Services · Mobile app development · HR management apps
Codeeo offers HR management app development Birmingham employers use to hold employee records, sickness absence, contracts, right to work evidence and policy sign off in one secure place. We build for growing professional firms around Colmore Row and Brindleyplace, family businesses with a head office and several branches across the West Midlands, and housing, education and care organisations whose HR teams are stretched thin. Staff update their own details on a phone, managers approve requests in a minute, and HR stops chasing paper.
The aim is a system your people team actually trusts: one record per person, a clear owner for every request, and evidence that stands up when an auditor, a tribunal or an employee asks to see what you hold. Attendance clocking, payroll and recruitment can connect to it, but this app is about the employee record itself.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
Most Birmingham organisations that ask us about an HR app already own a payroll package and a recruitment tool. What they lack is the layer between the two: the place where a person's record, their sickness history, their contract changes and their signed policies live after the hiring decision and before the payslip. That gap is usually filled by a spreadsheet on one HR adviser's laptop and a folder of scanned forms.
We design that layer around how your organisation is actually structured. A professional services firm in the Colmore Business District needs practice groups and partner approvals. A manufacturer with a head office in Solihull and depots off the M6 needs site managers who see their own teams and nobody else. A multi academy trust or housing association needs governance roles and careful access to sensitive files. The features below are the ones we build most often, in an order that suits your first release.
Personal details, job history, reporting line, working pattern, emergency contacts and qualifications held once and shown according to role. A branch manager in Walsall sees the fields they need for their team, while HR sees the full file and every change made to it.
One version of each person, with a history of who changed what.
Staff report sickness from their phone, managers log return to work conversations against the same record, and fit notes are uploaded and dated. With statutory sick pay now payable from the first day of absence, the record of when absence started matters more than it used to.
Absence history that payroll and managers read the same way.
The check is recorded the way the Home Office expects: online checks using a share code, digital identity checks through a certified provider for British and Irish passport holders, or a manual document check. The app stores the evidence and the date, then reminds HR before any time limited permission runs out.
Follow up checks happen before the deadline, not after.
Written statements of particulars, promotion letters, hours changes and variation agreements generated from templates your employment adviser has approved, issued in the app and signed by the employee, with the signed copy filed against their record.
Every contractual change has a signed document behind it.
Once an offer is accepted, the new starter receives a checklist in the app: personal details, bank details for payroll, emergency contacts, right to work documents, the handbook and any role specific forms. HR and the hiring manager see what is complete and what is still missing before the first day, wherever in Birmingham or the wider region that person will be based.
New starters arrive with their paperwork already done.
When the handbook, a data protection policy or a hybrid working policy changes, staff are asked to read and confirm it. HR sees who has done so by team and site, and can chase the rest without sending another all staff email.
Proof that people saw the policy that applies to them.
Many Birmingham employers have people who never sit at a computer: drivers, technicians, care workers, retail staff. The app works on their own phone with a simple sign in, and shows screens in the languages your teams actually read, so updating a bank detail or address does not need a visit to the office.
Fewer forms handed in at reception and fewer typing errors.
Disciplinary, grievance and capability cases tracked with stages that follow the Acas Code of Practice: invitation, meeting, outcome, appeal. Access is limited to the people handling the case, and the notes stay out of the main record that line managers see.
Cases handled consistently, with a timeline you can produce if challenged.
Holiday requests, changes to working pattern, training requests and expense queries routed to the right manager with a deadline, then escalated if nobody responds. Approvals happen from a phone between meetings rather than waiting for a desk.
Requests stop sitting unanswered in someone's inbox.
Headcount, starters and leavers, absence trends and outstanding actions shown by location, department or business unit. A director can compare the city centre office with the Black Country depots without asking HR to build another spreadsheet.
Questions from the board answered from live data.
Who this is for
Birmingham's economy is broad: professional and financial services in the city centre, a large public and third sector, and manufacturing and distribution businesses spread across the wider region. Each of those has a different HR problem, even when the headline request sounds the same. These are the four situations that come up most, and how the first version of an app differs for each one. If your organisation sits across two of them, the discovery stage is where we decide which needs come first.
Law, accountancy and consultancy practices around Colmore Row and Brindleyplace often grow by acquisition, which leaves them with two handbooks, two sets of contracts and staff records in different formats. The first release usually brings everyone onto one record structure, one set of approved templates and one approval route, with practice groups and office locations built in from the start.
Integration with existing practice management systems is scoped in discovery.
A company that started with one site in Digbeth and now has six across the West Midlands tends to run HR from the founder's memory and a filing cabinet. We start with records, contracts and absence, so branch managers can handle routine requests and the owner can see the whole business on one screen.
Organisations with board oversight and public funding need careful role design: who can see salary data, who can open a safeguarding related file, who signs off a new post. We plan those permissions with your HR lead and data protection officer before any screen is drawn.
DBS check dates can be recorded; the check itself stays with the DBS service.
Head office HR in Solihull, Birmingham or Coventry often supports plant and depot staff it rarely meets. The app gives those staff a direct way to report sickness, update details and read policies, and gives site managers enough access to act without seeing records outside their own team.
How we work together
Our team of 80+ people works from Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US. We work with Birmingham clients remotely: discovery, design reviews and sprint demonstrations all run by video call. Most organisations start with a fixed scope first release covering records, absence and documents. A monthly retainer then covers new features, legal updates and support. Larger groups sometimes take a dedicated team for a longer programme that adds more modules over time.
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 choose the stack around what you already run: Microsoft 365 or Google Workspace for sign in, your payroll provider's API, and hosting in a UK or EU data centre where your data protection policy requires it. Native or cross platform mobile apps are chosen by who uses them and on which devices, and the admin console runs in any modern browser.
01Mobile
02Data and cloud
03Marketing and tracking
Employee records, sickness absence and documents, in most cases.
Those three solve the problems that cost HR the most time: chasing details, piecing together absence history and finding signed paperwork. Manager approvals and policy sign off often join them because they are cheap to add once records exist. Employee relations case files, reporting dashboards and integrations with payroll or a learning platform usually come in a second release, once the organisation is used to working in the app and the data inside it is clean. What drives the effort most is the number of sites and legal entities, the state of your current records, and how many systems the app must talk to on day one.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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