IDEAGEN TECHNOLOGY LIMITED

Ideagen EHS - Work Wallet

The solution helps transform Heath & Safety Management with our all-in-one software platform. Easily manage workplace safety and look after your teams with our full suite of modules including Incident Reporting, Audits, Contractor Management, Inductions, Permit to Work and much more.

Features

• Incident & Accident Reporting
• Site Audits & Inspections
• Digital Permit to Work
• Site Inductions
• Contractor Management
• Risk Assessments
• Asset Inspections
• Worker Competency Management
• Clock In & Out with Lone Working
• Safety Briefings & Toolbox Talks

Benefits

• Easy to use Health & Safety system interface
• All in One Digital Health & Safety Solution
• Modern Mobile First Solution with Onsite Access
• Improved Employee Engagement
• Fully configurable to your organisation's requirements
• Tools to engage external contractors and wider contractor management
• Powerful Safety reporting and KPIs
• Operational AI Enhancements
• Secure, Scalable and Reliable Cloud System Architecture
• Backed by fully UK client and support team

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

Framework

G-Cloud 15

Service ID

113525312466763

Contact

Sales Support
01629699100
salessupport@ideagen.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  • Enterprise performance management
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: The solution supports most modern desktop web browsers for accessing and managing data through the web portal, including Edge, Chrome, Safari and Firefox.; We aim to support a range of mobile OS versions to support a wide user base for the mobile app. Our current support as at 01/01/2026 includes:; iOS & iPadOS 18 - 26, Android 13 - 16.
• System requirements:
  • Modern Web Browser with latest updates (Edge, Chrome, Safari, Firefox)
  • IOS / iPadOS device running min. v18
  • Android device running min. Android 13

User support

• Email or online ticketing support: Yes
• Support response times: Our help desk is open Monday - Friday, 08.30 - 17.00. Tickets are initially responded to no longer than 1 working hour from receipt.
• 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: 9 to 5 (UK time), Monday to Friday
• Web chat support accessibility standard: None or don’t know
• How the web chat support is accessible: Available through www.work-wallet.com
• Web chat accessibility testing: None
• Onsite support: Yes, at extra cost
• Support levels: Our in-house support team provide a range of support services to assist users with troubleshooting and basic user guidance. Our Enterprise customers have a dedicated account manager who support account leads in their usage of the platform.; ; Other support can include data entry and training sessions which are available on request and quoted based on requirements.
• Support available to third parties: Yes
• AI chatbot: Yes

Onboarding and offboarding

• Getting started: The onboarding process is driven by customer requirements and our teams are flexible to provide the level of support required. Training can be delivered both in-person and online and we help with initial digitisation of any existing forms and processes as part of the onboarding process.; ; User Documentation is available through our support portal at https://support.work-wallet.com and cover a range of topics and guides.
• Service documentation: Yes
• Documentation formats: HTML
• End-of-contract data extraction: At end of contract, a customer may request all compiled reports in PDF format.; ; If a customer uses Power BI Integration, they retain all data collected within their environment for historic reporting purposes.
• End-of-contract process: Access to the services would cease after the contract end date. Unless other arrangements or requests are made, the data held will be scheduled for deletion under our data retention policy.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: Ideagen’s onboarding documentation has been designed to meet the needs of all users under the accessibility regulations. Some of the features include, but not limited to are, using clear and simple language, keeping sentences and paragraphs short. Using a Sans Serif font like Arial or Helvetica in a minimum size of 12 points. Avoiding all caps text, italics, and underlining. The use of bullet points, numbered steps, and meaningful subheadings. If using images or charts we make the same point also in text.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
• Application to install: Yes
• Compatible operating systems:
  • Android
  • IOS
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Optimised interface for mobile devices and use cases for using the mobile service vs the desktop service. KPIs, Reporting and Core Settings are all only available on the desktop.
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: Account administrators can generate an API through the admin portal of the system. This allows configuration of which modules provide data over the API key.; ; Our full integrations API documentation is available at https://integrations.work-wallet.com/; ; In addition, a BI API provides data for reporting purposes. Full documentation and starter project files can be found at https://github.com/work-wallet/BIClient
• 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 system provides account administrators with a wide range of customisation options within the service. For example, custom workflows and questions can be configured for items such as Issue Reporting, Permit to Work and Audits.; ; These customisations are available through our easy to use workflow builder, along with a wide range of other system configuration options.; ; Document layout templates can also be configured for Audit reports and Risk Assessments. These are Word Document formatted, allowing a range of layout options for the report output to be generated in.

Scaling

• Independence of resources: The solution uses the Microsoft Azure infrastructure for service delivery. As such, our core cloud services have auto scale-out capability to add additional server resource when a specified usage level is reached.

