NYMO GROUP LTD

Nymo Legal Case Management

Nymo Legal Case Management is a cloud-based platform designed for secure, efficient case management. Accessible via web browsers on PC, Mac, tablets, and smartphones, it enables legal teams to manage cases remotely, improving collaboration, productivity, and compliance with industry standards.

Features

• Streamline operations and manage tasks effectively.
• Centralized platform for tracking and managing cases.
• Securely store and retrieve important legal documents.
• Automate and streamline legal task workflows.
• Bundle documents for easy sharing and presentation.
• Assign, track, and manage tasks with reminders.
• Log billable hours accurately for tracking.
• Provide clients with secure, real-time access.
• Generate detailed reports for performance monitoring.
• Automate billing and track client payments.

Benefits

• Enable remote access and flexible working environments.
• Save time and eliminate physical document posting costs.
• Automate tasks for increased productivity and efficiency.
• Monitor performance remotely for better team accountability.
• Protect client data with high-level security measures.
• Use speech-to-text for faster document creation.
• Sign documents electronically, reducing paper waste and time.
• Access case details securely from any device, anytime.
• Streamline collaboration for better decision-making and case resolution.
• Improve client satisfaction with real-time updates and tracking.

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@nymogroup.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

784793640785270

Contact

Amir Rashid
07887777040
tenders@nymogroup.co.uk

About your service

• Service categories:

  Applications

  Content workflow and management

  • Document
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: Nymo Legal Case Management can be used both as a standalone service and as an extension to other platforms. It integrates seamlessly with Nymo Health and Nymo ERP, enhancing case management and enterprise resource planning for legal departments.
• Cloud deployment model: Hybrid cloud
• Service constraints: We do planned maintenance and advance notifications is always given.
• System requirements: Web Browser

User support

• Email or online ticketing support: Yes
• Support response times: Yes, we provide email and online ticketing support. We aim to respond to all inquiries within 24 hours during weekdays. Response times may vary on weekends, but we strive to address urgent issues as quickly as possible.
• 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
• Onsite support: Yes, at extra cost
• Support levels: We offer three support plans to cater to different needs. The Essential Plan is included with your license fee and provides easy access to online support through our Customer Success portal, ideal for basic inquiries and self-service. The Standard Plan offers faster response times, with support available via phone, live chat, and the Customer Success portal. It also includes ongoing access to e-learning content and Success webinars to help you stay updated with new features and best practices. The Premier Plan enhances productivity by offering direct access to a dedicated Customer Success Manager (CSM). Your CSM will work closely with your team to optimize the use of the platform, ensuring you get the highest return on investment and tailored advice. Additionally, we provide cloud support engineering for technical inquiries across all support levels.
• Support available to third parties: No

Onboarding and offboarding

• Getting started: We understand that while the functionality of our software is crucial, how it's implemented is equally important to maximize its value. We know that rolling out new software can be a daunting task, especially for first-time implementers. To make the process easier and more seamless, we offer our FlightPath implementation approach. This remote-first service ensures a low-risk, smooth journey for your team, regardless of your organisation’s structure or where your employees are based. Through video technology, we provide face-to-face support with our experts, bringing years of software deployment experience directly to you. Additionally, we offer comprehensive e-learning resources so your team can learn at their own pace, ensuring everyone is fully equipped to make the most of the software.
• Service documentation: Yes
• Documentation formats: PDF
• End-of-contract data extraction: Our exit process begins when the Renewals team receives notification of contract termination and initiates discussions with the client, account manager, and relevant stakeholders. Once termination is confirmed, we send the "termination data requirements document" to the client and create a record in the Offboarding register, marking the status as “waiting customer.” Upon receiving the document, our Offboarding Review team reviews it, addresses any queries, and updates the record accordingly. The Service Delivery team then handles the data return, decommissions the system, and ensures data is deleted from both production and backup systems (unless deemed “beyond access,” in which case it will be overwritten). Once the process is complete, the ticket is closed, and the client is notified that their data has been deleted.
• End-of-contract process: At the end of the contract, our Renewals team receives the termination notification and begins discussions with the client, account manager, and other stakeholders. Once termination is confirmed, we send the "termination data requirements document" to the client and create a record in the Offboarding register. The status is set to "waiting customer." If the client does not return the document, we will contact them twice before finalizing termination. Data will be deleted within 30 days from the contract end, as we no longer have a legal basis for processing it.; ; The contract price includes standard services such as access to the platform and support during the contract term. Any additional services, such as extended data retrieval or custom offboarding, may incur extra costs. These will be discussed and agreed upon in advance.
• 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: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Minimal and mobile features make time tracking and dictation easier.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: Yes, there is a service interface. The interface of Nymo Legal Case Management is designed for ease of use, with a clean, intuitive layout. It features a dashboard that displays key metrics and case details on a single screen. The color-coded status indicators for case progress are a popular feature, making it easy to track and manage cases efficiently.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: None
• API: No
• Customisation available: Yes
• Description of customisation: Yes, buyers can customise the service. Users can customise various aspects of Nymo Legal Case Management, including case workflows, document templates, and user roles. Basic customisations, such as adjusting settings or updating templates, require only basic knowledge. For more complex changes, such as modifying workflows or integrating with other systems, users can undergo super-user or developer training, which we provide for customers needing advanced customisation capabilities.

