COGNISYS GROUP LIMITED

ISO 42001: AI Consultancy - Implementation & Auditing

Cognisys delivers comprehensive ISO 42001 AI management implementation and auditing services, establishing robust governance frameworks for artificial intelligence systems. Services include gap analysis, control implementation, documented management systems, risk assessment, and third-party auditing. Expert guidance ensures organisations demonstrate accountability, manage AI risks, and achieve certification compliance.

Features

• Conduct gap analysis against ISO 42001 requirements comprehensively
• Design and implement AI management system documentation
• Establish AI governance frameworks and accountability structures
• Identify and assess AI-specific risks systematically
• Develop control procedures for AI systems and data
• Advise on ethical AI practices and compliance
• Train staff on AI governance and policy compliance
• Prepare organisations for third-party certification audits
• Facilitate independent ISO 42001 certification assessments
• Provide post-certification ongoing compliance support services

Benefits

• Demonstrates commitment to responsible and trustworthy AI
• Reduces regulatory and reputational risk significantly
• Establishes clear accountability for AI system decisions
• Improves stakeholder confidence in AI deployments
• Protects against AI-specific vulnerabilities and failures
• Provides competitive advantage through certified governance
• Enables informed decision-making on AI investments
• Aligns AI systems with organisational values
• Supports compliance with emerging AI regulations
• Facilitates integration of AI across enterprise

Service documents

• Service definition document

  PDF

• Terms and conditions

  ODT

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 sales@cognisys.group. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

263419015087461

Contact

Steve Byrom
01135311700
sales@cognisys.group

About the service

• Service categories:

  Cloud Support Services

  Security Services

  • Security strategy
  • Security risk management
  • Security design
  • Security incident management
  • Security audit services

Service scope

• Service constraints: ISO 42001 implementation and auditing services require detailed scoping understanding organisational AI systems, governance maturity, and certification objectives. Cognisys conducts thorough discovery identifying AI applications in scope, risk tolerances, and compliance requirements. Gap analysis evaluates existing controls against ISO 42001 standard requirements identifying deficiencies. Management system documentation designed and implemented establishing policies, procedures, and responsibilities. Risk assessment identifies AI-specific threats and control requirements. Audit preparation ensures readiness for third-party certification bodies. Post-implementation support available through advisory retainers.

User support

• Email or online ticketing support: Yes
• Support response times: Support availability is restricted to UK business hours (9am–5pm, Monday–Friday). Out-of-hours support and weekend availability incur additional charges. Emergency or expedited assessment scheduling outside standard business hours requires prior agreement and incurs supplementary costs.
• 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: No
• Support levels: N/A

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Pricing

• Discount for educational organisations: No

Chief digital and data roles

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,250.00	£1,050.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,250.00	£1,050.00

Cyber security roles

Cyber security audit and assurance

Role level	UK Rate	Offshore Rate
Lead cyber security audit and assurance	£1,250.00	£1,050.00
Principal cyber security audit and assurance	£1,250.00	£1,050.00

Cyber security governance and risk management

Role level	UK Rate	Offshore Rate
Associate cyber security governance and risk manager	£1,250.00	£1,050.00
Lead cyber security governance and risk manager	£1,250.00	£1,050.00
Principal cyber security governance and risk manager	£1,250.00	£1,050.00

Cyber security monitoring

Role level	UK Rate	Offshore Rate
Associate cyber security monitoring	£1,250.00	£1,050.00
Lead cyber security monitoring	£1,250.00	£1,050.00
Principal cyber security monitoring	£1,250.00	£1,050.00

Cyber security incident response

Role level	UK Rate	Offshore Rate
Associate cyber incident response	£1,250.00	£1,050.00
Lead cyber security incident response	£1,250.00	£1,050.00
Principal cyber security incident response	£1,250.00	£1,050.00

Cyber security vulnerability management

Role level	UK Rate	Offshore Rate
Associate cyber security vulnerability management	£1,250.00	£1,050.00
Lead cyber security vulnerability management	£1,250.00	£1,050.00
Principal cyber security vulnerability management	£1,250.00	£1,050.00

Cyber security digital forensics

Role level	UK Rate	Offshore Rate
Associate cyber security digital forensics	£1,250.00	£1,050.00
Lead cyber security digital forensics	£1,250.00	£1,050.00
Principal cyber security digital forensics	£1,250.00	£1,050.00

Cyber security testing

Role level	UK Rate	Offshore Rate
Associate cyber security testing	£1,250.00	£1,050.00
Lead cyber security penetration testing	£1,250.00	£1,050.00
Principal cyber security testing	£1,250.00	£1,050.00

Cyber security secure design

Role level	UK Rate	Offshore Rate
Associate cyber security secure systems architecture and design	£1,250.00	£1,050.00
Lead cyber security secure systems architecture and design	£1,250.00	£1,050.00
Principal cyber security secure systems architecture and design	£1,250.00	£1,050.00

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: LRQA
• ISO/IEC 27001 accreditation date: Monday 9 June 2025
• What the ISO/IEC 27001 doesn’t cover: None
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• ISO 9001 certification accredited by: LRQA
• ISO 9001 accreditation date: Monday 9 June 2025
• What the ISO 9001 doesn’t cover: None
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: 16cca242-430f-4ec1-8e11-e67fa36fe5c3
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: E3f90eed-d948-4145-95ce-d54f486707c2
• Other security certifications: Yes
• Any other security certifications: CREST

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
  • 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
  • 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
  • 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
  • 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

  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
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
• 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
• 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
  • 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
  • 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

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

  • 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
  • Understanding of issues relating to entering the contract workforce
  • Creation of outreach activities to create a pipeline of employees for the future contract delivery
• 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

• Service definition document

  PDF

• Terms and conditions

  ODT

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 sales@cognisys.group. Tell them what format you need. It will help if you say what assistive technology you use.