HR DUO

HR Duo: All-in-One HR, Payroll & Workforce Management Platform

HR Duo is a cloud-based, all-in-one HR and workforce management platform streamlining the employee lifecycle. Features include automated payroll, digital contracts, Rota scheduling, and ATS. Designed for the public sector, it ensures UK employment law compliance, reduces administration and provides real-time HR support through AI-powered tools and expert guidance.

Features

• Centralised HR Dashboard: Single source of truth for employee data
• Automated Contracts: Instant, legally compliant employment contracts with e-signatures
• Advanced Rota Scheduling: Dynamic shift planning with real-time budget tracking.
• Time and Attendance: Multiple digital methods for recording working hours.
• Integrated Payroll: Seamless payroll processing with automated HMRC reporting
• Built-in ATS: Complete recruitment workflow from job posting to onboarding
• Compliance Library: Access to updated UK employment law and policy
• Duo AI Assistant: AI-powered support for instant HR policy guidance
• Performance Management: Automated review cycles with 360-degree feedback and goal-tracking.
• Learning Management System: Centralised portal for staff training and courses

Benefits

• Reduced Administration: Automates routine tasks, reducing HR workload
• Guaranteed Compliance: Built-in safeguards ensure total alignment with UK law
• Cost Efficiency: Minimises overtime costs and recruitment agency dependency
• Enhanced Accountability: Real-time visibility of staff attendance and absences
• Rapid Deployment: Quick implementation with minimal technical setup required.
• Mobile Accessibility: Frontline staff manage rotas/leave via any device
• Strategic Insight: High-level analytics to improve resource allocation.
• Secure Hosting: GDPR-compliant platform with high-security EEA data storage
• Scalable Architecture: Flexible solution that grows with your organization
• Expert Support: Access to qualified HR professionals alongside the platform

• 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 donal.brady@hrduo.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

135648317796208

Contact

Donal Brady
+441212957426
donal.brady@hrduo.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  • Payroll management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: N/A
• System requirements:
  • Cloud-Native Access: Requires no local server or software installation
  • Web Browser: Compatible with latest Chrome, Edge, Firefox, and Safari
  • Internet Connectivity: Stable broadband or mobile data connection required
  • Mobile Operating System: Supports iOS 14.0+ and Android 9.0+ devices.
  • Hardware Flexibility: Accessible via desktop, laptop, tablet, or smartphone
  • Time and Attendance: Supports mobile, web, biometric and tablet kiosks
  • Email Access: Valid email address required for notifications and login
  • Security Standards: Requires HTTPS enabled for secure encrypted data transmission

User support

• Email or online ticketing support: Yes
• Support response times: Initial response within one working day Monday to Friday or next working day for weekends/public holidays.
• 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: WCAG 2.2 A
• Web chat accessibility testing: N/A
• Onsite support: Yes, at extra cost
• Support levels: HR Duo provides a multi-channel support structure tailored to ensure both technical and operational success. Support is primarily accessed through an integrated ticketing system embedded directly within the platform, allowing users to raise and track queries from any screen.; Support Levels and Response Times; Support requests are classified by priority with specific initial response targets during standard business hours (Monday–Friday, 9:00 AM – 5:30 PM):; High Priority (Critical ER/System issues): Initial response within 4 hours.; Medium Priority (General queries): Initial response within one working day.; Low Priority (Documentation reviews/General inquiries): Initial response within two working days.; For critical system issues occurring outside business hours, tickets are monitored with a best-efforts response, typically acknowledged within 3 hours and resolved within 48 hours.; Costs and Specialized Personnel; While standard maintenance is typically included in the recurring per-user fees, specialized support and account management roles are provided:; Technical Account Manager/Director: Provided for escalation and ongoing account management.; Implementation Team: A dedicated group of system specialists and HR professionals handles the initial 6–9 month rollout and "Hypercare" post-go-live period.; Additional Costs: Services outside standard scope—such as bespoke software development—are subject to additional fees.
• Support available to third parties: Yes
• AI chatbot: Yes

