WorkL for Business

WorkL for Business Employee Engagement Platform

The WorkL for Business Employee Engagement Platform helps measure, track and improve employee experience, happiness and wellbeing. It offers a proven solution to increase retention, minimise flight risk, drive productivity and enhance performance. Dashboard driven insights deliver immediate, tailored action points and resources to drive empowerment and manage improvement.

Features

• Proven Employee Experience Platform
• Predictive Flight and Wellbeing Risk Analysis
• Intuitive Leadership and Manager Tailored Dashboards
• Flexible and Branded Employee Engagement Surveys
• Individual Dashboards with Career Development
• Heatmaps by any demographic with Filtering & Traffic Light Colour.
• Benchmarking v Industry and Global Database
• Proactive and Reactive Self Service or Provided Pulse Surveys
• Instant Action Plans
• Granular Real Time Themed Analytics with full demographic filters.

Benefits

• Enhance Employee Wellbeing, Empowerment, Workplace Happiness.
• Increase Productivity, Extra Discretionary Effort and Efficiency
• Pre-Empt Flight Risk to Increase Retention/Save Attrition Cost.
• Real Time Analytics to Pinpoint Areas for Improvement or Celebration.
• Improved Retention Ensures Continuity for Employees, Managers and Customers.
• Listen and Increase Employee Engagement, Pride and Loyalty
• Add/Remove Questions for Complete Flexibility.
• Serve Instant Insights and Action Plans to act on results.
• Empower Managers with Decision Making Recommendations
• Empower Employees with Optional Individual Feedback Dashboards.

• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at hugh.grantley@workl.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

288179902006310

Contact

Hugh Grantley
44 (0) 204 576 1876
hugh.grantley@workl.com

About the service

• Service categories:
  • Applications
    • Enterprise resource management
      • Human capital management
        • Core Human Resources Applications
        • Talent Management Applications
      • Enterprise performance management
        • Enterprise performance management
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: No / Not Applicable
• System requirements: We require use of a modern web browser.

