Best Rippling Alternatives for Singapore Teams (2026)

Why This Guide Exists

Rippling (rippling.com) does several things better than most. It puts HR, payroll, IT and Finance on one employee record, so a new hire's laptop, app access and payslip come from the same system. It publishes its global support response times, refreshed daily. And it is highly rated: 4.7 out of 5 on G2, from 14,749 reviews, as of 27 October 2026. Ease of use is the theme reviewers mention most.

Its Singapore guide also gets a lot right. It gives the employer CPF rate for staff aged 55 and under as 17%. It says CPF applies to Ordinary Wages up to SGD 8,000 a month from January 2026. It has the new retirement age of 64 and re-employment age of 69 from 1 July 2026. And it explains that Singapore has no national minimum wage, but the Progressive Wage Model sets floors for some jobs. All of that is correct.

So this guide is not an argument that Rippling is a bad product. It is for one reader: a Singapore team of 50 to 500 people that has looked at Rippling, or runs it today, and found it is not the right fit. Often that is a company with US roots that now has its own Singapore entity and Singapore staff on its books.

For that reader, one question matters most. Who handles the Singapore filings, and does the vendor say so in writing?

We read each vendor's public pages between 21 August and 27 October 2026, and checked them against the rules from CPF Board, IRAS and the Ministry of Manpower (MOM). Here is what we found.

Quick Comparison

Prices read on each vendor's own pages on 26 October 2026 (Rippling: 27 October 2026). Prices in USD unless marked SGD. EOR and payroll are different purchases, so compare down each column, not across. G2 figures are dated; Deel's covers all Deel products.

Why Singapore Teams Look for Rippling Alternatives

The reasons are about fit, not quality. And they matter most once you have your own Singapore entity.

Rippling's pages don't say who files in Singapore

Rippling does sell payroll for your own entity. Its Global Payroll page says "Run payroll for employees globally via your own entities." So this is not a question of whether Rippling offers it.

The question is what Rippling says about Singapore filings. Its Global Payroll FAQ, as of 27 October 2026, says it covers "localised tax calculations, statutory deductions and tax document generation across supported countries, with filing submission handled for specific markets."

That line is honest. But it does not say which markets. On the pages we read, Rippling does not publish a list of supported countries, and it does not name Singapore as one where it submits filings.

On Rippling's Singapore guide, as of 27 October 2026, these terms appear zero times:

• "IRAS"
• "IR8A", "Auto-Inclusion" and "AIS"
• "IR21" and "tax clearance"

The guide does list the Foreign Worker Levy as an employer cost, which is correct. And when it describes how a foreign company can hire in Singapore, the route it names is an Employer of Record (EOR).

This tells you what Rippling's pages say, not what Rippling's product does. We read web pages, not a payroll engine. So ask Rippling directly: is Singapore one of the markets where you submit filings? Which ones? Can you show us an IR8A submission through AIS?

Some of the Singapore numbers on its guide are off

Rippling's Singapore guide was updated on 24 October 2026. As of 27 October 2026, three payroll figures on it do not match the authorities.

These are small on a web page. They are not small in a pay run. If you are moving payroll onto your own entity, these are the numbers your system has to get right every month. Ask any vendor, Rippling included, to show you the CPF split and the SDL cap on a real payslip.

The bill is built from modules

Rippling says it plainly on its homepage: "Start with the apps you need, or run them all together." Its pricing page says plans "start at $8 per employee per month, with a monthly base fee". HR, payroll, IT and Finance tools are each their own product.

For a company that uses all of it, that can be good value. For a Singapore team that mainly needs HR and payroll, it means adding up modules to see the real price. G2 reports an average discount of 12% from users, which suggests the price is often agreed in a sales call.

What reviewers raise most

Rippling's G2 page, as of 27 October 2026, shows these top complaint themes:

• Missing features (1,241 mentions), which G2 says covers reporting, support response times and app functionality.
• Not user-friendly (885 mentions), including slow performance.
• Learning curve (857 mentions).

Those sit beside 6,967 mentions of ease of use, so read them in proportion. But reporting depth and support speed are worth testing in a demo.

On Your Own Entity, the Singapore Rules Are Yours

With EOR, the provider is the legal employer. On your own entity, you are. These Singapore rules land on your payroll team, whichever software you use.