Onboarding and offboarding

• Getting started: HR Duo ensures a seamless launch through a structured Implementation Methodology (Initiate, Configure, Deploy, Evaluate) managed by a dedicated team, which includes full support for the bulk upload of employee data. We utilise a Role-Based Training strategy within a Blended Learning model to ensure proficiency across all user levels.; Training & Delivery; • Instructor-Led Sessions: We conduct hands-on virtual workshops tailored to specific user categories (e.g., Super Users, Payroll, Line Managers) to ensure relevance.; • Online Training: Users have 24/7 access to the HR Duo System Guide, a comprehensive online knowledge base featuring step-by-step text and video tutorials covering every system aspect.; • User Documentation: We provide targeted "Job Aids," "Quick Reference Guides," and role-specific handbooks (e.g., Line Manager Onboarding Guide, HR Manager Guide) to support specific workflows.; Support Post-go-live, clients receive a dedicated period of "Hypercare" support to resolve initial queries instantly, ensuring rapid adoption and long-term success.
• Service documentation: Yes
• Documentation formats: HTML
• End-of-contract data extraction: Administrators can retrieve data using:; Structured Data Exports: Administrators can trigger bulk exports of core employee records, including personal details, tax IDs, start/finish dates, and department mappings, primarily in CSV or Excel formats.; Module-Specific Data: Detailed historical records from modules such as Leave Balances, Absence History, Time and Attendance, and Performance Reviews can be extracted via the specialised Reports feature.; Document Retrieval: All digitally signed contracts, company policies, and employee-specific HR letters are available for direct download.; API Access: Technical teams can use the RESTful API to programmatically pull workforce metadata and leave requests for integration into successor systems.; Machine Readable Formats; HR Duo supports interoperability standards and can provide most system data in a machine-readable format such as CSV, PDF and JSON. This ensures that complex data relationships, such as employment details and hierarchical structures, are preserved in a format compatible with modern cloud integrations and API-driven workflows.; Data Retention and Deletion; Once the final extraction is complete, the environment is decommissioned. HR Duo will delete or anonymise all client-specific data within an agreed time frame of a formal request, unless specific records must be retained for legal or regulatory audit purposes.
• End-of-contract process: Upon contract termination, HR Duo facilitates a structured offboarding process to prioritize data sovereignty. Buyers retain full ownership of their data throughout the lifecycle of the agreement.; Data Extraction and Portability; HR Duo provides for the return of all organizational and employee data in machine-readable formats as chosen by HR Duo, including CSV, Excel, PDF and/or JSON. These standard formats ensure that core records, payroll history, and attendance logs can be integrated into new platforms. Additionally, all digitally signed contracts and other documents stored within employee resources folders remain available for download until the service end date.; Transition Constraints and Costs; While standard data exports are included in the service, if a buyer requires specialised formatting or bespoke data structures that deviate from our standard output, additional fees may be applicable. Furthermore, we reserve the right to charge a fee if a very short lead time is mandated for the production and delivery of final data sets.; Decommissioning and Security; Following final data retrieval, user access is revoked. In accordance with GDPR, HR Duo securely deletes or anonymizes all client-specific data within 30 days of a formal request.
• Documentation accessibility standard: WCAG 2.2 A

