After the interview

Police Pre-Employment
Checks Explained

You have passed the interview and the force has made a conditional offer. What happens next: every pre-employment check, the law behind it, the order forces use, how long it can take, what can still withdraw the offer and what to do while you wait.

Independent information, not advice · Sources checked 21 October 2026 · England and Wales unless stated

Short answer: what are police pre-employment checks?

After you pass the four recruitment stages, the force makes a conditional (or provisional) offer and runs its pre-employment checks: references covering at least five years, a medical and eyesight test, the 15m fitness test to level 5.4, fingerprints and DNA, a drug test if required, vetting checks and proof of your identity and right to work. The order varies by force. A formal offer and start date follow once every check is clear, often several months later.

This page covers police constable recruitment in England and Wales, for candidates who have passed (or are about to sit) the in-person force interview. Each force runs the checks its own way, so your offer letter and the force's recruitment team come first. Where we have a detailed guide to a single check, we link to it rather than repeat it. Nothing here is a judgement about your own application.

What a conditional offer is and what it is not

Once you pass the fourth legal stage, the in-person force interview, the force tells you that you have been successful and make an offer that depends on further checks. The names vary. City of London Police calls it a conditional offer; Thames Valley Police calls it a provisional offer; other forces simply say you have moved on to pre-employment checks. They mean the same thing: the force wants to appoint you, if you clear what is left.

Two pieces of law make the offer conditional whatever the force calls it:

Regulation 10 of the Police Regulations 2003 lists the qualifications every candidate must meet before appointment. Passing the interview covers only one of them (regulation 10(1)(eb)). References, the medical, eyesight, vetting clearance and, if the chief officer requires it, a drug test are separate requirements in the same regulation.
Regulation 10A says that where a candidate "is to be offered an appointment", the offer is subject to fingerprints and a sample being taken, your consent to a speculative search of them and the chief officer being satisfied that you are suitable after that search. It does not apply to officers transferring from another force or to special constables.

So a conditional offer is real progress, but it is not yet a job. The government's guidance on job offers makes the general point: a conditional offer can be withdrawn if you do not meet the conditions. It also says to wait for an unconditional offer before handing in your notice. City of London Police puts it the same way to its candidates: do not hand in your notice until you have the final offer of employment.

The four stages come first

Since 17 March 2026 regulation 10(1)(eb) requires every constable candidate, other than a transferee, to complete the national application form, pass the national sift, pass the online assessment process and pass an in-person interview with the force. Pre-employment checks sit after all four. If you are still preparing for the interview, see our in-person interview guide.

What the law requires before you can be appointed

Every pre-employment check traces back to a line in the Police Regulations 2003 or the Police (Vetting) Regulations 2025. This table maps them, using the revised text on legislation.gov.uk as it stands after the 13 July 2026 amendments.

Requirement	Where it comes from	What it means for you
Character references	Reg 10(1)(b)	Satisfactory references as to character, plus proof of good conduct if you served in a police force, the armed forces, the civil service or as a seaman
Medical certificate	Reg 10(1)(d)	A registered medical practitioner approved by the local policing body certifies you fit, physically and mentally, for the duties
Eyesight	Reg 10(1)(e)	You meet the eyesight standard set by the Home Secretary
Previous history	Reg 10(1)(h)	You give the information the force asks for about your previous history or employment
No automatic disqualification	Reg 10(1)(ha), (2A)	No custodial sentence, sex offender notification, listed offence or domestic abuse offence (not transferees)
Vetting clearance	Reg 10(1)(hb); Vetting Regs 4B to 4E	Clearance from the force you are joining, granted within six months before appointment
Drug test	Reg 10(1)(i)	A sample of hair, oral fluid or urine, if the chief officer requires it (not transferees)
Fingerprints and DNA	Reg 10A	Taken with your written consent and searched; the offer depends on the result (not transferees or specials)
Business interests	Reg 9A	Any business interest you or a close relative will keep after appointment needs the chief officer's approval
Leave to remain	Reg 10(1)(a)	If you are not a UK or EEA national, leave to enter or remain for an indefinite period

The fitness test is not in regulation 10 itself. The College of Policing's job-related fitness standards make completing the 15m multi-stage fitness test to level 5.4 a requirement for recruitment. Forces apply it as a pre-employment check. Right to work checks come from immigration law, which the College guidance says requires specific documents to be checked and recorded before you begin employment.

