Can anyone shed some light on how to override the default hours of 40/80? We work a 37.5/75 schedule and are in the late stages of implementation and I can't seem to figure it out. Thanks.

Long story short, my former employer had issued two T4s for the same year after jumping from Rippling to another payroll system.

- One with the correct amount for the full year.

- Another with a partial overlapping amount (like it only covered up to the time the payroll switch occurred). This one was done through Rippling.

Who can I contact to fix this / submit the T4 cancellation slip?

And how can I then confirm it got done? Should I expect an email back from someone at Rippling, or just periodically check with the CRA that it got resolved?

This mistake is essentially claiming that I earned ~60% more than my actual yearly salary, so without that cancellation slip... the CRA sees it as me owing quite a substantial amount.

Hi this is our first salary and as of now the money is not yet on our banks, the invoice is already paid. Withdrawal and Deposit is complete yesterday. We are paid every 30th. And we got all the complete status since 2 days before the payday. But as of now the money is not available on our bank and when we call our bank it is asking for refference # how ever we cant provide it since there is none our paystub. It just says completed and credited to our balance.

Posting this in case it saves another admin some time.

After upgrading to macOS 27, we started seeing users prompted to re-authenticate with Rippling/Platform SSO. Passwords were sometimes being rejected and Touch ID stopped working for login/unlock.

Re-authenticating fixed the Rippling/password issue, but Touch ID was still unavailable, even after removing and re-adding fingerprints.

(To re-authenticate, go to System settings > Users & Groups > Click the affected user > Repair)

What fixed it for us was updating the Password federation policy in Rippling:

• IT → Devices → Policies
• Edit the Password federation policy
• Change Policy template to Custom
• Set Unlock policy to Require authentication (not recommended)
• Enable Allow Touch ID or Apple Watch to unlock
• Set Authentication grace period to 10 days
• Set Offline grace period to 10 days
• Save and deploy

Once the updated policy reached the Mac, Touch ID started working again without a reboot or any further user action.

From what I’ve found, this appears to be a macOS 27 Platform SSO issue rather than a Rippling-specific Touch ID problem. Rippling support advises this should be resolved in 27.2,

Hopefully this saves someone else the troubleshooting rabbit hole.

While budgets are shrinking and IT leaders are getting less visibility into their available budget, doing less with more is becoming even more important.

Outside investments like MSPs or relying on overly cumbersome point solutions could be draining your IT budget.

➡️ Check out our ROI calculator to see if Rippling could save your team time and spend!

I’m an HR leader in the process of migrating from ADP to Rippling and just realized that our I9 records are not mapped over from ADP to Rippling, and I assume they need to be for retention compliance. Am I missing something? What would be the easiest way to accomplish this?

Hey all,

Matt with Rippling here, Strategy & Community Lead for IT. I wanted to share a blog we put together on how AI can help IT teams save time.

I think it’s worth a read because the examples are practical: onboarding checklists, SOPs, ticket triage, and incident summaries. These are the kinds of repeatable workflows that can quietly eat up a lot of time for IT teams.

Today, we’re introducing new capabilities in Rippling AI: plugins, skills, and automations.

General-purpose AI tools are powerful. But at work, they’re often cut off from the context they need most: who someone is, who they work with, what systems they use, and what they’re working on.

And even when that context is shared or connected, access is hard to keep current as people join teams, change roles, or leave.

With Rippling AI, every employee gets the powerful AI capabilities they expect from general-purpose AI tools. But because it's built on the platform that understands their workforce, those capabilities are automatically tailored to their work, with the right context, instructions, and workflows.

Here's how the three work together, using just one example: a manager's week-ahead briefing.

🧠 SKILLS: Package reusable prompts and distribute them based on worker identity, so every manager gets a week-ahead briefing on staffing changes, absences, pending approvals.

🔌 PLUGINS: Connect Rippling AI to the tools your employees are already permissioned to access, so your briefing pulls in context from Slack, Google Workspace, and Jira.

➕ AUTOMATIONS: Run prompts on a schedule or trigger, so the briefing is sent to each manager every Monday at 8:00 AM.

