Driving Better Practice in Security Labour Provision: EarnFlex and COP 119

The UK security industry faces increasing pressure to raise standards, ensure compliance, and protect frontline officers. While most companies act in good faith, serious malpractice still exists—from fake SIA licences to cash-in-hand payments and widespread misuse of self-employment models to sidestep PAYE obligations.

This creates an uneven playing field, undermines worker protections, and places responsible firms at a disadvantage.

Why COP 119 Matters

Code of Practice (COP) 119 is a UKAS-accredited Code of Practice that brings structure and accountability to labour provision in the security and events sector. It focuses on:

1. Transparent vetting and right-to-work checks
2. BS7858-compliant screening
3. Proper PAYE systems and wage compliance
4. Fair treatment and ethical deployment of officers

It’s not a replacement for SIA enforcement, but it’s a crucial supplement, especially given the scale of labour fraud and limited regulatory resources.

EarnFlex: Using COP 119 to Build Better Systems

At EarnFlex, we view COP 119 as more than a compliance benchmark — it’s a driver of continuous improvement.

We’re proud to share that we have maintained our COP 119 accreditation without any non-conformities, and with one area of good practice formally recognised during our latest SSAIB audit.

To support this, we’ve built internal systems that embed compliance into every stage of our operation:

1. Automated BS7858 workflows for every new starter
2. Licence verification tools tied to scheduling and deployment
3. AI-powered uniform checks and facial recognition
4. Geofenced sign-ins to ensure officers are where they should be
5. Full PAYE payroll systems with audit logs and HMRC alignment

These tools give our clients confidence that they’re working with a fully compliant, transparent, and proactive partner.

For example, our GAP Analysis Tool helps ensure no officer is cleared for work without verified history. It presents a timeline of employment, education, and gaps, automatically flagging any missing periods and linking directly to reference checks. This has been key to maintaining our BS7858 compliance and was noted as a strength in our recent COP 119 audit.

Figure: EarnFlex GAP Analysis Tool – a visual timeline that highlights unverified periods and ensures every officer meets BS7858 and COP 119 background screening standards.

What Industry Leaders Can Do

It’s clear that the SIA cannot tackle every issue alone. Enforcement budgets are limited, and the supply chain is becoming more complex.

That’s why clients and main contractors must take an active role in protecting the integrity of their workforce by only working with labour providers who:

• Are fully transparent
• Operate within the law.
• Invest in systems that enforce compliance.

COP 119 certification is a clear signal of a provider’s commitment to doing things properly.

Setting a New Standard

At EarnFlex, we believe COP 119 should become a minimum expectation for any labour provider in the security sector. It protects clients, supports officers, and creates a stronger, more sustainable industry.