CP Protect is developing governance, workforce, time-data and service controls while separately assessing whether its final contracted delivery model can satisfy SIA eligibility.
We are preparing our operating systems with a future Approved Contractor Scheme application in view. Preparation is not approval, accreditation or endorsement.
Accurate language protects workers, clients and the integrity of the procurement process. We will not use the SIA or ACS marks or imply a status that has not been granted.
The Security Industry Authority licenses individuals carrying out specified regulated security activities. Where licence coordination is included in our scope, the required activity and verification responsibility are defined before deployment.
CP Protect does not claim that every workforce role requires the same licence. The correct requirement depends on the work the individual will actually perform.
The Approved Contractor Scheme is a voluntary quality-assurance scheme. Approval is awarded by the SIA after eligibility checks and assessment, and only for the regulated activities included in the approval.
Recruitment administration and payroll processing are not themselves ACS-approved activities. Any future application by CP Protect could cover only eligible contracted security activities accepted by the SIA.
CP Protect has not published a target application date. The actual contracts, operating history, deployed workforce and tax/employment model must be reviewed against the SIA rules before an application is described as ready.
These points summarise current public SIA guidance; they do not confirm that CP Protect meets them. Eligibility and approval decisions belong to the SIA.
The applicant must provide private security services in the UK under contract in an activity the SIA licenses.
The applicant must have provided the relevant contracted services for at least 12 months before approval.
At least two licensable operatives must be supplied in each activity for which approval is sought.
People deployed on regulated activity must be employees or employees for tax purposes under current SIA eligibility guidance.
All directors within the SIA definition must hold a valid SIA licence before the applicant can qualify.
Read the current official eligibility guidance at GOV.UK before relying on this summary.
Each control must be supported by a defined owner, a repeatable process and evidence that the process operates in practice.
The service scope should identify who recruits or supplies workers, who supervises assignments and who authorises time. A contract can allocate tasks, but it cannot remove a legal duty that applies to a party by law.
Identity, right-to-work, role requirements and relevant licence information are coordinated against an agreed onboarding process where this forms part of our service.
Role, location, shift, reporting line and site information are brought together before a worker is presented or mobilised.
Hours, rates and exceptions should move through named approval points before they enter a contracted payroll-processing workflow.
Workforce, shift and payroll records are maintained according to the agreed service model, access controls and applicable retention requirements.
Queries, exceptions and service feedback are used to identify gaps, record corrective action and strengthen the operating process.
CP Protect must identify its role for each engagement before it provides work-finding, temporary labour supply or payroll-processing activity.
Where CP Protect only introduces a work-seeker for direct engagement by a hirer, the written process must identify the hirer as the engaging and paying party and comply with the rules applying to an employment agency.
Where CP Protect engages a temporary work-seeker and supplies that person to work under a hirer's supervision, statutory employment- business duties apply. They cannot be transferred merely by calling another organisation the payroll provider.
Processing authorised payroll data for a client does not, by itself, make CP Protect the employer. The contract must identify the PAYE, RTI, pension, payment and data-controller responsibilities.
If CP Protect operates as an employment business, worker payment, Key Information Document, terms, assignment information and other applicable statutory requirements must be built into the operating process before work-finding begins.
This sequence describes our intended preparation. It is not an application timeline or a promise that approval will be granted.
Confirm the activity, contractual delivery model and SIA eligibility.
Formalise workforce, licence, time-data and service controls.
Retain records that demonstrate how controls operate in practice.
Complete self-assessment and resolve identified gaps.
Submit only when eligibility and readiness have been confirmed.
We aim to describe our services, responsibilities and current status precisely. Certifications, membership claims and operating statements should remain current and capable of verification.
Workers, applicants, clients and suppliers can use the documented complaints route. A concern about licensing, pay, discrimination, safety or personal information may also be raised with the relevant independent regulator where appropriate.
Tell us about your workforce model, regulated activities, shift process and payroll workflow. We will define what CP Protect can support before proposing a service.