Rippling pricing guide: realistic costs & TCO

If you’re budgeting for Rippling, expect a modular, per-employee-per-month (PEPM) price. You may also see a base/platform fee and country-specific charges for global teams.

This guide translates the cost of Rippling into clear ranges and a reusable formula. It also includes scenario math for 25/100/500 employees, comparisons with alternatives, and a procurement checklist.

Overview

Rippling pricing follows a modular model. You pay PEPM for the Unity platform’s HR, Payroll, IT, and Finance modules. Global payroll and Employer of Record (EOR) have separate pricing.

Your final bill depends on headcount, modules selected, support level, contract terms, implementation scope, and international footprint. While you’ll need a custom quote for exact numbers, you can build a credible budget using the ranges and examples below.

How Rippling pricing works (modular platform and PEPM)

Rippling’s Unity platform underpins HR, IT, and Finance clouds. You can buy only what you need: HRIS (core HR, time, benefits), Payroll, IT (device/MDM, access/SSO), and Finance (spend cards/expense). Global payroll and EOR are also available.

Most buyers pay PEPM for each enabled module. Some packages include a base/platform fee to cover shared infrastructure and support. EOR pricing is typically much higher than domestic payroll because the vendor is the legal employer and assumes compliance risk.

Billing mechanics matter. Contracts are often annual with monthly invoicing. Vendors in this category commonly use seat minimums, proration rules for mid-cycle changes, and headcount audits for true-ups or back-billing.

If your team is growing or has seasonal swings, align ramp and proration clauses to avoid surprises. Clarify audit timing and how headcount is calculated so your finance team can forecast with confidence. The next section defines these terms and gives you a reusable cost formula.

PEPM, base fees, and billing rules

PEPM means you’re charged a fixed amount per active employee per month for each purchased module. A separate base/platform fee may apply for access to the Unity layer, admin tools, or support tiers. Whether you see it depends on your bundle and contract length.

In many HRIS and payroll contracts, vendors set minimum employee counts or a minimum monthly spend. Adds and removals are often prorated based on activation date and any stated grace period.

Headcount audits and back-billing can occur if actual average headcount exceeds an agreed baseline. This is common after rapid hiring. Multi-entity orgs should confirm how contractors, part-timers, and seasonal workers are counted. Check whether per-transaction charges (e.g., garnishments) sit outside PEPM.

Ask how offboarding is handled, including deactivation timing and device returns. That helps you avoid unexpected end-of-month charges. The takeaway: lock down definitions (what counts as a “billable employee”), minimums, and true-up rules before you sign.

Simple cost formula to estimate your monthly bill

Here’s a quick way to approximate Rippling pricing for budgeting:

Monthly total ≈ (Blended PEPM × active employees) + base/platform fee + add-on line items + country surcharges + payment/FX fees

1. Blended PEPM: Sum of all PEPM modules you plan to use (e.g., HRIS + payroll + time).
2. Base/platform fee: If present, a fixed monthly charge for Unity/support.
3. Add-on line items: Per-feature costs (e.g., time tracking, benefits admin).
4. Country surcharges: Per-country fees, local filings, EOR uplift.
5. Payment/FX fees: Transfer and foreign exchange costs for global payroll.

To annualize for total cost of ownership (TCO), multiply your monthly estimate by 12. Add one-time implementation or migration fees.

What does Rippling cost? Realistic ranges by module and team size

In practice, most domestic HRIS + payroll bundles land in the low-to-mid double-digit PEPM. EOR sits an order of magnitude higher. Your numbers will vary by configuration, contract term, and negotiated discounts. The ranges below will get you within striking distance for planning.

Unity platform and HR Cloud

Expect a core HRIS bundle (Unity + HR Cloud) to price around $15–$30 PEPM for common SMB/mid-market setups. Adding time and attendance typically increases the effective PEPM by about $4–$8. The range depends on depth such as scheduling, mobile, and geo-fencing.

Benefits administration can be included when your broker of record stays with approved partners. If you need advanced carrier connectivity or ACA tracking, expect around $5–$10 PEPM.

If you operate multiple legal entities or require advanced approvals and custom workflows, quote variance widens. As you layer modules, think in “blended PEPM” so Finance can compare apples to apples across vendors.