The order of checks: what is national and what is local

Candidates often ask for "the order" of pre-employment checks. There is no single national order. We read the College of Policing's police constable pre-employment guidance (April 2024) in full: it covers previous applications, financial vetting, criminal history, references, gaps, the armed forces, residency, nationality, right to work, tattoos and life skills, but it does not set a sequence and does not deal with the medical or fitness test at all.

What the rules do fix is a handful of timing points:

Employment gaps are queried early. The College guidance says queries about employment gaps or employment history "should be satisfied prior to assessment", so expect questions about gaps at the application stage rather than after the offer.
Health comes after selection. Section 60 of the Equality Act 2010 stops an employer asking about an applicant's health before offering work, apart from limited purposes such as adjustments for an assessment. Home Office Circular 59/2004 says only applicants who are successful at assessment should be asked to complete the pre-employment medical questionnaire.
Your current employer is contacted late. The College guidance says references should not normally be taken from a current employer until an offer of appointment is being considered, unless you agree earlier. Sickness or medical information should not be requested from referees until a conditional or unconditional offer is made.
Vetting starts after the four stages. Since 13 July 2026 regulation 4B(2) of the Police (Vetting) Regulations 2025 says a candidate must first complete each of the four recruitment stages before applying for vetting clearance.
Vetting finishes close to your start date. Regulation 4C(1) says the force must carry out the vetting assessment as close as reasonably practicable to the date of appointment and in any event within the six months ending with that date.
Biometrics are tied to the offer. Regulation 10A applies where a candidate "is to be offered an appointment", which is why fingerprints and DNA are usually taken after the interview.

Within those limits each force chooses. Three published examples show how much the order varies:

Cumbria Constabulary lists its stage 5 pre-employment checks as medical screening (a GP-signed questionnaire to occupational health, then an examination), the fitness test, eyesight, colour vision, lung function and hearing tests, vetting, financial checks, biometric vetting and references. It says you must pass the fitness test before it continues with your application.
Thames Valley Police says the fitness test happens after a provisional offer, in the pre-employment stage alongside the medical and vetting. It is generally held two to three months before you start on an intake.
City of London Police describes the fitness test, drug screening, DNA and fingerprints being done first, with the medical, occupational health, final vetting and references afterwards. Its page still describes an older assessment centre, so treat it as an example of sequencing rather than its current process.

Practical reading of the order

Expect the quick, test-day checks (fitness, biometrics, drug test) and the medical paperwork to start soon after your offer. Expect references to run in the background and vetting to be assessed nearer the intake. Ask your recruitment contact for the force's own sequence and which check is holding you up.

Stage table: every check at a glance

Use this as a map. "Force example" lines are what one named force publishes, not a national rule.

Check	What happens	What you provide	Timing clues	Our guide
References	Employment, education and character references verify your history	Five years of employers, schools or colleges with dates and contacts	Current employer not normally until an offer is being considered	References
Medical	Health declaration, GP-signed questionnaire, occupational health assessment	Medical history; GP form (some forces say the applicant pays)	After selection (HOC 59/2004; Equality Act s60)	Medical
Eyesight	Tested at the medical or by an optician against the Home Office standard	Glasses or lens prescription; optician form if asked	Usually with the medical	Medical
Fitness test	15m multi-stage shuttle run to level 5.4	Your attendance and kit	Force example: two to three months before intake (Thames Valley)	Fitness hub
Fingerprints and DNA	Taken and searched against police records	Written consent	Linked to the offer (reg 10A)	Biometrics
Drug test	Hair, oral fluid or urine sample, if the chief officer requires it	The sample; details of any prescribed medication if asked	Set by the force	Drug test
Vetting	Recruitment Vetting on you, family, co-residents and associates, plus credit and open source checks	Vetting form: address history, family details, finances, police contact	Applied for after the four stages; granted within six months before appointment	Vetting
National security vetting	An application to United Kingdom Security Vetting (UKSV), sponsored by the force	A separate online form	When the force processes your police vetting	Vetting levels
Identity and right to work	Documents checked and recorded	Passport, or other listed documents or a share code	Identity verified before vetting starts (Vetting APP 3.3.4)	Nationality
Financial checks	Credit reference check as part of vetting	Details of debts, CCJs, IVAs or bankruptcy	With vetting	Debt
Business interests	Chief officer approves any interest kept after appointment	Details of second jobs, businesses or relevant licences	Declared on the application form	Below

