Trustpilot

For Gold and Platinum Constructionline members, the latest version of Build UK’s Common Assessment Standard (CAS V5) is now available in your profile.

Key updates include:

  • Alignment with new legislation and amendments, such as the Worker Protection Act and the Economic Crime and Corporate Transparency Act.
  • Enhancements to best practices, including questions on policy communication alongside the policy itself, and updates to the Fair Payment Code.

We’ve outlined all changes below.

Building Safety
Question Criteria Guidance
Do you have arrangements in place to notify relevant stakeholders, manufacturers, suppliers and accountable persons, of any defects or issues found in construction products or systems which could impact building safety?

Please upload the arrangements you have to notify all stakeholders of any defects or issues found in construction products or systems which could impact building safety. 		Please provide supporting evidence demonstrating how your organisation manages the quality, performance, and compliance of construction products and systems.

This may include:
  • A Quality Management Policy or statement which covers construction products and systems, including arrangements for the identification, reporting, and rectification of any defects or issues
  • Documented procedures or arrangements for managing conformance and non-conformance in construction products and systems
  • An inspection and test plan
  • A benchmarking plan showing how performance is measured, reviewed and improved over time
This question has come from the Joint Competency Initiative and acts as a reassurance that companies who opt in to Building Safety have a process for checking the products that they use and that they have a plan in place to notify manufacturers about defective products.

Guidance can be found here:
Achieving Competence in the Building Envelope Sector (PDF)
Corporate & Professional Standing
Parent Question Question Criteria Guidance
Have you or any connected person been subject to, a conviction, or an event, in relation to Schedule 6 of the Procurement Act (Mandatory Exclusions)? Please provide the name of the person subject to the conviction or event.

Please detail a short description of the conviction or event.

Was there a recorded decision?

Please provide the website where the decision can be accessed.

Please upload the authoritative decision.

Please select the end date for the conviction or event. 		If you have answered Yes, please ensure you provide:
  • Date of conviction or event and the jurisdiction
  • Which of the grounds listed the conviction was for
  • A short description of the conviction or event
  • The name of the person who is the subject of the conviction or event
  • In the case of a conviction or other event where there is a recorded decision of a public authority which is the authoritative basis for the conviction or other event:
    • A link to the web page where the decision can be accessed, or
    • A copy of the decision
  • Evidence that the person who is the subject of the conviction or event:
    • Took the event seriously, for example by paying any fine or compensation
    • Took steps to prevent the event occurring again, for example by changing staff or management, or putting procedures or training in place
    • Committed to taking further preventative steps, where appropriate
  • If the circumstances which led to the conviction or event have ended, the date when they ended
 Guidance on the Schedule 6 Exclusions Act can be found here:

Guidance: Exclusions
Have you or any connected person been convicted of, subject to, or liable to a penalty under Schedule 7 of the Procurement Act (Discretionary Exclusions)? Please provide the name of the person subject to the conviction or event.

Please detail a short description of the conviction or event.

Was there a recorded decision?

Please provide the website where the decision can be accessed.

Please upload the authoritative decision.

Please select the end date for the conviction or event. 		If you have answered Yes, please ensure you provide:
  • Date of conviction or event and the jurisdiction
  • Which of the grounds listed the conviction was for
  • A short description of the conviction or event
  • The name of the person who is the subject of the conviction or event
  • In the case of a conviction or other event where there is a recorded decision of a public authority which is the authoritative basis for the conviction or other event:
    • A link to the web page where the decision can be accessed, or
    • A copy of the decision
  • Evidence that the person who is the subject of the conviction or event:
    • Took the event seriously, for example by paying any fine or compensation
    • Took steps to prevent the event occurring again, for example by changing staff or management, or putting procedures or training in place
    • Committed to taking further preventative steps, where appropriate
  • If the circumstances which led to the conviction or event have ended, the date when they ended
 Guidance on the Schedule 7 Exclusions Act can be found here:

Guidance: Exclusions
Corporate Responsibility and Governance
Question Criteria Guidance
Do you have reasonable fraud prevention procedures in place as required under the Economic Crime and Corporate Transparency Act?

Please upload your fraud prevention procedures. 		If you are a large company, you must answer Yes here and provide evidence of your fraud prevention procedures.

