The short answer and the principle behind it
In shortThe test is not 'is it expensive?' but 'might it reasonably be seen to compromise my judgement or integrity?'.
If you are offered something and wonder whether you may accept it, the published test is not 'is it expensive?'. It is 'might it reasonably be seen to compromise my judgement or integrity?'.
That wording appears in the Civil Service Code, which the HMPPS Counter Corruption framework says binds HMPPS staff, and in the central principles of the Civil Service Management Code.
The Management Code says civil servants must not receive gifts, hospitality or benefits of any kind from a third party which might be seen to compromise their personal judgement or integrity.
- The giver
- A prisoner, a prisoner's relative, a supplier, a contractor, a charity or a visitor.
- The effect
- Would an observer, an investigator or a tribunal reasonably think the gift could influence you or reward you? The word 'seen' is important. You do not have to be influenced for the test to be failed; it is enough that it could reasonably appear so.
Why a pound limit would not help
A monetary limit would not actually make the question easier. A box of biscuits from a contractor you are about to review may be riskier than a bottle of wine from a retired colleague.
The safe approach is to look at who, why, when and whether it could ever be linked to a decision you make.
What the Civil Service rules actually say
In shortThe central rules give the principle and the duty to be told the detail, but no number; HMPPS keeps a separate register under PSO 1310, whose text we could not find.
The Civil Service Code, under integrity, says you must not accept gifts or hospitality or receive other benefits from anyone which might reasonably be seen to compromise your personal judgement or integrity.
It also says you must not misuse your official position, for example by using information acquired in the course of your duties to further your private interests or those of others.
- Benefit
- Wider than a gift: free services, discounts only available because of your job, loans, favours and work done for you at no charge can all fall within it.
- Civil Service Management Code (2016 version we read)
- Departments and agencies must inform staff of the circumstances in which they need to report offers of gifts, hospitality, awards, decorations and other benefits and of the circumstances in which they need to seek permission before accepting them, and in drawing up those rules they must draw staff's attention to the Bribery Act 2010.
- HMPPS Counter Corruption framework
- Refers to financial and monetary conflicts and to documenting gifts and hospitality on a separate register under the Anti-Fraud Strategy 'PSO 1310'. We could not find the current text of that instruction.
| Source | Rule | Gap |
|---|---|---|
| Civil Service Code | No gifts, hospitality or benefits which might reasonably be seen to compromise judgement or integrity | No threshold or examples |
| Civil Service Management Code, ch. 4 (Nov 2016) | Departments must tell staff when to report offers and when to seek permission; must refer to the Bribery Act 2010 | Detail left to each department |
| HMPPS Counter Corruption framework | Financial and monetary conflicts and gifts and hospitality documented on a separate register under PSO 1310; accepting or seeking bribes or favours is corruption | Text of PSO 1310 not found |
| Prison Act 1952 s.40B to 40D | Criminal offences for unauthorised conveyance and other acts (not gifts as such) | Lists of articles not summarised here |
| Scottish Prison Service Code of Conduct (2018) | Lists gifts rules under misconduct | Not the England and Wales rule set; current status unconfirmed |
Prisoners, families and gifts: the high-risk area
In shortFrom prisoners and their families the safest default is no: even a trivial gift can start a pattern of obligation.
Almost everything that goes wrong with gifts in prisons starts small. The Counter Corruption framework describes corruption as abuse of position for benefit or gain, including acting or failing to act, and includes accepting or seeking bribes or favours among its examples.
A published academic review of prison staff wrongdoing lists ignoring rules not to accept gifts, however small, from prisoners as a recognised form of wrongdoing. The risk is not the value of the item but the pattern: a small favour creates a feeling of obligation, and that feeling can then be used.
Treat an offer as an approach
HMPPS documents refer to 'corruptors', people who try to compromise staff, and to alerts on prisoner records. The Counter Corruption framework tells staff to report approaches.
A prisoner who offers you a gift, or asks you to take something from or to a relative, should be treated as attempting a corrupt approach until proven otherwise, even if the item is trivial.
Say no, make a note of the time, place and what was said, and report it. Reporting an offer is correct behaviour, not an accusation.
Families, and the criminal law
Gifts from prisoners' families are harder to handle. A card thanking you for help may be innocent. A gift card, alcohol, a payment or an offer of work is not. The table in the next section is our practical reading, not published policy, and where there is any doubt decline politely and tell your manager.