References: five years and your current employer last

Regulation 10(1)(b) requires "satisfactory references as to character" and regulation 10(1)(h) requires you to give information about your previous history or employment. The College of Policing guidance turns that into these working rules:

forces should obtain and verify your employment history for at least the previous five years, including dates, roles and reason for leaving. That includes your current employer, school or university;
employment references must cover at least the five years before application and should include your current or previous employer;
references are not normally taken from a current employer until an offer of appointment is being considered, unless you agree earlier;
sickness or medical information is not requested from referees until a conditional or unconditional offer is made;
if you served in a police force, the armed forces, the civil service or as a seaman, you must produce satisfactory proof of good conduct; references are always obtained from previous police service;
if the force cannot obtain five years of references, it should record the risks and mitigations.

The College's Vetting APP says the recruiting authority checks employment references, normally through HR. It also says separate references for vetting are not expected for recruits. So the references stage and the vetting stage are separate, even though both look at your history.

Gaps, self-employment, agency work, education references, armed forces papers and time abroad all have their own rules. Our full guide is police references explained, including a worked five-year history and what "referee coverage for time spent abroad" means.

Medical and eyesight

Regulation 10(1)(d) requires a registered medical practitioner approved by the local policing body to certify that you are in good health, of sound constitution and fit, physically and mentally, for the duties. The national recruitment site says that alongside the fitness test you complete a confidential health declaration and a medical assessment that varies by force but normally includes:

height, weight and body mass index (BMI);
a musculoskeletal assessment;
a blood pressure check;
a urine test;
spirometry (lung capacity);
hearing and eyesight checks.

It adds that most forces require a health questionnaire signed by your GP covering your current and past physical and mental health. Some forces say the applicant pays: City of London Police lists a signed GP statement and an optician's report with "fees payable by applicant". Cumbria says occupational health nurse advisers assess the questionnaire and may ask your doctor for more, before a medical practitioner examines candidates who are fit to proceed.

Home Office Circular 59/2004, still the published national medical standard, says candidates must not be excluded automatically because of a medical condition and that each case is assessed individually. A condition such as asthma or diabetes does not by itself rule you out; the national recruitment site says a well-managed condition should not hold you back. The detail, including BMI screening and what happens if the medical does not go your way, is in our police medical guide and joining with a medical condition.

The fitness test: 15m bleep test to level 5.4

The College of Policing says completing the 15m multi-stage fitness test to level 5.4 is a requirement for recruitment. The national recruitment site describes the test: running between two points 15 metres apart in time with bleeps, for 3 minutes and 35 seconds, made up of 35 shuttles, with the pace rising from 7.9 kph to 9.9 kph. It recommends training for up to six weeks before the test rather than starting the week before.

Attempts and retake gaps are set locally. City of London Police, for example, describes two attempts with a retake three weeks after the first and the application withdrawn after a second fail. Cumbria says you must pass the fitness test before it continues with your application. Ask your force how many attempts it allows before you book the date.

If the test is a worry, start now. The free 15m bleep test simulator runs the shuttle beeps in your browser so you can find your current level. The fitness hub has training plans and what happens if you fail.

Fingerprints and DNA (biometric vetting)

Regulation 10A of the Police Regulations 2003 sets out biometric vetting for new recruits. Where a candidate is to be offered an appointment, the offer is subject to three conditions:

you are required to have fingerprints and a sample taken;
you must consent to the fingerprints and sample being the subject of a speculative search (a search against police records, as defined in Part V of the Police and Criminal Evidence Act 1984);
the chief officer must be satisfied that you are suitable for appointment following the results of that search.

You must tell the chief officer in writing whether you consent. If you are appointed, the fingerprints and sample are treated as if taken under regulations 18 and 19, the provisions that apply to serving officers. Transferees and special constables are outside regulation 10A. Cumbria's page describes the same step in plain terms: samples of fingerprints and DNA are taken for final vetting checks and you consent in writing.