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: HR Duo is a cloud-native platform providing consistent access across all devices. The service is accessible via mobile browsers (Chrome, Safari, Edge) just as it is on desktop, offering the full suite of administrative tools, reporting, and configuration options.; ; In contrast, the dedicated mobile app (HR Duo Go) is designed for on-the-go efficiency with slimmed-down functionality. While the desktop/browser experience focuses on complex management tasks like payroll and rota creation, the app prioritises essential self-service features: clocking in/out via geofencing, viewing schedules, requesting leave, and accessing digital documents or the AI Assistant
• Service interface: Yes
• User support accessibility: WCAG 2.2 A
• Description of service interface: HR Duo offers a multi-layered service interface designed for both users and systems. The primary Web User Interface provides administrators with a comprehensive dashboard for managing complex HR and payroll tasks via any modern browser. Employees interact through a Mobile App Interface (iOS and Android), optimized for self-service tasks like clocking in and leave requests.; ; For system-to-system connectivity, the platform includes a RESTful API, enabling automated data synchronization with third-party software like ERPs or payroll systems. Additionally, a Data Export Interface allows manual reporting and data portability via standard CSV and Excel formats.
• Accessibility standards: WCAG 2.2 A
• Accessibility testing: N/A
• API: Yes
• What users can and can't do using the API: HR Duo provides a RESTful Public API designed to facilitate secure data synchronisation with third-party software, such as Payroll engines, Learning Management Systems (LMS), and BI tools.; Setting up the service Users cannot provision the HR Duo platform itself via the API. Access is established within the live application. Administrators with the "Manage Public API" permission must navigate to Company Settings > Public API to generate a secure API Key. This token acts as a privileged credential used to authenticate requests.; Making changes and capabilities The Public API is primarily engineered for data retrieval to support integrations. Users can programmatically extract specific datasets using documented GET endpoints:; • Staff Data: Retrieve all staff profiles or specific staff by ID.; • Time & Attendance: Access "Roll Call" and time data.; • Leave: Retrieve leave requests by date or staff member.; • Company Structure: Export Department and Location data.; Limitations; • Read-Only Focus: The public endpoints are currently listed as GET requests, limiting the ability to write data or modify system configurations via the API. This is under development.; • No Sandbox: HR Duo does not currently provide a dedicated API sandbox; users must manage integrations directly within their live tenant.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
• API sandbox or test environment: No
• Customisation available: Yes
• Description of customisation: HR Duo is a highly configurable SaaS platform designed to adapt to the specific operational needs of public sector organizations without requiring bespoke code development. This ensures that the system remains scalable, secure, and compliant with UK employment law while offering significant flexibility.; Core Customisation Capabilities; Buyers can customize the service through several key administrative modules:; Organizational Structure: Configure multi-site hierarchies, departments, and granular role-based access controls (RBAC) to reflect complex public sector staffing models.; Workflows and Approvals: Tailor automated approval paths for leave requests and onboarding sequences to match internal governance procedures.; Document and Policy Library: Customise the extensive library of 200+ HR letters, contracts, and policy templates with organisation-specific branding and clauses.; Performance Management: Build bespoke appraisal frameworks, including 360-degree feedback cycles and department-specific goal-tracking metrics.; Reporting and Analytics: Beyond 50+ standard reports, users can create custom reports to track specific KPIs, such as absence.; Service Constraints; As a multi-tenant SaaS product, core software logic and database schemas cannot be modified individually. This ensures all users benefit from continuous security updates and legislative compliance. Standard maintenance windows are scheduled during low-usage periods to minimise disruption.

Scaling

• Independence of resources: HR Duo maintains performance through a multi-tenant cloud architecture featuring elastic scaling and resource isolation. The platform employs horizontal scaling, automatically provisioning additional server instances to handle peak global demand without latency.; To prevent "noisy neighbor" issues, we implement API rate limiting and request throttling, ensuring high-volume tasks from one client cannot saturate system resources for others. Furthermore, intelligent load balancing distributes traffic across healthy nodes, while logical database isolation ensures heavy reporting queries remain localized. This combination of automated scaling and strict request management guarantees consistent, high-speed access for all public sector users regardless of concurrent system load.

