LANTUM LTD

Lantum Secondary Care: In-Genius™

Lantum In-Genius™ provides an intelligent rota creation and management platform for NHS Trusts. Using AI, it builds fair, compliant, preference-aware rotas, streamlines day-to-day administration and integrates with safe working and payroll processes. Trusts use it to improve clinician satisfaction, reduce gaps and strengthen compliance across the entire rota lifecycle.

Features

• AI-driven rota creation delivering fairness, compliance and efficiency
• Real-time KPI dashboards with predictive analytics
• Customisable shift templates for demand-led scheduling
• Personalised rotas aligned to clinician preferences and job plans
• Integrated DRS rules engine for assured compliance
• Skill-based rostering matching capability to service requirements
• Mobile app for leave requests, shift swaps and real-time updates
• Seamless integrations with payroll, HRIS and safe-working systems
• Dedicated PMO, implementation specialists and a named success manager
• 24/7 customer and technical support

Benefits

• 30% reduction in shift gaps
• Improve fairness scores by 50%+
• Achieve 40%+ savings on bank and agency spend
• Boost clinician satisfaction with preference-led scheduling
• Ensure compliance with contractual and legal requirements
• Accelerate rota creation with reduced administrative effort
• Enable accurate workforce planning via real-time insights
• Strengthen continuity through phased implementation
• Increase adoption with structured onboarding support
• Improve decision-making using predictive analytics

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

Framework

G-Cloud 15

Service ID

720748215684984

Contact

Melissa Morris
0203 771 8411
tenders@lantum.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Core Human Resources Applications
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: Our service is hosted by Lantum, so buyers do not need to run specialised hardware.
• System requirements:
  • Web browser
  • Internet connection
  • IOS (for the app)
  • Android (for the app)

User support

• Email or online ticketing support: Yes
• Support response times: Our service-level agreements define response and resolution times based on issue severity. For critical (P1) issues, we respond within 30 minutes and resolve within two hours. High-priority (P2) issues receive a 30-minute response and resolution within four hours. Standard (P3) issues are responded to within two hours and resolved within one day, while low-priority (P4) issues are responded to within one day and resolved within one week. This tiered approach ensures that issues are addressed promptly according to their impact on service.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• Web chat support accessibility standard: WCAG 2.2 AA
• Web chat accessibility testing: N/A
• Onsite support: No
• Support levels: We provide first-line support to all users at no additional cost, structured around clear SLAs with response and resolution times aligned to issue severity. Critical (P1) issues receive a 30-minute response and two-hour resolution, while High Priority (P2) issues receive the same response time with a four-hour resolution. Standard (P3) issues are answered within two hours and resolved within one business day, and Low Priority (P4) issues receive a response within one day and resolution within one week. In addition, every client is assigned a dedicated Regional Account Manager who acts as the primary point of contact, provides strategic guidance, and coordinates technical support when required.
• Support available to third parties: Yes
• AI chatbot: No

Onboarding and offboarding

• Getting started: We provide a comprehensive onboarding programme combining project management, hands-on implementation support, and ongoing training. Each customer is supported by a dedicated Project Management Office (PMO), bringing together rota experts, AI specialists, and senior representatives who work closely with HR, Finance, and Medical teams to ensure a smooth rollout. A dedicated Client Success Manager oversees account setup, KPI tracking, quarterly reviews, and ongoing training needs.; ; Implementation is delivered through a multi-disciplinary team responsible for system configuration, data migration, integrations, clinician onboarding, rota training, and finance and compliance setup. We offer both on-site and remote training, supported by subject matter experts, and provide access to online documentation, webinars, videos, and a 24/7 support desk.; ; Our agile, phased deployment approach allows Trusts to introduce the system specialty-by-specialty, with new AI-generated rotas run alongside existing processes to build confidence before full adoption. For organisations using DRS, we deliver rapid upgrades and integrate compliance and payroll workflows early to streamline operations.; ; Project tracking is managed through shared digital tools, giving all stakeholders real-time visibility of progress. After implementation, responsibility transitions to a dedicated Account Manager to ensure long-term success and continuous improvement.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: Data extracts will be provided in mutually agreed formats upon termination, if requested.
• End-of-contract process: The software is available for the full duration of the contract for all included services. Two months before the contract’s end, clients are invited to review renewal options. If the contract is not renewed, access to the platform will be deactivated at the end of the contract period.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: Yes
• Compatible operating systems:
  • Android
  • IOS
  • MacOS
  • Windows
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Our mobile app interface and services have been optimised for clinicians on the go to enhance usability, while maintaining full feature parity with the desktop version.
• Service interface: Yes
• User support accessibility: None or don’t know
• Description of service interface: N/A
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: N/A
• API: Yes
• What users can and can't do using the API: Subject to individual agreement, authorised partners may be granted access to all feature modules within our platform, including support for approved third-party applications. Each request is assessed and approved on a case-by-case basis.
• API documentation: Yes
• API documentation formats: PDF
• API sandbox or test environment: No
• Customisation available: Yes
• Description of customisation: Lantum In-Genius™ users can customise the system extensively to ensure each rota reflects local clinical, contractual and operational requirements. Rota Managers can configure all key rota inputs, including minimum staffing levels, skill mix requirements, shift templates, clinic patterns, on-call structures, and specialty-specific rules. They can also enter individual clinician preferences, including leave, training needs, LTFT arrangements and personal constraints.; ; The platform allows users to adjust optimisation priorities by setting weightings - such as minimising rota gaps, maximising leave approvals, improving fairness, or balancing multiple factors. These custom settings influence how the AI generates each rota, enabling Trusts to tailor outcomes to their workforce strategy.

