CIVICA UK LIMITED

Civica Occupational Health - OPAS-G2

Occupational Health Management Cloud software for health surveillance, referrals, pre-placements, vaccinations & immunisations etc. Online forms and reports. Appointment booking/management. Automated letters, emails, texts and reports. Interfaces with audiometry & spirometry equipment. Appointment self-check-in. HR specific dashboards. Manage GDPR responsibilities. Powerful MI & dashboards. Available on desk/laptop, tablet, mobile phone.

Features

• Online Occupational Health management solution
• Online forms to complete on laptop, desktop & mobile
• GDPR features to support record retention, SARs, processing restrictions etc
• Reports securely delivered online
• Appointment booking & sync with all major calendars
• Automated letters, emails, reports, text messages
• Realtime reports & dashboards
• Configurable by WICS and client
• Interfaces with Audiometers and Spirometers
• All data reportable & ability to create own reports simply

Benefits

• Access anywhere with web connectivity, mobile working, business continuity
• Accessible, reduces reliance on paper, available 24/7
• Demonstrate compliance with GDPR, supports SEQOHS, ISO accreditation etc.
• Securely delivered sensitive information 24/7 on self serve basis
• Appointment management, ease of use, single system for OH information
• Reduces administration & streamlines processes in consistant manner
• Evidence compliance and status of activity
• Manage costs, ensure system reflects change in process, requiremnts etc.
• Reduces data entry, provides easy comparisons of data
• Powerful MI, track, trend, manage costs, react quickly

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

Framework

G-Cloud 15

Service ID

935676522047870

Contact

Civica UK Limited
+44 (0) 3333 214 914
BidSupport@civica.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: Public cloud
• Service constraints: No
• System requirements: Internet access

User support

• Email or online ticketing support: Yes
• Support response times: Our SLAs state between 1 - 4 hours depending upon severity however we aim to respond to all questions immediately they enter the support department
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• Web chat support accessibility standard: WCAG 2.2 AA
• Web chat accessibility testing: As of 2026, Civica Support Cloud is designed to be accessible and is built on the Salesforce Service Cloud platform, which maintains high global accessibility standards. Civica generally aims for all its web-based services to adhere to the WCAG 2.2 Level AA standard.
• Onsite support: Yes, at extra cost
• Support levels: Unlimited phone, email, Help Desk support Monday - Friday 09:00 - 17:00 for issues and 'how to' type queries+ 20 hours of report writing time Dedicated Account Manager.
• Support available to third parties: Yes
• AI chatbot: Yes

Onboarding and offboarding

• Getting started: Training is delivered as part of the implementation project, training documentation is supplied and accessible at any time. The Civiaa support team will provide guidance once you are using OPAS G2 as will your dedicated Account Manager.
• Service documentation: Yes
• Documentation formats:
  • PDF
  • Other
• Other documentation formats:
  • MS Word
  • Videos
• End-of-contract data extraction: Data can be provided by us.
• End-of-contract process: Data provided in format required, system decommissioned.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: N/A
• Service interface: No
• User support accessibility: WCAG 2.2 AA
• API: No
• Customisation available: Yes
• Description of customisation: Field names can be changed, new forms can be created, existing forms changed, triggers and actions can be set i.e. automated emails. Automated Letter templates can be created and amended, new processes created etc.

Scaling

• Independence of resources: The specialist support and project departments have the largest teams of any at Civica.; Cloud is easily scalable to accommodate increased usage.

Analytics

• Service usage metrics: Yes
• Metrics types: Reports as required however OPAS G2 has a full audit capability.
• Reporting types: Reports on request
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• 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 CREST-approved service provider
• Protecting data at rest: Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: A third-party destruction service
• Data sanitisation type: Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: Data is extracted from OPAS-G2 by the Civica DevOps team. Customers would specify the types of data required and rules for scoping.
• Data export formats:
  • CSV
  • Other
• Other data export formats: XML
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • Data is bulk imported into OPAS-G2
  • By the DevOps team
  • XML