Analytics

• Service usage metrics: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: European Economic Area (EEA)
• User control over data storage and processing locations: No
• 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: NCSC approved service provider
• Protecting data at rest: Physical access control, complying with another standard
• 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

Data importing and exporting

• Data export approach: HR Duo provides three primary self-service data extraction routes. Through the Manager Portal, administrators can bulk export employee records: payroll, and attendance logs into structured CSV or Excel files. For non-structured data, the Resources Folders allows for the direct download of PDF contracts and forms etc. Uploaded documents will be included in their original format.; Technical teams can also utilize the RESTful API to retrieve workforce metadata in JSON format. At the end of the contract, data is returned in machine-readable formats chosen by HR Duo. Please note that bespoke formatting or urgent lead-time requests may incur additional fees.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • CSV
  • EXCEL
  • PDF
  • As uploaded
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • PDF
  • Excel
  • JPG
  • PNG

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: We aim for a service availability target of 99.9% (excluding scheduled maintenance). Maintenance windows, if required, are strategically scheduled during low-usage periods (typically weekends or late-night GMT) to minimise operational impact. Users are notified in advance of any planned downtime that may exceed standard windows.; Refunds and Service Credits; HR Duo does not offer monetary refunds, service credits, or pro-rata discounts if service availability falls outside the target SLA. By opting for a simplified credit-free model, we are able to maintain lower overall subscription costs for public sector clients while focusing our resources on rapid technical resolution and platform resilience.; Our commitment to uptime is managed through the rigorous engineering standards of our underlying infrastructure providers and our internal DevOps protocols, rather than financial penalties.
• Approach to resilience: HR Duo is a cloud-native SaaS platform engineered for maximum resilience by leveraging the enterprise-grade infrastructure of Amazon Web Services (AWS). Our architecture is designed to eliminate single points of failure through a multi-layered approach to availability.; Multi-Availability Zone Resilience; The service is hosted in the AWS eu-west-1 region. We distribute the application across multiple AWS Availability Zones, physically separate data center clusters with redundant power, cooling, and networking. This ensures that even a catastrophic failure at one data center location will not disrupt the overall service, as traffic is automatically routed to alternative zones.; Security and Traffic Protection; We utilise Cloudflare for robust DDoS protection. This provides an essential defensive layer that mitigates malicious web traffic and ensures the platform remains accessible even during sophisticated cyberattacks.; Data Integrity and Recovery; Our resilience protocols extend to rigorous data protection:; Automated Backups: The production database is automatically backed up every night.; Reliable Recovery: Backups are securely retained for 30 days, allowing for rapid point-in-time recovery in the event of data corruption or accidental loss.; By combining the physical resilience of AWS data centres with proactive traffic protection and automated recovery, HR Duo provides a stable environment tailored for public sector continuity.
• Outage reporting: HR Duo maintains full transparency regarding system performance and service availability through a dedicated, real-time status architecture.; Public Status Dashboard The primary tool for monitoring service health is our public dashboard at https://status.hrduo.com/. This site provides a live overview of all core systems, including the Web Portal, Mobile Apps, and API. It displays current operational status, historical uptime data, and details regarding any active incidents or upcoming scheduled maintenance.; Subscription and Email Alerts Users do not need to manually check the dashboard for updates. The platform allows stakeholders to subscribe to updates directly via the status page. Once subscribed, users receive automated email alerts the moment an incident is identified, providing immediate notification of the issue, its expected impact, and subsequent progress updates through to resolution.; By providing these multiple notification layers, HR Duo ensures that administrators are proactively informed of any outages, allowing them to manage internal expectations and maintain operational continuity without needing to contact support for status updates.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
• Access restrictions in management interfaces and support channels: HR Duo enforces a Zero Trust approach to management interfaces and support, aligned with ISO 27001. Access is strictly governed by Role-Based Access Control (RBAC), ensuring the "principle of least privilege."; ; Management interfaces are protected by IP Whitelisting, secure VPNs, and Mandatory Multi-Factor Authentication (MFA). Within support channels, staff use data masking to protect sensitive information. Every administrative action is captured in immutable audit logs, recording timestamps and specific data interactions. Identity verification via secure in-app tokens ensures support is only provided to authorised personnel, preventing unauthorised data exposure.
