Rippling

Summary

Rippling isn’t an EOR-first product — it’s a unified HR, IT, and payroll platform that includes EOR as one module. That distinction drives the entire value equation. If you’re shopping for Asia EOR only, you’ll pay for device provisioning, benefits admin, and HRIS features you may never touch. The real fit is companies already on Rippling domestically adding international EOR so that payroll, compliance, and employee records stay in one system. Seven Asian countries, no Vietnam or Thailand, and onboarding that runs 2–4 days in Singapore versus Deel’s 1–2.

Ratings Breakdown

Rippling in Asia: Key Facts

What Rippling Does Well

IT + HR + EOR in one platform — nobody else does this

Laptop provisioning, corporate email, SSO, benefits enrolment, and payroll all run in the same system as EOR. No other EOR provider bundles IT device management with employment. For tech companies managing device fleets and benefits across countries, the consolidation is real — one employee record, one onboarding flow, one report for global headcount by cost centre. Enterpret, an India-based startup with 35 employees across India and the US, eliminated 1 full IT headcount by managing both countries through Rippling.

Best API coverage among EOR providers

Rippling exposes more of its stack via API than Deel, Remote, or Multiplier. 500+ integrations include Salesforce, Workday, Slack, Google Workspace, NetSuite, and Greenhouse. Engineering-led People teams can automate onboarding, offboarding, and sync with any tool in the stack. If you’re building internal tooling on top of your HRIS, Rippling is the only EOR-adjacent platform that doesn’t force everything through the UI.

Unified employee record for domestic + international

If your US or domestic workforce is already in Rippling, adding an Asia EOR employee doesn’t create a second system. One source of truth for headcount, comp, cost centre, and device assignment. Enterpret’s CEO reported that employee relocation processes that previously took 10–12 hours dropped to 15 minutes with the unified system. The operational gain compounds past ~50 employees.

Pre-built compliance workflows

Country-specific checklists, tax form collection, and statutory triggers run automatically. Singapore CPF, India PF/ESI, Philippines SSS/PhilHealth, Indonesia BPJS, Japan Shakai Hoken, and Australia Super are all handled within the same compliance engine. You spend less time project-managing each hire.

Named #1 HR Software on G2

Rippling earned the #1 ranking for HR Software on G2 in 2025, driven by the breadth of its platform rather than EOR alone. For buyers already evaluating Rippling for domestic HR, the EOR module is an extension of an already top-rated platform — not a standalone product bolted on.

Where Rippling Falls Short

Modular pricing makes true cost opaque

Base EOR starts around $499/month, but that’s before you add HRIS ($8/employee/month + $35 base), payroll ($35/employee/month), or IT management ($8–20/employee/month). The real monthly cost per employee depends entirely on which modules you activate. Deel and Remote offer all-in EOR at $599/month with no module math. Get a full-module quote before comparing — otherwise you’re comparing a partial Rippling price to a full competitor price.

Slower Asia onboarding than Deel

Singapore: 2–4 business days to first payroll. India: 3–5 days. Japan: 5–7 days. Deel does Singapore in 1–2 and India in 2–3. If you need someone live by Thursday and it’s already Wednesday, Rippling is the wrong bet.

No Vietnam or Thailand EOR

Seven Asian countries only. Vietnam and Thailand are not supported. For Southeast Asia–heavy hiring, this is a hard gap — Deel and Multiplier cover both through owned entities. If your ASEAN expansion includes Ho Chi Minh City or Bangkok, you’ll need a second provider alongside Rippling.

Under-10 headcount rarely justifies the platform

Rippling is built for teams consolidating HR, IT, and payroll at scale. A startup hiring two engineers in Manila doesn’t need device provisioning or HRIS sync — they need a contract and a payroll run. At small headcount, you pay for capabilities you won’t use. Deel or Multiplier will be simpler and often cheaper.

Pricing Breakdown

Base EOR fee

$499–599/employee/month depending on configuration and volume. This is the EOR module alone — legal employment, local compliance, and payroll in the target country.

Add-on costs

What’s NOT included

IT device management and finance modules are separate — and they’re a big part of Rippling’s value proposition, which means the “real” Rippling experience costs more than the base EOR fee. Immigration services are not offered. Currency conversion markups apply on cross-border payments.

Volume discounts

Not published. Rippling targets mid-market and enterprise buyers (50–1,000 employees). Expect meaningful discounts at 50+ heads and custom enterprise agreements above 200. Small teams get standard pricing with less room to negotiate.

How it compares

At full-stack configuration (EOR + HR + IT), Rippling runs $550–700+/employee/month — making it the most expensive option when you include all modules. But the comparison isn’t apples-to-apples: you’re replacing separate HRIS, IT, and EOR vendors. At EOR-only pricing ($499–599), it’s in line with Deel ($599) and Remote ($599). At the budget end, Multiplier ($400) and Payoneer WFM ($199) cost significantly less for EOR alone.

