Rippling

Rippling uses a modular, quote-only pricing model for Australian customers. There is no published per-employee rate. Pricing depends on the modules selected and team size. Prospective customers need to contact Rippling for a tailored quote.

Yes. Rippling offers native payroll in Australia and is STP Phase 2 compliant, reporting wages, tax, and super to the ATO each pay run. It also supports Modern Award interpretation for Australian businesses, which is notable for a US-built platform. Payday Super compliance (July 2026) is also supported via the native payroll engine.

Rippling combines HR, payroll, and IT management in a single platform. Alongside employee records, leave, onboarding, and performance modules, Rippling can provision and manage employee devices and software licences. This unified HR-plus-IT capability is unique among the platforms in this comparison and is particularly useful for technology companies managing distributed teams.

Rippling is generally a better fit for mid-market and enterprise businesses. Its breadth of features and quote-only pricing structure add complexity and cost that can be more than small teams need. AU-built platforms with transparent per-employee pricing are typically more accessible for businesses under 50 employees.

Rippling does not require a long-term contract. Month-to-month arrangements are available, which provides flexibility for growing teams that may need to adjust their module mix over time.

Rippling integrates with a broad ecosystem including Xero, NetSuite, QuickBooks, and Sage for accounting and finance. It also connects with a large number of productivity and IT tools. The integration library is one of the most extensive among HR platforms, which is a key reason technology-forward businesses choose it.