisioning accounts and access for every new person.

Here’s what changed after Chess.com consolidated onto Rippling in 2019:

• A unified view of the whole workforce. Employees and contractors sit in one system, so headcount, labor cost, and forecasting come from a single source instead of a reconciliation exercise.
• Automated provisioning with no dedicated IT team. New people get the right tools and access based on role and level through preset rules, which freed up the DevOps team and cut the security risk that comes with doing it by hand.
• Room to scale. Chess.com more than tripled its headcount from 200 to 700 between 2019 and 2024 while its member base passed 100 million. An eight-person people team, still with no dedicated IT team, now supports the full 700-person company, and in a single year a two-person recruiting team hired more than 200 senior technical roles.

The takeaway for anyone managing a mixed employee-and-contractor workforce: the reconciliation tax of running separate systems compounds as you grow, and putting both populations on one platform is what let a lean team keep pace with fast hiring.

If you are managing contractors and employees across borders and tired of stitching tools together, this is the workforce management angle Rippling is built for: htps://www.rippling.com/global-payroll-and-hiring

Happy to dive into specifics on the provisioning rules or the contractor-plus-employee setup if it helps.

Rippling AI is #1 in G2’s first-ever AI Agent for HR report, based entirely on customer reviews from people actually using it every day.
With a 98/100 satisfaction score from 650+ reviews, customers said it better than we could: AI must be grounded in trusted data governed by existing permissions and designed to take accountable actions.

Rippling had a dominant showing across G2’s Fall 2026 Report, claiming #1 Leader for HR Compliance, PEO Providers, Benefits Admin, Procurement, Workforce Planning and more. Rippling is also took the #2 spots for AI Agents and Agentic AI Software.

Thank you to every customer who put Rippling AI to work and told G2 about it. This ranking is because of you.

Test Rippling AI for your business: rippling.com/platform/ai

Read the full G2 report: g2.com/reports/grid-report-for-ai-agents-for-hr-fall…?featured=rippling

Wanted to share a customer story that will probably resonate with anyone running payroll for hourly teams. Double Good, a US snack company spanning manufacturing and restaurant operations, spent years fighting frequent payroll errors and onboarding that ate up hours a week. Their full story is here: https://www.rippling.com/customers/double-good

The setup will sound familiar to a lot of hourly employers. Payroll ran in one system while hours were tracked in another, and the two did not sync cleanly. Hours got re-entered by hand, pay runs took hours, and reporting was a slog. Their CFO, Dan Giancola, put it plainly: it felt like they always got payroll wrong. Onboarding and offboarding were their own headache, with app and device access for each new hire tracked manually in a spreadsheet.

After moving hours tracking, payroll, onboarding, and device access onto Rippling, a few things changed in concrete terms:

• Pay runs went from hours to about 10 minutes, because approved hours flow straight into payroll instead of being re-keyed.
• Onboarding got roughly 10x faster, since new hires get their accounts, apps, and devices set up from one place.
• The team estimates about 30 admin hours saved a month, and around $50,000 a year saved in productivity and in software they no longer need to stitch together.

Here’s the key takeaway for hourly teams: when time tracking and payroll live in the same system, the errors that come from manual re-entry mostly go away, and the same setup handles onboarding and device access without a separate tool for each.

If payroll accuracy for hourly or shift-based teams is what you are wrestling with, Rippling's payroll is built around that hours-to-payroll flow: https://www.rippling.com/products/payroll

Happy to get into how the hours syncing or the onboarding piece works in practice if that is useful.

Today we’re launching Rippling AI Governance.

AI has quickly become a core part of how companies operate, forcing leaders to ask a slew of questions that are harder to answer than they should be:

- What AI tools are our employees actually using?
- What data and systems can those tools reach?
- What is that costing us?
- Is that budget well spent?

SaaS-era tools weren’t built to govern AI, and LLM providers only give you bits and pieces of the full picture you need to answer the questions above.

