Services · Website development · HR management websites
Codeeo delivers HR management website development UK consultancies, outsourced HR and payroll providers, employment law teams and HR software companies use to win employer clients across England, Scotland, Wales and Northern Ireland. The site sets out which services you cover, where the rules differ between the nations, and how a prospective client starts working with you. Each page ends in a clear next step: a discovery call, a proposal request, a demo or a download that captures consent properly.
Employers choose an HR partner on evidence. They want to see that you track the Employment Rights Act 2025 as it is phased in, that you know payroll, pensions and right to work duties, and that you handle their data with care. The website is where that evidence is published and kept current.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
A national HR provider has a harder brief than a single office practice. Buyers in Belfast, Cardiff, Glasgow and Norwich all search for help, yet the law they work under is not identical. Northern Ireland has its own employment legislation and its own advisory body, the Labour Relations Agency, while Acas covers Great Britain. Scotland has a separate legal system. A website that treats the UK as one jurisdiction will mislead some readers and lose their trust.
The features below are the ones we plan for firms with clients spread across the country. We shape the list around your services in discovery, so a payroll bureau and an employment law practice end up with quite different sites.
Service pages flag where advice differs for Northern Ireland or Scotland, with a short note and a link to the relevant guidance page on your own site. Editors tag each article by nation so readers filter to the rules that apply to them.
Readers in every nation see guidance that fits their workforce.
A maintained hub explaining each change in the Employment Rights Act 2025 as it comes into force, written by your advisers. Every entry shows when it was last reviewed, and the hub links to the services that help an employer prepare.
Your firm becomes the source employers return to as the reforms land.
For firms with several bases, each office gets a page with its address, the team, the sectors it serves and the areas it covers. Remote only providers get coverage pages that describe how they support employers across a region without claiming a desk there.
Local searches find the right office, and nothing overstates your footprint.
A structured form for larger buyers asking headcount, sites, nations covered, current payroll arrangement and procurement deadline. Public sector and framework buyers can download your capability statement after leaving their details.
Qualified proposal requests arrive with the facts your bid team needs.
If you publish fixed fee packages or per employee rates, the pages show the full price including VAT and mandatory extras. That matters because the drip pricing rules in the Digital Markets, Competition and Consumers Act 2024 are now in force.
Price information on the site meets current consumer law.
HR software vendors get feature pages, a product tour and a demo booking form tied to sales calendars. If you offer a trial of your own product, the sign up path is built to your terms, and plan pages are ready for the subscription contract rules expected in 2027.
Product interest turns into booked demos with context attached.
A consent banner that meets PECR, with analytics and advertising tags held until a visitor agrees. Newsletter and guide sign ups record what the person agreed to and when, so your marketing list stands up if the ICO asks.
Marketing data you can defend under UK GDPR.
A searchable library of handbooks, policy templates and employer checklists, filtered by topic, nation and employer size. Some items are open to all, others sit behind a short form that records the reader's company and consent. Editors set a review date on every document, and anything past that date is flagged in the admin view before a client downloads stale guidance.
Downloads become qualified leads without spreading outdated documents.
Templates designed and tested against WCAG 2.2 AA: keyboard access, readable contrast, proper headings and form labels. HR buyers include disabled people, and the Equality Act duty to make reasonable adjustments applies to your services.
Every visitor can read your guidance and contact you.
Enquiries flow into your CRM with source, page and campaign recorded, and guide downloads feed nurture emails. We connect to the system you already run rather than asking you to switch.
Sales can see which content produced which client.
Who this is for
The HR market in the UK is made up of very different businesses that happen to share a buyer. Some sell advice by the hour, some sell outsourced processes, some sell software and some fill vacancies. Their websites need different structures, so we start by working out which model drives your revenue and build the page hierarchy, conversion points and content plan around it. Where a business does two of these things, such as payroll plus HR advice, we design separate routes so each type of buyer reaches the right team quickly.
You run payroll through HMRC Real Time Information, manage auto enrolment duties overseen by The Pensions Regulator and handle HR casework for small employers nationwide. The site needs service pages by employer size, a clear onboarding explanation, and proposal forms that ask headcount and pay frequency. Content on year end, statutory pay and pension re enrolment brings steady search traffic between campaigns.
Built around recurring service contracts.
Your solicitors advise employers and sometimes employees, and the SRA expects your website to carry the digital badge, complaints information and price details for unfair and wrongful dismissal claims. We build those into the templates, add office pages for each base and give lawyers an easy way to publish briefings when a tribunal decision or new regulation lands.
Regulatory content sits in the template, not in a forgotten footer.
You sell absence, onboarding or people analytics software to UK employers. Your website must explain how the product handles UK specific duties such as right to work records, statutory sick pay and holiday calculations, then move a visitor to a demo. We build feature pages, comparison pages, security and data processing pages, and an integration directory.
Marketing site only; the product itself stays separate.
Agencies placing staff across several regions need job search, CV upload with clear privacy notices, client vacancy forms and sector pages. Your terms must reflect the Conduct of Employment Agencies and Employment Businesses Regulations, and we give those documents a proper home rather than a single unlinked PDF.
How we work with UK clients
Codeeo has no UK office. Our team of 80+ works from Dubai, Riyadh and Karachi and has delivered 200+ projects across the UAE and the US. UK clients work with us remotely: discovery, design reviews and training all run by video call, with a shared project board showing what is in progress. You get a project lead who knows your account, and decisions are written down so nothing depends on memory. After launch, support and improvements run the same way, under a written agreement that lists response expectations and what is included. Our clients rate us 4.7 from 23 Google reviews.
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 usually build on WordPress or a headless setup with Next.js, chosen by how often your team publishes and how much the site must integrate. Hosting sits in a UK or EU region where your data protection position calls for it, with backups, uptime monitoring and security updates agreed in writing. Search engines get clean markup, structured data for your organisation, services and articles, and fast templates that meet Core Web Vitals on mobile.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
Mainly the differences between the four nations and the reach of national search.
A national site has to explain where Northern Ireland and Scotland differ, rank for regional searches without inventing offices, and handle enquiries from employers of every size. We plan nation tagging for content, coverage pages, proposal forms built for multi site employers and a content hub that tracks national reforms. A single office site rarely needs any of that, which is why we scope national projects differently from the start.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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