Services · Mobile app development · Payroll apps
Codeeo handles payroll software development for London employers whose pay runs have outgrown a packaged tool: City and Canary Wharf firms with deferred bonuses, West End hospitality groups sharing tips across venues, and scale-ups running several PAYE schemes under one roof. We build the calculation engine, the RTI link to HMRC, pension contribution feeds, BACS payment files and an employee app for payslips, so your payroll team works from one controlled system instead of spreadsheets wrapped around software.
We have no London office. Our team of 80+ is based in Dubai, Riyadh and Karachi and works remotely with clients in the capital, with discovery, design reviews and parallel run sign-off held by video call. Behind that sit 200+ projects delivered across the UAE and the US and a 4.7 rating from 23 Google reviews.
200+ companies servedFrom a first store to an ADX listed developer
What we build
A London payslip rarely shows one number. A trader may have base salary, a cash bonus paid in March and a deferred portion released over later years. A head chef in Soho may see contractual pay plus an allocation from the venue's tips policy. A civil engineer on a hybrid contract may carry London weighting, salary sacrifice for an electric car and a cycle scheme. Packaged payroll handles the common cases and leaves the rest to manual adjustments, which is exactly where errors and late corrections to HMRC begin. Month end in a London finance team is also crowded: payroll often has to close before bonus figures are final, before rota changes are signed off and before new joiners have returned their details, so the system has to cope with late changes without reopening a finished run.
We start from your pay elements and the rules behind each one, then build software that calculates them the same way every period, shows its working, and files the result. The features below are the ones London clients ask for most, and we order them by the risk they remove from your pay run.
For firms under the FCA and PRA remuneration rules, the system records each award, splits the deferred tranches, schedules release dates and applies malus or clawback decisions made by your remuneration committee. Each release flows into the correct pay period with PAYE and National Insurance calculated on the amount actually paid.
Deferred awards pay out on schedule with a clear audit trail for compliance.
Hospitality groups enter tips and service charge by venue and shift, and the software allocates them under your written tips policy, as the Employment (Allocation of Tips) Act requires. Tronc payments are kept separate from employer payments so their tax and National Insurance treatment follows the rules your advisers confirm.
Staff can see how their share was worked out, and so can an inspector.
Holding companies, operating subsidiaries and newly acquired businesses each keep their own employer PAYE reference, accounts office reference and pay calendar. Payroll staff switch between them without separate logins, while reporting rolls up for the group finance team in a single view.
One team runs every London entity without mixing their submissions.
Full Payment Submissions go to HMRC on or before each payday, and Employer Payment Summaries handle recoveries and nil periods. The system validates every record before filing, stores HMRC responses against the run, and flags rejected submissions for correction while the period is still open.
Filing becomes part of closing the run, not a separate scramble.
Inner and outer London allowances are set as rules tied to work location, not typed in by hand. If you are an accredited London Living Wage employer, the system compares every hourly rate against the figure you load each year and warns before a run is approved.
Location pay stays consistent and commitments stay visible.
Option exercises that create a PAYE charge, salary sacrifice arrangements and payrolled benefits are captured as pay elements with their own tax treatment. Records are kept in the shape your accountants need for employment-related securities returns and year end reporting.
Equity and benefits stop living in a side spreadsheet.
The software assesses each worker against the auto-enrolment criteria every period, issues the required letters, and sends contribution files to your chosen pension scheme. Opt-outs, postponement and re-enrolment dates are tracked so your declaration of compliance to The Pensions Regulator is backed by real records.
Pension duties are met as a by-product of running payroll.
Sick pay, maternity, paternity, adoption, shared parental, parental bereavement and neonatal care pay are calculated from the average weekly earnings rules, with qualifying checks, start and end dates and the notices staff must give. Amounts you can recover are totalled for the Employer Payment Summary, so a busy family leave month in a large London office does not mean manual reconciliation.
Statutory payments are correct, documented and reclaimed on time.
Approved runs generate a BACS file in the standard format for your bank or bureau, with separate handling for leavers, bonus runs and urgent corrections that need a Faster Payment. Each payment links back to the payslip and the RTI record it belongs to.
Money leaves the account matching what was reported.
Staff open itemised payslips, P60s and P45s on their phones, see how each deduction was calculated, and raise a query against a specific line. For hourly workers the payslip shows the hours paid, as the law requires where pay varies with time worked.
Fewer emails to payroll on the day after payday.
Who this is for
Custom payroll software development in London makes sense when the cost of manual workarounds is higher than the cost of building. That point arrives sooner in the capital than elsewhere because pay structures here are more layered, regulators look harder at remuneration, and one company often runs staff across several legal entities. These are the four situations that most often bring London teams to us. Each one starts with a short discovery by video call, where we look at real payslips and real exceptions from recent runs rather than a feature wish list.
Your remuneration policy sets deferral periods, retention rules and conditions for malus and clawback, but payroll only sees a lump sum when finance sends it. We build a ledger that holds the whole award from grant to final release, so payroll pays the right tranche, compliance can evidence it, and the remuneration committee's decisions reach the payslip without retyping. Integration with your HR and finance systems keeps headcount and cost codes aligned.
Built to your policy; your advisers confirm the regulatory reading.
Tips arrive by card at many venues and must be shared fairly under your policy, while staff rotas change weekly and many workers are paid by the hour. We connect your till and rota data to payroll, allocate tips by the rules you set, check hourly pay against minimum wage thresholds and give staff a payslip app that explains each line in plain words.
Growth around King's Cross, Shoreditch and Old Street often means a UK company, a holding company and perhaps an acquired business, each with its own PAYE scheme. Add EMI options, salary sacrifice and payrolled benefits, and a starter package struggles. We give you one payroll system with entity separation, group reporting and clean records for equity events.
Bureaux need to run dozens of client payrolls on different calendars, each with its own employer references, pension schemes and approval contacts. We build a multi-client platform with client portals for sign-off, per-client BACS output and RTI filing under each employer's scheme, so your staff spend time on checks rather than switching between tools.
Client data stays separated at database level.
How we work together
Most London clients begin with a fixed scope build covering one entity or one workforce group, prove it through parallel runs, then extend it to the rest of the business. Firms with continuing change, such as a new acquisition each year or a remuneration policy under review, often keep a small team on retainer for releases and year end updates. Bureaux and larger groups sometimes take a dedicated team that works inside their own delivery process. In every model the scope, dates and acceptance criteria are written down before work starts, and every review happens by video call.
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
Calculation services, databases and hosting are chosen for accuracy, auditability and the team who will maintain the system after handover. Hosting location for your payroll data is agreed during discovery so it fits your UK GDPR position, and we document the architecture so your own IT team or a future supplier can take it over.
01Mobile
02Data and cloud
03Marketing and tracking
It depends on the number of pay elements, entities and integrations.
A single entity with monthly salaried staff moves faster than a group with tips, bonus deferral and three pension schemes. The other big factor is how many parallel runs you want before switching over, and whether you plan to go live at the start of a tax year. We agree the timeline after discovery, once each element and connection is listed, and you see the full plan in writing before design starts.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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