Accreditation
What is M-IFS Accreditation?
The Multi-Faith Inclusive Framework Standard (M-IFS) is a structured workplace accreditation that helps organisations demonstrate their commitment to religious and cultural inclusion – with particular attention to supporting faith-based needs such as prayer, observance, leave policies, dietary considerations, and inclusive leadership.
M-IFS provides a clear, criteria-based framework to assess how well your workplace policies and practices align with legal compliance, inclusive accommodations, and ethical diversity standards. It enables organisations to embed structured, inclusive practices that support employees of all faiths and backgrounds.
The M-IFS certification process involves an impartial internal assessment, guided by ISO 9001:2015 Quality Management System principles. Certification to ISO 9001 is currently in progress. Registration of the M-IFS Certification Mark is pending with the UK Intellectual Property Office.
M-IFS is governed by a Quality Management System to ensure consistency, transparency, and credibility in all certification activities.
Important Clarification
• M-IFS is a pending UK Certification Mark, owned and administered by Invitise Ltd. It certifies organisational workplace policies and practices only.
• The M-IFS mark must not be used to imply certification or endorsement of individuals, training programmes, or external services.
• All use of the M-IFS name and Certification Mark is subject to the official Rules of Use and licensing terms.
The accreditation process evaluates organisational policies and workplace practices in relation to multi-faith inclusion. This includes support for diverse religious observances and inclusive organisational culture. M-IFS does not provide or certify the services it assesses (e.g. DEI consultancy or training). These services may be available independently but are separate from the M-IFS certification process.
The term “accreditation” refers to the certification awarded under the Multi-Faith Inclusive Framework Standard (M-IFS). All assessments are conducted internally using a structured, criteria-based process to ensure impartiality, reliability, and alignment with recognised standards.
Why M-IFS is Essential
Religious Diversity in the UK Workforce
The UK’s religious landscape is increasingly diverse, especially in urban centres. According to the 2021 Census (Office for National Statistics):
• Christianity remains the largest religion at 46.2% in England and Wales.
• Islam is the second-largest at 6.5%, with concentrations in:
• London: 15%
• Bradford: 30.5%
• Birmingham: 29.9%
• Manchester: 22.3%
• Hinduism represents 1.7% nationally, with:
• Leicester: 17.9%
• Brent: 17.8%
• Judaism, Sikhism, Buddhism, and other faiths also form significant local populations in key UK regions.
This level of religious diversity highlights the growing need for inclusive policies and practical accommodations in the workplace.
The Impact of Faith-Inclusive Workplaces
Religious inclusivity fosters not only ethical workplaces but tangible benefits in trust, retention, and wellbeing:
• 77% of religious employees report higher job satisfaction and stronger trust in colleagues when inclusion is visibly supported (Institute for the Impact of Faith in Life, Faith & Happiness, 2023).
• Muslim employees are twice as likely to remain in roles where their religious needs are acknowledged and accommodated (Muslim Census, Working While Muslim, 2021).
• 52% of Muslim staff and 46% of Jewish staff report experiencing or witnessing faith-based discrimination at work (Pearn Kandola, Antisemitism and Islamophobia at Work, 2024).
• Poor faith literacy among managers results in misunderstandings, exclusion, and reduced productivity across multiple sectors (Pearn Kandola & Redfield & Wilton, Religion at Work, 2022).
Inclusive cultures are proven to increase staff engagement, retention, and overall workplace wellbeing – particularly when faith is treated with parity alongside other diversity areas.
Sources
1. ONS Census 2021 (Religion by Local Authority):
https://www.ons.gov.uk
2. Institute for the Impact of Faith in Life (IIFL) – Faith & Happiness, 2023:
https://iifl.org.uk
3. Muslim Census – Working While Muslim, 2021:
https://muslimcensus.co.uk/reports
4. Pearn Kandola – Antisemitism and Islamophobia at Work, 2024:
https://pearnkandola.com
5. Pearn Kandola – Religion at Work, 2022:
ttps://pearnkandola.com/research
Why Choose M-IFS Accreditation?
Building inclusive workplaces for diverse religious and cultural needs – one accreditation at a time.
→ [Read more]
M-IFS is a trademark and initiative of Invitise Ltd. Registration of the M-IFS Certification Mark is currently pending with the UK Intellectual Property Office (UK IPO). All M-IFS content, framework materials, and branding are protected by copyright and may not be reproduced without permission.