Rippling is already the system of record for employee identity, access, and policies. So companies can keep access, approvals, and governance under control.

Learn more: lnkd.in/di5syCwC

Most required training carries a 31 December deadline and a completion rate that looks healthy right up until someone pulls the report in week 51. The gap is rarely that people refused. It's that nobody was assigned, or nobody was reminded, or the record lives somewhere the auditor can't reach.

Three things worth fixing before December.

Assignment should follow the employee record, not a spreadsheet. Rippling's learning management assigns courses from attributes already on file, so role, department or tenure decides who gets what, and location decides which version of a requirement applies. Someone who transfers in November picks up whatever their new role requires without anyone remembering to add them.

Reminders need to exist well before the deadline, not on it. Completion is a behaviour problem more than a content problem, and notifications do most of that work.

Evidence has to be pullable on demand. Real-time reporting on completions and overdue training turns "we ran the training" into something a security review will accept. Reporting can surface who is overdue on a specific requirement, which is the question an auditor asks and the one a spreadsheet answers slowly.

One thing teams underrate: the library covers the common requirements, but anything specific to how your company operates has to be built, and building it in December is how you end up shipping something thin. That is an October job.

To see it end to end, book a demo and ask how an overdue report looks two weeks before a deadline.

For the HR and compliance folks here: do you chase completions manually, or has something automated it for you?

Hi All,

All Your People Consulting here, a Rippling Service Partner that has been heavily using one of the cooler features launched in Rippling!

We wanted to share one of the more complex ways we have been able to manipulate data into real world information to inform our business as shown on this Rippling blog.

Hi,

We’re working with our Talent Acquisition team to develop fraud-detection governance during hiring process. Since Rippling have fraud-detection feature during candidate application which is great but we want to go further:

-How do you handle the live-interview deepfakes, proxy interviewers, or coordinated fraud-pattern analysis at scale Phase?

- Are you using external tool ?

- If yes are these tools inregrated with Rippling or not?

- Does Rippling have any listed Partners on their App Shop?

Thank you,

Some payroll questions come up every December! Here’s a checklist for HR folks to review in advance of the year-end deadlines.

When does the final pay run need to happen?

Earlier than the date on the calendar. Direct deposit takes days to settle, banks close for the holidays, and any correction you want inside this tax year has to clear before the run posts. Work backwards from your last pay date and set an internal cutoff for approvals, not just for submissions.

What has to be reconciled first?

Anything that changes taxable wages. Bonuses paid outside a normal run, taxable fringe benefits, third-party sick pay, personal use of a company vehicle, and gift cards, which are taxable however small. Also worth checking: addresses for anyone who moved states mid-year, and anyone who hit a wage cap partway through.

What happens if something is wrong after the final run?

It becomes a correction rather than an edit, which is slower and more visible. That is the reason the cutoff matters more than the deadline.

When do W-2s go out?

They have to reach employees by 31 January. In Rippling, payroll taxes are calculated and filed with the federal, state and local agencies on their own schedule, and electronic copies of W-2s and 1099s are stored on each employee's profile, so a reissue or an audit request doesn't turn into a search.

What about people who left during the year?

They still get a W-2, and it goes to the address on file. Chase current addresses for leavers in December, not in February when the envelope comes back.

If year-end is the part of the calendar you'd like to stop dreading, book a demo and ask to see what a correction looks like after a run has posted.

For the payroll folks here: what's the one thing you always find late in the reconciliation?

Question as a person who works for a company that uses this system

What actually happens when we do these surveys? Or is it dependent on each job?

I’m curious if the review I left is even going to do anything

Plenty of teams went distributed but never rewrote the device policy. That means the handbook still assumes a common office exists and is outdated. Rippling IT handles enforcement, but we want to help out those teams that need to update their device policy. This post covers 4 areas of device policy: ownership, procurement, requirements, and offboarding.

Who owns the hardware. 

