Omni HR vs Rippling for Singapore: CPF, IR8A, Pricing and Support Compared (2026)

What Rippling Gets Right

Many companies come to this question the same way. You started in the US, or you run a US-style stack. Rippling runs your HR, your laptops and your payroll. Now you have your own Singapore entity, and Singapore staff to pay on it. Rippling says it can do that. So what should you check?

Start with the credit, because Rippling has earned it. We read Rippling's Singapore hiring guide and its payroll pages on 27 October 2026. Here is what they get right.

• It sells payroll for your own entities. Rippling's Global Payroll page says: "Run payroll for employees globally via your own entities." So this is not a page about a vendor that cannot pay your Singapore staff.
• The CPF basics are current. The guide says "The CPF employer contribution rate is 17% for employees aged 55 and under." It also says that "From January 2026, CPF applies to Ordinary Wages up to SGD 8,000 per month." Both are correct.
• It is up to date on retirement age. The guide says the retirement age "increased to 64 on July 1, 2026, with the re-employment age rising to 69." That matches MOM.
• It names the Progressive Wage Model. "Singapore has no national minimum wage for most workers, but the Progressive Wage Model sets sector-specific floors." That is the right way to say it. Many vendor pages call these floors a "minimum wage".
• It lists the three employer costs. CPF, the Skills Development Levy (SDL) and the foreign worker levy all appear in its employer cost table.

Rippling also does things Omni HR does not do at all. It manages devices, app access and corporate cards in the same system as HR. And it publishes live support numbers. We cover both below.

So this is not a page about a weak vendor. It is about a narrower question: what Rippling's pages say about Singapore payroll filings.

Quick Comparison

Rippling's figures come from its Singapore hiring guide, Global Payroll pages, pricing page and support status page, read 27 October 2026.

What the Pages Cover, and What They Leave Out

Singapore payroll has two kinds of duty.

The first kind leaves your bank account every month: CPF and SDL. Rippling's Singapore guide names both.

The second kind is filings. Some come once a year. Some come when a person leaves. These are the ones with fixed deadlines and fines. As of 27 October 2026, none of them appears on Rippling's Singapore guide or on its Global Payroll product page.

A note before the detail. This is a reading of public web pages, not a test of Rippling's payroll engine. A page that skips a rule does not prove the product skips it. Rippling does say what Global Payroll covers in general. That is the line to look at next.

"Handled for specific markets": the line to ask about

Rippling's Global Payroll page answers the filing question in its own FAQ. As of 27 October 2026, it says Global Payroll "covers localized tax calculations, statutory deductions, and tax document generation across supported countries, with filing submission handled for specific markets."

That is an honest sentence. It tells you filing is handled in some countries, not all of them. It does not say which ones. The page does not name Singapore, and we did not find a published list of supported countries.

So the question is simple. Ask Rippling: is Singapore one of the markets where you submit filings? If yes, which ones: CPF, IR8A through AIS, IR21? If no, who on your team does it?

Omni HR answers that question directly. Omni HR files CPF and submits IR8A through AIS, from the same payroll that runs your monthly pay.

Form IR8A and AIS: five employees is the line

Every Singapore employer must prepare Form IR8A for every employee, by 1 March for the year before.

Under the Auto-Inclusion Scheme (AIS), the employer sends that income data to IRAS electronically. IRAS says AIS is mandatory for employers with 5 or more employees in 2026. Every company with 50 to 500 people is in scope, every year.

As of 27 October 2026, "IR8A", "Auto-Inclusion" and "AIS" each appear zero times on Rippling's Singapore guide and its Global Payroll page. This tells you what the pages say, not what Rippling's product does. Ask Rippling to show you a full-year AIS file before you move your Singapore entity onto it.

Form IR21: the filing when foreign staff leave

Form IR21 is tax clearance. IRAS requires it at least one month before a non-citizen employee stops work, or leaves Singapore for more than three months. From the time you know, you must hold back money due to that person until IRAS clears it. Late or missing filing can bring a fine of up to $5,000.