Payroll and domestic add-ons

For U.S. payroll, plan on an incremental $6–$12 PEPM on top of HRIS for full-service tax filing and year-end forms. Some vendors also charge a modest base fee. Multi-state complexity can introduce per-state filing fees. Certain transactions, like multiple garnishments, may carry small per-event charges. Off-cycle payrolls are often included, but confirm limits.

Anchor your assumptions in compliance realities. Federal, state, and local payroll taxes, W-2/1099 forms, and deposits are table stakes; you can review payroll tax obligations at the IRS to understand what “full-service” must cover (see https://www.irs.gov/businesses/small-businesses-self-employed/employment-taxes). For budgeting, tack on a 5–10% buffer for edge-case payroll activity.

EOR and global payroll

EOR pricing is materially higher because the vendor becomes the legal employer and bears compliance risk. As public benchmarks, Deel and Remote both list EOR starting at $599 per employee per month as of this year (see https://www.deel.com/pricing and https://remote.com/pricing). Actual EOR rates vary by country, seniority, and included benefits. Some markets add surcharges for mandatory 13th-month pay or complex social contributions.

If you already own local entities, global payroll (non-EOR) is typically far lower. Expect roughly ~$20–$50 PEPM plus per-country filing fees and FX/transfer costs. Always ask for a country-by-country fee table and confirm whether exchange rate spreads are capped. Cross-border payment costs can materially change your run-rate.

IT and Finance clouds (device, access, spend)

IT and Finance modules can be PEPM or per-asset priced. They affect ROI as much as raw license cost.

Device management (MDM) is commonly per device per month. It may include zero-touch provisioning and remote lock/wipe. Access/SSO often scales with the number of connected apps or identity features.

Spend management can be PEPM or card-based with interchange subsidizing software. Clarify whether you’ll see card markups or FX fees on international spend.

The pattern to expect: low incremental PEPMs that unlock high-value automation. Examples include auto-provisioning laptops and app access when you hire. These can offset tool sprawl in IT and Finance. Model the avoided cost of separate MDM, SSO, and expense tools when you compare.

Scenario snapshots: 25, 100, and 500 employees

Use these conservative estimates to see how costs scale. Each blends HRIS + payroll for domestic teams and adds EOR where noted.

1. 25 employees, U.S. only: HRIS ($20 PEPM) + payroll ($8 PEPM) ≈ $700/month; add time tracking (+$5 PEPM) → ~$825/month. Annual TCO ≈ $9.9k–$12k plus any setup.
2. 100 employees, U.S. only: HRIS ($18 PEPM, volume) + payroll ($7 PEPM) ≈ $2,500/month; add benefits admin (+$7 PEPM) → ~$3,200/month. Annual TCO ≈ $30k–$38k plus setup.
3. 500 employees, U.S. only: HRIS ($15 PEPM, volume) + payroll ($6 PEPM) ≈ $10,500/month; add time and benefits (+$10–$12 PEPM) → ~$15,000–$16,500/month. Annual TCO ≈ $126k–$198k plus setup.
4. 100 employees with 10 on EOR: Domestic 90 on HRIS+payroll (~$2,250/month) + 10 EOR (@$599) ≈ $8,240/month. Annual TCO ≈ ~$99k + setup and FX/transfer fees.

These are planning anchors, not quotes. Swap in your assumptions using the formula, then request vendor pricing to validate.

Total cost of ownership: fees, add-ons, and what to budget

Sticker price is only part of Rippling pricing. Implementation, training, premium support, integrations, and global surcharges can shift TCO.

Align scope with a realistic go-live plan. Capture one-time costs in your year-one budget. For global payroll/EOR, model FX spreads and per-country filings. For IT/Finance, include device or card-related fees.

Contract structure also shapes your cost curve. Multi-year terms often unlock discounts but increase lock-in. Balance savings with exit flexibility and data export provisions. Build a 5–10% contingency for growth, audits/true-ups, and edge-case transactions.

Implementation, training, and data migration

Implementation ranges widely by scope. Small teams with simple HR/payroll may pay little or nothing beyond internal time. Mid-market deployments with data migration, complex approvals, and integrations can run into a few thousand to low five figures.

Expect change management costs. Admin training, policy updates, and employee communications are often the biggest hidden line item.