What happens to the samples, how long they are kept and what the search covers are explained on our sibling page, fingerprints, DNA and the drug test in police recruitment.

Drug and substance misuse testing

Regulation 10(1)(i) says a candidate (unless transferring from another force) must, if the chief officer of the force requires it, give a sample of hair or oral fluid or urine to be tested for evidence of controlled drugs, using procedures set by the Home Secretary. The test is therefore a chief officer's choice rather than automatic, but some forces list it among their checks: City of London Police lists drug screening, for example.

Testing does not stop at appointment. Regulation 19A lets a chief officer require a sample from any member of the force on probation, alongside testing with reasonable cause and routine random testing.

Past drug use is a separate question from the test itself. It is handled through vetting and the application form. See can I join the police with past drug use and the biometrics and drug test guide.

Vetting: Recruitment Vetting under the 2026 rules

Recruits need Recruitment Vetting (RV) clearance from the force they are joining. Since 13 July 2026, Part 1A of the Police (Vetting) Regulations 2025 (inserted by SI 2026/653) sets the timing in law:

Reg 4B(2): to apply for clearance you must first have completed each of the four recruitment stages in regulation 10(1)(eb).
Reg 4B(1): you cannot be appointed unless the force's vetting authority granted your clearance within the six months ending with your appointment date.
Reg 4C(1): the force must carry out the vetting assessment as close as reasonably practicable to your appointment date.
Reg 4C(2): if your start date is postponed so that more than six months pass after clearance, you must reapply.
Reg 4B(5): once you have applied, you must promptly tell the force about any change in your circumstances that may reasonably affect your suitability.
Reg 4D: a candidate with a conviction or caution outside the automatic disqualification list is not suitable unless particular circumstances justify it.

The national recruitment site says the vetting form asks about you (personal, financial and police information and criminal history), your family (parents, parents' partners, siblings, partners and children), co-residents and associations that may cause a conflict of interest. Vetting includes background checks on all police systems, credit reference checks, social media and open source checks, plus other government and overseas agency checks. You will also complete a National Security Vetting application with United Kingdom Security Vetting (UKSV), which your force vetting unit sponsors.

The same page says vetting "can only ever provide a current snapshot in time", which is why it runs close to your proposed join date. The College's Vetting APP adds, in its guidance to applicants, that questions left unanswered delay a decision and that if you do not comply with the vetting process, clearance is withheld and the application discontinued.

Free quick check: 3 taps

How risky is my history for police vetting?

No typing, nothing saved. See what vetting looks at and what to prepare, from the College of Policing guidance.

What is in your history?

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Pick the main one. You can add more in the free builder.

For the detail: police vetting for applicants, how long vetting takes, address history delays and overseas travel and residency.

Identity, right to work, nationality and business interests

Identity. The College's pre-employment guidance calls identity verification an integral part of the security regime, reinforced by the HMG Baseline Personnel Security Standard. The Vetting APP says identity should be verified with documents such as a passport or driving licence. This is normally done by force HR and must be completed before the vetting process starts.

Right to work. The College guidance says that under the Immigration, Asylum and Nationality Act 2006, people subject to immigration control must not be employed unless they have valid leave that does not restrict them from working. Specific documents must be checked and recorded before you begin employment. GOV.UK explains the documents: British and Irish citizens can use a passport (current or expired) or, without one, a birth or adoption certificate with an official letter showing their National Insurance number; other people can use a share code or eligible immigration documents.

Nationality and residency. If you are not a UK or EEA national you need indefinite leave to enter or remain (regulation 10(1)(a)); the College says EEA nationals may hold settled or pre-settled status. The College also says candidates should have three years' minimum continual UK residency immediately before applying, with exceptions such as armed forces or government service and a gap year. See nationality and residency.

Business interests. Regulation 9A says you are not eligible for appointment if you, or a relative in your family, have a business interest that will be kept after appointment, unless the chief officer approves it. A business interest includes holding any office or employment for hire or gain or carrying on a business. For you or a relative, it also includes a financial interest in an alcohol, refreshment, betting and gaming or entertainment licence in the force's area. "Relative" means a spouse or civil partner (not separated) or a partner you live with, or a parent, son, daughter, brother or sister, who is included in your family. The national recruitment site says the application form asks about business interests. If you plan to keep a second job, declare it and ask how approval works.

