Services · Website development · Payroll websites
Codeeo provides payroll website development in Saudi Arabia for payroll providers, employer of record firms, accounting practices and payroll software companies that sell to employers in more than one region. We build Arabic first sites that explain Saudi payroll with authority, from wage protection and social insurance to end of service, present your services to each type of buyer, and route enquiries from Riyadh, Jeddah, the Eastern Province and beyond to the right team. You own all of it.
A national payroll brand has to sound consistent everywhere while still answering regional questions. The site we plan handles both: one clear voice and structure, with room for city level pages where you genuinely have local teams or clients.
200+ companies servedFrom a first store to an ADX listed developer
What the platform can include
Saudi payroll is governed nationally. The Ministry of Human Resources and Social Development sets labour rules, salaries are reported through the Mudad wage protection platform, social insurance runs through GOSI, and workforce and Saudisation matters pass through Qiwa and Nitaqat. Employers everywhere in the Kingdom deal with the same systems, which means your website can carry one authoritative body of explanation.
What differs between regions is who your buyers are and how they prefer to engage. A national site therefore needs a strong shared core, careful handling of Arabic and English, a privacy and security posture that fits PDPL, and a structure that lets you add regional pages as your teams grow. The capabilities below are the ones we most often plan for providers working at national scale; discovery confirms which ones your first release needs.
A structured library explaining Mudad uploads, GOSI registration and contributions, end of service calculation principles, final settlements, leave encashment and Saudisation reporting. Every article lists its reviewer and review date, and the hub is organised by employer question rather than by regulation, so an HR manager finds an answer in a few clicks.
Your firm becomes the source employers return to when rules change.
A template for city and regional pages covering Riyadh, Makkah region, the Eastern Province and others where you operate, each built with genuinely local content such as the sectors you serve and how your local team supports clients. Pages are added only when that content exists, avoiding thin copies. Each regional page links back to the shared hub, so expertise built in one place supports every region.
Regional search visibility without duplicate content penalties.
Forms ask for headquarters city, other locations, headcount and number of commercial registrations, then route the lead to the relevant regional team or key account manager in your CRM. Large multi region employers can be flagged automatically for senior attention.
Each enquiry reaches the person best placed to answer it.
Arabic and English versions linked page by page, hreflang tags set correctly, right to left layouts designed first, and a glossary that fixes payroll terms in both languages. Editors see when one language version is out of date, which keeps the two sites aligned as content grows.
Consistent terminology and reliable search results in both languages.
A privacy notice that lists the personal data your forms collect, why, and how long you keep it, plus cookie and tag consent built around the Personal Data Protection Law overseen by SDAIA. Wording is reviewed by your legal adviser, and analytics tags respect the choice each visitor makes.
A site that collects data the way your privacy policy says it does.
Hosting and backups planned around your data policy, including hosting inside the Kingdom where you need it, hardened CMS access with multi factor login, and a security page describing your controls honestly. For clients who ask about NCA controls, we document how the website setup supports your wider security programme.
IT reviewers find clear answers and no surprises.
Pages that explain managed payroll, employer of record and software subscriptions, the responsibilities on each side and what drives price: headcount, entities, pay frequency, nationality mix and service depth. No figures are published unless you choose to, but buyers understand how a quote is built.
Better qualified enquiries and fewer surprises at proposal stage.
A section for accountants, business setup consultants and HR advisers who refer clients to you, with a registration form, referral submission and clear terms written by you. Referrals are tagged in the CRM by partner and region, so you can see which relationships produce work.
Partner introductions become a measured channel.
Organisation, service, article and FAQ structured data, clean URLs in both languages, XML sitemaps per language, fast templates that meet Core Web Vitals and an internal linking plan connecting the compliance hub to the services it supports.
Search engines understand your services and coverage across the country.
A clear sign in route to your client portal or payroll software, with help content for payslips and salary certificates. Because your own invoices must follow ZATCA e-invoicing rules, the website points clients to the system that issues them rather than handling invoices itself.
Existing clients and their staff reach the right system first time.
Who this is for
Not every payroll firm needs a national platform. These four situations are where a Kingdom wide structure pays off, because the business already sells, or plans to sell, across several regions and buyer types. Discovery is held in person at our Riyadh office for clients who can attend, and by video call for teams in other cities; mixed sessions work well when your leadership is spread across regions.
You built a strong client base in one region and are opening teams elsewhere. The website must stop sounding local without losing the credibility you earned. We restructure it around a national service offer and the shared compliance hub, then add regional pages as each team starts work, with routing so local enquiries reach local staff. Your existing local reviews and profile remain linked to the regional page that matches them, so the reputation you built is not lost in the move.
Rollout order is planned with your expansion, not ahead of it.
Your buyers are often abroad, hiring their first Saudi employees in different cities. The site needs English first service pages, a clear explanation of what the employer of record covers, a country overview of Saudi payroll obligations and forms that capture locations and start dates. Arabic versions serve the employees and local managers who visit later. Because these buyers compare providers across several countries, the pages focus on what is particular to the Kingdom: Hijri and Gregorian dates in contracts, GOSI registration for new hires, and the documents an expatriate employee needs before the first payroll.
Your product is used by employers in every region and you need a site that sells it at scale. We build feature and integration pages, comparison content that describes your approach without attacking competitors, a demo booking route for presales and content that brings HR managers in through search. Payroll website design in Saudi Arabia for software buyers also needs credible security and hosting pages.
Your firm has offices in more than one city, each running payroll for local clients with slightly different approaches. A shared payroll section with consistent services, a single intake form routed by region and a common knowledge base brings them together under one brand while letting each office show its local team. Shared templates mean a new office can go live with a proper payroll page quickly, without commissioning a site of its own.
Consistency across offices builds a stronger national brand.
How we work together
National payroll websites usually start as a fixed scope project for the core site, compliance hub and first regional pages. Cost depends on the number of templates and regional pages, how much Arabic and English writing we take on, integrations with your CRM and portal, consent and security requirements, and migration from existing domains. After launch, a retainer covers new regional pages, content updates when GOSI or labour rules change and technical upkeep. Larger providers often keep a dedicated developer for continuous work. All options begin with a written scope and a rollout plan you approve.
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
We typically use a headless CMS with a Next.js front end for national sites with many pages and editors, or WordPress where your marketing team already knows it. Editorial roles and approvals are set up so regional teams can draft content without publishing unchecked advice. Hosting location, backups and access control are documented for your IT and compliance teams.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
The core site comes first; regional pages follow in phases.
Timing depends on the size of the compliance hub, the number of regional pages in the first phase, integrations and how quickly your specialists approve content. We usually launch the core site and hub first, then add regional pages as each team is ready. Dates for each phase are agreed after discovery and recorded in the scope.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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