Full Regulatory Impact Assessment for Manned Guards & Keyholders

ADDITIONAL BUSINESS MATTERSSecurity Guards at Events (Stewards)3.11 Security guards at events (Stewards) employed under contract atprotests/demonstrations, sports and entertainment venues to keep order (i.e.performing a security function as defined under Schedule 2 of the PSIA 2001) areundertaking a form of manned guarding. They would therefore require a securityguarding licence.In-House3.12 It is acknowledged that many within the industry have expressed an opinion thatthe Act should be extended to include in-house. This option is currently being examinedseparately, and if a proposal is made to extend regulation to include in-house, it will besubject to a separate dedicated RIA to allow for a full consultation process to beundertaken.Volunteers3.13 Those individuals who provide security guarding at events (and others) on avolunteer basis will not be subject to regulation, unless they receive payment in kind, orreward. It is important to understand what does or does not constitute payment in kindor a reward and to apply common sense. The principles on what constitutes payment inkind or reward are in line with those set out by HM Revenue and Customs (HMRC)(previously the Inland Revenue). In short, HMRC identifies a payment in kind or rewardas whether it is liable to either PAYE (Tax) or National Insurance Contributions.3.14 The list provided on the Inland Revenue website (link below) is comprehensive,but not prescriptive, and if in doubt, individuals or organisations should consult the SIA.http://www.inlandrevenue.gov.uk/employers/ebik/ebik2/table-of-contents.htm3.15 Examples• The provision of a meal or meal vouchers for the individual during the workingday is acceptable. The provision of vouchers to be exchanged for, for example,‘lunch at the Ritz’ would be considered a reward.• The ability to view the event while working would not be considered a reward.However, preferential treatment or discounted rates for premium tickets (e.g.Men’s Final on the Centre Court at Wimbledon, or a Cup Final match) could be.• The provision of a uniform or appropriate ‘kit’ for the job would not be consideredpayment in kind or a reward, nor would certain other items of clothing such as amotif tie.3.16 It is not possible to set out every possible scenario, but the HMRC conditions areclear, and if in any doubt, individuals and businesses should consult the SIA direct.Exemptions3.17 Some people undertaking security activities may already be subject to a type ofvetting that is equivalent to that established under the Private Security Industry Act(PSIA) 2001. In these circumstances, the Secretary of State may make regulationsunder section 4 of the PSIA 2001 to establish such exemptions where he is satisfied11