Financial checks

The College guidance explains why money matters: police officers must not wilfully refuse or neglect to discharge any lawful debt (Schedule 1 to the Police Regulations 2003). Access to information can also make people vulnerable to corruption. Credit reference checks give an overview of:

current and credit accounts held;
electoral roll details;
bankruptcy;
county court judgments;
defaulted account arrangements;
12 months' payment history;
recent credit applications and other financial data.

The checks assess whether you have been, are or are likely to be in financial difficulty, or show signs of financial irresponsibility that could make you vulnerable to financial inducement. Debt in itself is not a bar. The national recruitment site says you are likely to be declined with an outstanding CCJ, a bankruptcy not discharged for three years or a Debt Relief Order not finalised for three years. It advises checking your credit file, satisfying any CCJ and providing up-to-date IVA documents. Force rules can be stricter: Cumbria says applicants with outstanding CCJs, IVAs or a registered bankruptcy will be rejected and that three years must have passed since a bankruptcy discharge.

More in can I join the police with debt.

Special cases: transferees, special constables, rejoiners and service leavers

Not every candidate goes through every check. The regulations carve out some groups. The College guidance adds rules for others:

Who	What differs	Source
Officers transferring from another force	Outside the four recruitment stages, the drug sample requirement, automatic disqualification under (ha) and the fingerprint and DNA conditions; the receiving force still sets its own transfer process	Reg 10(1)(eb), (ha), (i); reg 10A(1)
Special constables joining as regulars	Regulation 10A does not apply to a special constable for that or another police area; the other regulation 10 requirements still do	Reg 10A(1)
Former police officers	References are always obtained from previous police service. You also need proof of good conduct while serving	Reg 10(1)(b); College guidance
Armed forces leavers	Proof of good conduct, normally a discharge certificate or a commanding officer's letter; the vetting unit also requests Ministry of Defence conduct history	Reg 10(1)(b); College guidance
Candidates who lived abroad	Three years' UK residency before applying, with exceptions; more than three months abroad in the last three years makes clearance unlikely	College guidance; Vetting APP 5.3.2

The College guidance also notes that resettlement periods for service personnel can be as long as 18 months. It says forces may want to consider this before accepting applications from people with more than 12 months to go before discharge. If you are leaving the forces, ask the police force how its intake dates fit your discharge date before you apply. Our guide to joining the police from the armed forces covers the rest and rejoining the police covers former officers.

How long pre-employment checks take

We found no national figure for this stage alone, so we do not give one. These are the sourced figures we found, with who said them:

Figure	What it covers	Source
Around 4 to 6 months	The whole recruitment process "in many instances"; can be less or more depending on candidate volumes and your progress	Joining the Police, common questions
6 to 9 months	External applications to Cumbria Constabulary, from application to start	Cumbria recruitment process page
2 to 3 months before intake	When Thames Valley generally holds the fitness test	Thames Valley FAQ (September 2024)
About 5 weeks before start	When Thames Valley sends the formal offer with your posting	Thames Valley FAQ (September 2024)
Within 6 months before appointment	The legal window for vetting clearance, assessed as close to the start date as reasonably practicable	Vetting Regulations regs 4B, 4C

Vetting has its own timescale. Published force examples of vetting times, with what slows them down, are collected in how long does police vetting take. Your intake date matters too: City of London Police says intakes are set by candidate readiness; anyone delayed at this stage moves to the next available intake.

Things that can add weeks, most of them partly within your control:

a referee who does not reply, or contact details that are out of date;
an incomplete address history or missing family details (both listed as common vetting errors by the national recruitment site);
time abroad that needs extra checks or certificates;
a medical query that needs a letter from your GP or specialist;
missing a fitness test or medical appointment;
emails from the force landing in your junk folder.

To map your own dates, the free recruitment timeline planner lays out the stages and the vetting stage checker explains where your vetting is likely to be.