User support

• Email or online ticketing support: Yes
• Support response times: Each customer has 2 assigned Customer Success Managers. This typically means immediate response via web chat, email or telephone. Official response times are 24 hours from reported general issue or 2 hours for Business Critical. As our platform is for surveys we do not offer as standard or get requests for non critical weekend support. For a system down critical issue we offer weekend support via web chat with a 2 hour response time objective and monitor the helpdesk emails / webchat.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• AI chatbot: No
• Web chat support accessibility standard: WCAG 2.2 AA
• Web chat accessibility testing: The Webchat product used is not homegrown and was tested by the provider with appropriate users throughout the development process to ensure the WCAG 2.2 AA accessibility needs were met.
• Onsite support: Yes
• Support levels: Support is ongoing during working hours via telephone, email and webchat. Typically for immediate response to critical issues we request an incident report with initial contact via telephone though our dedicated support email is seen by the entire team for immediate review if applicable. Customers have ongoing contact with their dedicated customers success managers. Whilst in most circumstanses response is immediate email or online ticketing support has an up to 24 hour response time , operated in office hours (Monday to Friday 9.00 - 5.00pm).; ; Business critical issues (survey platform down) will be responded to within 24 hours/7 days a week.; ; Clients have a team of dedicated Customer Success Managers and we are dedicated to excellent customer service. In summary if an issue is not solved straight away we follow a process:; Level 1 support: escalate to a Level 2 support (Senior Manager).; Level 2:escalate to Level 3 support (Director).; Level 3: escalate to Level 4 support (Senior Director/C-suite).; The support team report to the Operations Director and the technical team to the IT Director. Technical/Cloud support/engineering experts are part of the team and available as required. ; ; The cost of the platform includes support as described.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: WorkL for Business onboarding is collaborative and we work very closely with our customers. We will appoint a project team for onboarding and 2 Customer Success Managers who would be with the customer throughout the relationship.; ; We use a 5 step project process starting with an initial workshop to best understand the customer strategy and plan accordingly. We discuss culture, aims and objectives, question set methodology and data, ROI measures, pain points etc. We collaboratively develop a Gantt project plan with agreed key milestones, responsibilities and actions. We then work thorough the phases with the customer on survey build (if bespoke questions requested), testing, distribution/launch and survey result consultation. The customer success team is available via web chat, telephone, video call and email. We set weekly meetings but can be available at all times. Onsite or Online training on all aspects of set up, question set, dashboards, action plans, analytics and usage is given as standard.; ; We provide a Welcome pack with all onboarding technical and general information with questions to complete pre workshop. We provide ‘How to’ documentation via PDF or slides, often tailored for the customer.; ; The customer success managers remain with you as account managers.
• Service documentation: Yes
• Documentation formats: PDF
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: Whilst we have not guarenteed all WCAG 2.2 standards are met, we design documentation with this in mind with fonts, non graphics and colours. We would be pleased to respond to any documention accessabilty requests to help ensure customer needs are met.
• End-of-contract data extraction: When end date is confirmed, access to data will be removed, unless anonymised raw data extract or admin access is requested. Anonomysed data can be supplied on CSV as part of the contract. A small admin charge may apply, subject to discussion and agreement, if several years or extensive bespoke data is applicable.
• End-of-contract process: The customer works on a continuous basis with assigned customer success managers who are also account managers. As the contract moves towards closure offboarding and date requirements can be discussed and agreed. The contract includes export of data via CSV in response to written request, subject to agreement. Unless otherwise agreed the customers data will be deleted from the system. We are a flexible organisation and would discuss any particular needs a customer may have.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The service has been purposely designed to be flexible and responsive across a variety of screen sizes and dimensions with no diminshed functionality across options.
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: We offer a Unified API in collaboration with a third party that integrates with most Human Resources Information Systems. WorkL users also have the option to customise engagement surveys with organisational data taken from their own systems. Our API enables this to happen and once configured, allows organisational data to travel from you to us, with the minimum of fuss.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: The Employee Engagement is designed to be flexible to best mee the need of the Customer. Custom and bespoke survey questions,some content, pulse surveys and custom logos can be managed through the customers account / admin panel and by the customer on our site or by ourselves. We can also customise and tailor dashboards for brands, companies, managers, senior leadership and departments.

Scaling

• Independence of resources: WorkL's infrastructure is based on a micro-service model and employs modern 'serverless' technology which enables us to scale the services we offer according to the demands of our users at any given point in time. We have had no reported issues with demand effecting users.

Analytics

• Service usage metrics: No

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: None

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Supplier-defined controls
• Penetration testing frequency: At least every 6 months
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Scale, obfuscating techniques, or data storage sharding
• Data sanitisation process: Yes
• Data sanitisation type:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Data Erasure
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001

