CyberLab Cyber Essentials
As an IASME approved assessor, CyberLab can assess against the scheme, and support your organisation to achieve certification. We are authorised Cyber Essentials assessors, able to provide bespoke consultancy services to help you meet and maintain the high standard of security. With our expert advice, you’ll pass first time.
Features
- Protects your organisation from approximately 80% of cyber-attacks
- Demonstrates your commitment to security and data protection to customers/stakeholders
- Government-backed accreditation
- Formalise your security
Benefits
- £25,000 cyber security insurance policy
- Win more business
- Set yourself apart
Pricing
- Education pricing available
Service documents
Request an accessible format
Framework
G-Cloud 15
Service ID
6 0 3 4 5 5 8 9 1 8 3 0 5 0 9
Contact
CYBERLAB SECURITY LIMITED
Joanne Austin
Telephone: 08000461688
Email: bids@cyberlab.co.uk
About your service
- Service categories
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Cloud Support Services
Security Services
- Security strategy
- Security audit services
- Other
Service scope
- Service constraints
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Guidance through the Cyber Essentials self-assessment process.
Assistance in completing IASME-approved questionnaires.
Expert advice to ensure compliance with the five technical control areas:
Firewalls – Proper configuration and deployment across all devices.
Secure Configuration – Removal of unnecessary functions, updating default settings, and enforcing strong authentication.
User Access Control – Role-based access and multi-factor authentication for sensitive accounts.
Malware Protection – Deployment of anti-malware solutions and secure patching practices.
Patch Management – Regular updates and vulnerability remediation.
User support
- Email or online ticketing support
- Yes
- Support response times
- Response time are based on SLAs listed in our Terms: https://cyberlab.co.uk/wp-content/uploads/2023/12/231025_General-Conditions-and-Service-Schedules_T2-Group_v2.0.pdf
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AA
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
Response time are based on SLAs listed in our Terms: https://cyberlab.co.uk/wp-content/uploads/2023/12/231025_General-Conditions-and-Service-Schedules_T2-Group_v2.0.pdf.
Costing see rate card.
> Standard Security Support. Costing see rate card.
> Standard Security Support (Education). Costings see rate card.
> Engineer not included
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- None
Pricing
- Discount for educational organisations
- Yes
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead cyber security audit and assurance | £1,350.00 | £1,350.00 |
| Principal cyber security audit and assurance | £1,350.00 | £1,350.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security governance and risk manager | £1,350.00 | £1,350.00 |
| Lead cyber security governance and risk manager | £1,350.00 | £1,350.00 |
| Principal cyber security governance and risk manager | £1,350.00 | £1,350.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security monitoring | £1,350.00 | £1,350.00 |
| Lead cyber security monitoring | £1,350.00 | £1,350.00 |
| Principal cyber security monitoring | £1,350.00 | £1,350.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber incident response | £1,350.00 | £1,350.00 |
| Lead cyber security incident response | £1,350.00 | £1,350.00 |
| Principal cyber security incident response | £1,350.00 | £1,350.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security vulnerability management | £1,350.00 | £1,350.00 |
| Lead cyber security vulnerability management | £1,350.00 | £1,350.00 |
| Principal cyber security vulnerability management | £1,350.00 | £1,350.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security testing | £1,350.00 | £1,350.00 |
| Lead cyber security penetration testing | £1,350.00 | £1,350.00 |
| Principal cyber security testing | £1,350.00 | £1,350.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- Intertek
- ISO/IEC 27001 accreditation date
- Tuesday 11 November 2025
- What the ISO/IEC 27001 doesn’t cover
- N/A, our certification is for the whole business and all entities.
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- BSI
- ISO 9001 accreditation date
- Monday 5 February 2024
- What the ISO 9001 doesn’t cover
- N/A, our certification is for the whole business and all entities.
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 36000459-87c3-48a0-90ab-2eae09d76408
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- E93edaa5-c759-4d59-bddf-57808bc91630
- Other security certifications
- Yes
- Any other security certifications
-
- ICO Registration certificate number ZB656344
- Iasme cyber assurance level one
Social value
- Section B - Commitment for Future: Delivery
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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
- 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
- Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
- 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
- How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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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
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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
- 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
- Plans to respond flexibly and adapt approaches to community engagement and initiatives
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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
- Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
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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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
- 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
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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.
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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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
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