Accreditation Levels & Criteria
The Multi-Faith Inclusive Framework Standard (M-IFS) recognises that the religious and cultural needs of employees are diverse and often modest. In most cases, these needs can be accommodated through existing workplace policies such as flexible working, annual leave, or quiet spaces.
Observances such as fasting, daily prayer, or time off for festivals (e.g. Eid, Diwali, Yom Kippur, Vaisakhi, Christmas) are not required by all individuals and are typically managed through standard, reasonable adjustments already in place. More specific practices – such as Iʿtikāf, extended pilgrimage leave, or fasting support – are requested by a small minority and can often be addressed through existing procedures.
M-IFS promotes inclusivity, not exceptionality. It encourages organisations to treat faith-based needs consistently with other wellbeing and personal needs – such as adjustments for mental health, caregiving, breastfeeding, or mindfulness – to help create respectful, equitable workplaces for all.
To foster a truly inclusive culture, organisations are encouraged to consider major religious holidays across different faiths (e.g. Eid, Diwali, Hanukkah, Easter, Lunar New Year) and to avoid scheduling key events or deadlines within three days of these dates where possible.
M-IFS offers five levels of accreditation, each reflecting a growing commitment to faith-based inclusion in the workplace. Higher levels require more robust evidence, structured implementation, and visible leadership engagement.
| Criteria | Standard | Bronze | Silver | Gold | Platinum | Evidence Required |
|---|---|---|---|---|---|---|
| Prayer Accommodations (Support for religious, cultural, and philosophical practices) | ||||||
| Private prayer or reflection space | ✓ | ✓ | ✓ | ✓ | ✓ | Documented policy and clear images of designated multi-faith or contemplation space |
| Facilities for religious hygiene (e.g. ablution, ritual washing) | ✓ | ✓ | ✓ | ✓ | ✓ | Photos of washing facilities and cleaning/maintenance schedule. Include features suitable for various practices (e.g. foot washing, hand rinsing) |
| Flexible working for religious observances (e.g. Friday prayers, Sabbath preparations) | ✓ | ✓ | ✓ | ✓ | ✓ | HR policy or internal guidance for flexible breaks during observance times (e.g. Friday prayers, Sabbath, Puja). Employee feedback optional |
| Daily prayer or reflection time flexibility | ✓ | ✓ | ✓ | ✓ | ✓ | Written policy allowing short breaks for daily observance (e.g. prayer, meditation, reading). Include examples of how this is applied in practice |
| Private, well-maintained multi-faith or contemplation rooms | ✓ | ✓ | Images of space and internal documentation confirming access and purpose | |||
| Religious Observance Provisions | ||||||
| Awareness of key religious and cultural observances | ✓ | ✓ | ✓ | ✓ | ✓ | Internal guidance or handbook listing key dates and practices across major religions (e.g. Ramadan, Yom Kippur, Diwali, Lent) |
| Flexible breaks during observance periods (e.g. fasting or festival times) | ✓ | ✓ | ✓ | ✓ | ✓ | Shift rotas or policy allowing flexibility for observance needs (e.g. fasting periods, long religious days). Include communications or examples |
| Flexible working during religious observance periods | ✓ | ✓ | ✓ | HR policy confirming temporary schedule adjustments during observance seasons (e.g. Ramadan, Passover, Navaratri) | ||
| Time off for religious or belief-based observances | ✓ | ✓ | Leave policy or HR documentation allowing time off for key religious events (e.g. Eid, Rosh Hashanah, Vesak) | |||
| Custom solutions for individual observance needs | ✓ | Tailored plans, policy notes, or HR memos showing adjustments for specific observance requests (e.g. retreat, pilgrimage, fasting) | ||||
| Inclusive Leave Policies | ||||||
| Policy for religious festival leave (e.g. Eid, Diwali, Christmas) | ✓ | ✓ | ✓ | ✓ | ✓ | Formal HR policy covering diverse faith festivals (e.g. Christmas, Eid, Diwali, Hanukkah) |
| Leave options for extended observances or pilgrimage | ✓ | ✓ | ✓ | ✓ | HR policy covering extended leave for religious travel or rituals (e.g. Hajj, Kumbh Mela, Holy Land pilgrimage) | |
| Dietary Considerations | ||||||
| Catering for diverse dietary needs (e.g. halal, kosher, vegetarian, vegan) | ✓ | ✓ | ✓ | ✓ | Menus, food sourcing documents, or catering policy including dietary needs (e.g. halal, kosher, vegetarian, Jain-friendly, gluten-free) | |
| Formal policies for dietary inclusion | ✓ | ✓ | Written policy outlining inclusive catering principles and dietary accommodations across events and canteens | |||
