Services · Website development · Payroll websites
Codeeo delivers payroll website development London bureaux, accountancy practices and outsourced payroll consultancies use to turn search visits into qualified enquiries. We plan the service pages, sector pages, quote request and onboarding handover that a finance director or a busy restaurant owner expects to find, then build them on a content system your own team can update when HMRC changes a threshold or the tax year rolls over. The aim is simple: fewer vague contact forms, more enquiries that arrive with headcount, pay frequency and start date already filled in.
London buyers compare several providers in one sitting, often on a phone between meetings or on a train out of Liverpool Street. Your site has to explain what you run, who you run it for and how data is handled, plainly and quickly, or the next tab wins the call.
200+ companies servedFrom a first store to an ADX listed developer
What the website includes
A payroll website is judged on trust before it is judged on design. The person reading it is about to hand over salaries, National Insurance numbers and bank details, so every page has to answer a practical question: what exactly do you process, how fast can you take over, and what happens to our data. In London the audience is unusually mixed. A Mayfair restaurant group with tronc arrangements, a fund manager in the City with bonus cycles, a Hampstead family employing a nanny and a Shoreditch start-up on its first PAYE scheme all land on the same domain. The structure below lets each of them find their own route without wading through the others. Everything is managed from one content system, so your payroll managers can publish a tax year update or a new sector page without asking a developer.
Separate pages for managed payroll, pension auto-enrolment administration, CIS returns for contractors, P11D and benefits reporting, and payroll for internationally mobile staff. Each page states what you take on, what the client still owns and how handover works, written for a reader who has never outsourced payroll before.
Visitors self-select the service they need instead of sending a generic message.
A short, staged form asks for employee numbers, weekly or monthly runs, number of PAYE schemes, pension provider and the month they want to move. No prices appear unless you choose to publish them, and the answers route to the right person in your team.
Enquiries arrive ready to quote, not ready for a discovery call about the basics.
Pages for hospitality groups with tips and service charge, financial services firms with deferred bonuses, charities on tight budgets and households employing domestic staff. Each one uses the language that sector uses and links back to the matching service page.
Each London sector reads a page that sounds written for it.
Families employing a nanny are consumers, not businesses, so this section gets plain explanations of employer duties, clear total pricing if you show it, and the cancellation information the Consumer Contracts Regulations require when a household signs up at a distance.
A consumer audience is handled with the care consumer law expects.
Once a client signs, the site links to your payroll portal or a secure upload area for starter forms, previous payslips and P45s, so nobody emails a spreadsheet of salaries. We connect what you already use rather than building a second portal.
Sensitive starter data never travels by email attachment.
A page that explains where payroll data is stored, who can see it, how long it is kept and how clients raise a data request, alongside your ICO registration and any certification such as Cyber Essentials that your firm actually holds.
Finance directors find the answers their procurement checklist asks for.
Templates for the updates payroll clients look for every spring: new thresholds from April, P60 deadlines, P11D reminders in July and auto-enrolment re-enrolment. Your team fills in the figures and publishes, and each post links to the relevant service page.
Seasonal search traffic lands on content you control and keep current.
A cookie banner that meets PECR, with analytics and advertising tags held back until a visitor agrees, and form tracking that records which page produced each enquiry without storing personal data in the analytics tool.
You see which pages bring clients while staying inside UK GDPR.
Payroll clients include older business owners, people using screen readers and parents filling in forms on a small phone. We build to WCAG 2.2, with labelled fields, visible focus states, sensible error messages and enough contrast, which also reflects the duty under the Equality Act to avoid shutting disabled users out of a service.
More London employers can finish the form they started.
Enquiries create a record in your CRM with the source page, service and headcount attached, and an alert goes to the payroll manager who covers that sector. Duplicate enquiries from the same company are merged rather than counted twice.
No London lead sits unread in a shared inbox.
Who this is for
Payroll providers in London rarely compete on the service alone. Most run on the same few payroll engines and file to HMRC the same way, so the website is where one firm shows it understands a sector better than the next. These are the starting points we see most, and each one changes which pages come first and how the enquiry form behaves. A bureau chasing restaurant groups needs speed and a phone number; a mobility consultancy needs depth and downloadable guidance; a nanny service needs reassurance and consumer wording.
Hospitality owners want to know that tips, service charge and tronc are handled correctly and that weekly payroll will not slip during a busy Saturday. We lead with a hospitality page in their own vocabulary, add a quick quote form that asks about venues and staff turnover, and make the phone number tap to call on every screen, because many of these owners decide on a mobile between services.
Sector language matters more than a long services list.
Your clients are parents, not HR teams. The site needs patient explanations of becoming an employer, a sign-up route that gives the full price up front where you publish one, a clear cancellation notice and gentle reminders about pension duties. We write the structure so a parent can understand it late at night without phoning you first.
Consumer rules apply here, so the copy is checked against them.
The practice already has a website about audit and tax, and payroll sits on one thin page nobody finds. We build payroll a proper section with its own service pages, the case for outsourcing, onboarding steps and an enquiry path, and connect it to the practice CRM so partners can see which payroll leads also need accounts work. Cross links run both ways, so a company reading about year end accounts sees that payroll can move across too.
Firms that look after shadow payrolls, tax equalised staff and secondees into London need a site that speaks to HR directors and global mobility managers. We create pages for each problem they bring, a resources area for guidance notes you publish, and an enquiry route that captures countries and employee counts before your consultants reply. Because many readers sit outside the UK, the copy avoids local shorthand and explains terms such as PAYE the first time they appear.
How we work together
Codeeo has no London office. Our team of 80+ across Dubai, Riyadh and Karachi works with UK clients remotely, with discovery, design reviews and sign-off held over video call and shared documents. Most payroll firms take a fixed scope build for the new website, then a monthly retainer for content updates, new sector pages and search improvements. Larger groups with several brands sometimes keep a dedicated team for a longer programme. Cost depends mainly on the number of distinct page types, how much copy we write versus you, the integrations involved and the size of the redirect map.
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 who edits the site afterwards. Payroll firms with in-house marketing often prefer WordPress; firms that want very fast pages and a separate content system choose Next.js with a headless CMS. Both can be hosted in the UK if your clients ask.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It depends on the number of sector pages, integrations and who writes the copy.
A focused site with core service pages and one quote form moves quickly once content is ready. Timing stretches when a firm wants many sector pages, a household employer section, CRM routing and a large set of redirects from an older site. Copy is usually the slowest part, because payroll managers have to check every statement about HMRC and pensions while still running pay. We agree the page list and integrations in discovery, then put the launch date in the scope so both sides plan around the same date.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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