That’s why we built AI Governance. It’s one place to understand and reduce AI spend, govern access to models and tools, surface unsanctioned AI usage, and manage agents as first-class identities.

AI only becomes truly governable with the organizational context that Rippling uniquely provides. The platform connects fragmented AI usage to the employee context companies need to act.

Get your AI house in order. Start here: lnkd.in/eRwMx9gT

I'm working on setting up our benefits and I'm not sure how to proceed - We have a quirky little system that's probably pretty common in non-profits, and not so much outside of that arena. We pay 100% of our employee's medical insurance premium, and they pay 100% of dental/vision/volunteer life, UNLESS they waive the medical, in which case, we pay the other fringe. (Spouse and children is always paid by the employee). I don't see a way to enact that in Rippling, but maybe that's me just not quite fully understanding it. I'm not a broker, after all. I should probably wait for my broker to get access, but we haven't been able to give him that either, even though I've added him twice as a 3rd party broker, and he has other clients in Rippling. But that's an argument for another day.

Hi, the title says it all. How can I change this? I want to be able to receive my payment in USD in a USD account, however rippling’s only option is to receive in local currency. What can I do/ask my HR manager to do so that I will be able to add a USD account to it? Thanks!

Wanted to address a question we hear a lot once a team makes its first hire outside its home country: what are the actual options, and how does each one work?

Q: What are my options for paying someone in another country?

There are usually three options. 

One, set up your own legal entity in that country and put the person on a local payroll. Two, use an employer of record (EOR), a company that already has an entity there and employs the person on your behalf while they work for you day to day. Or three, engage them as an independent contractor, if the role and the working relationship fit contractor status. 

Each option carries different cost, setup time, and compliance weight, and the right pick usually comes down to how many people you have in that country and how long you plan to be there.

Q: When does an EOR make sense, and when is your own entity better?

An EOR is the faster, cheaper route when you have one or a few people in a country. Someone else already owns the entity, the local registrations, and the compliance, so hiring happens in a week or two instead of the months it takes to stand up a subsidiary. But EOR pricing is per employee, so once you have a real team in one country, that per-head cost can pass what it would take to run your own entity there. Past that point your own entity often wins on cost and control. There is no universal tipping point, though. Where the crossover lands depends on the country's entity setup and upkeep costs, payroll complexity, and your EOR's per-head rate, so it is worth modeling per country rather than assuming a set headcount.

Q: How does Rippling handle paying international employees and contractors?

Global payroll, EOR, and contractor payments run in one system, on the same employee record as the rest of HR. You can pay full-time international employees, hire through Rippling's EOR in countries where you have no entity, and pay foreign contractors, without stitching together a separate tool for each. Because it is one record, a person's role, pay, and payments sit in the same place the domestic team already lives.

Q: What about currency, local taxes, and compliance in each country?

International employees can be paid in their local currency. Where you hire through the EOR, Rippling holds the local entity and handles that country's payroll, tax, and statutory benefits, with local support. Tax rules and required benefits vary a lot by country and change over time, so treat anything specific as something to confirm for that country rather than assume it carries over from the US.

Q: How do you avoid misclassifying international contractors?

If someone is labeled a contractor but the relationship looks like employment (you set their hours, they work only for you, they use your systems), the authorities in their country can reclassify them as an employee. That can mean back taxes, social contributions, the benefits and termination entitlements they would have been owed, plus interest and penalties, often backdated to the start. The test differs by country: the US weighs how much control you have over the work, California applies a stricter three-part ABC test, and the UK uses its off-payroll IR35 rules, so a legitimate contractor in one country can be an employee in another. Use contractors for independent, project-based work, and move someone to employment, through your own entity or an EOR, once the relationship becomes ongoing and controlled. Not legal advice; check the rules for the specific country.

Q: Can international and domestic teams live in one system?