What can still withdraw a conditional offer

A conditional offer stands only while you keep meeting the conditions. From the regulations, the College guidance and force pages, these are the main ways it can end:

Reason	Basis	Can you do anything?
A conviction, caution or charge found at vetting that you did not declare	College guidance: vetting declined and the application discontinued	Declare everything before it is found
Vetting refused, or clearance revoked after a change in circumstances	Vetting Regulations regs 4D, 4E	Written reasons and an appeal (regs 4F, 4G)
Automatic disqualification	Reg 10(1)(ha), (2A)	No; this has no time limit
An outstanding charge or summons	College guidance: the application is put on hold until the outcome	Tell the force; it is reconsidered afterwards
Unsatisfactory fingerprint and DNA search result	Reg 10A(1)(c)	Ask the force for its reasons
Refusing consent to biometrics or a required drug test	Regs 10A, 10(1)(i)	The conditions cannot then be met
A positive drug test	Reg 10(1)(i)	Tell the force about prescribed medication beforehand
Not passing the medical or eyesight standard	Reg 10(1)(d), (e)	Ask about deferral, review or further evidence
Not passing the fitness test within the force's attempts	College fitness standard; force rules	Ask about retakes and reapplying
Unsatisfactory references	Reg 10(1)(b)	Offer other referees or evidence for the period
Clearance lapsing because the start date slips past six months	Reg 4C(2)	Reapply for clearance
Not completing the vetting process or missing appointments	Vetting APP Appendix I; force pages	Reply promptly and keep the force informed

City of London Police says it "reserves the right to retract an offer at any stage of the selection process". If your offer is withdrawn, the College's default is that you can reapply three months after the rejection letter unless the force says otherwise; see rejected and reapplying and what happens if you fail vetting.

The one rule that matters most

The College guidance says that where an offence, conviction or caution is identified but was not declared on the vetting form, questions are raised over openness, honesty and integrity, the vetting application is declined and the application for appointment is discontinued. The national recruitment site's advice is simple: if in doubt, declare it.

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What to do while you wait

The wait after a conditional offer can feel long. Silence is not in itself a bad sign. Useful things to do in the meantime:

Build your five-year history. Every job, course, gap and period abroad with month and year dates and a referee for each. HMRC's personal tax account lets you check your income from work in the previous five years, which helps if you have lost track of dates.
Write out your address history. Every address with dates, with no gaps. The model vetting form in the College's Vetting APP asks for all addresses in the past five years, including student, weekday and holiday addresses. The national recruitment site lists an incomplete address history as a common error; see address history delays.
Collect family details. Full names including maiden names, dates of birth and addresses for parents, step-parents, siblings including half and step siblings, partners and adult co-residents.
Find your documents. Passport or other identity and right to work documents, qualification certificates, armed forces discharge papers, IVA or debt documents and anything about past police contact.
Check your credit file. The national recruitment site suggests a free credit report and making sure any CCJ is satisfied.
Keep training. If the fitness test is still to come, train for it now. If you have passed, keep the habit: in the national recruitment site's fitness video, serving officers describe retaking the test once a year.
Do not resign yet. Wait for the final offer, then give the notice your contract requires. Tell the force your notice period early so it can match you to an intake.
Report changes. A new address, partner, debt or contact with the police must be reported promptly (regulation 4B(5)).
Watch your inbox. The national recruitment site advises checking junk and spam folders regularly for messages from vetting officers.

It is also a sensible time to check the money. A new constable in England and Wales starts on pay point 1, £32,255 a year from 1 September 2026. Chief officers may start recruits on point 2, £33,609. London and some South East forces add allowances. The free can I afford to join the police calculator compares your current take-home with a new constable's. Our police starting salary guide explains the figures.

Illustrative example, not a real case

Sam passes the force interview in March and gets a provisional offer. Sam books the fitness test, sends the GP form and returns the vetting form within a week, with every address the form asks for and a referee for a six-month gap spent caring for a parent. One former employer has closed, so Sam tells the force straight away and offers a former manager as an alternative referee. In June, Sam moves house and emails the vetting unit the same day. The force confirms an intake date and Sam hands in notice only after the formal offer arrives. Every force differs; the point is the habits, not the dates.

