Services · Mobile app development · Employee attendance apps
Codeeo handles employee attendance app development Birmingham employers can run across shift floors, distribution sheds, home care rounds and city centre offices. Staff clock in on a phone or a shared kiosk, supervisors approve exceptions on the spot, and payroll receives hours it can trust. The records are built to show Working Time Regulations compliance and minimum wage pay, and the design follows ICO guidance on monitoring workers, so the app holds up when someone asks questions.
We have no Birmingham office. Our team of 80+ across Dubai, Riyadh and Karachi works remotely with West Midlands clients, and discovery, design reviews and demos all run by video call. You keep the code and the data. Rollout across several West Midlands sites is planned with you remotely, site by site.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
A Birmingham attendance app rarely serves one kind of worker. A components plant on the edge of the city may run three shifts with a turnstile at the gate, while the same group employs a sales team in the Colmore Business District who come in three days a week. Add agency pickers who change week to week and carers who never visit an office at all, and a single generic clocking screen stops working quickly. We design the capture method for each group first, then decide what supervisors, HR and payroll need to see. Shared kiosks, personal phones, card readers and supervisor entry can all feed the same record, and each entry keeps a note of how it was made. That audit trail matters when a worker queries a payslip or an inspector asks how hours were counted. Every feature below is optional, and we help you choose the few that remove the most manual work in the first release.
A wall tablet or rugged terminal at the factory entrance where workers clock in with a badge, a PIN or a QR code. It keeps working through a dropped connection and syncs when the network returns, which matters in steel framed buildings where mobile signal is weak.
Queues at shift change move quickly and no punch is lost.
Earlies, lates, nights, continental rotas and four on four off patterns set up once, with rules for rounding, grace periods and paid breaks. Overtime is calculated against the rule you agreed with staff rather than guessed by a supervisor at the end of the week.
Hours come out the same way every time, for every shift.
Separate profiles for workers supplied by employment agencies, with the supplying agency, assignment dates and site recorded. Timesheets for each agency are produced from the same punches your own staff use, so invoices can be checked against real hours. Assignment end dates trigger a reminder so nobody keeps clocking in after their booking finishes.
Agency invoices reconcile against what was actually worked.
Alerts when a worker is close to six hours without a break, or when a manager tries to roster someone back in without the daily rest period. Supervisors see the warning before the shift starts, not after a complaint. Weekly rest is checked too, so a run of overtime weekends shows up before it becomes a pattern.
Rest breaks are protected by the rota, not by memory.
Carers confirm arrival and departure at each client's home, with travel time between visits recorded separately. Location is checked only at the moment of check in, and the visit log gives office coordinators a live view of missed or late calls. If a carer cannot get signal inside a tower block, the check in is stored and sent later with its original time.
Visits and travel time are both on the record for pay.
Birmingham workforces speak many languages, and a clocking screen that only makes sense in English creates disputes. We can present the worker app in the languages your teams use, with icons and short labels that work for people reading in a second language. Notifications and policy notices can be translated the same way.
Fewer mistaken punches and fewer queries to HR.
Approved hours sent to the payroll system you already run, either through its API or a structured export matched to its import format. Pay codes for nights, weekends and overtime are mapped in discovery so nobody retypes figures. A dry run against last month's payroll is part of testing.
Payroll runs from approved hours, not spreadsheets.
When the alarm sounds, the fire marshal opens a list of everyone currently clocked in at that building, including visitors and contractors signed in at reception. Names are ticked off at the assembly point on a phone, and anyone unaccounted for is highlighted for the emergency services. It works offline once loaded, because networks are unreliable during an evacuation.
The muster list reflects who is really inside, not who was rostered.
Pay related hours kept for the six years minimum wage rules require, other attendance data deleted on the schedule set in your privacy notice. When a worker makes a subject access request, HR can export that person's attendance history in one step instead of searching several systems.
Records are kept as long as the law needs and no longer.
Missed punches, early leavers and unplanned overtime appear in one queue for the team leader to accept, correct or reject with a reason. Every change is logged with the name of the person who made it. Unresolved exceptions are chased automatically before the payroll cut off, so nothing slips into the wrong month.
Corrections are visible, explained and traceable.
Who this is for
The city's employers range from family owned workshops in the Jewellery Quarter to large automotive suppliers, NHS contractors and regional head offices. Each needs attendance data for a different reason: some to pay overtime correctly, some to prove a care visit happened, some to manage desk space. Here are the four situations we hear most from Birmingham businesses, and the shape the first release usually takes for each of them. The common thread is that the app has to be simpler than the paper sheet or spreadsheet it replaces, or supervisors on a busy floor will quietly go back to the old way.
Plants feeding West Midlands vehicle production run tight shift handovers and cannot afford a queue at the clock. We build kiosk clocking at each entrance, overtime rules that match your agreement with staff, and a view for the shift manager showing who is on the line right now. Fire roll call can use the same data, so the list at the muster point is the live one rather than a printout from the morning. Overtime approval can sit with the shift manager while HR keeps final sign off.
Start with one site, prove the rules, then roll out.
Distribution sites near the motorway network around Birmingham often rely on agency labour that changes daily. A first release usually covers fast onboarding of a new temporary worker, clocking without a personal phone, and agency timesheets produced automatically. Peak season planning then uses real attendance history instead of last year's guesswork. Workers who switch between Birmingham sites during a week clock in at whichever building they arrive at, and their hours are totalled across all of them. Site managers see agency fill rates by shift, which gives them firm ground when they talk to suppliers.
Care providers across the city need proof that each visit happened and lasted as long as planned, while paying carers properly for travel between calls. We build visit check in for carers, a live board for coordinators, and records that show pay and hours clearly. Location is used only at check in and check out, never to follow a carer through the day. The visit record can also back up the care notes your regulator expects you to keep, without duplicating data entry.
Location limits are agreed and written down in discovery.
Law, accountancy and finance offices around Colmore Row and Brindleyplace care less about clocking and more about who is in on which day. The app can confirm attendance on arrival, link to desk booking, and give managers a weekly picture of office use. Time recording for billing stays in your practice system; we connect to it rather than replace it. Staff in Digbeth studios or Jewellery Quarter workshops can use the same app with simpler rules, which suits creative businesses where hours are flexible.
How we work together
Most Birmingham clients start with a fixed scope first release covering one site type, usually the one with the most payroll disputes. After the pilot, a monthly retainer covers new sites, rule changes and fixes. Groups with several operating companies sometimes prefer a dedicated team that stays with the product for a longer programme. Whichever route you choose, scope, responsibilities and handover terms are written down before work starts, and every review happens by video call with the people who will actually use the system. Holiday requests, sickness reporting and return to work forms are a common second phase once clocking is settled.
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
Native or cross platform apps, a web dashboard and a cloud backend chosen to suit your existing payroll, HR and access control systems, and the IT team who will look after it afterwards. Where staff use older shared Android tablets on the shop floor, we test on those devices specifically rather than assuming the newest phones.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on the number of site types and the payroll connection.
A single site type with kiosk clocking and a payroll export is a much smaller build than a group with factories, care rounds and offices on different rules. The payroll link is often the slowest part, because pay codes and import formats need testing with your payroll team. We set the timeline in discovery, once we have seen your rotas, systems and approval chain, and write it into the scope so both sides plan around the same dates.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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