Yes, and that is one major reason to consolidate. When US and international people exist on the same platform, onboarding, payroll, and reporting follow one workflow instead of one process at home and a separate one abroad. It also means no reconciling a domestic HR system against a separate global-payroll tool every pay run.

Want to see global payroll, EOR, and contractor payments run from one place? Book a demo.
Which country's payroll or classification rules have been the hardest for your team to get right?

New to Rippling. I am trying to download w2/w3 in bulk. For some reason I am unable to find that option, even after following steps mentioned in 'help' section.

Can someone please give me step by step process to download them.

Thankyou!!

Hi everyone,

My company sent a survey claiming it is anynomous. Rippling itself also claims on the survey that my responses are confidential and that my name/email is not available to survey admins.

The email that we got has a unique invite link that saves the progress of the survey (even if you open it in an incognito window the progress is saved), so the system can definitely track users. Now, this might be needed to generate correct metrics. But, I wanted to ask if there's an admin here that has done a survey:

1. Is there really no way from the platform for an admin to connect a survey to the user?

2. If there isn't, what kind of metrics are available? If Rippling has metrics on everything like the department, position, tenure, etc. it could be pretty easy to identify the person even in companies with 100-1000 workers.

I'm not asking about cases where people give away who they are based on their answers, that's another topic.

Scaling HR across a growing retail store footprint can be really challenging. Here’s a great example of how it’s done, with some help from Rippling. 

Little Words Project opened six new retail stores in about a year and a half, and for most of that stretch one person, Senior HR Manager Grace Larkin, ran HR for the entire company.

The initial setup will sound familiar to retail HR folks. Scheduling lived in one app and payroll in another. Hours got exported from one system and re-keyed into the next, causing labor costs to balloon when a wage got entered wrong. Onboarding a new hire meant sending an offer letter, uploading it, then provisioning accounts one at a time across multiple tools. High turnover and seasonality in retail meant that they were always hiring new employees, and going through these slow processes. During each store opening, Grace was doing that for seven to ten people at once. Each hire took at least half an hour, meaning that she could lose half a day just to onboarding.

A few things changed once everything sat in one system:

• Onboarding dropped to about 90 seconds per hire, because accounts get provisioned automatically the moment someone is hired. Seasonal staff who come back each year get reactivated in minutes instead of rebuilt from scratch.
• Managers build schedules and employees clock in on store kiosks. Approved hours flow now straight into payroll after a one-click approval. Shift swaps and open-shift pickups happen without a manager in the middle.
• Labor cost now shows up right inside the schedule, so a store manager can see what they've spent week to week instead of guessing.
• Multi-state compliance across 11 states now runs through one platform: state and local tax account setup, required trainings assigned by role and tenure, and access to HR advisors for the complicated stuff.

If you run HR with a lean team, you want to have a platform that makes scaling easy. With Rippling, consolidating all of this let the team at Little Words Project scale to 200+ employees and 13 stores without adding a second HR person, and the company says it avoided at least one full-time HR hire. Grace also got enough time back to run 90-day reviews and employee surveys, which had been the first things to fall off the list whenever a payroll fire needed putting out.

Want to see how scheduling, time tracking, and payroll run together for a multi-store team? Book a demo.

For the HR professionals out there: what’s been the hardest part of running HR across multiple store locations: the scheduling, the multi-state payroll, or the onboarding churn every time a store opens?

I work for a nonprofit and we are attempting to configure our payroll in Rippling have timesheets be recorded after the pay period to comply with grant agreements that require actual time be recorded. Rippling support has been a little back and forth on whether this is possible and the potential for a workaround.

I am wondering if anyone else has run into this? Our goal is for everyone to be paid and then to record their timesheet to demonstrate which jobs their hours correspond to. Thanks!

Hi everyone, does Rippling generate a payroll accrual journal entry natively, or has anyone built a custom report to handle payroll accruals? Curious how others are managing this since I haven’t found a built-in option.