• CPF is three rate tables, not one. Singapore Citizens and Permanent Residents (PRs) from year three use one table. PRs in their first and second years use two others. Foreign staff on an Employment Pass, S Pass or Work Permit pay no CPF (CPF Board).
• The wage ceilings. The Ordinary Wage ceiling is $8,000 a month from 1 January 2026. The annual salary ceiling is $102,000 (CPF Board).
• A rate change is coming on 1 January 2027. CPF rates rise for employees aged above 55 to 65. The total rate for ages above 55 to 60 moves to 35.5%. For ages above 60 to 65, it moves to 26% (CPF Board). Your system has to switch tables on the right date.
• SDL covers foreign staff too. It is 0.25% of monthly wages, with a minimum of $2 and a maximum of $11.25 per employee, for all employees working in Singapore (CPF Board).
• The Foreign Worker Levy (FWL) is a separate payment. It goes to MOM, not CPF Board, by the 17th of the next month. It is pro-rated by day. The S Pass levy is $650 across all sectors from 1 September 2025 (MOM).
• Year-end filings. Form IR8A is required for all employees. Submitting it through the Auto-Inclusion Scheme (AIS) is mandatory for employers with five or more employees, by 1 March (IRAS). Every team in the 50 to 500 range is in scope.
• Departing foreign staff. Form IR21 tax clearance must be filed at least one month before a non-citizen employee stops working for you, and you must hold back the money due to them. Late filing can bring a fine of up to $5,000 (IRAS).

This is the checklist to hold every vendor below against.

1. Omni HR

Best for: Singapore mid-market teams on their own entity that want HR and payroll in one platform, built for Asia, with room to grow into nearby markets.

Omni HR is an HR and payroll platform built for Asia. It runs local payroll in Singapore, Malaysia, Hong Kong and the Philippines, plus managed payroll across 20+ Asian countries. EOR and contractor payments are available across Asia.

Singapore payroll, with the rules built in

Omni HR's Singapore payroll covers CPF, SDL, IRAS and the Foreign Worker Levy. It files CPF directly, submits IR8A through AIS, and handles work pass holders. Your team still runs payroll. The Singapore rules are already in the system, so nobody has to keep them in a spreadsheet.

Performance and pay in one place

Performance reviews feed salary increments and bonuses in payroll. HR, recruiting, performance and payroll sit on one platform. Mino, our AI assistant, can take on the HR busywork.

Works with the tools you already use

Omni HR connects with Slack, Microsoft Teams, Xero, Google Workspace and Microsoft 365.

Support you can message

You can reach Omni HR on WhatsApp, Slack or email, with same-day responses during Asian business hours. That is how we perform today, not a contractual commitment. One honest gap: Omni HR does not offer 24-hour support. If round-the-clock support matters most, weigh that.

Pricing

Omni HR is $3 per employee per month for the core platform, plus Singapore payroll software from $4 per employee per month, with no published setup fee.

Book a demo to see Singapore payroll in Omni HR.

2. Employment Hero

Best for: Singapore SMEs that want local pricing in SGD and a very easy HR interface.

Employment Hero offers Singapore payroll priced in Singapore dollars per active employee per month. As of 26 October 2026, its Singapore pricing page lists Payroll Standard at SGD 6 (minimum charge $120 a month) and Payroll Premium at SGD 8 (minimum $160 a month). Payroll Standard lists "IRAS Compatible" and CPF reporting.

HR is a separate plan ladder: HR Standard at SGD 5, HR Premium at SGD 7 and HR Platinum at SGD 10, each with its own monthly minimum. A full HR and payroll stack runs SGD 11, 15 or 18 per employee per month, with combined minimums of SGD 220, 300 or 360. Billing is "based on the greater of any minimum contractual amounts and actual billable employees each month."

Employment Hero also offers EOR in 180 countries by its own count. Its Singapore EOR page shows no price, as of 26 October 2026.

The honest limitation is fit, not quality. HR and payroll are two plans with two minimums. And as of 21 August 2026, we could not find the Foreign Worker Levy described as a product capability on Employment Hero's Singapore site or help centre. If you employ S Pass or Work Permit holders, confirm FWL handling with them directly.

G2 rating: 4.4/5 from 4,360 reviews (as of 27 October 2026).

3. Deel

Best for: Companies that want to stay on one global platform, hiring employees and contractors in many countries.

Deel is the closest like-for-like switch from Rippling: one global vendor for EOR, payroll and contractors. As of 26 October 2026, its Singapore EOR starts at $599 per month. Its Global Payroll is $29 per employee per month, covering "130+ countries" with "country-specific tax filings, statutory reporting, and local compliance". Its Singapore page says: "If you have an entity, our Global Payroll solution takes care of payroll and compliance for your direct employees." Deel's EOR plan lists "24/7 support".

