Rippling is one of the most popular all-in-one HR platforms in the U.S., used by thousands of companies to manage payroll, benefits, IT, and employee data. But when it comes to immigration, Rippling does not offer a dedicated immigration module with built-in attorney services or case management. Employers sponsoring H-1B, L-1, O-1, EB-2 NIW, or other work visas through Rippling still need an external immigration provider to handle legal filings, petition preparation, and compliance. This guide explains what Rippling provides for immigration in 2026, where gaps exist, and how employers and employees can pair Rippling with a dedicated immigration platform like Alma to cover every step of the visa process.
Rippling markets itself as a unified platform where employee data flows across HR, payroll, benefits, IT, and compliance. For most HR functions, this integration works well. Immigration, however, is a notable gap.
Rippling includes I-9 employment eligibility verification as part of its standard onboarding workflow. New hires complete Section 1 of Form I-9 electronically, and employers complete Section 2 within the required three-business-day window. Rippling also supports E-Verify integration, the DHS program that electronically confirms employment authorization.
These features are valuable for onboarding compliance but do not address visa sponsorship. I-9 and E-Verify confirm that an employee is authorized to work in the U.S. They do not initiate, track, or manage the visa petitions that create that work authorization in the first place.
Rippling's no-code App Studio allows employers to build custom applications on top of their employee data. Some companies have used App Studio to create internal immigration tracking dashboards that store visa type, expiration dates, law firm assignments, green card pipeline status, and associated costs.
This approach offers flexibility but places the burden entirely on the employer. Building and maintaining a custom immigration tracker requires the HR team to define data fields, configure workflows, populate records manually, and keep information updated as cases progress through USCIS adjudication. There is no automated data feed from USCIS, no form pre-population, and no connection to the legal workflow of petition preparation.
Rippling's Workflow Studio enables rule-based automations tied to employee data. Employers can configure workflows that trigger actions based on immigration-related events, such as sending Slack notifications when a visa expiration date is 90 days away, assigning renewal tasks to HR managers, or flagging employees whose work authorization requires attention.
These automations help prevent compliance lapses, particularly missed renewal deadlines. But they function as reminders, not case management. The workflow tells an HR manager that an H-1B extension is due. It does not prepare the extension petition, gather supporting evidence, or file anything with USCIS.
Rippling's App Shop includes some immigration-adjacent integrations. The most notable is SuperVisas, an AI-powered visa preparation tool that Rippling added to its App Shop in late 2023, offering eligibility assessments and document management. Rippling's App Shop also supports broader HRIS integrations, meaning dedicated immigration platforms can connect to pull employee data.
Important for employers: Rippling's App Shop integrations are not the same as a native immigration product. Each integration has its own pricing, service scope, and limitations. An App Shop add-on may not provide the legal depth that a purpose-built immigration platform offers.
The distinction between what Rippling offers and what a full immigration solution requires is significant. Employers sponsoring visas in 2026 need to understand these gaps to avoid compliance risks and processing delays.
No attorney services or legal representation. Rippling does not employ immigration attorneys who represent companies or employees before USCIS. Rippling's website carries a disclaimer stating the company does not provide legal advice. Employers must source their own attorneys through traditional law firms or dedicated immigration platforms.
No USCIS form automation or petition filing. Unlike dedicated immigration software, Rippling cannot generate Form I-129 (nonimmigrant worker petitions), Form I-140 (immigrant petitions), Labor Condition Applications, or any other USCIS forms. Form preparation, evidence compilation, and filing logistics fall entirely outside Rippling's product scope.
No PERM labor certification support. The PERM process requires prevailing wage determinations, supervised recruitment campaigns, and detailed audit-ready documentation. Rippling offers none of this infrastructure.
No immigration-specific compliance depth. Employment-based visa sponsorship carries regulatory obligations beyond basic I-9 compliance, including LCA posting requirements, Public Access File maintenance, H-1B wage compliance monitoring, and recordkeeping for audits. Rippling does not automate or track these obligations.
No case status tracking connected to USCIS. Employers and employees cannot monitor petition status through Rippling. All case status monitoring must happen through the USCIS case status portal or through an external immigration provider.
The U.S. immigration landscape for employer-sponsored visas has grown substantially more complex since 2024, making dedicated immigration support more important than relying on general-purpose HR tools.
USCIS updated its fee schedule effective April 1, 2024, with significant increases across most employment-based petition categories. The Asylum Program Fee of $600 applies to most employer-sponsored filings (reduced to $300 for small employers with 25 or fewer full-time equivalent employees, waived for nonprofits). Premium processing for I-140 petitions costs $2,965 as of the March 1, 2026 biennial inflation adjustment. In addition, the One Big Beautiful Bill Act (signed July 4, 2025) introduced a $250 Visa Integrity and Border Security Fee that applies to nonimmigrant visa issuances at U.S. consulates abroad, collected by the Department of State rather than USCIS. As of March 2026, the fee has been enacted but collection has not yet begun, pending cross-agency implementation. These cost increases make errors and RFEs more expensive, since rejected or delayed petitions mean wasted filing fees on top of legal costs and lost employee productivity.