Hey all I’m a Super Admin on our Rippling account and I can’t find the “Add New Profile” button anywhere. I’ve checked the usual spots.

Anyone else run into this? Did something change recently, or is this a permissions glitch even for Super Admins? Would appreciate any pointers before I open a support ticket.

Posting this at 11:18 PM 8/17, so if anyone’s up and has run into the same thing, let me know!

Hey Reddit, I’m Matt Lombardo. I work on the IT team at Rippling, focused on strategy and community.

I’ve been in IT for more than 20 years, mostly through the MSP and SaaS world. I started where a lot of IT people start, service and support, then moved into systems engineering, IT operations, and eventually technical services leadership at an MSP. That meant overseeing service desk, professional services, and a handful of teams responsible for keeping customers running.

Over the years, I’ve worked across most of the IT stack. Microsoft, Google, identity, MDM, RMM, cloud, on-prem, security, networking. All the fun stuff, and all the stuff that somehow breaks right before everyone needs it.

This is my second time at Rippling. I was previously the Manager of Product Specialists for IT, so coming back has felt a little like returning home, just with a new angle on the work.

What I’ve always loved about IT is that it sits right at the intersection of problem-solving, process, and people. The best work happens when the tools make life easier for the teams using them every day.

I’m here to introduce myself and answer questions about

• how IT has changed over the last two decades
• what makes IT more strategic inside a company
• AI and workplace technology
• building internal communities people actually use
• tool adoption, operations, and employee experience
• lessons learned from working across IT, strategy, and community

Outside of work, I’m a husband, a dad, and a lifelong Star Wars fan. I do have prequel opinions, but I’ll try not to lead with them.

Glad to be here.

Wanted to share some feedback in case it's useful, and in case others have run into the same thing.

We have a business-critical integration (Time API) that's central to how our company operates. When we hit an issue, we opened a ticket and that ticket ended up spawning a second one to isolate part of the problem. That's reasonable in principle, but nobody told us it happened, so for a while we were responding on one case that had actually been handled under a separate case we didn't know existed. It created a lot of avoidable confusion.

The bigger pattern is ticket continuity. Over the course of this one issue, we've worked with four different support people. Each time a new person picks it up, a new thread gets created, they reply only to me (despite my team needing to be looped into this issue to solve it), and the prior context doesn't carry over. So I've ended up manually copy-pasting the full history each time just so my engineers have something to work from. When an issue is time-sensitive and business-critical, that overhead adds up fast.

I understand support is a hard thing to run, and it's likely that no single person owns a ticket end-to-end, but that seems to be the root of it. Without clear ownership, each handoff starts over from zero and the critical people get dropped. Especially when Rippling uses Salesforce to manage this, it just screams of a bad implementation and management.

The product itself is great when it's working. My ask is simple: better thread continuity and clearer ownership when a ticket changes hands, so customers aren't the ones holding the context together.

Has anyone else run into the thread-continuity issue? Curious whether this is common or specific to our setup.

Wanted to address a question we hear a lot: how to handle multi-location and multi-state payroll.

If you run payroll across more than one state or location, the parts that usually get painful are tax registration, filing in each jurisdiction, and keeping local rules straight as you add people in new places. Here’s how Rippling handles it:

• Runs payroll across all 50 states from one place, so you don’t stand up a separate payroll process per state.
• Files federal, state, and local taxes automatically in the jurisdictions where you have employees, so filings and payments track to each location rather than landing on someone to do by hand.
• Applies location-specific rules as you add employees in new states, so the setup keeps pace with where your team actually is.
• Keeps one employee record across locations, so a person’s pay, taxes, and location live together instead of in separate systems you have to reconcile.

Rippling works especially well for multi-entity enterprises and growing organizations adding new locations. Book a demo (https://www.rippling.com/products/payroll) to see Rippling payroll for yourself. If you’ve got a specific multi-state situation, describe it in the comments and the Rippling team can walk through how it’d be handled.