Benefits management software is a tool that helps HR teams to manage and automate employee benefits programs. This includes designing, implementing, communicating, and administering benefits plans, such as health insurance, retirement plans, and other employee benefits. Benefits management software also helps employers manage their compliance with government regulations, such as the ACA, ERISA, and HIPAA. Additionally, its analytics and reporting feature helps employers analyze their benefits costs and make informed decisions about their benefits programs, while integration with other systems ensures that employee data is up-to-date and consistent across all systems.

Benefits Management Software

WFM is a solution comprising software, services and (often) hardware that helps organizations manage the operational deployment of their workers. In most cases, WFM is deployed for hourly paid/blue-collar employees. However, the deployment of WFM for both hourly and salaried workers is justifiable in several cases, including when the organization:
Seeks to use the same absence management and/or access control system for both salaried and hourly workers; Captures salaried workers’ overtime and uses that data to calculate gross pay; Schedules salaried workers to work dynamic shifts, rather than set “office” hours; Allocates and tracks salaried workers’ time to projects or tasks and a WFM system is already in use

Workforce Management Applications

Gartner defines cloud HCM suites for 1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining and managing employees.
Cloud HCM suites for 1,000+ employee enterprises are designed to support transactions and/or analytical processing for more than one of the following use cases within a single integrated solution:
Manage organization and employee historical data, life cycle processes and transactional employee/manager self-service;
Attract and retain talent through talent sourcing, applicant tracking, internal mobility and onboarding;
Manage organizational structure through creating, planning and limiting employee positions. Maintain a record of workforce data through assigned positions;
Develop the workforce through learning, performance and career pathing;
Manage the operational deployment of salaried and hourly workers to capture time worked and absences;
Deliver tools to assist employers in managing country-specific compliance with legislation and agreements pertaining to data residency and labor laws;
Integrate with notable enterprise applications (e.g., finance, procurement).

Cloud HCM Suites for 1,000+ Employee Enterprises

Gartner defines cloud human capital management (HCM) suites for regional and/or sub-1,000+ employee enterprises as cloud application suites that deliver functionality for attracting, developing, engaging, retaining and managing employees.
Cloud HCM suites for regional and/or sub-1,000 employee enterprises are designed to support transactions and/or analytical processing for more than one of the following use cases within a single integrated solution: Manage organization and employee historical data, life cycle processes and transactional employee/manager self-service; Attract and retain talent through sourcing, applicant tracking, onboarding, performance management and learning; Manage organizational structure through creating, planning and limiting employee positions. Maintain a record of workforce data through assigned positions; Manage the operational deployment of salaried and hourly workers to capture time worked and absences; Deliver tools to help employers manage country-specific compliance with legislation and agreements pertaining to data residency and labor laws.

Cloud HCM Suites for Regional and/or Sub-1,000 Employee Enterprises

Gartner defines the multicountry payroll solution market as a market for product offerings/solutions designed to streamline and unify payroll processing across multiple jurisdictions, addressing the payroll complexities of managing a global workforce. These solutions mitigate compliance risks, reduce administrative overhead and enhance payroll accuracy and timeliness. Delivery models include in-house payroll software, payroll managed services, payroll business process outsourcing and payroll aggregation, each offering varying service levels from internal processing to fully outsourced payroll management.

Multicountry Payroll Solutions

Organizations use expense management software to simplify their expense reimbursement and reconciliation process. The software provides facilities for expense report creation, submission, approval, reimbursement, and accounting. The software replaces the manual paperwork with an automated workflow to upload, track and submit expense receipts conveniently. These reimbursement receipts are accessible to the administrators through a streamlined process to approve the claims while checking for any corporate policy violations. In addition, the software assists organizations in keeping track of their employee’s corporate expenses.

Expense Management Software

Time and attendance software is a system that automates the process of tracking employee work hours, attendance, leave, and overtime. It helps businesses manage labor costs, improve efficiency, and ensure compliance with labor laws. As part of a comprehensive workforce management solution, the software offers real-time attendance tracking to minimize time theft and manages leave requests with automated approvals and a centralized leave balance view. The enhanced accuracy of these automated systems leads to more precise payroll processing, while detailed reports on attendance patterns, overtime, and absences help managers make informed decisions. The mobile app enables employees to clock in/out, view schedules, and request leave from their devices. Typical users include large corporations, healthcare facilities, and retail and hospitality businesses.

