Shoreline EOR vs Rippling EOR
Rippling charges you to employ your Canadian team. Shoreline pays you back.
Shoreline is a Canada-focused employer of record with 5% cashback on employees and 3% on contractors, which Rippling doesn’t offer. On list price, Shoreline’s EOR fee is $150 a month less per employee than Rippling’s starting price.
Your comparison request is in.
We'll build your side-by-side report and get back to you.
Book a time to walk through it Back to the formWhere Shoreline wins
Two things Rippling can't match.
Rippling covers many countries. Shoreline does one, Canada, and builds the economics around it.
Only at Shoreline
Cashback on every Canadian payroll.
5% of total gross salary for employees and 3% for contractors, calculated at year end and visible instantly in your portal. No other EOR offers this. With Rippling, the same team earns you nothing back.
Calculate your cashback →Price
$150 less a month, per employee.
Rippling’s EOR starts at $499 per employee per month. Shoreline is $349, or $1,499 per month for up to five employees. That’s 30% less on the fee alone, before cashback.
Rippling price: Rippling’s Rippling vs Deel comparison (Oct 30, 2025), checked November 2026.
Head to head
Shoreline EOR vs Rippling EOR
Everything in the Rippling column comes from Rippling’s own website.
| Shoreline | Rippling | |
|---|---|---|
| Admin fee | $349 per employee per month, or $1,499 per month for up to 5 | Starting at $499 per employee per month, plus Rippling’s core HR platform |
| Geography | Canada only | Worldwide |
| Cashback | 5% of gross salary for employees, 3% for contractors, calculated at year end | Not offered |
| Core HR platform, required for EOR | None: covered by our one flat fee | From $8 per employee per month, plus a monthly base fee |
| Canada EOR price | Published: $349 per employee per month | Not published; quoted by sales |
| Onboarding | Same day, within 24 hours | Rippling advertises onboarding “in 90 seconds” on its Canada hiring page |
| Benefits | Optional: $220 per employee per month; family included | Benefits administration; Rippling doesn’t publish a Canadian plan or its cost |
List price, side by side
One employee, one year.
EOR fees at each provider’s published starting price, for one Canadian employee on a $120,000 salary. Salary and employer taxes are the same either way, so they’re left out.
Rippling, per employee per year (USD)
Shoreline, per employee per year (USD)
Rippling’s pricing page shows no EOR price, only core plans from $8 per employee per month plus an unpublished base fee. $499 is the EOR starting price Rippling states in its own articles. A monthly base fee for the core platform is added but not published. Cashback converted at an exchange rate of 0.72. Your real quote will differ. Sources: Rippling vs Deel (Rippling blog, Oct 30, 2025) · Rippling pricing · Rippling: hire employees in Canada
Benefits
Benefits your Canadian team will expect.
Shoreline offers one optional plan at $220 per employee per month, covering health, drugs, dental, paramedical, vision, life and disability, with family coverage included at family rates. Your comparison report puts them next to your Rippling plan line by line.
See Shoreline's benefits →See how you compare
Bring your last invoice. We'll do the math.
Fees, benefits, cashback and net cost for your actual team, side by side.
Fees
Shoreline's fees, in the open.
$349
per employee per month
$1,499
per month for up to 5 employees
Custom
set after a call with our team
Other providers
Comparing more than one? We’ve done the work.
FAQ
Shoreline vs Rippling questions
Is Shoreline cheaper than Rippling?
On published starting prices, yes: Shoreline’s EOR fee is $349 per employee per month, against Rippling’s $499. That’s $150 less a month, or 30% lower, before cashback. Your actual Rippling quote may differ, so send it and we’ll compare like for like.
Does Rippling offer cashback?
No. Shoreline is the only EOR that offers cashback: 5% of total gross salary for employees and 3% for contractors, calculated at year end and visible instantly in your portal.
Where do the Rippling numbers come from?
From Rippling’s own website, checked in November 2026. Links are listed under the price comparison above.
Can we move our Canadian team from Rippling to Shoreline?
Yes. Start with a review of your current agreement, notice period and benefits, then plan the transfer. See switching from Rippling.
Does requesting a comparison commit us to switching?
No. The comparison helps you decide whether a switch is worth pursuing.
Switch to Shoreline
How to switch from Rippling
Keep your team. We compare what you pay today, show you the savings and cashback, then handle the move.
A considered transition, not a promise of an instant transfer.
Step zero
First, establish who employs your team today.
Another EOR
Review provider commitments, employment documents, benefits, and payroll cutover.
Your own Canadian entity
Assess whether an EOR is appropriate and what a change would require.
Independent contractors
Assess the working relationship first. Moving into employment is not just changing the payment provider.
A mix of arrangements
Review each group separately rather than assuming one transfer process fits everyone.
If you have selected a candidate but have no existing arrangement to transfer, start with Canadian EOR.
Transition checklist
A transition plan your employees can understand.
Not a fixed timeline, and not a promise that every employment term carries over unchanged.
- 1
Map today's arrangement
Identify the current legal employer, employee locations, contract terms, and relevant dates.
- 2
Confirm Shoreline's fit
Agree on coverage, services, fees, and cashback terms.
- 3
Review employment details
Assess documentation, recognized service, accrued entitlements, compensation, benefits, and communication requirements with the appropriate advisers.
- 4
Set the cutover
Coordinate final and first payroll, funding deadlines, and outstanding provider tasks.
- 5
Check the setup
Confirm the required documents, payroll arrangements, employee support contacts, and cashback enrollment.
The work can stay familiar. The employment details need attention.
An EOR transfer can change the legal employer even if your employees continue doing the same work for your team. Make sure they understand the proposed documents, benefits, payroll dates, and support route before the transition.
You should know what stays the same, what changes, and what requires individual review. An informed employee experience matters as much as a clear business case.
Cashback belongs in the proposal, not in the assumptions.
Confirm which employees and amounts are eligible, when participation begins, and what happens if employment ends or your agreement changes. Do not assume eligibility applies to payroll from before the Shoreline arrangement.
In your portal
Your Canadian team, in one place.
Add team members, follow onboarding, and manage top-ups and offboarding from one portal.
FAQ
Switching questions
How long does it take to switch EOR providers in Canada?
The timeline depends on your current agreement, employee documentation, benefits arrangements, and payroll deadlines. A target date should follow the review, not precede it.
Will salaries, benefits, and employment terms stay the same?
Those details must be reviewed and agreed before transfer. Do not assume they remain identical simply because the employee's daily work stays with your company.
Can we move only the Canadian part of our workforce?
That scope can be assessed against your current provider contracts and operating setup. Your proposal should explain how the Canadian arrangement would coexist with the rest of your workforce.
Do we have to leave our current provider before starting a review?
No. You can review fit and proposed terms before deciding to proceed; confirm existing notice and contractual obligations before taking any transfer action.
What should we check in the EOR service agreement?
Check the employing entity, scope, fees, payroll funding, support, liability, termination, transition responsibilities, and cashback terms. Obtain legal advice on obligations that affect your company or employees.