Scaling

• Independence of resources: Lantum is built on a scalable, cloud-based architecture designed to maintain high performance regardless of the number of concurrent users. ; ; All updates and upgrades are managed to prevent downtime or degradation of service. Any scheduled maintenance is communicated in advance, agreed upon with clients, and typically lasts no longer than one hour.; ; Lantum is hosted on Amazon Web Services (AWS), providing a secure, resilient, and highly scalable infrastructure that grows seamlessly with demand, ensuring consistent reliability and performance for all users.

Analytics

• Service usage metrics: Yes
• Metrics types: Lantum provide real-time reporting dashboards that allow Trusts to view, create, and download customised reports. Standard service metrics include rota creation deadline breaches, workforce engagement and adoption rates, clinician leave honoured, fairness scores, and rota rule breaches with recommended adjustments. Trusts can also monitor pay calculations, temporary staffing spend, and exception-reporting patterns to identify compliance risks or recurring issues. All reports are available online or as downloadable files for offline use.
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: Yes

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
• 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 SSAE-18 / ISAE 3402
• Data sanitisation process: Yes
• Equipment disposal approach: A third-party destruction service
• Data sanitisation type: Deleted data can’t be directly accessed / Cryptographic Erasure

Data importing and exporting

• Data export approach: Users can view and print their data directly on the platform, and may request data extracts through our Support team.
• Data export formats: CSV
• Data import formats:
  • CSV
  • ODF
  • Other
• Other data import formats:
  • XLSX
  • PDF
  • JPEG
  • 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)

Availability and resilience

• Guaranteed availability: Lantum’s platform is cloud-hosted and designed to ensure high availability and business continuity. We target 99.9% uptime across all production services, excluding planned maintenance. Core services are monitored 24/7 with real-time alerting, automated failover, and escalation to our engineering team. Planned maintenance is scheduled outside business-critical hours to minimise disruption. Availability metrics are reviewed monthly to track performance and support continuous improvement.
• Approach to resilience: Lantum’s technical architecture and operational model are engineered for resilience and reliability. The platform is hosted in AWS UK regions with multi-availability-zone redundancy and automated failover for critical services, ensuring continuous operation. Its API-first, modular architecture allows components to operate independently while communicating securely, preventing cascading failures. All modules share a unified data model with real-time synchronization, reducing manual data handling and enabling instant recovery from localised errors. Encrypted backups are taken daily, stored across availability zones, and regularly tested for disaster recovery integrity. Lantum maintains ISO 27001 certification and Cyber Essentials, with secure access control, audit logging, and compliance built into the design. Self-healing infrastructure automatically scales under load and replaces unhealthy instances, supported by continuous monitoring and alerting for observability and operational reliability.
• Outage reporting: Lantum maintains transparent, real-time communication channels to keep users informed of service status and incidents. System administrators receive email and in-app notifications for any major outage, service degradation, or planned maintenance. All incidents are logged, and post-mortems are documented, including root cause analysis and remediation steps, ensuring full transparency and enabling continuous improvement of the service.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Access to management interfaces and support channels is strictly controlled through role-based permissions. Users are only granted access to pages, information, and system administration features that are appropriate for their assigned role. All actions performed within the system are logged and fully auditable by our technical oversight team, ensuring accountability and traceability. This approach ensures that sensitive functionality is restricted to authorised personnel and supports secure, compliant management of the platform.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: We have a dedicated Data Protection Officer who reports to both the ICO and our Board. Our organisation is ISO 27001 certified, holds Cyber Essentials accreditation and is fully GDPR compliant.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Security is embedded throughout our development and change management processes, applied consistently across the full engineering lifecycle. All changes are documented and assessed from inception to release, including evaluation of potential security impacts before implementation. Continuous testing and monitoring are conducted post-deployment to ensure ongoing compliance and system integrity. An auditable record of all changes made and deployed is maintained for every service, allowing full traceability of components throughout their lifecycle.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Our vulnerability management process follows ISO 27001 standards. Services are continuously monitored for potential threats, with regular vulnerability scanning and penetration testing conducted. Threats are assessed based on severity and potential impact, and patches are prioritised and deployed accordingly, with critical vulnerabilities addressed immediately. We source threat intelligence from vendor advisories, NCSC guidance, industry feeds, and trusted security partners to ensure emerging risks are identified and mitigated promptly.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: Our protective monitoring processes comply with ISO 27001 and Cyber Essentials Plus standards. We employ a combination of automated and manual monitoring to track infrastructure and application changes, detect anomalies, and identify potential security incidents. Any suspected compromise is managed in line with our incident management and data breach procedures, with responses prioritised according to severity and potential impact.
• 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: Our incident management process follows ISO 27001 standards and includes predefined procedures for common events. All incidents are logged in our central knowledge base, capturing full details, root cause analysis, and post-mortem actions to prevent recurrence.; ; Users can report issues via our customer support team, who assess each case and escalate to incident status if it meets the agreed criteria. Incidents are tracked through resolution, and summaries - including findings, impacts, and corrective actions - are reported monthly to relevant stakeholders.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• 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: Alcumus ISOQAR
• ISO/IEC 27001 accreditation date: Tuesday 18 February 2025
• What the ISO/IEC 27001 doesn’t cover: N/A
• 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: 4842ff77-3f86-48e0-8ac0-40217b5aafd6
• 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: Yes
• Any other security certifications: Data Security and Protection Toolkit

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
    • 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
    • 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 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
    • 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
    • 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

  • 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
    • 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
    • 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
    • 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
    • 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
    • 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

  • 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 tenders@lantum.com. Tell them what format you need. It will help if you say what assistive technology you use.