Myths about the conditional offer stage

"A conditional offer means I have the job." It means the force wants to appoint you if every check is clear. Regulation 10A alone makes the offer conditional on biometrics. Vetting must also be granted within six months of your start.
"Vetting is done before the interview." Since 13 July 2026 you can only apply for vetting clearance after completing all four recruitment stages (regulation 4B(2)). Some forces may gather information earlier, but clearance is assessed close to your start date.
"There is a national order of checks." The College guidance sets none. A few timing points are fixed by law; the rest is local.
"Police will ring my boss as soon as I apply." The College guidance says current employer references are not normally taken until an offer is being considered, unless you agree earlier.
"Spent convictions do not need declaring." The College guidance says the Rehabilitation of Offenders Act 1974 does not apply to police officers, so forces can ask about spent convictions and cautions.
"Debt means automatic rejection." Credit checks look for financial difficulty or irresponsibility. The national site lists outstanding CCJs and recent bankruptcy as likely reasons for refusal, not debt itself; force rules vary.
"The drug test is the same everywhere." The regulation allows hair, oral fluid or urine. Whether you are tested at all is the chief officer's decision.
"Once cleared, nothing can change." Clearance can be revoked if you are no longer suitable (regulation 4E). You must also reapply if your start slips more than six months after it was granted.

What to ask and who to contact

Questions worth putting to your recruitment contact after the offer:

Which checks do you run, in what order? Which are already complete for me?
When will you contact my current employer? Can I tell them first?
How many fitness test attempts do you allow? How far apart are they?
Do you require a drug test? What type of sample?
Who pays for the GP form or optician's report, if you need them?
Which intake am I aiming for? What would move me to a later one?
When will I receive the formal offer? When should I give notice?
Who should I tell if my circumstances change while I wait?

Who to contact:

The force recruitment team for the order of checks, appointments, intakes and offers.
The force vetting unit for vetting questions, changes in circumstances and anything you are unsure whether to declare.
Occupational health, through recruitment, for medical and eyesight questions.
Your referees, before the force contacts them, so they expect the request.

What we could not verify

A national order of pre-employment checks. The College guidance sets none and forces publish different sequences.
A national timescale for this stage. The figures above are for the whole process or for single forces; we found no national figure for the time from offer to start date.
How many forces drug test and with which sample. The regulation leaves it to each chief officer; we have not checked all 43 forces.
Fitness test attempts. Set locally; the examples here are from individual force pages, one of which describes an older process.
Who pays for GP forms and optician reports. One force says the applicant pays; others may not.
Whether forces still run any vetting steps before the interview. Regulation 4B(2) governs when you apply for clearance; we have not checked how each force gathers information beforehand.
Current force pages. The Thames Valley FAQ is dated September 2024 and the City of London page still describes an older assessment centre, so details may have changed.

This page is general information, not advice about your application. Your offer letter, the force's instructions and the regulation text on legislation.gov.uk take priority.

The free evidence builder gives an overview of how your circumstances read against the published vetting guidance. The optional Vetting Prep Report (£19.99) adds a document checklist, likely questions and a draft disclosure paragraph. Neither predicts a force's decision.

Quick answers

Frequently Asked Questions

What are police pre-employment checks?

They are the checks a force runs after you pass the application form, national sift, online assessment and force interview, before it confirms a start date. They usually cover references, a medical and eyesight test, the 15m fitness test, fingerprints and DNA, a drug test if the force requires one, vetting checks and proof of your identity and right to work. Each one comes from a requirement in regulation 10 or 10A of the Police Regulations 2003.

What is a police conditional offer?

It is an offer of appointment that depends on you passing the remaining checks. Forces use different names: City of London Police calls it a conditional offer and Thames Valley Police a provisional offer. Regulation 10A of the Police Regulations 2003 makes any offer to a new recruit conditional on fingerprints, a DNA sample and a satisfactory search of both. A formal or final offer follows once every check is clear.

What happens after a police conditional offer?

The force books or requests the remaining checks: a medical questionnaire and appointment, the fitness test, fingerprints and DNA, a drug test where used, references and your vetting form. The order is set by each force. When everything is clear you get a formal offer and an intake date. Thames Valley says its formal offer, with your posting, comes about five weeks before the start date.

How long do police pre-employment checks take?