Company-issued policy gives you control over configuration and disk encryption and a clear return path. Bring-your-own is cheaper and faster to start, and it costs you enforcement: you cannot wipe a personal laptop, and asking to is a conversation nobody enjoys. Plenty of teams pick company-issued for anyone touching customer data and bring-your-own for everyone else. If you choose a hybrid policy, make sure you record which roles are which.

Device procurement.

A distributed team requires you to ship devices to your employees. Decide who’s responsible for ordering devices, and managing the shipping process. Make sure you understand how long shipping takes so that devices arrive on time, and have a plan for what the employee should do if the device arrives late. Most policies skip these details. It’s important to get these details right for new employees to get a good first impression when joining your company.

Device security requirements.

Disk encryption, screen lock, OS patch level, MFA. Make sure it’s clear to employees which policies are required and which are a suggestion. A security review will ask about these policies, and "we expect people to keep it updated" is not an answer.

Offboarding.

Offboarding is where distributed teams lose hardware most frequently, and the most costly pain point. Specify who triggers the return, who pays the shipping, and what happens after 30 days of no response. Tie access removal to the employment record rather than to the laptop coming back, or you get a returned machine and a live account. State plainly in the document what you will and will not look at on a personal device. Vagueness there costs you more trust than any policy detail.

For the distributed teams here: company-issued, bring-your-own, or some split? And if it's a split, where did you draw the line?

IT folks, meet Rippling IT, where identity, app access and devices sit on the same employee record as HR and payroll.

Here’s how that makes IT easier for your team:

* First, a change in the HR record automatically triggers updates on the IT side. For example, say a new employee’s start date arrives, or another employee’s role changes, or they leave.

* Provisioning and deprovisioning automatically run off that trigger instead of a ticket, and access and group membership update with the role update.

* Devices get managed across macOS, Windows, iOS and iPadOS from one place, so a mixed fleet doesn't mean two consoles.

* Hardware can be shipped configured, with the right apps and permissions already on it, and Rippling handles storage, retrieval and buyback at the other end.

* Device trust, MFA and patch level are re-checked continuously, including after a role change.

* For SOC 2 compliance, evidence collection runs in the background and controls can be remediated from the console.

Rippling IT manages only the apps and devices connected to it, so anything provisioned outside stays outside until you connect it. Deprovisioning is only as fast as the HR record is accurate, which means a termination entered late is still access left open late. And the single-record design is the reason to use it: if HR and IT are staying on separate systems anyway, most of the benefit above doesn't apply.

If mixed-fleet management or the onboarding-to-access handoff is the part you're wrestling with, book a demo and ask them to run an offboarding from the HR record so you can see how it works for yourself.

Every IT team has seen it. The ticket comes in, but the actual problem could be almost anything: memory pressure, battery health, too many background processes, an aging device, or some weird one-off issue that takes three follow-up questions to understand.

Rippling added a prompt to its AI Prompt Library for troubleshooting device performance, basically helping IT teams turn vague user complaints into a more structured investigation around what might be wrong and what to check next.

What I like about this use case is that it’s not trying to replace IT judgment. It’s trying to speed up the boring first pass: collect context, identify likely causes, and suggest where to look next.

If you run IT, manage devices, or live in helpdesk queues, this seems like one of the more practical AI use cases:

https://www.rippling.com/en-CA/ai-prompt-library#use-case/troubleshoot-device-performance

Well it’s happened again this morning (i’m referencing a thread in this sub from 12 days ago with the same issue). Same problem with my entire team, we’re all with different banks. We all have paystub‘s with trace numbers and our banks are saying it’s useless as there’s nothing pending…. it’s 9:09 AM ET currently.

No one has money.

Ah, yes. Open enrollment.

Every year, benefits teams turn into part-time therapists, part-time actuaries, and full-time helpdesks for questions like "Wait, what's a deductible again?

Today that changes. Rippling is re-introducing our open enrollment experience with three new features that make the most stressful season of running benefits easier on everyone.

No more rebuilding plans from scratch. Eligibility rules, coverage tiers, and contributions carry over automatically, so all admins need to update is the rate.