US-rooted companies often send or hire people who are not Singapore citizens. IR21 is the filing that applies when those people leave.

As of 27 October 2026, "IR21" and "tax clearance" each appear zero times on Rippling's Singapore guide. If you employ foreign staff, ask Rippling to walk you through an IR21 case, including the hold on final pay.

Foreign Worker Levy: named, but not explained

Credit first. Rippling's guide lists the foreign worker levy as an employer cost. Many vendor pages leave it out.

The guide says only that it "Varies depending on worker qualifications and how many foreign workers your organization employs." That is true, but it is not the whole job. The Foreign Worker Levy is a separate monthly payment to the Ministry of Manpower (MOM), due by the 17th of the following month. It is pro-rated by day, from the date a pass is issued to the date it is cancelled. So a worker who starts mid-month changes the levy for that month.

Omni HR handles the Foreign Worker Levy and work pass holders, alongside CPF and SDL, in one Singapore payroll.

Three Payroll Figures to Check Against the Source

Rippling's Singapore guide also carries some payroll numbers. Most are right. Three are not. Each one is set next to what the authority says. These are payroll sums, not typos, which is why they matter.

• Employee CPF. As at 27 October 2026, the guide's employee cost table lists "Central Provident Fund (CPF) 37%". The employee share for staff aged 55 and under is 20%. The 37% figure is the employer and employee rates added together. The guide's own text gets this right elsewhere: "employers contribute 17% and employees contribute 20%." The cost table does not match it.
• The SDL cap. As at 27 October 2026, the guide says "Skills Development Levy (SDL) 0.25% (capped at SGD 11.25 per year)". The rate is right. The cap is $11.25 per employee per month, not per year. There is also a $2 minimum per employee per month.
• The S Pass minimum salary. As at 27 October 2026, the guide lists "S Pass (mid-skilled workers, minimum SGD 3,150/month)". MOM's S Pass page sets the minimum at $3,300 a month, rising with age. MOM has also announced new rates for new applications from 1 January 2027.

None of this means Rippling's payroll engine uses these numbers. It means the guide does. If you test any payroll, test a month with an employee on an S Pass, and check SDL on that person. Staff on a work pass pay no CPF, but they still attract SDL.

Where Rippling Wins

This is the part where Rippling is ahead, and we will say so plainly.

HR, IT and Finance on one employee record. Rippling manages identity and app access, devices and inventory in the same system as HR. Its Finance products cover expenses, corporate cards, bill pay and travel. When someone joins, Rippling can set up their accounts and laptop from the same record. Omni HR does not offer IT or device management. If that matters to you, Rippling does something we do not.

Published support numbers. Rippling publishes its support metrics on a public status page, refreshed daily. As of 27 October 2026, it showed a median first response of 32 seconds on live chat and 1 hour 56 minutes on email, with customer satisfaction of about 95%, all as 90-day averages. We have not seen another vendor in this space publish the same.

Reach beyond Asia. Rippling covers EOR, global payroll and contractors from one platform, with a Global Payroll page built for companies paying staff "via your own entities" in many countries. If most of your people are in the US or Europe, and Singapore is one office of many, that breadth is real.

Ease of use, at scale. Rippling holds 4.7 out of 5 from 14,749 reviews on G2, as of 27 October 2026. Ease of use is the most-mentioned strength. One G2 reviewer wrote that they find Rippling "very useful for all HR, Payroll, and Management related works". G2's most-mentioned weakness is missing features, including reporting and support response times. One G2 reviewer wrote: "The reporting module UI is difficult to understand." These are single reviews, not typical experiences.

What Rippling does not publish is its support hours, or whether its team covers Asian business hours. Its status page refreshes on Pacific Time and shows one global set of numbers. So ask.