The criminal law sits behind all this. Misconduct in public office, which CPS guidance expressly says covers prison officers, carries a maximum of life imprisonment, and the Bribery Act 2010 is referred to in the Counter Corruption framework.
Suppliers, contractors, charities and colleagues
In shortOutside the prisoner relationship the rule is about influence: if you can affect a decision about them, a gift from them is a problem.
If you can affect a purchase, a contract, a decision about a contractor's access or a report on their performance, a gift from them is a problem.
The Civil Service Management Code also says departments must not let contracts to civil servants without full disclosure of interests and senior management permission, which shows how seriously the framework treats private benefit in procurement.
Training providers, equipment suppliers and visiting organisations are common sources of hospitality: lunches, branded items, event tickets.
'Light refreshments at a meeting' is a different category from 'tickets to a sports event', but the written rule comes from your local instruction, not the Civil Service Code. When you do not know, ask before you accept, and record the answer.
| Situation | Safer default | Why |
|---|---|---|
| Prisoner offers you anything, however small | Decline; record and report | Corruption risk, grooming pattern, reporting duty |
| Prisoner's relative sends a gift or offers payment | Decline; report to your manager or LCCM | Third party linked to someone you supervise |
| A supplier offers a meal or tickets | Decline unless approved in advance; record | Seen as influencing decisions |
| A contractor offers a discount for your personal use | Decline and tell your manager | A benefit linked to your role |
| Colleagues' leaving collection | Normally fine; not a third-party gift | Rules concern third parties |
| Charity or training event hospitality | Ask beforehand and record the reply | Local rule governs |
If your establishment has given you a written instruction, it overrides this table.
How to say no, and what to record
In shortDecline with a short, consistent line, write it down within the hour and tell your manager or LCCM the same day.
Declining a gift is easier when you have a standard line. 'Thank you, but I'm not allowed to accept anything' is true, short and does not accuse anyone of anything. If someone insists, say you will have to report it, and then do so.
Prisoners and visitors usually understand it as a rule rather than a personal rebuff.
- Decline politely using a short, consistent line.
- Do not take the item 'for safekeeping' unless your establishment has a written procedure for it.
- Write down what happened within the hour while it is fresh.
- Tell your line manager or LCCM the same day, or use the Integrity Hotline if you prefer.
- Ask what happens to the record and whether you need to complete a form for the register.
- If you are worried about the consequences, speak to your POA rep, but do not delay the report.
What to record and where to report
Record the facts as soon as you can: the date, the place, who offered, what was offered or implied, who else was there and what you said. Keep it factual and keep the note with a manager or counter corruption contact rather than on your personal phone.
If the offer is part of a wider approach, report it through the Integrity Hotline, the intelligence system corruption function or your LCCM. Reporting channels are published in the Counter Corruption framework, and the guide on relationships with prisoners covers the closest case. Our whistleblowing guide explains them.
If you have already accepted something
In shortDisclose early, in writing, and take advice first: HMPPS policy encourages early disclosure, but quietly 'fixing it' looks like concealment.
People sometimes realise later that something they accepted was not appropriate: a tin of sweets that became weekly, a favour for a friend of a prisoner, a free meal from a contractor. HMPPS policy encourages early disclosure by staff who have fallen short and says they will be treated sensitively and fairly.
That is not a promise of no consequences, but it is the published position and it is better than waiting for the matter to emerge from intelligence or a complaint.
Be careful with the first step
- Tell your manager or LCCM what happened in factual terms, ideally in writing, and ask them what to do with the item or payment
- Do not return, destroy or pass it on without advice, because that can look like concealment
- Do not contact the giver to explain or to ask for the matter to be dropped
- If the gift came from a prisoner or relative, treat it as part of a possible corruptor approach
If you are interviewed
You have the same rights as in any investigation: notice, the right to be accompanied by a union representative or colleague, a record of the interview and the right not to answer questions that may incriminate you.
See our guides on corruption and bribery, investigations and interviews under caution.
Consequences and your rights
In shortCorruption is always gross misconduct, so a proven case can mean dismissal for a first offence, and exclusion can follow for up to ten years or indefinitely.