• 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: You control when users can access 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: No
• Security governance approach: We have implemented an Information security management system (ISMS) that meets the standards of ISO27001. We are in the process of achieving certification. This should be complete by the time of the first call off.
• Information security policies and processes: HR Duo operates under a rigorous information security framework fully aligned with ISO/IEC 27001 standards. The standard is fully implemented across our technical and operational environments.; Our Information Security Management System (ISMS) governs all data handling, featuring:; Access Control: "Least privilege" models and mandatory Multi-Factor Authentication (MFA).; Data Encryption: All data is encrypted at rest (AES-256) and in transit (TLS 1.2+) within EEA-based AWS infrastructure.; Vulnerability Management: Regular automated scanning and annual third-party penetration testing.; Reporting Structure and Governance; Accountability is managed through a clear hierarchy:; Leadership: A Security Steering Committee, chaired by the Chief Technology Officer, oversees the ISMS and reviews security performance quarterly.; Compliance Oversight: Dedicated security officers monitor real-time threats and conduct internal audits.; Ensuring Policy Adherence; We ensure compliance through automated monitoring and mandatory annual security training for all personnel. Any policy deviations are logged within our Incident Management System, triggering immediate investigation and corrective actions to prevent recurrence.
• 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: HR Duo’s configuration and change management processes are fully aligned with ISO 27001 standards. We maintain a rigorous Information Asset Inventory, tracking hardware, software, and data components throughout their lifecycle.; ; All system modifications undergo a formal Change Management Process, featuring risk-based assessments to evaluate security impacts. We employ a Continuous Delivery model with blue/green deployments, automated dependency scanning, and annual penetration testing. For updates affecting personal data, Privacy Impact Assessments (PIA) are mandatory. Oversight by our Security Steering Committee ensures all changes maintain the confidentiality, integrity, and availability of our public sector environments.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: HR Duo’s vulnerability management is fully aligned with ISO 27001, ensuring a proactive approach to threat mitigation. We identify risks by monitoring AWS Security Hub, CVE databases, and GitHub Advisories, supplemented by annual NCSC-approved penetration testing.; Threats are assessed via a risk-based matrix. Critical patches are deployed immediately through our Continuous Delivery pipeline using blue/green deployments to ensure zero downtime. Medium-risk updates are integrated into bi-weekly sprints. This structured process ensures that security information is continuously reviewed and that patches are validated and deployed rapidly across our cloud-native environment.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: RESPOND
• Incident management type: Supplier-defined controls
• Incident management approach: HR Duo’s incident management is ISO 27001 aligned, utilizing Standard Operating Procedures (SOPs) for rapid response to common events like latency or security alerts.; ; Users report incidents via the In-Platform Help module, email, or phone. Additionally, AWS GuardDuty and CloudWatch provide automated detection, often alerting engineers before users are impacted.; ; Real-time status is available at https://status.hrduo.com/. For major incidents, we provide Post-Incident Reports (PIRs) detailing root causes and preventative actions, ensuring full transparency for public sector clients.
• 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: No
• Free trial available: Yes
• Description of free trial: HR Duo offers a 2–4 week free trial upon request. To ensure effective evaluation, we first conduct a joint relevance assessment with the client. This allows us to configure the platform specifically to your requirements, ensuring the trial environment accurately reflects your organization's operational needs and automation goals.

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

• Less than £250,000: 5%
• Between £250,000 and £500,000: 7.5%
• Between £500,001 and £1,000,000: 10%
• Between £1,000,001 and £2,500,000: 12.5%
• Between £2,500,001 and £5,000,000: 15%
• Over £5,000,001: 20%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: A6f20a1f-1ba3-481c-8930-ce2e065b7daf
• 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
    • 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
    • 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

  • 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
    • 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
    • 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

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 donal.brady@hrduo.com. Tell them what format you need. It will help if you say what assistive technology you use.