| Inclusivity in Events & Workplace | ||||||
| Inclusive social events (e.g. non-alcoholic options, respectful activities) | ✓ | ✓ | ✓ | ✓ | HR/event policy showing alcohol-free options, timing consideration, and activity inclusiveness across faith and cultural needs | |
| Recognition of religious and cultural festivals | ✓ | ✓ | ✓ | ✓ | Images or communications showing inclusive celebration or recognition of a range of festivals, guided by workforce composition | |
| Inclusive dress code policy | ✓ | ✓ | ✓ | Dress code documents allowing attire related to religious belief (e.g. hijab, turban, kippah, tilak). Optional feedback or testimonials | ||
| Inclusive travel arrangements (e.g. same-gender rooms) | ✓ | ✓ | ✓ | Travel or accommodation policies offering flexible arrangements (e.g. private rooms, same-gender sharing) | ||
| Inclusion across all company events | ✓ | ✓ | Agendas or images showing consistent inclusion considerations across internal or external events | |||
| Private accommodation for travel when required | ✓ | ✓ | Documentation showing private or gender-sensitive room options available on request | |||
| Behavioural Inclusion Frameworks (Large & Enterprise orgs only) | ✓ | Internal conduct codes or expectations covering faith-based respect and inclusion in the workplace | ||||
| Leadership & Organisational Commitment | ||||||
| Workplace policies with inclusive benefits (e.g. ethical pensions) | ✓ | ✓ | ✓ | ✓ | DEI policies referencing ethical or faith-compatible financial products, healthcare, or other benefits | |
| Leadership training on inclusive faith and belief practices | ✓ | ✓ | ✓ | ✓ | Course outlines or training provider documents showing multi-faith awareness training | |
| Inclusion Index or staff surveys reflecting faith and belief inclusion | ✓ | ✓ | ✓ | ✓ | Survey summaries or feedback dashboards showing metrics or qualitative input from staff across faith groups | |
| Pay equity audits inclusive of faith-based data (Large & Enterprise orgs only) | ✓ | ✓ | ✓ | Internal equity audits showing faith/belief status is considered alongside other protected characteristics | ||
| Policy co-creation with diverse faith and belief representatives | ✓ | ✓ | Meeting notes, working group records, or policies shaped with input from staff across belief backgrounds | |||
| Visibility and representation of people of all faiths and none (Large & Enterprise orgs only) | ✓ | ✓ | Strategy documents or targets promoting visibility of faith diversity in leadership and across teams | |||
| External benchmarking or awards participation | ✓ | ✓ | Proof of participation in recognised DEI benchmarking schemes or award programmes relevant to inclusion | |||
| Tracking religious and cultural inclusion over time | ✓ | Data dashboards or internal reports monitoring progress in supporting religious inclusion | ||||
| Inclusive recruitment practices | ✓ | Evidence of fair hiring processes, including inclusive language, blind shortlisting, or faith-aware adjustments | ||||
| Inclusion embedded in procurement practices (Large & Enterprise orgs only) | ✓ | Supplier onboarding or ethical sourcing policies referencing inclusive or faith-aware standards | ||||
| Annual review and employee feedback loop | ✓ | Internal reports or review templates showing how feedback is gathered and acted upon | ||||
| Faith and belief employee networks or forums | ✓ | Event logs, member lists, or communications from recognised internal faith and belief networks | ||||
| Awareness talks on diverse faith and belief practices | ✓ | Event agendas, promotional materials, or summaries showing delivery of multi-faith awareness sessions | ||||
| Non-Assessed | ||||||
| Board-level targets to improve faith and belief diversity | Non-Assessed | Voluntary board-level diversity targets for faith and belief representation | ||||
| M-IFS Line Manager Training Toolkit | Non-Assessed | Optional training materials for line managers on faith and belief inclusion | ||||
Note: M-IFS is a UK Certification Mark (Registration pending) owned and governed by Invitise Ltd. It certifies workplace inclusion practices and must not be used to imply certification of services, individuals, or training programmes. All use of the M-IFS mark must follow the Rules of Use and licensing terms.. The term “accreditation” is used publicly to describe the certification awarded under this framework.
The M-IFS accreditation framework is regularly reviewed and updated to reflect evolving best practices in workplace inclusivity. This ensures that our standards remain relevant and supportive of organisations striving for excellence in diversity and inclusion.