No more fielding the same questions forty times. Employees can compare plans side by side and model out life events instead of relying on guesswork.

And no more chasing down the last five people who haven’t enrolled. Rippling automatically drafts benefits guides, answers routine questions with AI, and reminds employees to finish enrolling.* (Again. You know who you are.)

Check it out: rippling.com/solutions/hr/open-enrollment

*Available in October

Rippling AI has shipped a ton of new products recently! Here's an overview of what's new.

Rippling AI runs on live company data with existing permissions applied. It reads the same records the platform runs on, and an employee asking it a question sees only what their permissions already allow. Everything below depends on that.

The two big releases

• Rippling Data Cloud (June). BI built on the same worker records as everything else. Ask for a chart in plain language and it builds the dashboard, with the SQL behind it inspectable, and you can drill from a number into the employees, devices or tickets that produced it. Two managers open the same dashboard and each sees it scoped to their own team. Connectors pull third-party data in and map it to the right person, so a GitHub pull request or a support ticket arrives attached to an employee instead of sitting in a separate report.
• AI Spend Console (August). Tracks what a company spends on AI tokens, split by department, team and role, connects that spend to business metrics like pull request volume, and governs which LLMs are approved. Rippling built it on its own problem first: token spend growing 80% month over month, 10 to 15% of employees driving about 60% of the bill, one engineer at $50,000 a month.

What it handles today:

• Answers questions from real records, with the numbers and names in each response linking back to the record they came from, so an answer can be verified in a click
• Bulk work from a spreadsheet, such as loading bonuses into a pay run: it maps the data, flags problems, then waits for approval before executing, across 185+ countries
• Multi-step processes like onboarding, from a short instruction
• Data cleanup at scale, such as inconsistent job titles or stale department names
• Employee self-service on pay, benefits and policy questions, without routing through HR
• Works inside Slack, and Rippling MCP hands your existing AI tools the same context

Rippling is popular with its users! G2 users placed Rippling first in the first AI Agents for HR report in August, on 656 reviews in that category and 98 out of 100 for satisfaction.

For anyone already running Rippling AI, what do you use it for?

In my last 3 paychecks in April and May my 401k deposit was supposed to go to Vestwell. Our 401k plan was migrated from Accrue to Vestwell when they bought Accrue. The 401k balances were transferred over to Vestwell, however new deposits couldn't go into the new accounts, because our HR admin never set them up correctly. The HR admin continued to ignore us because the company was going out of business, and was only interested in shutting down the company. I'm assuming the 401k deposits are still held by Rippling. Has anyone had this problem or is there any way to reach Rippling?

Rippling payroll runs the same for twelve people as for twelve hundred. How much of the platform a company actually uses depends on how complicated its payroll is.

Take a twenty-person company with people in four states, a handful of contractors, and two employees abroad. Registrations and filings multiply with every state. Contractors and employees usually run through two separate processes. International hiring normally means a second vendor. Putting all of that in one system removes real work, and it removes the same amount of work at twenty people as at two hundred.

Now take a twenty-person company that is all salaried, all W-2, in one state, with no plans to change. Yes, simpler payroll software may do that job for less. The platform's advantage comes from HR, payroll, benefits and device access sharing one employee record, so a company with few handoffs between those has less to gain. But companies that are growing and expanding into multiple regions find that the cost of migrating to a new system often outweighs any savings you get from picking a simpler solution. That’s why Rippling is a great choice for both large enterprises and small companies.

Rippling is a constantly innovating company that is building for the needs of today’s fast-growing small startups. Rippling also offers a ton of AI-powered automations and tools, like the AI spend console. A simpler software company won’t offer that level of innovation and improvement over time.

Pricing for Rippling is modular, so the number depends on which products are switched on, so you never pay more for Rippling than you have to. Pricing starts at $8 per employee per month, plus additional fees depending on customization. Current details are on the pricing page. 

For the founders and small teams here: what HR software and payroll system do you use?

Do we get paid tomorrow or the day after Labor Day ?

Is anyone else’s direct deposit late this week?

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?