Deel's Singapore page names CPF, with 17% as the maximum employer rate, and a Skill Development Fund at 0.25%. As of 26 October 2026, "IR8A", "IR21" and "Foreign Worker Levy" each appear zero times on that page.

The honest limitation is about your goal. If you are leaving Rippling because you want deeper Singapore payroll, Deel's Singapore page raises the same filing questions. Ask to see IR8A and FWL live. Deel suits a team whose main need is global reach.

G2 rating: 4.7/5 from 16,261 reviews, across all Deel products (as of 27 October 2026).

4. Multiplier

Best for: Teams that will stay on EOR in Singapore and want the lowest published EOR headline.

Multiplier is headquartered in Singapore. As of 26 October 2026, its Singapore EOR page says "plans starting at $459 per employee/month, billed annually". Its pricing page lists Core at $459 and Growth at $519 per person per month, billed annually, plus "Compliance mandated add-ons + Implementation fee as applicable".

Multiplier sells Global Payroll at $20 per person per month, billed annually, plus setup, implementation, payment and statutory fees "as applicable". Its Singapore payroll page lists "Automates CPF" and "Handles SDL and levies: Calculates and submits through CPF EZPay."

The honest limitation, for this reader: as of 26 October 2026, Multiplier's Singapore payroll page directs established entities to its EOR. It says: "For established entities, Multiplier's EOR in Singapore ensures full compliance and seamless global expansion." If you are running staff on your own Singapore entity, ask Multiplier directly whether Global Payroll covers it.

G2 rating: 4.7/5 from 1,499 reviews (as of 26 October 2026).

5. Remote

Best for: Teams spread across many countries that want prices published before a sales call.

Remote publishes a Singapore price block for both paths. As of 26 October 2026, EOR is "Starting at $599" per employee per month, "For hiring employees in countries where you don't have an entity yet." Global Payroll is "Starting at $29" per employee per month, "For paying employees in countries where you own the entity." Its pricing FAQ says there are "no setup or onboarding fees".

Remote also offers an AI assistant 24/7, human support 24 hours a day on weekdays, and a named Payroll Service Level Agreement for Global Payroll customers.

The honest limitation is scope. Remote's Singapore page names CPF and the Skills Development Levy. As of 26 October 2026, IR8A, AIS, IR21 and the Foreign Worker Levy do not appear on that page. Like Rippling, it is a global platform first, so ask to see the Singapore year-end filings live.

G2 rating: Not shown.

Singapore Payroll on Your Own Entity: Who Covers What

Readings of each vendor's public pages, not tests of their payroll engines. A page that skips a rule does not prove the product skips it.

What You Give Up by Leaving Rippling

This is the other half of the question, and it deserves a straight answer.

• HR, IT and Finance on one record. Rippling manages identity and access, devices and inventory, plus expenses, corporate cards, bill pay and travel, beside HR and payroll. None of the alternatives here sells device management as a module. Omni HR does not offer IT or device management. If that matters, you will need a separate IT tool.
• Published support metrics. As of 27 October 2026, Rippling's support status page shows a median live chat first response of 32 seconds, a median email response of 1 hour 56 minutes, and 95.12% customer satisfaction, all 90-day averages. That is rare. It does not publish support hours or whether its team covers Asian business hours.
• Reach beyond Asia. If your next hires are in Europe or the Americas, a global platform like Rippling covers them under one contract.
• A system your US team already knows. For a US-founded company, keeping one stack has real value.

What you gain, with a platform built for Asia, is Singapore payroll that names the Singapore rules, a lower and simpler price for HR plus payroll, and support in your time zone.

When Rippling Is Still the Right Choice

Stay with Rippling if your IT and HR teams want one system to set up a new hire's laptop, apps and payroll on day one. Stay if your team is spread across the US, Europe and beyond, and Singapore is one office among many. And stay if published support metrics are worth more to you than local depth. In those cases, keep Rippling and ask it to confirm, in writing, which Singapore filings it submits.

When to Stay With Rippling vs Choose Omni HR

Whichever you pick, run one month of payroll in parallel first. Test a Permanent Resident in their first year, a bonus near the $102,000 annual ceiling, an S Pass holder who joins mid-month, and a January 2027 run for someone aged above 55. 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 Rippling: Singapore (2026)
• Best Remote.com Alternatives for Singapore Teams (2026)
• Best Employment Hero Alternatives for Singapore Teams (2026)