Accreditation Levels:
M-IFS Standard
Demonstrates core accommodations for diverse religious and cultural needs
M-IFS Bronze
Builds on Standard with broader provisions for multi-faith inclusion
M-IFS Silver
Strengthens policies and engagement around religious and cultural inclusion
M-IFS Gold
Shows advanced commitment with structured practices and leadership support
M-IFS Platinum
Exemplifies sector-leading inclusion across all faiths, backed by strategic leadership
M-IFS bridges the gap by setting clear standards for inclusion and well-being across diverse religious and cultural needs in the workplace.
Examples may include provisions for Muslim, Hindu, Sikh, Jewish, Christian, Buddhist, and other faith-based practices.
Note: M-IFS is a UK Certification Mark (registration pending) owned and governed by Invitise Ltd. It certifies workplace inclusion practices and must not be used to imply certification of services, individuals, or training programmes. All use of the M-IFS mark must follow the Rules of Use and licensing terms. The term “accreditation” is used publicly to describe the certification awarded under this framework.
The M-IFS accreditation framework is regularly reviewed and updated to reflect evolving best practices in workplace inclusivity. This ensures that our standards remain relevant and supportive of organisations striving for excellence in diversity and inclusion.
Ready to demonstrate your commitment to an inclusive workplace for all faiths and cultures?
Apply now for M-IFS accreditation and join a growing community dedicated to fostering respectful, equitable, and multi-faith inclusive workplaces.
Benefits Case
Creating an inclusive environment for diverse religious and cultural needs isn’t just the right thing to do – it drives real business benefits.
Here’s why leading organisations are adopting the Multi-Faith Inclusive Framework Standard (M-IFS):
1. Attract and Retain Diverse Talent
Employees from faith backgrounds - including Muslim, Hindu, Jewish, Sikh, and Christian communities – often face barriers in the workplace. For example, only 51.4% of Muslims are in employment compared to 70.9% of the general UK population (ONS, 2021). In Leicester and Brent, over 17% of residents are Hindu, with similar disparities reported for Jewish and Sikh populations. Inclusive employers who offer religious accommodations see significantly higher retention and morale, with faith-based employees twice as likely to remain when their needs are respected (Muslim Census, 2021; Religion at Work, 2022).
2. Enhance Productivity and Engagement
Workplaces that embrace religious and cultural inclusion report higher employee satisfaction and trust. 77% of people of faith in the UK say their religion positively impacts their wellbeing, life satisfaction, and connection at work (Institute for the Impact of Faith in Life, 2023). Inclusive environments reduce absenteeism, boost engagement, and lead to higher team performance (Religion at Work, 2022).
3. Boost Innovation and Market Competitiveness
Diverse teams don’t just reflect society - they outperform. Organisations with inclusive leadership see up to 19% more revenue from innovation (Boston Consulting Group, 2018). Religious diversity brings new perspectives, ethical insights, and broader market understanding, strengthening decision-making and customer alignment.
4. Strengthen Brand Reputation and Financial Performance
Inclusion enhances trust - with 36% higher likelihood of financial outperformance reported among organisations leading on diversity (McKinsey, 2020). Faith-sensitive policies reinforce employer branding, appeal to socially responsible investors, and unlock deeper community and consumer engagement.
Sources:
• Office for National Statistics (ONS), Census 2021: Religion by Local Authority
• Muslim Census, 2021: Faith Inclusion at Work
• Institute for the Impact of Faith in Life (IIFL), 2023: Faith & Happiness in the UK
• Religion at Work, 2022: Religious Literacy, Productivity and Inclusion
• Boston Consulting Group, 2018: How Diverse Teams Boost Innovation
• McKinsey, 2020: Diversity Wins: How Inclusion Matters
By adopting M-IFS, your organisation demonstrates leadership in inclusivity, unlocking business potential and fostering a thriving, innovative workplace.
Key Recommendations for Employers:
Anonymous Recruitment Processes
Adopt name-blind or anonymous shortlisting methods to minimise unconscious bias and ensure fairer, more inclusive hiring practices.