Data importing and exporting

• Data export approach: Users can request an export of data in CSV format via written request. We would engage with the customer to agree what would be exported and any anonimity considerations.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: The cloud servers are hosted by Amazon Web Services (AWS) with a minimum availability of 99.99% and strict Cloud Hosting provision objectives.; ; Refunds are not applicable to a platform allowing for employee surveys and we do not offer service credits. As we have an uptime of 99.99 % our services have never underperformed the stated uptime.
• Approach to resilience: This would mostly be relevant to Amazon Web Services information as the cloud hosting site but we have internal resilience available in addition across security, risk, business continuity and organisational security.WorkL utilises AWS public cloud rather than operating its own datacentre, inheriting AWS’s robust physical infrastructure [1, 2, Conversation History]. AWS ensures asset protection and resilience through industry-standard measures validated by ISO 27001 and SOC 2 certifications, which can be provided upon request.; Data assets are logically protected through encryption at rest and in transit (using TLS) and secure authentication via Amazon Cognito, which includes MFA support and brute-force protection. Access is strictly managed via role-based access control (RBAC) to ensure only authorised personnel can access sensitive information.; To maintain operational resilience, WorkL performs regular security assessments and vulnerability scans to mitigate risks. A documented incident response plan is also in place to ensure the business can quickly identify, contain, and remediate any security breaches. Furthermore, WorkL’s technical resilience is validated by its Cyber Essentials certification (05ecaaad-eea8-489c-b131-60ddc3f3a395).; To understand this setup, think of AWS as providing a high-security vault (the datacentre resilience), while WorkL provides the digital locks and surveillance (encryption and monitoring) that protect the data inside.
• Outage reporting: We officially report service outages via email alerts, while our Customer Success team supports this with real-time updates via chat and telephone. This multi-channel approach ensures all stakeholders receive timely information regarding service status.; Our reporting is integrated into a documented Incident Response Plan, which mandates specific procedures for the identification, containment, and impact assessment of events before regulatory notification. All outages are logged in a formal incident register, detailing actions taken, resolution steps, and remediation measures to prevent recurrence.; This robust business continuity methodology is underpinned by our Cyber Essentials certification (Certificate: 05ecaaad-eea8-489c-b131-60ddc3f3a395) and adherence to ISO 9001:2015 standards. To minimise service interruption risks, we proactively conduct regular security assessments and vulnerability scans. During resolution efforts, system access is strictly limited to authorised personnel via Role-Based Access Control (RBAC).; Hosted on Amazon Web Services (AWS), our service inherits the resilience of ISO 27001 and SOC 2 certified infrastructure. We actively monitor AWS platform health and immediately cascade cloud-based outage reports to customers, ensuring complete transparency regarding both application and infrastructure availability.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: We enforce strict Role-Based Access Control (RBAC) across all management interfaces, granting granular permissions solely on a need-to-know basis. Identity management is handled via Amazon Cognito, which secures credentials with encryption at rest and supports Multi-Factor Authentication (MFA) to prevent unauthorised access.; While our Customer Success team manages day-to-day permissions, our underlying governance adheres to Cyber Essentials and ISO 9001 standards. This framework ensures that access to sensitive data, specifically manager email addresses, is rigidly restricted to authorised personnel only, mitigating both internal and external threats.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password

Audit information for users

• Access to user activity audit information: No audit information available
• Access to supplier activity audit information: No audit information available
• How long system logs are stored for: Between 1 month and 6 months

Security governance

• Named board-level person responsible for service security: Yes
• Software Security Code of Practice: Yes
• Security governance certified: Yes
• Security governance standards: Other
• Other security governance standards: Cyber Essentials certified. We are working towards ISO/IEC 27001 certification and adhere to the principles required.
• Information security policies and processes: Our information security policies and processes operate within a framework that includes purpose, audience, objectives, authority and access control, data classification, security awareness and behaviour, responsibilities, rights and duties of personnel. We have separate policies within this framework overseen and monitored by the Operations Director via regular meetings and reporting exercises within our audited quality management framework. This is the reviewed by the Senior Leadership Team for IT and Operations. ; WorkL adheres to ISO 9001:2015 and is targeting ISO 27001 certification in 2026. We ensure information security policies are followed through technical enforcement and rigorous oversight. Our core processes include access management, using role-based access control (RBAC) and Amazon Cognito to limit data access to authorised personnel. We enforce documented policies for encryption (at rest and in transit), data minimisation, and retention to safeguard all assets. To ensure these policies are followed effectively, we conduct regular security assessments and vulnerability scans to identify and address potential risks. We also maintain a documented incident response plan for identifying, containing, and remediating potential breaches. Our technical resilience is further validated by our Cyber Essentials certification.