Time and Attendance Software

Gartner defines access management (AM) as tools that include authentication and single sign-on (SSO) capabilities, and that establish, manage and enforce runtime access controls for modern standards-based and classic web applications and APIs.
AM’s purpose is to enable SSO access for people (employees, consumers and other users) and machines to protected applications in a streamlined and consistent way that enhances the user experience. AM is also responsible for providing security controls to protect the user session in runtime, enforcing authentication and authorization using adaptive access. Lastly, AM can provide identity context for other cybersecurity tools and reliant applications to enable identity-first security.

Access Management

Gartner defines user authentication as the journey-time process that provides credence in a claim to an identity established for a person for access to digital assets. User authentication is delivered by some combination of (a) an authenticator, (b) signals evaluation and (c) an authentication decision point, which may be from different vendors.

User Authentication

Employer of Record (EOR) solution allows companies to hire, onboard, and manage employees in multiple countries without having to establish a local entity. It manages all payroll-related tasks and compliance but leaves the supervision and work assignment to the sponsor organization. It also handles all the legal and admin tasks associated with being an employer, like paying salaries, withholding taxes, managing benefits and processing onboarding. Apart from helping companies avoid the hassle of setting up a local entity, this arrangement helps in reducing legal risks and is also cost effective as the fee paid to EOR may be lower than the costs of fully employing contractors directly. It is widely used by medium and large enterprises looking to expand into new markets. EOR differs from Professional Employer Organization (PEO) in the sense that a PEO acts as a co-employer, while an EOR is the legal employer of an organization’s distributed workforce.

Employer of Record (EOR)

Talent acquisition (recruiting) suites are used by recruiting teams to manage the job application selection process. Capabilities include an applicant tracking system, which handles the job requisition, job posting, application, and candidate selection workflows, and a combination of candidate relationship management (also known as sourcing or pipelining) and/or employee onboarding modules. Today’s talent acquisition suites offer a variety of functions with an emphasis on automation and AI-enabled capabilities to provide a streamlined, engaging experience for all stakeholders involved in the hiring process, such as recruiters, hiring managers and candidates.
Organizations that do their own hiring require a means to engage, select and onboard would-be employees.

Talent Acquisition (Recruiting) Suites

Professional Employer Organization (PEO) providers help businesses to outsource their human resources functions to mitigate the burden of complex HR administration responsibilities.PEO providers perform various employee administration tasks,  such as employee benefits, compensation and payroll administration, workers' compensation, and employment taxes. They are also responsible for processing employee wages, benefits, and payroll while helping in maintaining compliance by keeping track of complex employment laws and offering risk management strategies. This helps to reduce administrative costs, improve productivity, and increase profitability. These services are widely used by small and medium enterprises.

Professional Employer Organization (PEO) Providers

Absence Management Software are designed to streamline the management, recording, and analysis of employee absences, replacing outdated manual methods such as paper forms and spreadsheets. They automate leave processing, allowing employees to choose from multiple types of leaves and submit absence requests, and allow managers to approve them through customizable workflows tailored to company policies and compliance requirements. It includes features such as real-time tracking, notifications, and mobile accessibility for managing requests on-the-go. These platforms also provide detailed reporting and analytics, delivering insights about absence trends to help organizations optimize workforce efficiency and plan resource allocation effectively. Additionally, they seamlessly integrate with existing HR systems and provide calendar integration, ensuring data accuracy and aligning leave data with organizational calendars to boost visibility and facilitate planning. Employees can also access their remaining leave balances through a self-service portal, promoting transparency and self-management. These solutions are utilized by human resources departments, managers, and employees.

Absence Management Software

Top Rippling Likes & Dislikes 2025 | Gartner Peer Insights

Workday Human Capital Management

Workday

ADP Benefits

Rippling

Deel

SunFish

Humanica

Zenefits

Alight Benefits Administration

Alight Solutions

Compport

EASE

Ease.io

Namely

50M - 250M USD

<50M USD

250M - 500M USD

Marketing Associate

I enjoy using Rippling. It is a one stop shop for everything I am needing. To see other employees, or to check on my paychecks or time off. It is great for all things!

Other...

SPECIALIST, CREATIVE DESIGN

The overall experience so far has been good. UI/UX I personally liked a lot. It feels clean, modern, and intuitive and is easy to use. It saves time by keeping everything organized in one place. 

CREATIVE STRATEGIST & PRODUCTER

Rippling has an easy UX for managing my benefits - from health care to time off.

Business Development Associate

I love rippling, the simplicity is the best part and ease of contacting service for help

Senior Partnerships Manager

Rippling is the best payroll software out there! It makes everything super seamless. 

Active

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