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • TLS (version 1.2 or above)
  • Other
• Other protection between networks: This is managed via a secure web portal provided by IBM which is accessed over HTTPS.
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: Civica guarantees 99.5% availability.; To support the standard availability commitment, Civica provides structured service‑level agreements for incident response and resolution. These include:; ; Priority 1 (Critical): Response within 1 support hour, resolution within 4 support hours; Priority 2 (High): Response within 2 support hours, resolution within 24 support hours; Priority 3 (Medium): Response within 4 support hours, resolution within 5 working days; Priority 4 (Low): Response within 6 support hours; ; * Resolution action is defined as a fix, a workaround or an action plan.; ; Suppliers can procure higher service levels through our tiered support if needed.; ; Supplier is happy to agree to Service Credits in principle. However, this point requires further negotiation. The Service Credits should be capped and bear direct relevance to the monthly charge. The Supplier will not be liable for Service Credits where any issues in performance are outside of their control.
• Approach to resilience: Written on a full JavaScript stack, OPAS-G2 utilises modern frameworks/platforms such as React, Flux, Node.js, Express and MongoDB. These modern, yet proven, platforms enable OPAS-G2 to be secure, scalable and highly performant. The solution is developed in a dedicated Development environment using an agile methodology. Source code is securely stored, and code changes constantly audited and monitored.; ; Automated unit, integration and functional tests are ran daily to ensure bugs are not introduced and performance does not decrease. A dedicated QA team use a segregated environment to perform manual tests prior to releasing features to the DevOps team for integration into the Production environment.; Although there is a single load balanced and scalable OPAS-G2 application accessed by all customers – each customer has a dedicated and isolated data store. This prevents unauthorised access to information and/or contamination of data.; As OPAS-G2 is delivered on the IBM Cloud as a SaaS solution, data backups are automatically taken care of. Database backups are taken on a daily, weekly and monthly basis and are retained for 7 days, 4 weeks and 3 months respectively.; Databases backups are encrypted and remain within the UK.
• Outage reporting: All services are monitored for uptime by the Civica IT Team. They will be notified as soon as there is any outage and remedial action taken as soon as possible. Customers will be notified by the Support Desk if they are affected by any outage.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Public key authentication (including by TLS client certificate)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
  • Other
• Other user authentication: 2-factor authentication.; OPAS-G2 is a role-based system and requires users to authenticate in order to gain access.
• Access restrictions in management interfaces and support channels: Security measures include: ; • Authentication tokens have a maximum life of 10 hours; • Captcha displayed after 5 incorrect login attempts; • Authentication token expires after 15 minutes of inactivity; • Magic links, i.e.: password resets or applicant form requests, expire after 5 days; Default password policy states: • Must be changed every 31 days; • Minimum length of 10 characters; • Unable to have 3 identical consecutive characters; • 2 categories of character (upper, lower, numerical, symbol) must be used; Credentials are always transmitted within a secure HTTPS tunnel. Additionally, all user passwords are encrypted/hashed within the database.
• Access restriction testing frequency: At least every 6 months
• Management access authentication: Other
• Description of management access authentication: All management users have their own username and password to use to connect to the servers. These are added to relevant AD groups to allow access.

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Civica is committed to ensuring the fulfilment of customer needs and continuity of its business in the face of security breaches and unwanted events and has implemented an Information Security Management System (ISMS). This ISMS is compliant with ISO/IEC 27001 the international standard for information security.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: The Civica IT Change Control Process is of paramount importance due to the potentially disruptive effects to users.; Adherence to this procedure is essential to ensure that changes are thoroughly planned and documented, and properly executed. Un-authorised changes are subject to investigation. The Civica change control roles are as follows:; Change Proposer: This is the person who requests the change; Change Manager: This is the person who approves the change; Change Implementer: All people who will be completing the work as part of the change; An individual cannot act as both the change proposer & change manager.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Systems will have antivirus deployed as per the Hosted Servers Policy / Internal Systems Policy. • Systems will be patched in accordance with the Internal Systems Policy / Hosted Servers Policy• Penetration testing will be performed by an agreed third party as part of the application development process (Development Procedures) or as the need arises as part of application or infrastructure improvement.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Remote monitoring tools are used to monitor capacity: The Corporate and hosted infrastructures are monitored with PRTG & Spiceworks WAN links are monitored with PRTG. Bandwidth is monitored by PRTG. All WIC event logs are protected and shall be maintained until the laptop or server’s event log repository exceeds 10MB. Following this, the oldest logs will be overwritten, per Internal Systems Policy.; Hosted environment additional log files are retained for purposes of tracing activity on a customer’s system as per the Hosted Server Policies and Procedures.
• Incident management type: Supplier-defined controls
• Incident management approach: At the point an Information Security Incident occurs the employee should notify the Information Security Forum of this at the earliest possible opportunity. For this purpose, a form named ‘Information Security Incident’ form has been created on the company’s internal, Information Security SharePoint Site. This form should be used as the primary method for an employee to report all Information Security Incidents. Upon completion of the form, this facility will immediately alert the Information Security Forum by email when an incident has taken place.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

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: ISOQAR
• ISO/IEC 27001 accreditation date: Friday 15 August 2025
• What the ISO/IEC 27001 doesn’t cover: N/A
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: ISOQAR
• ISO 9001 accreditation date: Friday 15 August 2025
• What the ISO 9001 doesn’t cover: N/A
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 192154bb-d1b4-4c33-a961-8419a0f8e734
• Cyber essentials plus: No
• Cyber Essentials Alternative: None of the criteria
• Other security certifications: No

Social value

• Section B - Commitment for Future: Delivery:

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

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • 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
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • 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

  • 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 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
    • 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)

  • 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
    • 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
    • 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
    • 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
    • Understanding of issues relating to entering the contract workforce

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