Data migration (employee records, PTO balances, historical payroll) often drives professional services time. Ask how many hours are included and the rate for overages. A phased go-live (HRIS → payroll → IT/Finance) can spread cost and reduce risk.

Support tiers, SLAs, and premium success

Base support is usually included. Faster SLAs, named CSMs, or dedicated integration assistance may sit in a premium tier. Pricing can be a small PEPM uplift or an annual fixed fee, depending on the package.

Clarify business hours vs. 24/7 coverage. Confirm response and resolution times and escalation paths before you rely on them.

If payroll timing is critical, ensure cutoff protection and emergency runs are within scope for your tier. Write the SLA and any credits directly into the order form or MSA to avoid ambiguity.

Compliance, filings, and country surcharges

Domestic payroll includes recurring statutory filings and year-end forms. Global payroll and EOR add country-specific filings, employer taxes, and sometimes 13th-month salary processing.

EOR pricing may also include or exclude local benefits administration. Pin this down per country. For cross-border payments, remember transfer fees and FX spreads. Global remittance costs vary widely by corridor, and spreads can be meaningful (see the World Bank’s Remittance Prices overview: https://remittanceprices.worldbank.org).

Regulated buyers should confirm security and compliance controls. Independent frameworks like SOC 2 (AICPA: https://www.aicpa.org/topics/soc) and ISO/IEC 27001 (https://www.iso.org/isoiec-27001-information-security.html) are common baselines to request.

Integrations, API, and device/SSO considerations

Third-party integrations may be included, but some premium connectors or custom work are billable. Ask about API call limits, rate caps, and pricing if you exceed them. This is especially important for time-sensitive payroll or IT workflows.

On the IT side, confirm whether device licenses are transferable when employees leave. Check whether SSO pricing scales with connected apps or users.

Finance modules can introduce per-card fees, international transaction markups, or minimum spend thresholds. Get these in writing. Test a few realistic spend scenarios before rollout.

Rippling vs alternatives on cost (HRIS, Payroll, EOR)

Benchmarking Rippling pricing against transparent competitors helps you sanity-check quotes and sharpen negotiations. For domestic payroll, Gusto publishes list pricing. For EOR, Deel and Remote publicly anchor the market at $599 PEPM. Use these signals to frame your blended PEPM and TCO trade-offs.

Payroll: Rippling vs Gusto for domestic teams

Gusto’s published pricing (as of this year) starts with a base fee plus PEPM. Its “Simple” and “Plus” tiers are publicly listed (see https://gusto.com/product/pricing).

For very simple payroll needs, a base+PEPM specialist like Gusto can be cheaper than an all-in-one bundle, especially at low headcount. As complexity grows—multi-state, time tracking, onboarding automation—Rippling’s unified HRIS + payroll can reduce manual work and tool sprawl enough to justify a higher blended PEPM.

Decision tip: compare not just monthly fees, but also the hours saved per pay period and the avoided cost of separate HRIS/time tools.

EOR: Rippling vs Deel/Remote for global hiring

For EOR, public list prices from Deel and Remote start at $599 PEPM, with country variations. If you already use Rippling for HRIS, consolidating EOR may streamline onboarding, provisioning, and payroll data flows. That can reduce integration overhead.

However, single-purpose EOR vendors may offer country coverage or benefits packages that better fit specific markets. Decision tip: run a country-by-country comparison including FX and local benefits. The cheapest sticker price may not be the lowest all-in cost.

When all-in-one beats a multi-tool stack

All-in-one wins when automation and unified data replace manual handoffs. Think hire-to-payroll sync, device/app provisioning, and spend controls in one workflow.

It also reduces vendor management, security reviews, and integration maintenance. That shows up as lower internal cost of ownership. Best-of-breed shines when you need deep features in one domain (e.g., specialized scheduling, advanced identity governance) and can tolerate integration upkeep.

Rule of thumb: if three or more separate tools would be required (HRIS, payroll, time, MDM/SSO, expense), model consolidation TCO seriously. Many buyers find the crossover point around 50–100 employees.

Cost calculators and estimation worksheet

Use this quick worksheet to plug in your own numbers before you request quotes. It mirrors the formula above so Finance can review assumptions and sensitivity.

