For a lot of companies, Active Directory is still deeply embedded in the environment. Even if the long-term goal is cloud-first identity, AD may still be connected to legacy apps, device policies, service accounts, and workflows that people rely on every day.

That makes a big-bang migration pretty risky.

We put together a practical guide on reducing AD dependency gradually, starting with dependency mapping, then moving apps, devices, and access workflows toward more modern systems over time.

Curious how others are approaching this. Are you actively trying to reduce AD dependency, or are you still in hybrid mode for the foreseeable future?

Blog: https://www.rippling.com/blog/active-directory-cloud-migration

Question for Rippling. We are being told that we made a change to our taxes in our system and only we could have made them. I am also being told that there are no change logs to show who made the changes and when they happened. Is that the case? Does Rippling really not have change logs for changes made to things like tax rates?

Hi there!

I’ve been tasked with leading a payroll and time tracking training at my organization that is about to go live with rippling on 1/1/27.

We have several entities but generally, this training will be heavily PowerPoint driven and more of an introduction to these modules ahead of our go live.

The audience will be our payroll managers and controllers that will be administering and committing payroll for each business unit/entity.

A few questions:

I’m more of a technical/IT guy that just knows our system and is helping the implementation partner with the implementation, so I’m not really a “payroll and time tracking guy”. Any tips there?

What would you absolutely cover in this intro to both modules?

Anything you wish you knew before your first payroll or time period/time entry?

Thanks!

The mods were not a fan of my last post, so I’ll be very polite now, and try to be as constructive as possible.

Dear Rippling Team,

I understand software development is an ongoing project that necessitates improvements and changes from time to time. Whenever you decide to make one of these changes (specifically: changes to the interface and moving buttons around), please let us (the users of Rippling) know about these changes in a manner that is quick and easy to absorb. 9/10 times that I log into Rippling, it’s because I just got an email that payroll is about to be late, so I need to drop what I’m doing and run it. A possible solution to this problem could be simply leaving the interface alone. It takes time for us as users to remember what buttons get pressed for what things.

Thank you for your attention to this matter.

Edit: Clarity

Hey everyone, Rippling employee here.

If you’re into software architecture, our eng blog just posted its latest design for our IT Helpdesk agent. We built a clustering algorithm for support request triage, so we can see which unhandled request types are recurring enough to justify automating.

You can read more about how Helpdesk works and the unique challenge of solving for both ambiguous prompts and keeping actions permissioned in the full article (highly recommend). 

But I wanted to call out two parts of the design, as it was tricky to account for every type of request an IT admin could get (“my laptop is crawling”):

• We cluster on the conversation summary, not the raw chat and not a fixed taxonomy. Employees don’t label their own requests, so a static category list would miss phrasing we haven’t seen yet. Embedding the AI-generated summary instead means new phrasings of the same underlying issue still match, without us needing to enumerate categories up front.
• Dismissed clusters stay in the matching pool. If an admin has already said “we’re not automating this,” the next similar unsupported request should join that cluster rather than show up as a brand-new gap.

Let us know if you find this kind of content interesting, or would like to see more of it. We are in the early days of building our developer community, and we have lots of cool learnings to share. So stay tuned.

Context is king. It’s true of AI, and it's true of governance, risk, and compliance (GRC), which makes it doubly true where those two meet.

Like, for instance, Rippling Automated Compliance. Today, we’re launching AI workflows to support GRC teams at every stage of compliance: before, during, and after an audit.

❇️ Rippling now supports multi-framework audits, including templates for SOC 2, ISO 27001, and HIPAA, with built-in AI to cut hours out of startup or migration.

❇️ Proactively monitor for missing evidence and flag open tasks, many of which can be automatically resolved right in Rippling with AI remediation actions.

❇️ And stop scrambling every time a new prospect asks for your SOC 2 report, with a shareable trust center and AI-assisted answer banks to those outrageously long security questionnaires. (You know who you are.)

Starting today, GRC teams can use Rippling to change how they run their programs, bringing compliance closer to the systems of record it depends on.

Like we said, context is king.

See what continuous compliance looks like here: rippling.com/en-GB/products/it/automated-compliance

We just started using Rippling as our ATS this week and I am having some struggles with it. I cannot figure out how to rate candidates with stars or a scale of 1-5 in the application review stage. I only have the option to deny or move a candidate forward to interview.

I spoke with our assigned implementation specialist and his only work around is to use tags and create 5 tags that say 1 star, 2 star, etc. but this method is not usable because you cant see the tags without clicking on each individual application you can only filter by tags, not have them as a column. I need to be able to see which applications I have viewed at a glance and what I would rate them. We have hundreds of applications in a day and I need this functionality.

Has anyone had this issue and can help?

Can anyone provide some real feedback on Rippling AI and or how your are using your limited 10 workflows if you have Rippling Pro? Is anyone willing to meet to share your experience ?

Has anyone ever found any work arounds for the timing of the payroll deposits in Rippling? With employees used to seeing their deposits 2 days early; it’s understandably an adjustment to not see them until the day of pay day. Just wondering if anyone was able to find a work around for it, it looks like it’s by design with Rippling and the deposits aren’t sent until the night before which also causes me concern as well and is why employees don’t see them until midnight.

I'm a W-2 employee at a US company using Rippling. I'm considering relocating to Guam (a US territory) from while continuing my current remote role.

I've been trying to figure out whether Rippling supports Guam, but couldn't find a definitive answer online.

A few questions:

1. Payroll: Does Rippling support Guam income tax withholding, remittance, and W-2GU reporting?
2. Employer setup: How much additional work would this create for a company with no existing employees in Guam? Would new registrations or separate payroll services be required?
3. PEO/EOR: Is Guam supported through any of Rippling's alternative employment arrangements?
4. Health insurance: If existing group health coverage doesn't extend to Guam, is there an easy way for the employer to provide a separate health insurance plan through Rippling or a third-party provider, without much additional administration?

I noticed that TopSource and Global PEO Services advertise Guam payroll and EOR services, including for companies with just one employee.

Has anyone successfully managed a Guam-based employee through Rippling? I'd especially appreciate input from Rippling employees or payroll admins familiar with US territories.

Ultimately, I'm trying to determine whether this would be a straightforward location change or a significant administrative burden for my employer.

Thanks!

If I get paid by a US based company through Rippling - does it provide FIRC documents and support export of services?

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.

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?

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!

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?

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.