The H-1B visa program introduced a wage-level weighted lottery system effective February 27, 2026, first applied during the FY 2027 registration period (March 4 to 19, 2026). Positions classified at higher prevailing wage levels receive greater odds of selection, fundamentally changing how employers evaluate which roles to sponsor. In recent lottery cycles, selection rates have ranged from roughly 25% to 35% per unique beneficiary; under the new wage-weighted system, DHS projects odds of approximately 15% for Level I wage positions and approximately 61% for Level IV. Employers filing through Rippling's App Shop tools or generic law firms may risk misclassifying wage levels or failing to account for the new selection dynamics.
USCIS has increased its scrutiny of employer-sponsored petitions across categories. O-1 extraordinary ability petitions face closer review of evidence quality. L-1 intracompany transfer petitions require more detailed documentation of the qualifying relationship and specialized knowledge. EB-1 and EB-2 NIW petitions now demand stronger evidence of national impact under updated policy guidance. RFE rates vary sharply by category: H-1B RFEs currently run approximately 8 to 13% based on USCIS FY 2024 data, while practitioner-reported EB-1A RFE rates are estimated at 40 to 50% (USCIS does not publish official category-specific EB-1A RFE statistics).
This environment requires immigration-specific expertise that a general HR platform cannot deliver. The cost of a preventable RFE includes not just the legal fees for responding, but also the additional months of processing delay and the risk of denial.
Alma is a dedicated immigration platform that integrates with Rippling and other major HRIS platforms including Workday, ADP, and BambooHR. Where Rippling manages employee data, payroll, and benefits, Alma handles the legal immigration work: petition strategy, evidence building, form preparation, USCIS filing, and case tracking. The two platforms work together so employers get unified HR operations and specialized immigration services without choosing one over the other.
For employers, the Rippling and Alma integration means employee data does not need to be manually re-entered for immigration filings. Job titles, salary information, start dates, and organizational data can flow from Rippling into Alma's immigration workflow, reducing errors and saving time during petition preparation.
For employees, Alma provides a dedicated portal where they can upload documents, track case progress, and communicate directly with their assigned attorney. This runs alongside whatever access they have through Rippling for payroll, benefits, and other HR functions.
See how Alma has helped employers and employees across visa categories in real case studies.
Attorney-led case management across all major visa types. Alma's attorneys handle H-1B filings, O-1A and O-1B extraordinary ability petitions, L-1A and L-1B intracompany transfers, TN visas, E-2 and E-3 treaty visas, EB-1A/EB-1B/EB-1C Green Cards, EB-2 NIW self-petitions, EB-2 PERM, EB-3 skilled worker petitions, and adjustment of status filings. Every case is handled by an experienced immigration attorney.
Transparent, published flat-fee pricing. Unlike traditional law firms that bill hourly or quote custom rates, Alma publishes its pricing upfront. Employers and employees know exactly what each visa type costs before committing.
These fees include RFE responses at no extra charge, administrative costs (FedEx, printing, copying, postage), up to three consultation calls per matter, bi-weekly status calls with the lead attorney and immigration manager, software subscription access, and implementation support. USCIS filing fees and premium processing are separate government costs. Third-party costs such as education evaluations or translation services are billed separately. Alma also offers a 50/50 payment plan: half upfront, half when the case progresses.
Two-week petition preparation. Traditional law firms commonly take 2 to 4 months for petition preparation. Alma's technology platform automates document organization, form population, and deadline tracking, enabling a two-week preparation timeline. The platform handles evidence indexing, digital bookmarking, and form consistency checks that would otherwise require weeks of manual work.
Industry-high approval rate. Alma's attorneys maintain an industry-high approval rate for qualified cases based on Alma's internal data. This track record reflects strategic case building and preemptive RFE avoidance applied to every filing.
Employers using Rippling can get started with Alma to add dedicated immigration services to their existing HR stack. Alma offers volume discounts for companies managing larger foreign national populations, as well as preferred rates for Y Combinator, Techstars, Pear VC, and other accelerator portfolio companies.
Each visa category carries distinct employer obligations, employee responsibilities, and processing timelines. Rippling can store data about these cases, but the actual preparation and filing happens outside Rippling through an immigration attorney or platform. Below is a practical breakdown of what each party can expect for the most common employer-sponsored visa types.
The H-1B remains the most common employer-sponsored work visa. With the new wage-level weighted lottery system now in effect, strategic filing is more important than ever.
Employer responsibilities: Filing a Labor Condition Application with the Department of Labor, maintaining a Public Access File, paying at least the prevailing or actual wage (whichever is higher), and ensuring the H-1B employee works in the approved specialty occupation. Employers are also responsible for tracking the six-year maximum stay and planning for extensions or green card sponsorship before time runs out.
Employee responsibilities: Maintaining valid H-1B status by working for the sponsoring employer in the approved role. Reporting any changes in employment to the assigned attorney promptly. Changing employers requires a new H-1B petition; portability provisions under AC21 § 105 allow work for the new employer to begin upon filing of the new petition.