Cultural Competency Training
Educate all staff on diverse religious and cultural practices - such as Ramadan, Diwali, Yom Kippur, and Hajj - to promote understanding and reduce bias or discrimination in the workplace
Flexible Religious Accommodation
Support faith-based needs through inclusive policies, including prayer (e.g. Salah), fasting adjustments, and recognition of religious holidays (e.g. Eid, Passover, Vesak)
Leadership Pathways
Proactively support career progression for underrepresented faith-based groups (e.g. Muslim, Hindu, Sikh, Jewish employees) to increase representation in senior and leadership roles
Application Process & Required Evidence
Accreditation is evidence-based, meaning organisations must provide supporting documentation for their selected level.
Application Steps:
Step 1: Review Checklist
Begin by reviewing our comprehensive Evidence Checklist to understand the documentation required for your desired accreditation level. Download Evidence Checklist
Step 2: Choose Level
Choose from Standard, Bronze, Silver, Gold, or Platinum
Step 3: Complete Application
Submit details about your inclusivity initiatives
Step 4: Upload Evidence
Upload supporting documentation (policies, photos, testimonials, reports)
Step 5: Assessment
Our team evaluates the submission
Step 6: Receive Certificate
Valid for 1 year with a renewal option
M-IFS is a UK Certification Mark (application pending) and must always be used as such. Organisations cannot use the M-IFS logo without formal accreditation and proper mark usage in accordance with the Rules of Use.
M-IFS is governed under a Quality Management System aligned with ISO 9001:2015 principles, ensuring impartiality, consistency, and continuous improvement.
Important FAQs
What is M-IFS?
M-IFS (Multi-Faith Inclusive Framework Standard) is a UK-based accreditation that helps organisations demonstrate credible and structured inclusion of religious and cultural diversity in the workplace. It is suitable for private, public, and third-sector organisations, regardless of current staff demographics.
Do we need to currently employ staff from faith backgrounds?
No. M-IFS focuses on organisational readiness to support religious and cultural needs, whether or not you currently employ staff from specific faith groups.
What if we’re a remote or hybrid company?
That’s absolutely fine. M-IFS can be applied in any setting. We assess how inclusion is supported in your structure – including flexibility for prayer, digital inclusion, awareness materials, and remote-first adjustments. Inclusion isn’t limited to office environments.
What if our staff work at client sites?
ou’re still eligible. If you place workers on external client sites (e.g. consultants, contractors, recruiters), we assess:
• Your own internal provisions
• Your onboarding and staff support
• Any advocacy efforts with clients
You won’t be penalised for not controlling external spaces – but you must show internal readiness and staff advocacy.
How is M-IFS different from other DEI accreditations?
M-IFS is evidence-based and accountability-led. Each submission is assessed with:
• 3 types of evidence per item (policy, photo, employee validation)
• Optional spot checks, anonymous staff surveys, and reassessment
• A focus on lived inclusion, not just policy language
This avoids “tick-box” DEI culture and raises the standard for meaningful inclusion.
What is the application process and how long does it take?
You need to:
1. Download the Evidence Checklist
2. Submit your online application and evidence
3. Receive a response within 14–21 days (sooner for Standard level)
4. Get your results, certificate, and listing if successful
Most applications are processed within 2–3 weeks, depending on volume and level.
How much evidence is needed per item?
Each checklist item requires:
• A photo or visual (e.g. facility image, screenshot)
• A document or policy (e.g. HR policy, handbook)
• Employee validation (e.g. usage data, feedback, survey)
So for 6 items, you’d typically upload 18 files. This applies to all levels – including Standard.
Do we need to meet every item in the criteria table?
No. You only need to meet the specific criteria for your chosen level (e.g. Standard, Bronze, Silver). Each level has a different set of required items – all clearly listed in the Evidence Checklist.
What if we don’t pass?
You’ll receive a compliance advisory report detailing what’s missing. You’ll have 30 days to resubmit at no extra cost. We are supportive, not punitive – the process is designed to help you improve.
Can we reapply or upgrade later?
Yes. You can:
• Reapply after a failed attempt (within 30 days)
• Upgrade to a higher level anytime by submitting additional evidence
• Request support to help improve your submission
What if our policies are still in draft?
You may still apply. We accept:
• Draft documents with evidence of approval
• Rollout plans or timelines
• Email or meeting records showing leadership intent
We may issue provisional certification or pause your application until policies are finalised.
Can we still apply if no one has used the facilities yet?
Yes. Usage is not required – access and awareness are. If you can show staff are informed and that facilities are available and accessible, you can still pass. This includes new setups or remote teams.
Will you really check what we submit?
Yes. For integrity, we may:
• Conduct anonymous staff surveys
• Request additional clarification
• Carry out spot checks or video walkthroughs (especially at higher levels)
This ensures M-IFS remains credible and protects all certified organisations.
