HEALTHBOXHR LTD

HealthBoxHR

Companies looking for a HRIS and Payroll software encompassing the full employee life cycle within a platform underpinned by AI. Covering Hire, to onboarding, Leave Management, Time & Attendance and many more modules through to payroll in one integrated platform.

Features

• Real-time Reporting
• Integrated HR & Payroll
• Payroll & Managed Payroll
• Time & Attendance
• AI Driven HRIS & Payroll

Benefits

• Cloud based accessible anywhere in the world
• Automated HR and Payroll driven workflows

• Education pricing available
• 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 admin@healthboxhr.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

696251965733902

Contact

Jonny Carragher
07826554060
admin@healthboxhr.com

About your service

• Service categories:

  Application Development and Deployment

  Application platforms

  • Model driven application platforms
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: None
• System requirements: Must have access to Internet

User support

• Email or online ticketing support: Yes
• Support response times: 3hr SLA to fix for Critical Issues
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• Web chat support accessibility standard: WCAG 2.2 A
• Web chat accessibility testing: Through testing as been completed to ensure it is up the assistive technology standards.
• Onsite support: Yes, at extra cost
• Support levels: Each customer gets their own designated Client/Payroll Executive who will act as a main point of contact for any queries/support requests.; Support is also available via live chat on the website, email and ticket systems in the platform. ; All support is included in the cost.
• Support available to third parties: Yes
• AI chatbot: Yes

Onboarding and offboarding

• Getting started: Each customer gets assigned a designated client executive who will commence the kick off of the project which will be conducted via online training. As the project goes through implementation further training/engagement will be delivered online. Onsite training available at additional charge.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: Using the prebuilt reports, all data can be extracted from the platform in either excel/csv. All documents can be bulk downloaded.
• End-of-contract process: All data is exported from the platform and then customer data is purged. Instructions to export the data is provided and assistance from the team is included in the cost.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: No difference
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: N/a
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: N/a
• API: Yes
• What users can and can't do using the API: Built in instructions to setup the API and support via the designated development team. ; No limitations to the Open REST API
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Each module has a element of configuration and customisation i,e bespoke development is at cost. ; Using the ESS they can customise dashboards on the admin side, custom analytics, dashboards and charts

Scaling

• Independence of resources: We use AWS EC2 with 1 to 15 instances which scale with; demand/traffic.

Analytics

• Service usage metrics: Yes
• Metrics types: System availability
• Reporting types: Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: Yes

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Staff screening not performed
• 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: Managed by a third party
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type: Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: There is an export facility within the platform to do so.
• 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: 99.9999% platform uptime which is provided to us by AWS
• Approach to resilience: As part of the AWS Service, all data is replicated between different data centres to prevent data loss during a system failure. HealthBoxHR also runs continuous database backups to cloud storage.
• Outage reporting: We are yet to have any service outages but if so the process is to notify customers via email alerts.

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 use role based permissions.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
  • Other
• Description of management access authentication: SSO

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: No audit information available
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: We adhere to the requirements and standards of ISO/IEC 27001:2022. We control this with the use of the Hicomply platform which hosts and stores our policy and procedure documents for our Information Security Management System. Our onboarding process for new employees has; a checklist which includes the required reading of these policies and procedures. The employee is invited to the platform via email where they are presented with the required reading and must confirm and accept they have done so for each document which is done within Hicomply where it is logged within the user profile. The CTO will confirm this has been done and HR subsequently notified and keep it on record. If there any future changes to a document, employees are automatically notified and they must again go through the process of reading and accepting the amended document. We additionally provide InfoSec awareness training to all; employees.; Compliant
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: There are multiple processes in place including; ; - Peer reviews, including a final sign-off by senior development team members.; - Manual testing by developers assigned to work items.; - Manual testing by developers and area specialists in a staging/pre-release environment; - Automated testing in pre-deployment workflows.; - Rolling deployments featuring traffic monitoring to ensure error rates do not increase.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Infrastructure monitoring within AWS CloudWatch, including response times, response status codes, server and database metrics. Patches are deployed as soon they become available
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Potential compromises are detected by Amazon GuardDuty. A potential compromise would be fully investigated by the Technical/Development team. Any incident would be responded to immediately on discovery but to date we have not had any incidents.
• Incident management type: Supplier-defined controls
• Incident management approach: We have incident management policies and procedures in place in compliance with the ISO/IEC 27001:2022 standard. Users can report an incident via email, telephone or web chat and incident reports are provided by email.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: 1 week, full access to a demo environement with dummy data. ; ; As expected will be limitations to this i,e no training

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

• Less than £250,000: 0%
• Between £250,000 and £500,000: 3%
• Between £500,001 and £1,000,000: 6%
• Between £1,000,001 and £2,500,000: 10%
• Between £2,500,001 and £5,000,000: 12%
• Over £5,000,001: 15%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Sancert
• ISO/IEC 27001 accreditation date: Saturday 13 December 2025
• What the ISO/IEC 27001 doesn’t cover: All of our services are covered within this certification.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 61b1a5f0-7797-42cb-a640-f3f6a668be57
• 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

• Section B - Commitment for Future: Delivery:

  • 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
    • 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
    • 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
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • 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
    • 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

  • 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 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
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering

  • 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 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

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 admin@healthboxhr.com. Tell them what format you need. It will help if you say what assistive technology you use.