Analytics

• Service usage metrics: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Security Clearance (SC)

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: Yes
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• 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:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Encryption of all physical media
  • Other
• Other data at rest protection approach: We protect data at rest by encrypting stored information, including production data and backups, using approved cryptographic controls. Data is stored in secure environments with monitored backup processes, encrypted storage, and redundancy to preserve confidentiality, integrity, and availability. Technical and organisational safeguards are applied to ensure stored data remains protected from unauthorised access or loss.
• 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:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Physical Destruction / Hardware containing data is completely destroyed

Data importing and exporting

• Data export approach: Users can export completed, compiled reports as PDFs and summarised record lists in XLSX format. Access to the data users are able to export is controlled through their user permissions.
• Data export formats: Other
• Other data export formats:
  • PDF
  • XLSX
• 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)
  • IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: If the Supplier does not achieve and maintain the Service Levels, the Customer will be eligible for a credit. The service credit varies depending on Downtime, as outlined below.; ; Monthly Uptime Percentage: < 99.8% (10%) / < 99% (25%); ; Monthly Uptime Percentage: The Monthly Uptime Percentage is calculated using the following formula: Monthly Uptime % = (Maximum Available Minutes within the calendar month -Downtime)/(Maximum Available Minutes within the calendar month) x 101
• Approach to resilience: Our cloud infrastructure has multiple areas to support wider system resilience, including:; - Azure Functions for task processing: Spin up specific compute units based on demand for various activities in the system; - Auto Scale-Out: Additional Cloud Services can be brought online when a threshold of capacity is reached; - Failover geo-redundant datacentre location: In the event of a complete failure in the primary datacentre, a failover location will fall back to take system traffic.
• Outage reporting: Outages are recorded on our public dashboard at https://status.work-wallet.com. Admins can also subscribe to email alerts through this portal.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Support Team access to an account is controlled by the account administrator through their security centre within the portal. The support team are unable to access the account without this authorisation.; ; Further administrator interface access is regulated by the role-based access control (RBAC) method, based on the Principle of Least Privilege.; The level of security assigned to a user to the organization's information systems is based on the minimum necessary amount of data access required to carry out legitimate job responsibilities assigned to a user's job classification.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: At least 12 months
• 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: Ideagen follow and are externally audited against the ISO27001 Information Security Management Standard. Ideagen are happy to share an overview of our policies through our Ideagen Information Security Overview document and also provide our ISO 27001 Certificate and Statement of Applicability. Furthermore, information on our approach to GDPR can be found via the following link: https://www.ideagen.com/data-protection-policy
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: All changes are subject to Ideagen's Change Management Policies and Procedures that are audited as part of our ISO certifications. Risk is measured and appropriate mitigations defined as part of the Change Approval Process. Each change is properly assessed to ensure that operational risk is reduced and measures are in place for back-out plans should an issue occur. Any high-risk change must be authorised by a Senior Manager. Development adheres to a documented SDLC, from Design to Code to Test through to Release. Development and Test strategies consider security aspects in both application and deployment activities.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Ideagen undertake at least monthly internally managed vulnerability scans using industry standard tools, in addition to internal vulnerability and penetration tests on the application from a development perspective as per the SDLC document.; ; Ideagen commission an annual externally managed penetration test, including both the infrastructure and the application. We can share the redacted results upon having a signed NDA. ; ; Findings from each assessment are reviewed, risk ranked, and assigned to the responsible team for remediation in accordance with their classification. Policies are available on request. These areas are part of our ISO 27001:2022 programme and externally audited at least annually.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Ideagen have a managed SIEM that collates events from a large number of sources (E.g. next gen end point EDR, Network OS etc). There are UEBA tools in use that also feed into the SIEM and raise alerts. Alerts are raised with the Cloud Operations Team. There is 24x7x365 monitoring in place. Time to respond is based on severity of issue, issues go through a risk-based triage process and are classified as a Priority 1 to Priority 4 based on the impact to end users and also the severity/urgency of the issue.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: We have in place a Cyber Security Operations Centre consisting of dedicated team members, responsible for managing, investigating and resolving all areas relating to information security, and report to the VP Global Cyber Security. We also have a Cyber Emergency Response Team made up from domain experts across the Ideagen business, the members of the CERT would change dynamically to respond to different incidents. The CERT is responsible for working alongside the SOC, extending the technical triage, investigation, resolution and communications. Ideagen staff are required and encouraged to report identified information security events and weaknesses.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: No

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

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 0%
• Between £2,500,001 and £5,000,000: 0%
• Over £5,000,001: 0%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: United Registrar of Systems (URS)
• ISO/IEC 27001 accreditation date: Tuesday 13 January 2015
• What the ISO/IEC 27001 doesn’t cover: None
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: United Registrar of Systems (URS)
• ISO 9001 accreditation date: Tuesday 27 May 2014
• What the ISO 9001 doesn’t cover: None
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: B075fda5-04bb-41ef-b19c-03be1b1a68d9
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: Edd62b5f-9e1f-4bc1-87f0-4b9d06f09ed7
• Other security certifications: Yes
• Any other security certifications: DSPT. The Ideagen ODS code is 8J701 with Standards Exceeded.

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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • 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
    • 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
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • 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 these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • 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
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation 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 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 to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • 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
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • 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
    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
    • 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
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • 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

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • 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)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • 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
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • 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
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • 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

  • 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 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
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach 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
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • 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 salessupport@ideagen.com. Tell them what format you need. It will help if you say what assistive technology you use.