Scaling

• Independence of resources: Our environment is fully load balanced and extra resources can be spun up on demand.

Analytics

• Service usage metrics: Yes
• Metrics types: Yes, we provide service usage metrics. These include detailed reports on case management activity, document uploads and access, user login data, task completion rates, and time tracking. Users can access these metrics through the platform to monitor performance, track productivity, and ensure efficient use of the system.
• 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: 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: ‘IT Health Check’ performed by a CHECK service provider
• Protecting data at rest:
  • Physical access control, complying with another standard
  • Encryption of all physical media
• 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: Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: We provide comprehensive assistance to ensure users can easily export their data. Our team is available to guide users through the process, ensuring smooth and efficient data extraction as per their needs.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • Private network or public sector network
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: We will use commercially reasonable efforts to make the SaaS available 99.7% except for unavailability during emergency or routine maintenance.
• Approach to resilience: Available upon request
• Outage reporting: Users can subscribe to email alerts giving updates on scheduled maintenance and outages. An online portal is also available to clients

Identity and authentication

• User authentication needed: Yes
• User authentication: Username or password
• Access restrictions in management interfaces and support channels: Based on profiles usernames and passwords.
• Access restriction testing frequency: At least every 6 months
• Management access authentication: 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: No
• Security governance approach: We approach security governance with a focus on risk management, data protection, and compliance with standards like GDPR. Our team continuously monitors and updates security measures to address emerging threats.
• Information security policies and processes: We follow robust information security policies and processes aligned with industry standards such as GDPR and ISO 27001. Our policies cover data protection, access control, incident response, and secure software development.; ; Our reporting structure includes a dedicated Data Protection Officer (DPO) and Information Governance Lead, ensuring compliance across the organisation. Regular audits, training, and internal reviews are conducted to ensure policies are followed and to identify areas for improvement. Additionally, employees are required to adhere to security protocols, with clear escalation procedures for security incidents.
• 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: Our configuration and change management processes ensure that all service components are tracked throughout their lifecycle. Each component, from software modules to configurations, is version-controlled and documented, allowing for efficient tracking and rollback if necessary.; ; Changes are assessed for potential security impact through a structured review process. Before implementing any changes, we conduct thorough risk assessments, including security evaluations, to identify vulnerabilities. Changes are only approved once they meet our security standards and are tested in a controlled environment. Additionally, all changes are logged for auditing purposes, ensuring traceability and accountability.
• 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 involves continuous monitoring and threat assessments using security tools and trusted sources like CVE databases and security advisories. Critical patches are deployed within 24-48 hours, while non-critical issues are addressed in scheduled updates. All patches are tested before deployment to ensure service stability.
• 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 process involves continuous monitoring of systems to identify potential compromises using security tools, intrusion detection systems, and logs analysis. If a potential compromise is detected, we immediately investigate the source and scope of the incident, containing it to minimize impact.; ; We respond to incidents within minutes for critical threats and aim to resolve or mitigate issues as quickly as possible. Our incident response team follows a well-defined process to ensure rapid containment, remediation, and recovery, ensuring minimal disruption to services.
• 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 includes pre-defined procedures for handling common events, such as data breaches, system outages, and security incidents. Users can report incidents through our support portal, email, or phone, depending on the urgency. Each report is logged, prioritized, and investigated by our dedicated incident response team.; ; Once an incident is resolved, we provide detailed incident reports to the affected users, outlining the cause, impact, and steps taken to mitigate the issue. These reports are delivered promptly and include recommendations to prevent similar incidents in the future.
• Post-quantum cryptography secure: No

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: No

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

• Less than £250,000: 0%
• Between £250,000 and £500,000: 2%
• Between £500,001 and £1,000,000: 5%
• Between £1,000,001 and £2,500,000: 8%
• Between £2,500,001 and £5,000,000: 10%
• Over £5,000,001: 12%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials 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 certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• 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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Ensuring new workers are informed of their right to join a trade union
    • 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
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
    • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives
    • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

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

    • Understanding of the issues affecting the development of new skills by target cohort
    • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at tenders@nymogroup.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.