Services · Mobile app development · HR management apps
Codeeo provides HR management app development UK employers use to run core HR across every site and nation they operate in: employee records, sickness absence, family leave, right to work, contracts, policies and staff self service. The apps are designed for a period of steady legal change, with the Employment Rights Act 2025 arriving in stages, statutory sick pay now payable from the first day, and the Fair Work Agency taking on enforcement. Rules live as settings, so HR can update them as each stage starts.
For organisations with people in England, Scotland, Wales and Northern Ireland, the app also handles the differences between nations, from bank holiday calendars to Northern Ireland's separate employment law, without running separate systems. Attendance, payroll and recruitment remain in their own systems; this app is the employee record that connects them.
200+ companies servedFrom a first store to an ADX listed developer
What the app can include
A national employer's HR problem is different from a single city firm's. The same policy has to work for a call centre in Glasgow, a distribution site in the East Midlands, a branch network across Wales and a head office in London. Legislation changes centrally but lands unevenly: some measures apply across Great Britain only, Northern Ireland legislates separately, and bank holidays differ between all four nations.
The capabilities below are built for that reality. Each one is driven by configuration rather than hard coded logic, so a change to sick pay rules, a new family leave entitlement or a different qualifying period can be applied by HR on legal advice, tested on a sample of records and then released to everyone. We also design the rollout itself, because moving several thousand people onto a new HR app is as much a project as building it. Regional HR partners are involved from discovery onwards, so the rollout plan reflects how each part of the country actually works.
Qualifying periods, notice periods, sick pay eligibility and leave entitlements are stored as dated rules. When a stage of the Employment Rights Act takes effect, HR adds the new rule with its start date, and the app applies it to the right people from that date onwards while keeping history intact.
Legal changes applied by configuration, not by a new build.
With waiting days removed and the lower earnings limit gone from April 2026, every absence from the first day matters for statutory sick pay. The app records the start of each absence, fit notes and return dates, and passes accurate data to payroll for every employee, including those on low or variable hours.
Payroll receives complete sickness data for every worker.
Paternity leave and unpaid parental leave became day one rights in April 2026. Employees can request maternity, paternity, adoption, shared parental and parental leave in the app, managers see the notice requirements, and HR keeps a full record of dates, evidence and correspondence.
Family leave requests handled correctly from the first week of employment.
The app records whether a check used the Home Office online service with a share code, a certified identity service provider, or a manual document check, and stores the evidence. Time limited permissions trigger follow up checks, and evidence is kept for the period the Home Office requires after employment ends.
A complete right to work file for every employee, in every nation.
Scotland, Northern Ireland, England and Wales each keep their own bank holidays. Staff are assigned a calendar by work location, and policies can vary by nation where law or agreements differ, so a Belfast team sees the rules that apply in Northern Ireland, not the Great Britain version.
Each employee sees the holidays and rules that apply where they work.
The Act strengthens the employer duty to prevent sexual harassment. The app supports this with a confidential reporting route, case tracking for investigations, training completion records and policy acknowledgements, giving you evidence of the steps taken across every site.
Prevention steps documented consistently across the organisation.
Leave taken, leave carried over and the records behind holiday pay are kept in a form that can be produced on request. Retention periods for each record type are set centrally, so the Fair Work Agency, HMRC or an employment tribunal can be answered from the same source.
Records ready for any enforcement body that asks.
Role based access, restricted special category data, access logging, retention schedules and subject access exports are built in. Data location is agreed with your data protection officer, and the app supports the documentation the ICO expects you to keep about how employee data is processed.
Employee data handled lawfully at national scale.
Bulk invitations by region, site readiness dashboards, data quality checks before import and a help channel for each wave of users. Regional HR business partners see progress for their area, while the central team tracks adoption across the country.
A national rollout that runs in controlled waves.
New hires arrive from your applicant tracking system, and starters, leavers, contract changes and absence pass to payroll through documented APIs or scheduled files. The HR app stays the single source of truth for the person, without duplicating what those systems already do well.
No retyping between hiring, HR and payroll.
Who this is for
National employers usually come to us for one of four reasons. Their current HR product cannot handle their structure, they are merging several systems after acquisitions, their frontline staff cannot use the existing tools, or the pace of legal change has exposed how much manual work sits behind compliance. The profiles below describe each case and what a first release would focus on. Many national clients recognise more than one, and the discovery stage decides which comes first.
Brands with branches from Aberdeen to Plymouth have large frontline workforces who rarely use a desktop. The first release gives every employee a phone based app for records, sickness reporting, leave and policy acknowledgement, and gives area managers approvals on the move, with nation specific calendars in place from day one.
Shift clocking stays in your attendance system and is connected to the app.
Organisations that have bought businesses across the UK often run several HR systems, contract templates and handbooks at once. We design one record model, map each legacy system into it and migrate in stages, so acquired companies join without a single risky switchover weekend. Harmonising contracts and handbooks is planned with your employment advisers, and the app records which terms each person is on until that work is complete.
Providers operating in several nations face different regulators and frameworks for their services, alongside a common employment law base in Great Britain and a separate one in Northern Ireland. The app keeps those differences in configuration, records DBS or PVG check dates where you hold them, and restricts sensitive files tightly.
Background checks themselves remain with the relevant disclosure service.
Firms with offices in Leeds, Bristol, Cardiff, Edinburgh and London need consistent policies, local approvers and central reporting. We build entity and office structures, regional HR access and national dashboards, so leadership sees one organisation instead of a set of separate offices. Office leads approve locally while policy stays central.
How we work together
Codeeo's team of 80+ works from Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US. We work with UK clients remotely, holding discovery, design reviews and sprint demonstrations by video call, which suits organisations whose HR leads are spread across several regions anyway. National programmes usually begin with a fixed scope first release for the pilot region, continue on a monthly retainer through rollout, or move to a dedicated team where several modules are planned. Scope, ownership and handover terms are always agreed in writing first. Effort is driven by the number of entities and nations, the condition of legacy data and the integrations needed for the pilot region.
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 fit the stack to your estate: Microsoft Entra ID or Google sign in, hosting in a UK or EU region, APIs to your payroll and applicant tracking providers, and cross platform mobile apps that run on the phones your staff already carry. Push notifications, offline access to essential screens and audit logging are planned from the first sprint.
01Mobile
02Data and cloud
03Marketing and tracking
Different nations, regional structures and a national rollout.
A UK wide app must cope with four bank holiday calendars, employment law that differs in Northern Ireland, regional management layers and many sites going live at different times. It must also carry legal changes that arrive in stages. We design for those from the first discovery session, because adding them later usually means reworking the data model and the permissions. Discovery also identifies which regions should go first, usually the one with the cleanest data or the most pressing compliance gap.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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