Is our data safe?
Yes. Your submissions are handled under UK GDPR, and we follow ISO-aligned data practices. Documents can be redacted or watermarked, and only M-IFS assessors will access them.
What happens if we breach after certification?
We take this seriously. M-IFS reserves the right to:
• Issue compliance warnings
• Suspend or revoke certification
• Remove organisations from the public register
This ensures the mark remains trusted and meaningful.
How long does certification last?
Each accreditation is valid for 2 years. After this, you’ll be invited to resubmit your evidence to maintain certification. You may also be re-evaluated earlier if a serious complaint arises.
Download the M-IFS Evidence Checklist
To help you prepare for your application, we’ve created a detailed evidence checklist that breaks down every requirement by accreditation level.
This checklist outlines:
• The specific criteria you’ll need to meet
• What types of evidence are required (policy, photo, staff validation)
• How many items are needed per section
• What’s expected at each level (Standard to Platinum)
Tip: Every item must be supported by at least one photo/visual, one document/policy, and one form of employee validation – no tick-box shortcuts.
Certification under M-IFS is evidence-based. Applicants must meet all core criteria and provide valid documentation
[Download the Evidence Checklist (PDF]
Note on Optional Resources:
Some organisations may choose to purchase internal support tools such as the M-IFS Line Manager Toolkit or Board-Level Inclusion Guidance. These resources are not assessed and do not require evidence submission. They are optional implementation aids.
Need support? Contact us
Evidence Required
HR & Workplace Policies
Documented policies that clearly outline: • Prayer accommodations • Adjustments during religious observances (e.g. Ramadan, Lent, Yom Kippur) • Leave policies inclusive of religious holidays (e.g. Eid, Diwali, Hanukkah) • Faith-based celebrations or acknowledgements • Dietary considerations (e.g. halal, kosher, vegetarian) • Travel/accommodation flexibility for religious needs • Inclusive dress and appearance policies
Visual Evidence
Photographic or video evidence of inclusive facilities and spaces, such as: • Dedicated or multi-faith prayer rooms • Wudu/ablution facilities or accessible washing areas • Inclusive signage and guidance • Designated quiet or reflection spaces
Employee Feedback & Surveys
Internal data or qualitative evidence showing: • Employee survey results on religious and cultural inclusion • Testimonials or lived experiences from staff • Feedback on specific practices (e.g. prayer spaces, religious leave, inclusive events) • Evidence of increased confidence, belonging, or well-being
Internal Communications
Examples of workplace engagement and awareness, such as: • Communications around religious events or awareness weeks • Internal networks (e.g. Muslim, Hindu, Christian, Jewish employee groups) • Ramadan awareness sessions or inclusive event planning • Company-wide updates promoting faith-based inclusion
Leadership Commitment Statements
Official statements or documented actions from senior leaders that demonstrate clear organisational commitment to supporting diverse religious and cultural needs. This may include: • Public or internal statements from executive leadership • Inclusion of multi-faith priorities in DEI strategies or corporate values • Endorsement of internal networks or awareness campaigns • Leadership participation in faith-related events or initiatives • Clear accountability for faith inclusion within leadership roles or governance structures
Accreditation Fees & Pricing
At M-IFS, we offer fair and scalable pricing tailored to your organisation’s size and accreditation level.
Whether you’re a micro business or a multi-site enterprise, we ensure the cost reflects the level of detail, support, and value you receive.
To maintain flexibility and provide tailored guidance, we do not display full pricing publicly.
How to Access Our Full Pricing Guide:
You can request our comprehensive pricing brochure, which includes:
• Accreditation levels and fees
• Organisation size tiers
• Optional support packages
• Add-ons, reassessment policy, and more
Request the Pricing Brochure:
Please fill out our short contact form and we’ll send the brochure directly to your inbox.
Or email us at consult@m-ifs.org.uk with your enquiry.
Reassessment Policy
All M-IFS accreditations are valid for 12 months.
Organisations are required to undergo reassessment annually to retain their accreditation level. This ensures standards are maintained and improvements are tracked.
• One free reassessment is allowed within 3 months of the initial outcome if requirements were not met.
• After 3 months, reassessments will incur a fee.
• Higher accreditation levels (Silver, Gold, Platinum) may require a more detailed reassessment process depending on organisational changes or site expansion.
For multi-year commitments, discounted reassessment packages are available.