Services · Website development · Payroll websites
Codeeo provides payroll website development UK payroll bureaux, accountancy networks and outsourced HR providers use to win employers across England, Scotland, Wales and Northern Ireland. We build the service and sector pages, regional location pages with real substance, enquiry forms that capture headcount and tax jurisdiction, guidance hubs and the data protection content buyers check first. Everything runs on a content system your team controls, so national rules, tax year changes and new offices reach the site without waiting on a developer.
A provider serving the whole country faces questions a local firm never sees: Scottish and Welsh income tax, staff living in one nation and working in another, and clients spread from Aberdeen to Truro. The website has to handle that breadth without becoming a maze.
200+ companies servedFrom a first store to an ADX listed developer
What the platform covers
National payroll providers carry a heavier content load than local firms. HMRC rules apply everywhere, but income tax bands differ for Scottish taxpayers, Welsh rates sit on their own code, and Northern Ireland has its own employment law on several points. Pension duties are overseen by The Pensions Regulator, data protection by the ICO, and electronic marketing by PECR. A buyer comparing providers wants to know you handle all of this without reading a legal handbook. We design a structure where national service pages carry the core explanation, jurisdiction notes appear exactly where they matter, and regional pages describe the offices, people and sectors you genuinely serve in each area. Shared content blocks keep facts consistent across hundreds of pages, so a rate change is edited once and updated everywhere.
Core pages for managed payroll, pensions administration, statutory payments, CIS and benefits reporting, each with short notes on Scottish and Welsh rates of income tax and Northern Ireland differences where they apply. Notes come from one shared block, so updating a band in April changes every page that mentions it.
Employers in all four nations see their own rules acknowledged.
One page per real office or regional team, with named staff, local sectors served and directions where clients can call in. No copied town pages. Each page is linked to its Google Business Profile and marked up with location schema so the right office appears for local searches.
Regional searches reach a real team rather than a thin doorway page.
The quote form asks headcount, pay frequency, number of PAYE schemes, where staff work and where they live for tax. Answers route the enquiry to the nearest regional team or to a national accounts lead for larger employers, with an alert and a CRM record created together.
Every enquiry reaches the team best placed to win it.
Retailers, care groups and construction firms with staff across many regions want one provider and one payroll. A section explains how you consolidate several payrolls, handle cross-border workers between nations and report by site or cost centre for finance teams.
Larger national employers find a reason to talk to you first.
Articles on tax year changes, National Minimum Wage and National Living Wage rises, auto-enrolment re-enrolment, statutory pay and year end. Each carries an author from your team and a last reviewed date, and the hub is organised by topic so readers move on to the relevant service page.
Seasonal searches across the country land on content you keep current.
A trust area covering your ICO data protection fee registration, UK GDPR controller and processor roles, data location, access controls, retention and incident response, plus any accreditation such as Cyber Essentials that your company actually holds. Documents can be offered on request through a short form.
Procurement teams get answers before the first meeting.
A cookie banner that meets PECR, tags held back until consent, and forms that separate quote requests from marketing permission. Sole traders and partnerships are flagged because they count as individuals for electronic marketing, which affects how you may email them later.
Marketing lists stay defensible if the ICO asks how they were built.
If you also serve household employers of nannies or carers, those pages use consumer wording: full prices where published, with unavoidable fees included under the Digital Markets, Competition and Consumers Act 2024, and cancellation information required by the Consumer Contracts Regulations.
Consumer sign-ups meet the stricter rules that apply to them.
Templates are built to WCAG 2.2 so every new regional page or article inherits accessible headings, forms and contrast. That supports your obligations under the Equality Act and lets public sector and charity buyers include you on frameworks that check accessibility.
Accessibility holds up as the site grows to hundreds of pages.
Enquiries, partner referrals and downloads create CRM records with region, sector and source. Dashboards show leads by office and by channel, so regional managers see their own pipeline and head office sees which areas the website is actually supporting.
Regional performance is visible without spreadsheets.
Who this is for
National payroll websites usually fail in one of two ways: a single generic site that never mentions regional teams, or dozens of near identical location pages that search engines discount. The right answer depends on how your business is organised. Here are the situations we meet most often across the UK and how each one shapes the build, from page structure to how enquiries are routed between offices and national account teams.
You have teams in places such as Leeds, Bristol and Glasgow, each with its own clients and reputation, but one website that hides them. We create a national structure with strong service pages, then a real page for each office with staff, sectors and contact routes. Enquiries go to the right office automatically, and each manager sees results for their own region.
Real regional teams deserve real regional pages.
Member firms across the country offer payroll under a shared brand but want local credit. We design a model where national content is shared, member pages hold their own details, and referrals are tracked by firm. Editing rights are set so members update their pages without changing national copy. A partner directory lets employers find the nearest member firm by postcode, with each listing pointing to that firm's own page.
Scottish employers deal with their own income tax bands, a separate legal system and a different calendar of public holidays. We build content that leads with those differences, written so readers in Edinburgh, Glasgow and Aberdeen see a provider that understands their position, while employers elsewhere still find the full service.
Scotland is a market in its own right, not a footnote.
Your buyers are payroll directors and procurement teams at national groups. They want depth: implementation methodology, controls, reporting and how you manage parallel runs during a switch. We create detailed service pages, a trust centre and a gated resources area, with enquiry forms designed for tenders rather than quick quotes. Tender teams also get a downloadable capability summary, gated behind a short form so your sales team knows who is evaluating you.
How we work together
Codeeo has no UK office. Our team of 80+ across Dubai, Riyadh and Karachi works with British clients remotely, running discovery, design reviews and sign-off over video call with shared files and a staging site. National providers usually choose a fixed scope build for the core platform, then a retainer for regional pages, guidance content and search work. Groups with several brands sometimes keep a dedicated team. Cost depends on page types, the number of regional pages, content volume, form routing, integrations and the size of the migration.
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
For large content estates we often recommend Next.js with a headless content system and shared content blocks; WordPress suits providers whose marketing team already knows it. Hosting in the UK is available, with staging and role-based editing either way.
01Web
02Commerce
03Data and cloud
04Marketing and tracking
It depends on regions, content volume and integrations.
A national site with core services and a few regional pages is a moderate project. Timelines extend with many offices, partner sections, gated resources, routing logic and large redirect maps from several old sites. Many providers launch the national pages first and roll out regions in stages. We agree the plan in discovery and write the dates into the scope once content owners are confirmed. Content volume is usually the biggest variable, because regional managers need time to supply staff details and local sector information alongside their normal workload.
Schedule a free consultation and get a written recommendation, with costs, before you commit to anything.
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