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: WorkL manages its configuration and change processes through a combination of AWS infrastructure tools and quality management standards.; ; Service components are tracked using AWS, maintaining robust security measures like ISO 27001 and SOC 2. Our adherence to ISO 9001:2015 and Cyber Essentials ensures that organisational assets and configurations are documented and monitored within a controlled framework.; ; For security impact WorkL conducts security assessments and vulnerability scans to identify and mitigate potential risks. Our incident response plan includes procedures for assessing change or event security impacts. Role-based access control (RBAC) and Amazon Cognito ensure only authorised personnel can access and modify.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: We utilise automated continuous scanning via GitHub Dependabot and Snyk.io to identify code vulnerabilities and dependency risks using realtime threat intelligence. Findings are reviewed daily and triaged based on severity, aligned with our Cyber Essentials certification.; Critical security patches are deployed immediately following testing, while non-critical updates are scheduled routinely. This automated approach is reinforced by regular security assessments and a documented Incident Response Plan that mandates specific remediation and prevention protocols, ensuring we proactively assess and mitigate threats to our AWS-hosted infrastructure.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: WorkL continuously logs system and application activity via our IT team and AWS, utilising automated alerts and regular security assessments to identify potential compromises. Upon detection, we immediately activate our documented Incident Response Plan.; This process mandates rapid identification and containment of the threat to minimise exposure, followed by a detailed impact assessment. During this phase, system access is locked down to authorised personnel via Role-Based Access Control (RBAC). Our response protocols are rigorously aligned with Cyber Essentials and ISO 9001 standards, ensuring swift remediation and prevention of future incidents.
• Incident management type: Supplier-defined controls
• Post-quantum cryptography secure: No
• Incident management approach: All incidents are reported to support@workl.com or internally via our support helpdesk. Incident reports are not disclosed externally. We have internal incident reporting updated and reviewed by IT, Customer Support and Operations. Whilst it has never been required if we need to recover applications we can launch recovery instances on AWS in minutes, using the most up to date server state or previous point of time. We also have a risk assessment framework and register constantly updated. We operate a 5 step Business Continuity Policy through Risks and business impact, planning effective response, roles & responsibilities, communication, testing and training.

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: Yes
• Description of free trial: As a free service we are happy to set up a sandbox and log in for an agreed period for interested parties to interact with the survey and dashboard prior to contract. This is for user acceptance, accessing our demo version and data , not a free or tailored version.

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 5%
• Between £250,000 and £500,000: 10%
• Between £500,001 and £1,000,000: 15%
• Between £1,000,001 and £2,500,000: 20%
• Between £2,500,001 and £5,000,000: 25%
• Over £5,000,001: 25%

Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• ISO 9001 certification accredited by: British Assesment Bureau
• ISO 9001 accreditation date: Thursday 6 March 2025
• What the ISO 9001 doesn’t cover: We have no exclusions to cover.
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: 05ecaaad-eea8-489c-b131-60ddc3f3a395
• Cyber essentials plus: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Other security certifications: No

Social value

• Mission: Kick start economic growth:

  To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

  Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

  • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
  • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Ensuring new workers are informed of their right to join a trade union
  • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
  • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
  • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
  • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
  • Activities to cascade good practice on fair working conditions throughout the supply chain
  • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
  • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
  • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
  • Volunteering opportunities for staff
  • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
  • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
  • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
  • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
  • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

  • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications

  Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
  • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
  • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
  • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
  • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
• Mission: Make Britain a clean energy superpower:

  To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

  Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

  • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
  • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
  • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
• Mission: Break down barriers to opportunity:

  By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

  Policy Outcome 6: Employment and training: For those who face barriers to employment

  • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
  • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
  • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
  • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
  • Introducing transparency to pay and reward processes
  • Working conditions which promote an inclusive working environment and promote retention and progression
  • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
  • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • Understanding of the issues affecting the development of new skills by target cohort
  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Understanding of issues relating to entering the contract workforce
  • Content of the outreach activity is designed to suit the target cohort
• Mission: Build an NHS fit for the future:

  That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

  Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

  • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
  • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
  • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at hugh.grantley@workl.com. Tell them what format you need. It will help if you say what assistive technology you use.