Omni HR does not offer 24-hour support. What we offer is different in kind. You can reach Omni HR on WhatsApp, Slack and email, and we give same-day responses during Asian business hours. That is how we perform today. It is not a contractual commitment. The real difference is the channel: a payroll question can go into the Slack or WhatsApp thread your HR team already uses, in the same time zone as your Singapore staff.

Pricing: Add Up the Modules

Rippling's pricing page explains its model plainly. As of 27 October 2026, its FAQ says: "Rippling plans start at $8 per employee per month, with a monthly base fee. Your total cost depends on the products and services you choose." It also says "Most products are priced per employee per month, while some may include a monthly base fee." For a full price, Rippling asks you to contact it for a custom quote.

Three things to notice.

Count your modules. Rippling's $8 is a starting point, plus a base fee. HR, payroll, global payroll, IT and Finance are separate products. Write down the ones you actually use before you compare.

Compare software to software. Set Rippling's quote for HR plus Global Payroll against Omni HR's $3 core platform plus Singapore payroll from $4. If you also use Rippling for devices or cards, that part has no Omni HR equivalent, so leave it out of the sum.

Ask for the Singapore line. A quote that shows Global Payroll for Singapore as its own line is the easiest to compare.

Is It Worth Moving?

Here is the honest answer. It depends on how much of Rippling you use, and who you employ in Singapore.

If you use Rippling for IT and Finance too, and your Singapore team is small, the case to move everything is weak. Ask Rippling whether it submits Singapore filings, and see a full-year AIS file. If the answer is yes and the file is right, you may be well served where you are.

If Singapore is now a real entity with real headcount, the filing question matters more. AIS is mandatory at five employees. Ask who submits IR8A, and who handles IR21 when foreign staff leave.

If you employ S Pass, Work Permit or Employment Pass holders, you want the Foreign Worker Levy named and handled each month, alongside CPF and SDL.

If Singapore is one of several Asian countries, for example Singapore plus Malaysia, Hong Kong or the Philippines, a platform with local payroll in each of those countries removes a lot of hand-offs.

Some teams keep Rippling for IT and use Omni HR for Asian HR and payroll. That is a fair setup to consider too.

Where Omni HR Fits

Rippling is built to run HR, IT and Finance for a global company from one record. That is a real strength. Omni HR is built the other way round: depth in Asia first.

Singapore payroll, with the rules built in. Omni HR's Singapore payroll covers CPF, SDL, IRAS and the Foreign Worker Levy. Omni HR files CPF and submits IR8A through AIS. It handles the Foreign Worker Levy and work pass holders. Your team runs payroll. The Singapore rules are already in the system.

One platform for Asia. Local payroll in Singapore, Malaysia, Hong Kong and the Philippines. Managed payroll across 20+ countries in Asia. EOR and contractor payments across Asia. HR, an AI-assisted applicant tracking system and payroll all sit in one place. Mino, our AI assistant, and the Omni MCP connector are available today. Omni HR connects with Slack, Microsoft Teams, Xero, Google Workspace and Microsoft 365.

Support you can message. WhatsApp, Slack and email, with same-day responses during Asian business hours. That is current practice, not a guarantee.

Pricing. $3 per employee per month for the core platform, plus Singapore payroll software from $4. No published setup fee.

When to Choose Rippling vs Omni HR

Whichever you pick, run one month of payroll in parallel first. Check SDL for a foreign employee who pays no CPF. Check CPF in a bonus month for someone above the $8,000 Ordinary Wage ceiling. Check a Foreign Worker Levy month where a pass starts mid-month. Check a full-year AIS file. Ask every vendor to show these live, Omni HR included.

Book a demo to see Singapore payroll in Omni HR.

Further Reading

• Omni HR vs Employment Hero: Singapore Payroll Compared (2026)
• Best Employment Hero Alternatives for Singapore Teams (2026)
• Best HR Software in Singapore (2026)