1. Headcount: Domestic employees __; EOR employees __; Contractors (if billable) __
2. Modules: HRIS $__ PEPM; Payroll $__ PEPM; Time $__ PEPM; Benefits admin $__ PEPM; IT/MDM $__ PEPM; Access/SSO $__ PEPM; Finance/spend $__ PEPM
3. Base/platform fee: $__ per month
4. Country surcharges and filings: $__ per country × __ countries = $__ per month
5. Payment/FX fees: % of international payroll/spend = $ per month
6. Estimated monthly total: $; Estimated annual TCO (×12 + one-time fees): $

Validate each assumption with vendor sales and ask them to return a quote that maps to these exact line items.

How to reduce your Rippling bill without losing critical features

Phase modules by ROI. Start with HRIS + payroll. Add time, IT, and Finance once you’ve captured quick wins and process stability.

Right-size licenses monthly. Deactivate alumni promptly. Decide if contractors need full seats or lighter-weight access.

Consolidate duplicative tools (legacy time clocks, separate MDM) to free budget for the blended PEPM. Negotiate term and ramp clauses that match your hiring plan. Back-load minimums, add proration grace periods, and cap annual price escalators.

Finally, align support tiers with real needs. If you don’t operate 24/7 or run weekly payrolls, standard SLAs may be sufficient.

Common pitfalls and hidden costs to watch for

Small contract gaps can snowball into material overages. Use this list to preempt the usual suspects.

1. Back-billing after headcount spikes if minimums or ramps aren’t aligned to hiring.
2. Offboarding charges for device retrieval/processing or paid rehires setup fees.
3. Per-event payroll fees (multiple garnishments, stop payments, manual checks).
4. Premium support/SLA uplifts that were assumed to be included.
5. EOR country surcharges (13th-month pay processing, mandatory benefits admin).
6. FX spreads and transfer fees that exceed what was budgeted for global payroll.
7. API or integration overage fees after hitting call limits.

Build these into your evaluation spreadsheet, and ask vendors to confirm which items are “never charged” vs. “sometimes charged” in writing.

Buying checklist and negotiation tips

A disciplined buying process keeps pricing predictable and fair. Use this checklist to structure your procurement.

1. Request a quote that mirrors your worksheet: PEPM by module, base fee, country fees, and payment/FX assumptions.
2. Ask for discount bands by term and volume (e.g., 1/2/3-year, 100/250/500 employees) and caps on annual price increases.
3. Negotiate ramp clauses and minimum reductions if headcount drops or hiring is delayed.
4. Confirm proration, true-up, and audit rules in plain language; define a “billable employee.”
5. Lock data export commitments, formats, and timelines for offboarding or audits.
6. Get SLA terms (response/resolution, credits) and support scope on the order form.
7. For EOR/global payroll, include a country-by-country fee table and FX spread cap.

Close by running a side-by-side TCO with at least one payroll specialist and one EOR specialist to benchmark.

FAQs

How much does Rippling cost per employee? Most domestic HRIS + payroll bundles fall into a blended PEPM in the low-to-mid double digits, while EOR is typically an order of magnitude higher. Public EOR benchmarks from Deel and Remote start at $599 PEPM, but your exact Rippling pricing requires a custom quote.

Does Rippling charge a base fee? Many buyers see a base/platform fee alongside PEPM, especially in bundled or premium support configurations. Ask your rep to itemize whether a platform fee applies, what it covers, and whether it can be traded for a higher PEPM to simplify billing.

How does Rippling bill for headcount changes mid-contract? In this category, adds are often prorated from activation date and removals from deactivation date, with minimums and true-ups enforced at audit. Confirm definitions (what counts as “active”), grace periods, and whether prior-month overages can trigger back-billing.

What are typical one-time setup costs? Simple HRIS/payroll deployments can be near-zero, while mid-market implementations with data migration, integrations, and training commonly run a few thousand dollars. Clarify included hours and rates for overages, and factor internal change-management time.

How do security certifications affect vendor selection and cost? Independent attestations like SOC 2 and ISO/IEC 27001 signal mature controls and can reduce your due-diligence burden. They may not change list price but can lower your internal evaluation cost and risk.

Where can I find guidance on buying HR technology? SHRM offers a practical overview of evaluating and purchasing HR tech, including stakeholder alignment and ROI framing (see https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/how-to-buy-hr-technology.aspx). Use it to structure your requirements and selection process before negotiating pricing.