Services · Mobile app development · HR management apps
HR management app development Saudi Arabia employers need has to start from the Kingdom's own rules: the Labour Law and its 2025 amendments, the Personal Data Protection Law, Saudisation under Nitaqat, and the government platforms HR teams use every day, from Qiwa and GOSI to Muqeem and Absher. We build core HR apps that hold the employee record, leave, contracts, documents and approvals, and roll them out to offices and branches in every region you operate.
The scope here is core HR. Attendance tracking, payroll and recruitment are separate services on this site, and the HR app is designed to be the master record those systems connect to rather than a replacement for them. Codeeo's Saudi work is led from Riyadh.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
Every Saudi employer works within the same national framework, wherever its people sit. The Ministry of Human Resources and Social Development sets the Labour Law and runs Qiwa, GOSI handles social insurance, the Ministry of Interior's systems govern iqamas and travel for expatriates, and SDAIA oversees how personal data is handled. A company with a head office in Riyadh, a branch in Jeddah and a warehouse in Dammam faces these rules in every location, often with different managers interpreting them. The features below make those national requirements part of the app's logic, so a leave rule, a contract term or a data permission works the same way in Tabuk as it does in Riyadh. We prioritise them in discovery according to where your HR team currently loses the most time and where the compliance risk is highest.
Iqama and some government dates are issued in Hijri, while contracts and payroll often run on the Gregorian calendar. The app stores both, shows each employee their preferred calendar and calculates expiries, probation ends and leave correctly in either system. Contract dates entered by HR can be checked against the employee's documents.
No more manual date conversions on expiry lists.
Contract type, duration, probation, notice and renewal recorded for every employee. Non Saudi staff contracts follow the written, fixed term form the amended Labour Law requires, and HR is reminded to document each one in Qiwa.
Contracts that match both your policy and the law.
Resignations submitted in the app start a timer reflecting the response period in the amended Labour Law, with reminders to HR and the manager. Exit tasks follow: handover, asset return, GOSI and Qiwa updates and the end of service data sent to payroll. Withdrawals within the permitted window are handled too.
Resignations answered in time and exits completed cleanly.
A live picture of Saudi and non Saudi headcount by entity, region and job family, with planned hires and exits shown beside it. HR can see how a proposed change is likely to affect the Nitaqat position recorded in Qiwa before it happens. Figures come from your own records; the official classification remains the one Qiwa shows.
Workforce decisions taken with Saudisation in view.
Where your organisation has approved access through an authorised channel, employees can sign in or confirm sensitive actions with Nafath. Otherwise the app uses your corporate single sign on with multi factor authentication.
Strong identity checks that staff already recognise.
Iqamas, passports, dependants' documents, exit and re entry visas and work permits tracked per employee, with tasks raised for HR to complete in Muqeem, Absher Business or Qiwa. The app stores outcomes and evidence, never government portal passwords. Dependants' documents carry their own alerts.
Expatriate paperwork stays current across every region.
Employee privacy notices, consent records where consent is the lawful basis, and requests to access or correct personal data, each logged with a response deadline. Sensitive fields such as health or family details sit behind tighter access. Retention periods are set per record type, and expired records are flagged for archiving.
Personal data handled the way the PDPL expects.
Entities, regions, cities and branches modelled as a hierarchy, with approval routes that follow it. A branch manager in Abha approves locally, while policy exceptions go to the regional HR lead and then to head office. Temporary delegations are supported while managers travel.
Approvals stay local without losing central control.
Founding Day, National Day and the Eid holidays configured centrally, along with Hajj, maternity, marriage, bereavement and sick leave rules. The Friday and Saturday weekend is the default, with exceptions for teams that work different patterns. Changes made centrally apply to every branch at once.
Leave balances that are right in every branch.
Requests for leave, letters, document updates and personal details in Arabic or English from any phone, with notifications for approvals and expiring documents. Staff in remote branches get the same service as head office. Requests can be tracked to completion by the employee.
One standard of HR service across the country.
Who this is for
A single city employer can often manage with a packaged HR tool. The case for a custom app grows when staff are spread across regions, when several entities share HR, or when a business is new to Saudi rules and needs them built in from the first day. These are the four national situations we design for most. Each one shapes what goes into the first release and how the rollout across regions is sequenced.
Chains with stores or service points in Riyadh, the Makkah region, the Eastern Province and smaller cities such as Buraydah, Abha or Tabuk need branch managers to act locally while HR keeps one standard. The app gives every branch the same request flows, routes approvals through regional managers and shows head office which branches have open document or contract tasks. New branches are added by HR in the portal on the day they open.
Local approvals, one national standard.
Businesses licensed by the Ministry of Investment and hiring their first Saudi team need HR processes that fit the Labour Law from the start, not adapted later from another country. We build the contract register, Saudisation view and expatriate document tracking first, alongside policies written for the Saudi entity, so the new company begins with clean records. Senior staff arriving from abroad get onboarding checklists covering iqama, dependants and local policies.
After acquisitions or years of separate growth, many groups have one HR tool per company and no shared view. We map the data from each, agree a single employee model and migrate in waves, keeping entity level separation where the law or your structure needs it while giving group HR one place to work. Old systems are retired only after the migrated records are reconciled.
Organisations scaling up for tourism, logistics, industry or entertainment projects often hire across several regions at once. They need an HR app that grows with them: new entities, new branches and new job families added through configuration rather than new code, with Saudisation tracked as hiring speeds up.
Growth handled by configuration, not rebuilds.
How we work together
Codeeo has 80+ people across Dubai, Riyadh and Karachi. Our Riyadh team leads Saudi projects and meets head office teams in person, while regional HR leads elsewhere in the Kingdom join by video call. A single project lead stays with you across every wave, so decisions made in the pilot carry through to the last region. Most clients begin with a fixed scope first release covering a pilot region, then move to a retainer as more regions go live. National programmes with several entities often take a dedicated team for the full rollout. We have delivered 200+ projects across the UAE and the US.
A defined build with a deadline
We agree what the product has to do, write it down with a price and a date, and build exactly that. Changes are priced before they are made, not discovered on the invoice.
A product that keeps evolving
Named engineers who work your hours, join your standups and stay on the codebase. You direct the backlog; we own the quality of what ships.
Something live that needs looking after
A monthly block of hours for improvements, fixes and the small requests that otherwise wait months. Unused hours carry for a quarter.
Technology
Flutter or React Native for the employee app, React or Next.js for the HR portal and a Laravel or Node backend, hosted in a Saudi cloud region with the access controls your NCA obligations call for.
01Mobile
02Data and cloud
03Marketing and tracking
We set the plan after discovery, usually as a pilot region followed by rollout waves.
The main drivers are the number of entities and regions, how different your regional practices are, the quality of existing employee data and the systems the app must connect to. A pilot region lets you go live sooner and learn before the full rollout. We agree the pilot scope, each wave and every review date in writing after discovery, before any design work begins. If a fixed date applies, such as the opening of a new region, we shape the pilot scope around it.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
Get in touchPROVEN RESULTS
Swift
Kotlin
Flutter
React Native
PostgreSQL
MySQL
MongoDB
AWS
Azure
Docker
GA4
Google Tag Manager
Search Console
Meta Pixel
Looker Studio