- ExclusionUp to ten years or indefinitelyAfter dismissal or resignation; balance of probabilities
- Exclusion appeal15 working daysIn writing; decided by a Governor or equivalent at Grade 6
- Misconduct in public officeLifeMaximum sentence
Corruption is always gross misconduct for HMPPS staff under the Counter Corruption framework, so a proven case can lead to dismissal for a first offence. The published 2013 text of PSI 06/2010 otherwise says there should be no dismissal for a first breach except for gross misconduct, which is why the label matters.
None of this is the usual outcome of an offer of a biscuit, but it shows why the first decision matters.
- A criminal investigation takes primacy where corruption is suspected and the police Senior Investigating Officer decides priority.
- The policy says it is 'likely' staff dismissed for corruption will not be allowed to work in the service again, and it may also affect work elsewhere in the public sector because of vetting.
- The Exclusion Framework applies after dismissal or resignation. Resigning does not end the process.
Frequently asked questions
Can a prison officer accept a gift from a prisoner?
The safe answer is no. The Civil Service Code bars gifts which might reasonably be seen to compromise integrity, HMPPS treats accepting or seeking favours as corruption, and academic review of staff wrongdoing records ignoring rules on small gifts from prisoners as a recognised wrongdoing. Decline politely and report the offer.
Is there a pound limit on gifts for prison staff?
We found no published HMPPS monetary threshold. The Civil Service rules use a judgement test about whether a gift might reasonably be seen to compromise your integrity. If you are told there is a limit, ask where it is written and for the current instruction.
Do I have to report a gift I refused?
The Civil Service Management Code requires departments to say when staff must report offers. HMPPS documents gifts and hospitality on a separate register under PSO 1310, whose text we could not find. If the offer came from a prisoner or associate, report it anyway as an approach. Otherwise ask your manager what your establishment requires.
Can I accept a gift from a prisoner's family at Christmas?
Treat it with caution and decline. The giver is connected to someone you supervise, which is precisely the situation the integrity principle is aimed at. A thank-you card is different from a gift or payment, but if in doubt tell your manager and follow their written instruction.
Are leaving presents and collections from colleagues allowed?
The published rules concern gifts, hospitality or benefits from third parties. A collection among colleagues is not what they are written for. If an external organisation, supplier or contractor is involved, treat it as hospitality and ask first.
What if I take something to avoid causing offence?
Report it to your manager as soon as possible, in writing, and ask what to do with the item. Do not return or dispose of it without advice. Policy encourages early disclosure by staff who have fallen short, though it does not promise any particular outcome.
Is accepting a gift a criminal offence?
It can be, depending on the facts. Bribery and misconduct in public office are criminal offences, and the Counter Corruption framework refers to the Bribery Act 2010. Most gift cases are handled as conduct matters, but if corruption is suspected, a criminal investigation takes primacy. Get advice early.
Sources
- gov.ukGOV.UK: The Civil Service Code (updated 16 March 2015)
- gov.ukGOV.UK: Civil Service Management Code (document read: November 2016 version, chapter 4 on conduct)
- assets.publishing.service.gov.ukHMPPS Counter Corruption and Reporting Wrongdoing Policy Framework (re-issued 10 May 2022; PDF)
- gov.ukGOV.UK: Counter corruption and reporting wrongdoing (publication page)
- assets.publishing.service.gov.ukHMPPS Counter Corruption framework para 4.27 (financial and monetary conflicts; PSO 1310 Anti-fraud strategy)
- crimeandjustice.org.ukPrison Service Journal 283: Prison staff wrongdoing, a synthesis of the literature (2026)
- cps.gov.ukCPS legal guidance: Misconduct in public office (7 July 2023)
- legislation.gov.uklegislation.gov.uk: Prison Act 1952, section 40B (and 40C, 40D)
- assets.publishing.service.gov.ukExclusion from Working for HMPPS Policy Framework (issued 14 October 2024, in force 1 January 2025; PDF)
- docest.comPSI 06/2010 Conduct and Discipline, 2013 re-issue (third-party copy, partial; sections 1 to 4 only)
- assets.publishing.service.gov.ukGOV.UK: Prison Service Instructions index (PDF generated 10 July 2026; PSI 06/2010, PSI 28/2013 listed as extant but not published)
- questions-statements.parliament.ukUK Parliament: written question 16009, answered 9 July 2026 (HMPPS conduct and grievance policies)
- sps.gov.ukScottish Prison Service: Code of Conduct, HR010/001 (published 23 February 2018)
- poauk.org.ukPOA: legal services and Legal Advice Scheme handbook (England, Wales and NI)