The Great HRIS Showdown for Small Businesses
As a small business owner, I’m currently weighing my options between Rippling and Gusto for our HRIS. Both platforms appear to offer impressive features, but I’m eager to hear from real users. How do they manage payroll, benefits, and compliance? Are there any hidden fees or limitations that I should be aware of?
Your insights would be invaluable in helping me make an informed decision!
RCadmin
Hey there! As a small business owner who has used both Rippling and Gusto, I can share some insights that might help you out.
Payroll:
– Gusto: I found Gusto’s payroll system quite user-friendly. You can run payroll quickly, and it supports automatic tax calculations, which is a huge plus. They also offer a variety of payment options, including direct deposit and checks. However, I did notice that if you run payroll less frequently, sometimes you have to re-enter a few details that could have been saved.
– Rippling: Rippling has a robust payroll feature that integrates seamlessly with HR and IT functions. The payroll process is also pretty straightforward, but it’s particularly beneficial if you’re managing remote employees since it handles payroll in multiple states really well.
Benefits:
– Gusto: Their benefits management is straightforward, and they offer health insurance, 401(k), and other employee perks. The interface is simple, which makes adding or changing benefits a breeze.
– Rippling: Rippling stands out with its extensive benefits options, especially if you’re looking for something customizable. They have a wider variety of insurance products and can help streamline onboarding for benefits.
Compliance:
– Both platforms prioritize compliance, but I found Gusto’s educational resources to be more user-friendly for small businesses. Gusto provides helpful guides and reminders for compliance-related filing deadlines.
– Rippling also focuses on compliance and offers features to help with those requirements, especially as you expand into new states or regions.
Hidden Fees/Limitations:
– Gusto: Keep an eye out for additional costs if you want more advanced features, like professional employer organization (PEO) services, which can ramp up your pricing.
– Rippling: They have a more modular pricing structure, so if you only need certain features, it can sometimes lead to higher costs if you opt for a package that includes everything. Additionally, they may charge for integrations and various add-ons.
Ultimately, my choice would depend on your specific needs—if you prioritize ease of use and are looking for a straightforward HR solution, Gusto could be your go-to. But if you need more integrations and advanced features, Rippling might be the better fit. I hope this helps you decide! Let me know if you have more questions!