Services · Mobile app development · Employee attendance apps
Codeeo provides employee attendance app development UK organisations use to record time across stores, depots, care services and offices in England, Scotland, Wales and Northern Ireland. Staff clock in by phone, kiosk or badge, managers approve exceptions, and payroll receives hours it can rely on. Every build is planned around the Working Time Regulations, minimum wage record rules, right to work duties and ICO expectations on monitoring and biometrics, so national rollout does not create national risk.
We have no UK office. Our team of 80+ in Dubai, Riyadh and Karachi works remotely with British clients, and discovery, reviews and training all take place by video call. Code, accounts and data belong to your organisation throughout the build and afterwards.
200+ companies servedFrom a first store to an ADX listed developer
Platform capabilities
A national attendance app has a different job from a single site tool. It must apply one company policy while allowing for differences that are real: bank holidays that vary between Scotland, Northern Ireland and the rest of the UK, Welsh language screens for teams in Wales, regional pay agreements, and separate working time regulations in Northern Ireland. It also needs to cope with scale, from a head office team to thousands of shift workers who may never use a desktop. We design the platform in layers. Company wide rules and reporting sit at the top, regional and site settings below them, and each worker group gets a capture method that suits its workplace. That structure lets you add a new region or acquire a business without rebuilding anything. The capabilities below are those national employers most often need; discovery decides the order in which they are built and rolled out.
Organisation, region, area and site levels, each with its own managers, cost centres and settings. A rule changed at company level flows down to every site unless a region has a documented exception, and area managers see only the sites they are responsible for. Temporary moves between sites are handled too.
Policy is set once and applied consistently everywhere.
Bank holiday calendars for England and Wales, Scotland and Northern Ireland applied by site, so premium pay and holiday entitlement follow where a person actually works. Local holidays and trading day exceptions can be added by regional HR without developer help. Updates are logged.
Holiday pay follows the right calendar for each location.
For leave years starting on or after 1 April 2024, holiday for irregular hours and part year workers accrues at 12.07 per cent of hours worked in each pay period. The app calculates accrual from approved attendance, shows workers their balance, and keeps the figures payroll needs for rolled up holiday pay where you use it.
Holiday for variable hours staff is calculated, not estimated.
Average weekly hours tracked over the reference period, warnings as workers approach the limit, and signed opt out agreements stored against each record. Daily and weekly rest, break entitlement and night work averages are checked when rotas are built. Withdrawn opt outs are recorded with their notice period.
Working time compliance is visible across every region.
Under the Agency Workers Regulations, agency staff gain equal treatment on basic pay and conditions after twelve weeks in the same role with the same hirer. The app counts qualifying weeks from attendance, alerts HR as the point approaches and keeps records by agency. Breaks in assignment are recorded so the count stays accurate.
Equal treatment dates are known before they arrive.
Onboarding records the check route used, the person who completed it and the evidence collected, stored securely for the period of employment plus the retention period Home Office guidance sets. Time limited permission triggers a follow up reminder well ahead of expiry. Records are kept separately from attendance data.
Evidence is complete and follow ups are never missed.
Screens designed to WCAG 2.2 AA, with large touch targets, screen reader labels and clear contrast. Under the Equality Act employers must make reasonable adjustments, and an accessible app avoids creating barriers for disabled staff at the point of clocking in. Font size and language settings are kept per worker.
Every worker can record their time without extra help.
Attendance, lateness, absence and overtime compared by region, area and site, with drill down to individual records for authorised users. Reports can be exported to your data warehouse or reporting tool so operations and finance use the same numbers. Scheduled summaries reach regional directors each week.
Regional performance is compared on consistent data.
Approved hours sent to the payroll software that submits to HMRC through Real Time Information, and to your HR system for absence and holiday. Where different businesses in a group run different payroll packages, each gets its own mapped export from the same platform. Each export is reconciled before submission.
One attendance source feeds every payroll in the group.
Managers and office staff sign in with your existing identity provider, while frontline staff use PINs, badges or app login. Roles define who sees which regions, sites and records, and every change to a timesheet is logged with the user who made it. Leavers lose access automatically.
Access matches responsibility at every level.
Who this suits
National employers usually arrive with several attendance systems already in place, often inherited through acquisitions or chosen region by region. The goal is rarely to add another tool; it is to replace a patchwork with one platform the whole organisation trusts. These four situations cover most of the UK work we are asked to scope, and each sets a different priority for the first release. Whatever the starting point, we plan the first release so that it proves the payroll numbers in one region before anyone is asked to change how they work elsewhere.
Store teams need fast clocking on a shared device, short breaks recorded properly and rotas that follow trading patterns. Head office needs consistent reporting from hundreds of locations. We usually start with a pilot region, prove the payroll numbers, then roll out by area so store managers in Glasgow, Cardiff and Belfast receive the same training and support as those in the south of England. Seasonal colleagues hired for peak trading are set up from the same onboarding flow.
Pilot one region first, then expand area by area.
Distribution centres in different regions often run different shift patterns and agency suppliers. A first release brings their clocking into one platform, tracks agency qualifying periods, applies working time checks and gives the transport and warehouse directors a single view of labour across the network. Site specific overtime agreements stay intact through regional settings. Network planners can then compare productivity between sites on the same definition of hours worked, which is rarely possible when each depot keeps its own records in its own format.
Care is regulated by different bodies in each nation, including the CQC in England and the Care Inspectorate in Scotland. Providers need proof of visits, accurate pay for travel time between calls and records that support their inspections. We build visit check in, travel time capture and reporting that each regional manager can adapt to the inspection regime they work under. Rota gaps across regions are visible early.
Regulatory requirements are confirmed with your compliance lead.
When a group buys businesses that each have their own clocking system, payroll and policies, reporting becomes guesswork. We plan a platform that brings each acquired business across in turn, keeps its payroll connection until it is migrated, and produces group wide reporting from the first company onward. Staff in each acquired business keep familiar clocking methods during the transition where possible, so change arrives gradually and the people who run payroll each month can verify every step before old systems are retired.
Historic records are migrated where retention rules require it.
Working with us
National programmes often start with a paid discovery and a fixed scope pilot for one region, which gives a firm basis for the full rollout decision. A dedicated team then suits most organisations for the rollout itself, because sites, integrations and acquisitions keep changing the plan. Once the platform is stable, a retainer covers maintenance and legal updates. We work with UK clients remotely, by video call, and document everything so your internal teams can take over any part of the work.
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
Technology is chosen to suit your scale, existing identity and payroll systems, security standards and support model. We favour well supported frameworks and cloud services your own IT team or a future supplier can maintain without us.
01Mobile
02Data and cloud
03Marketing and tracking
When your rules, regions or systems outgrow the vendor's options.
Established vendors serve many employers well. Custom development makes sense when a group runs several payroll packages, has complex regional agreements, needs care visit or client site features, or wants to own its platform rather than rent it. We look at your requirements in discovery and will recommend a packaged product if it genuinely fits. If you build, the code and data are yours, with no licence tied to headcount.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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