We are looking for you to evidence:
  • Procedures you have in place in respect of reasonable fraud prevention
  • Evidence of carrying out a risk assessment
  • Examples of workforce training on fraud prevention
  • Evidence of monitoring of fraud risks
 Guidance on the Economic Crime and Corporate Transparency Act 2023 can be found here:

Chapter 3: Reasonable fraud prevention procedures

‘Reasonable fraud prevention’ should be informed by the following six principles:
  • top level commitment
  • risk assessment
  • proportionate risk-based prevention procedures
  • due diligence
  • communication (including training)
  • monitoring and review
This may be presented within a fraud-specific policy or statement, a fraud prevention plan or their Anti-Bribery and Corruption Policy.

For more information, check out our summary here.
Do you communicate your Anti-Slavery and Human Trafficking statement to your workforce?

Please detail the process that you have in place to communicate your Anti-Slavery and Human Trafficking statement to your workforce.

Please upload evidence that demonstrates you have communicated your Anti-Slavery and Human Trafficking statement to your workforce. 		If your turnover is above the threshold, you must answer Yes here and provide evidence communicating your Anti-Slavery and Human Trafficking statement to your workforce.

This includes employees and any suppliers who will perform services for you.

Your description of the process should include how you communicate the statement, for example via induction, training or a company handbook.

Your evidence should include examples of how you communicate the statement, for example training records or a company handbook. 		Guidance on the Modern Slavery Act 2015 can be found here:

Modern Slavery Act 2015
Do you have arrangements in place for the prevention of sexual harassment under the Worker Protection (Amendment of Equality Act 2010) Act?

Please upload your arrangements for the prevention of sexual harassment. 		You must answer Yes here and provide evidence of your arrangements in place for the prevention of sexual harassment.

The supporting evidence must confirm that there are arrangements in place to prevent the sexual harassment of workers, including by third parties, and the reasonable steps that you have taken.

This should include whether you have completed any risk assessments and how you communicate this to the workforce. 		Guidance on the Worker Protection (Amendment of Equality Act 2010) Act can be found here: The act introduces a new ‘preventative duty’ – this means that it is not enough to deal with instances of sexual harassment at work, you must take reasonable arrangements to actively prevent it from happening.

Third party harassment: health and safety at work contains some really good information See here
Fairness, Inclusion and Respect
Question Criteria Guidance
Do you communicate your Fairness, Inclusion, and Respect (FIR) Policy to your workforce?

Please upload evidence that demonstrates you communicate your FIR policy to your workforce. 		Please answer Yes or No.

Your answer will receive an advisory pass if it does not meet standard.

Your evidence should include examples of how you communicate the policy, for example training records or a company handbook. 		Your workforce should be aware of and comply with your Fairness, Inclusion, and Respect policy.

To meet the standard, you should answer Yes and provide evidence which shows how you have communicated this.

Amended Questions

Enhanced Financial Information
Question Criteria Guidance
Are you recognised under the Fair Payment Code (FPC)?

REPLACES
Have you signed up to a code of conduct or standards on payment practices? If so, which?

Please choose your current FPC award level.

REPLACES
Please select the code of conduct or standards that you have signed up to. 		Please answer Yes or No.

Your answer will receive an advisory pass if it does not meet standard.

Please select the appropriate level:
  • Bronze
  • Silver
  • Gold
 Guidance on the Fair Payment Code can be found here:

Fair Payment Code

Being recognised under the Fair Payment Code shows your commitment to fair payment practices throughout your supply chain.
Fairness, Inclusion and Respect
Question Criteria Guidance
Do you have a Fairness, Inclusion and Respect (FIR) Policy?

REPLACES
Does your company meet the equality duties under the Equalities Act?

Please upload your Fairness, Inclusion and Respect (FIR) Policy.

REPLACES
Please upload a copy of your Fairness, Inclusion and Respect (FIR), also known as Equality, Diversity and Inclusion (EDI). 		You must answer Yes here and provide your Fairness, Inclusion and Respect Policy.

Your policy must include:
  • Approval by the appropriate company Director
  • It has been reviewed in the past 12 months
  • Sets out the responsibilities for FIR throughout the organisation
  • Periodic reviews of the effectiveness of FIR
 Guidance can be found here: If you are a start-up business, consider adapting this template to your organisation.

  • Equality, diversity and inclusion policy template
    		•

    The CAS V5 updates are being rolled out to customers in stages

    Do not worry if you cannot see the updated questions in your profile yet.

    Log in now →