In practical terms, COP 119 sets expectations for how security agents and labour providers recruit, vet, deploy, and manage personnel so that security standards are maintained even during periods of high demand or operational pressure. It helps to ensure that only suitable, properly checked, and competent individuals are supplied to security and events contracts, rather than standards being relaxed to meet short-term staffing needs. For businesses, COP 119 helps to support the consistent delivery of contractual requirements. This means having clear processes in place to meet client expectations around staffing levels, licensing, conduct, and performance, while being able to evidence compliance through records and oversight. The Code reinforces the need for planning and control so that contractual obligations are met without compromising service quality.

Who Is COP 119 Relevant To?

COP 119 is applicable to a range of organisations involved in the supply, management, and procurement of security labour within regulated environments, including: Security labour providers supplying guarding services to clients Security agents managing subcontracted or agency personnel Events security providers operating in regulated environments Organisations procuring security services that rely on third-party labour This ensures that consistent expectations are applied across the security and events labour supply chain.

What Does COP 119 Cover?

COP 119 addresses key risks and compliance challenges associated with labour provision in the security and events sector, including: An absence of adequate checks and monitoring of deployed security officer SIA licences Security screening to BS 7858 Adherence to working time regulations Paying of minimum wage Right to work checks Employment status This supports consistency in the expectations applied across the security and events labour supply chain.

What Does COP 119 Mean for Businesses?

Maintaining security standards in day-to-day operations - For businesses, COP 119 supports the consistent delivery of security services by setting expectations around vetting, competence, and management of personnel. This can help to reduce operational risk, minimise service disruption, and work to help ensure that staff deployed to client sites meet agreed security and performance standards. Meeting regulatory and contractual obligations - Aligning with COP 119 and help to make it easier for businesses to evidence compliance with legal and contractual requirements. This includes areas such as licensing, right-to-work checks, employment conditions, and record management. Demonstrating this alignment can help to simplify client audits, support tender responses, and reduce the risk of non-compliance. Demonstrating ethical labour practices - COP 119 can help businesses show that labour supply practices are ethical, transparent, and fair. This is increasingly important as clients place greater scrutiny on supply chains and worker welfare. Adopting the Code can help to support responsible employment practices and can help protect businesses from reputational and operational risk. Building trust with clients and partners - COP 119 can help to provide independent reassurance to clients and partners that labour supply arrangements are well controlled and responsibly managed. This can help to strengthen commercial relationships, help to support competitive differentiation, and increase confidence during procurement and partnership discussions.

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Home » Standards » BS 10119:2026

BS 10119:2026 (Formerly COP 119)

Code of Practice for Labour Provision

BS 10119:2026 is the recognised Code of Practice for the provision of labour to the security and events sector, setting clear expectations for ethical, compliant and transparent labour supply. If you are ready to move from understanding what BS 10119:2026 is to exploring the certification process, our BS 10119:2026 certification page explains how to get started.

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What Is BS 10119:2026 (Formerly COP 119)?

In practical terms, BS 10119:2026 sets expectations for how security agents and labour providers recruit, vet, deploy, and manage personnel so that security standards are maintained even during periods of high demand or operational pressure.

It helps to ensure that only suitable, properly checked, and competent individuals are supplied to security and events contracts, rather than standards being relaxed to meet short-term staffing needs.

For businesses, BS 10119:2026 helps to support the consistent delivery of contractual requirements. This means having clear processes in place to meet client expectations around staffing levels, licensing, conduct, and performance, while being able to evidence compliance through records and oversight.

The Code reinforces the need for planning and control so that contractual obligations are met without compromising service quality.

Who Is BS 10119:2026 (Formerly COP 119) Relevant To?

BS 10119:2026 is applicable to a range of organisations involved in the supply, management, and procurement of security labour within regulated environments, including:

Security labour providers supplying guarding services to clients
Security agents managing subcontracted or agency personnel
Events security providers operating in regulated environments
Organisations procuring security services that rely on third-party labour

This ensures that consistent expectations are applied across the security and events labour supply chain.

Why BS 10119:2026 (Formerly COP 119) Was Introduced?

BS 10119:2026 was developed to address inconsistencies in labour provision across the security and events sector by setting clear and consistent expectations for how security personnel are sourced, vetted, and managed.

What Does BS 10119:2026 (Formerly COP 119) Cover?

BS 10119:2026 addresses key risks and compliance challenges associated with labour provision in the security and events sector, including:

An absence of adequate checks and monitoring of deployed security officer SIA licences
Security screening to BS 7858
Adherence to working time regulations
Paying of minimum wage
Right to work checks
Employment status

This supports consistency in the expectations applied across the security and events labour supply chain.

What Does BS 10119:2026 (Formerly COP 119) Mean for Businesses?

Maintaining security standards in day-to-day operations

Meeting regulatory and contractual obligations

Demonstrating ethical labour practices

Building trust with clients and partners

What Are Examples of BS 10119:2026 (Formerly COP 119) In Action?

Example 1
Example 2

Hypothetical Large Public Event

In a theoretical scenario, a security labour provider is contracted to supply guards for a large public event where staffing requirements increase at short notice.

Under BS 10119:2026, the business would be expected to rely on pre-vetted, appropriately licensed personnel rather than sourcing unverified workers to meet demand.

In this example, existing checks such as right-to-work, licensing, and suitability would already be in place, allowing staffing levels to increase without compromising security standards or contractual obligations.

Hypothetical Ongoing Guarding Contract

In another illustrative scenario, a security agent supplies guards to a regulated site with defined contractual and compliance requirements.

In line with BS 10119:2026, the business would apply the same management, oversight, and competence controls to all personnel, including agency or subcontracted staff.

This theoretical example shows how consistent application of standards can help maintain service quality and provide reassurance to clients throughout the duration of a contract.

How BS 10119:2026 (Formerly COP 119) Fits with Other Security Standards

BS 10119:2026 is designed to work alongside existing security standards and regulatory requirements, providing additional focus on how security labour is sourced, managed, and controlled without duplicating or replacing established frameworks.

Standard / Requirement	How BS 10119:2026 Relates	Practical Meaning for Businesses
Management system standards (e.g., ISO standards)	Can operate alongside management system standards without overlap	BS 10119:2026 focuses specifically on labour provision controls, allowing it to sit alongside management system standards that address broader organisational or operational requirements.
SIA licensing	BS 10119:2026 complements SIA licensing rather than replacing it	Businesses are still required to ensure security officers hold valid SIA licences, while BS 10119:2026 focuses on how licence checks are managed, monitored, and evidenced within labour provision processes.
BS 7858 security screening	Aligns with recognised screening expectations	BS 10119:2026 supports the use of appropriate screening practices, helping businesses apply consistent pre-employment checks across permanent, temporary, and subcontracted personnel.
Quality and governance frameworks	Supports broader sector governance practices	BS 10119:2026 reinforces structured oversight, record-keeping, and accountability, which can align with wider quality and governance approaches used within security operations.

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