O-1A (sciences, business, education, athletics) and O-1B (arts, motion pictures, television) petitions require demonstrating extraordinary ability through specific evidence criteria. There is no annual cap, making the O-1 an attractive alternative for employees who cannot secure H-1B selection.
Employer responsibilities: Filing Form I-129 (Petition for a Nonimmigrant Worker) with the O classification supplement as the petitioner (or an agent may file on behalf of the employee). A written advisory opinion from a peer group or labor organization is generally required under 8 CFR 214.2(o)(5), though regulatory exceptions exist in limited circumstances. The evidentiary standard is high.
Employee responsibilities: Gathering evidence of extraordinary ability, including awards, published material, high salary, critical role documentation, and expert recommendation letters. Each criterion claimed must be fully supported with documentary evidence.
L-1A (executives and managers) and L-1B (specialized knowledge) petitions allow multinational companies to transfer employees from foreign offices to U.S. operations.
Employer responsibilities: Establishing a qualifying relationship between the U.S. and foreign entity (parent, subsidiary, affiliate, or branch). Demonstrating that the employee worked abroad for at least one continuous year within the preceding three years. For new offices, providing a detailed business plan showing realistic staffing and revenue projections within one year.
Employee responsibilities: Documenting the managerial, executive, or specialized knowledge role at the foreign entity. Preparing evidence of the qualifying relationship between entities. Employees transferring to new U.S. offices may face additional scrutiny and potential site visits.
The EB-2 NIW is unique because it allows self-petitioning without employer sponsorship. This makes it relevant to employees even if their employer does not offer green card sponsorship. It also benefits employers by providing a pathway to retain valued employees who might otherwise leave for a company willing to sponsor their green card.
Employer considerations: While the EB-2 NIW does not require employer involvement, employers benefit when employees pursue this pathway. A filed or approved I-140 establishes a priority date and enables H-1B extensions beyond six years under AC21: one-year increments if the case has been pending 365 or more days (§ 106), or three-year increments with an approved I-140 when visa numbers are unavailable (§ 104(c)). Employers can support employees by providing recommendation letters and evidence of the employee's contributions.
Employee responsibilities: The full burden of the EB-2 NIW falls on the employee as the self-petitioner. This includes gathering evidence of an advanced degree or exceptional ability, demonstrating that the proposed endeavor has substantial merit and national importance, proving the petitioner is well-positioned to advance the endeavor, and showing that waiving the job offer requirement benefits the U.S. See Alma's EB-2 NIW visa guide for a detailed breakdown of each step.
Employer-sponsored Green Cards through EB-2 PERM or EB-3 require PERM labor certification as the first step. According to DOL processing data as of early 2026, PERM adjudication currently takes approximately 16 to 17 months for standard analyst review, with audit selections adding approximately 6 to 12 months under current DOL processing conditions and potentially longer in complex cases involving supervised recruitment.
Employer responsibilities: The PERM process is employer-driven. Employers are responsible for obtaining a prevailing wage determination from DOL (currently approximately 3 to 4 months as of early 2026), conducting a supervised recruitment campaign (2 to 3 months), filing the PERM application and awaiting DOL adjudication, and then filing Form I-140 after certification. The employer must maintain the job offer throughout this period, meaning any changes to the role's duties, location, or requirements can invalidate the application.
Employee responsibilities: Employees must meet the education and experience requirements exactly as stated on the PERM application. Any resume discrepancies or credential issues can cause delays or denials. Early credential evaluations for foreign degrees and accurate documentation of all employment history help avoid complications.
No. Rippling does not file visa petitions, prepare USCIS forms, or provide attorney services for immigration. Rippling handles I-9 verification, E-Verify, and basic employee data management. All visa petition preparation, legal strategy, filing, and USCIS communication must be handled by an external immigration provider. Employers using Rippling can pair it with a dedicated platform like Alma for full immigration case management.
Yes, but only through custom configuration. Rippling's App Studio allows employers to create custom fields for visa type, expiration dates, and case status. Workflow Studio can automate expiration alerts through Slack or email. However, this data must be entered and maintained manually by the HR team. It does not sync with USCIS or any external immigration system automatically.
Alma publishes flat-fee pricing for every visa type, with no hourly billing. For example, an H-1B cap filing costs $3,500 in attorney fees, an O-1 new petition costs $8,000, and a PERM labor certification costs $8,000. All fees include RFE responses, administrative costs, consultation calls, and platform access. Traditional law firms typically charge comparable or higher rates with less fee transparency and longer preparation timelines. USCIS filing fees are separate government costs and apply regardless of which attorney or platform is used.
Alma covers all major employer-sponsored and self-petitioned visa categories: H-1B, H-1B1, O-1A, O-1B, L-1A, L-1B, TN, E-2, E-3, EB-1A, EB-1B, EB-1C, EB-2 NIW, EB-2 PERM, EB-3, and adjustment of status filings. The integration works identically across all visa types since employee data flows from Rippling into Alma regardless of the immigration category.
Schedule a consultation through Alma's website. Alma's team will assess the company's immigration needs, walk through the Rippling integration setup, and recommend a service plan based on visa volume and case types. For companies managing multiple cases, Alma offers volume discounts and dedicated account management through its Growth and Enterprise tiers.
