COP 119 is a code of practice developed for the labour supply chain in the UK security industry and aims to improve the efficiency of security guarding service provisions. This allows companies providing labour to other security companies to demonstrate best practice by holding independent certification in the scope of ‘provision of labour in the security and events sector’, having been audited against the requirements of COP 119, and provide independent due diligence.
The procurement of additional labour in the security, guarding and events sector is a regular practice adopted by companies that need a higher degree of flexibility for responding to sudden surges in demand for personnel, such as at larger events or those defined by varying seasonal demand.
However, if procurement is not managed properly, problems can and often do occur, which in turn can lead to the exploitation of workers and a greater risk to public safety. More often than not, these problems result from the same core issues:
- the absence of proper security screening for BS 7858
- a lack of sufficient controls regarding SIA licensing
- the failure to adhere to working time regulations, minimum wage, employment status, checks on the right to work and PAYE.
Given the well-publicised risks and impact of getting this wrong, it is paramount that responsible organisations adopt proper practices and take appropriate measures to minimise the likelihood of failings. Achieving independent COP 119 certification is one way to achieve this.
What is COP 119?
COP 119 is a Code of Practice for the ‘Provision of Labour in the Security and Events Sectors’. It is a way of evidencing to the purchasers of the labour that individuals provided as labour have been screened to industry standards, are being paid through a PAYE system, and the labour provision company is operating properly.
It enables companies providing labour to security companies to demonstrate best practices by holding independent certification in the scope of ‘provision of labour in the security and events sector’, having been audited against the requirements of COP 119.
This helps ensure that security standards are not compromised but instead maintained effectively while necessary contractual requirements are met.
The scope of COP 119 covers all labour provisions for companies operating in the regulated security and events sector.
What Solutions Does COP 119 Provide?
COP 119 provides the following solutions:
- Ensuring that deployed security officer SIA licences receive adequate checks and are carefully monitored.
- Establishing the correct security screening to BS 7858.
- Adherence to working time regulations.
- Paying the minimum wage.
- Making sure right-to-work checks are carried out.
- Employment status checks.
What Are the Benefits of COP 119?
Gaining certification to this code of practice will help with the following:
- Demonstrating your commitment to meeting statutory and legal requirements
- Proving your responsibility to the social, environmental and governance criteria within which the provision of service is delivered
- Increasing stakeholder confidence by ensuring the quality, safety, and reputation of your business
- Showing your customers that you meet all government legislation and regulations
Frequently Asked Questions and Answers:
Who should apply for COP 119 certification?
Any company that supplies labour can be audited against the requirements and use their COP 119 certificate as evidence to the purchasers of labour that they are working to industry standards and relevant legislation.
Is COP 119 the same as NCP 119?
COP 119 and NSI’s NCP 119 are identical documents and audited to the same requirements. British Assessment Bureau, NSI, and SSAIB have all agreed to use identical requirements and recognise audits and certificates issued by each other.
What is included in the assessment?
COP119 imposes requirements for both the management of the company and the management of staff.
For the management of the company the requirements are to have:
- An appropriate management structure is in place.
- Suitable premises and insurance.
- The ability to demonstrate the appropriate management of its financials.
- Defined contractual arrangements.
- A complaints process.
- Appropriate record keeping, including retention.
The company must also:
- Pay workers through a PAYE-compliant system.
- Meet National Minimum Wage / Living Wage requirements.
- Comply with legislation on the right to work, pensions and paid holidays.
- Provide workers with terms and conditions of employment.
- Ensure policies and training are in place, especially for health & safety.
- Ensure workers are screened to BS 7858.
How long is the assessment?
The duration of the assessment depends on the number of workers being utilised, as some aspects of the assessment are proportionate, e.g. sampling of screening files.
Do I need to be certified against COP 119 if I am also certified to the Approved Contractor Scheme (ACS)?
No, COP 119 can be done as a standalone assessment. A labour provider can supply labour to an ACS company without being ACS assessed themselves, though the purchaser of labour may insist upon this as an additional requirement, set by their organisation.
Are COP 119 requirements included in an ACS assessment?
Only partially. ACS assessments only look at workers deployed by the company on their direct contracts.
Does COP 119 meet the ACS requirements for due diligence?
ACS companies are required to conduct due diligence on their suppliers, although the Self-Assessment Workbook does not specify a single specific method. COP 119 has been designed to cover the areas normally included in ACS due diligence checks, and, therefore, an ACS-certified company could present a COP 119 certificate as evidence that the supplier meets their requirements.
What Comes Next?
If you’re interested in COP 119 certification, please complete our quote form and one of our friendly team will be in touch with a quote and to support you through the next stages of the process.
