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Migrate from TriNet's co-employment PEO model to Rippling as a direct employer, managing the compliance and benefits transition carefully along the way.
We start by mapping every state where TriNet currently serves as employer of record, confirming which new state tax, unemployment insurance, and workers' compensation registrations the client needs to establish independently before cutover.
We extract employee census, historical pay, and benefits election data from TriNet's available export tools and map it into Rippling's structure, flagging any data gaps that will require manual backfill.
We run at least one parallel payroll cycle comparing TriNet and Rippling output for accuracy, and coordinate the benefits transition carefully given the employer-of-record change affecting plan continuity for employees.
TriNet is a US-only PEO, so this integration exclusively concerns companies migrating US entities off a TriNet co-employment arrangement onto Rippling's direct-employer model.
Canadian and cross-border operations: Canadian entities were never part of the TriNet relationship, so cross-border companies typically run this migration for the US side only while their Canadian entity remains configured separately in Rippling.
TriNet is a co-employment PEO, meaning TriNet is the legal employer of record; migrating to Rippling means the client company becomes the direct employer, which changes benefits administration, workers' comp, and certain compliance responsibilities.
Employee census data, historical pay information, and benefits elections can be extracted from TriNet and mapped into Rippling, though exact data availability depends on what TriNet's export tools provide.
Yes — moving off a PEO means the client company must independently manage state tax registrations, workers' compensation, and unemployment insurance accounts that TriNet previously handled as the employer of record.
Running parallel payroll for at least one cycle is standard practice to confirm net pay, deductions, and tax withholding match between TriNet and Rippling before fully cutting over.
A PEO-to-direct-employer migration is more involved than a typical HRIS switch, given the employer-of-record changes involved, and typically takes several weeks depending on entity complexity and state registration timelines.