Rippling Asia: Country-by-Country

Pros and Cons

Pros:

• Single platform for HR, IT device management, payroll, and EOR — no other provider bundles this
• 500+ integrations and the deepest API among EOR providers for engineering-driven teams
• One employee record for domestic and international staff on the same platform
• Pre-built compliance workflows reduce manual project management per hire
• SOC 2 Type II, ISO 27001, and CSA STAR Level 2 certified
• G2’s #1 ranked HR Software — platform quality extends beyond EOR
• 800+ person India team means the India compliance infrastructure is battle-tested

Cons:

• Modular pricing makes true cost hard to compare to all-in providers like Deel or Remote
• Singapore 2–4 days and India 3–5 days to first payroll — slower than Deel for urgent hires
• Only 7 Asian countries — no Vietnam, Thailand, South Korea, or Hong Kong
• Teams under ~10 headcount pay for unused HR/IT features they don’t need
• Mix of owned and partner entities — less control than all-owned providers like Deel
• No immigration or work-permit services
• Learning curve is steeper than single-purpose EOR platforms

How Rippling Compares

Case Studies

Real User Feedback

Total reviews across platforms: 9,300+

What users praise:

Capterra reviewers (4.9/5 across 4,452 reviews) consistently highlight the single-dashboard experience — payroll, benefits, IT, and compliance in one place. G2 reviewers praise the automation capabilities and API depth, especially engineering-led teams that build custom workflows on top of Rippling. Trustpilot feedback emphasizes how the unified platform eliminates jumping between multiple systems for HR and payroll.

What users complain about:

The most common EOR-specific complaints: onboarding speed in international markets lags behind EOR-first providers, and modular pricing makes it hard to compare costs. Trustpilot reviewers (4.6/5) mention variable support response times and a steep learning curve for new admins. Several reviewers note that the platform is “overkill” for teams that only need basic EOR — the HR and IT capabilities are powerful but unnecessary for small international teams.

Final Verdict

Who should use Rippling:

• Startups (1–10 international hires): Only if you’re already on Rippling for domestic HR/IT and adding 1–2 Asia hires is incremental. EOR-only startups should use Deel or Multiplier — simpler, faster, often cheaper.
• Mid-market (10–50 hires): Rippling’s sweet spot. You’re running domestic HR through Rippling, adding international EOR, and want one system for everything. The IT + HR + EOR combination starts paying dividends at this scale. The 7-country Asia limit is the main check — if you need Vietnam or Thailand, you’ll need a second provider.
• Enterprise (50+): Strong fit if the full Rippling stack (HR, IT, finance, EOR) replaces multiple vendors. Negotiate module pricing aggressively. Compare the all-in Rippling cost against running Deel/Remote for EOR plus separate HRIS and IT tools.

Who should NOT use Rippling: EOR-only buyers who don’t need HR or IT modules — you’ll pay for unused features. Teams hiring heavily in Vietnam, Thailand, or South Korea — Rippling doesn’t cover these markets. Budget-focused teams where $199/month (Payoneer WFM) or $400/month (Multiplier) delivers sufficient compliance.

Bottom line: Rippling is the best platform that happens to include EOR, not the best EOR platform. The distinction matters. If you’re consolidating HR, IT, and international employment into one system, nothing else competes. If you just need to hire someone in Singapore by Friday, use Deel.

Best suited for: Mid-size to enterprise teams already on Rippling for domestic HR who want to add international EOR without introducing a second vendor.

Visit Rippling: rippling.com

Further Reading

• Best EOR for Tech Companies Hiring in Asia
• EOR Cost Guide — What Does an EOR Cost in Asia?
• How to Hire Employees in Asia Without a Local Entity
• EOR Pricing: What Providers Don’t Tell You

Frequently Asked Questions

What’s the actual total cost per employee with Rippling EOR?

The EOR module alone is $499–599/month. Add Core HR ($8/mo + $35 base), Payroll ($35/mo), and IT ($8–20/mo) and you’re looking at $550–700+/employee/month for the full Rippling experience. Get an itemised quote — the modular pricing makes it easy to underestimate.

Why doesn’t Rippling cover Vietnam or Thailand?

Rippling’s EOR launched later than competitors like Deel and Multiplier, and they’ve expanded to 80 countries methodically rather than rushing coverage. Vietnam and Thailand are notable gaps for ASEAN-focused teams. If you need those markets, add Multiplier or Deel alongside Rippling.

Is Rippling worth it if I only need EOR and nothing else?

Probably not. The EOR module is competent, but Rippling’s value comes from the unified HR + IT + payroll platform. EOR-only buyers get faster onboarding and simpler pricing from Deel ($599, all-in) or Multiplier ($400). Use Rippling for EOR if you’re already using Rippling for other things.

How does Rippling’s India coverage compare to Deel’s?

Both handle PF, ESI, and Professional Tax across states. Rippling has 800+ employees in India itself, so the compliance infrastructure is well-tested. Onboarding is slower (3–5 days vs Deel’s 2–3), and Rippling’s modular pricing may cost more at the all-in level. For India-only EOR, Deel or Multiplier are simpler; for India + domestic HR in one platform, Rippling wins.

Does Rippling support contractor management in Asia?

Yes, contractor management is available in 185+ countries — far more than the 80-country EOR coverage. You can manage contractors in Vietnam or Thailand even though EOR isn’t available there. Contractor pricing is quote-based and modular.

Can I add Rippling EOR if I’m already using Rippling for US HR?

Yes, and this is the strongest use case. Your US employees and international EOR employees sit in the same system — one employee record, one reporting dashboard, one IT provisioning workflow. No data migration, no second vendor.

AK Anchal Katyal Published February 20, 2026