There is no national timescale. The national recruitment site says the whole process from application often takes around four to six months and can be shorter or longer. Cumbria Constabulary says external applications can take six to nine months. Vetting must legally be assessed as close as reasonably practicable to your start date, so the last checks often run close to the intake.

In what order are police pre-employment checks done?

We found no national order. The College of Policing pre-employment guidance does not set one. Force pages differ: Cumbria lists medical, fitness, vetting, biometrics and references; City of London ran fitness, drug screening and biometrics first. The law fixes two points: vetting cannot be applied for until you pass the four recruitment stages. Health questions generally wait until an offer is made.

Can a police conditional offer be withdrawn?

Yes. A conditional offer depends on you meeting the conditions. The government's job offer guidance says a conditional offer can be withdrawn if they are not met. For police recruits that includes failing the medical, fitness test, references, drug test or vetting, an unsatisfactory result from the fingerprint and DNA search, or an undeclared conviction or caution found at vetting.

Should I hand in my notice after a police conditional offer?

Not yet. The government's guidance on job offers says to wait for an unconditional offer before handing in notice, because a conditional offer can fall through. City of London Police tells candidates not to hand in notice until they receive the final offer of employment. Your notice period may also affect which intake you can join, so tell the force what it is.

When do police contact your current employer?

The College of Policing guidance says references should not normally be taken from a current employer until an offer of appointment is being considered, unless you agree to an earlier request. In practice that usually means at or after the conditional offer stage. Sickness or medical information should not be requested from referees until a conditional or unconditional offer has been made.

Do police take fingerprints and DNA from recruits?

Yes, for new recruits in England and Wales. Regulation 10A of the Police Regulations 2003 says the offer is conditional on fingerprints and a sample being taken, your written consent to a speculative search of them and the chief officer being satisfied you are suitable after that search. It does not apply to officers transferring from another force or to special constables.

Is there a drug test to join the police?

There can be. Regulation 10(1)(i) of the Police Regulations 2003 says a candidate (other than a transferee) must give a sample of hair, oral fluid or urine for a drug test if the chief officer requires it. Some forces list it among their pre-employment checks: City of London Police, for example, lists drug screening. Probationer constables can also be tested under regulation 19A.

When does police vetting happen in the recruitment process?

After the four recruitment stages. Since 13 July 2026 regulation 4B of the Police (Vetting) Regulations 2025 says you can only apply for vetting clearance once you have completed the application form, national sift, online assessment and force interview. Clearance must be granted within the six months before your appointment. The force must assess it as close to your start date as reasonably practicable.

Can I start police training before my vetting is cleared?

No. Since 13 July 2026 regulation 4B(1) of the Police (Vetting) Regulations 2025 says a police candidate must not be appointed unless they hold vetting clearance granted by the force they are joining within the six months ending with the appointment date. If your intake is postponed so that more than six months pass after clearance, you must reapply.

Do transferees and special constables go through the same pre-employment checks?

Not all of them. Officers transferring from another force are outside the four recruitment stages, the drug sample requirement in regulation 10(1)(i) and the fingerprint and DNA conditions in regulation 10A. Special constables joining as regulars are also outside regulation 10A. Both groups still need references, a medical and vetting clearance. Forces also set their own transfer processes.

What should I do while waiting for police pre-employment checks?

Gather the details you will be asked for: five years of employment and education dates with referee contacts, a full address history, family details for vetting, your passport or other ID and any documents about debts or past police contact. Keep training for the 15m fitness test, check your email and junk folder. Tell the force promptly about any change in your circumstances.

Evidence

Sources and how we checked them

Every factual claim on this page was written from the sources below, read on 21 October 2026. Rules and figures change, so check the source for the date you are reading this. Where we could not confirm something from an official or independent source, the page says so rather than guessing. Spotted something out of date? See our corrections policy.

Police Regulations 2003 (SI 2003/527), regulation 10, latest revised text : the qualifications for appointment: references and proof of good conduct (b), medical certificate (d), eyesight (e), four recruitment stages (eb), previous history or employment (h), automatic disqualification (ha), vetting clearance (hb), drug sample of hair, oral fluid or urine if required (i) (accessed 21 October 2026)
Police Regulations 2003, regulation 10A: taking of fingerprints and samples prior to appointment : offer conditional on fingerprints and a sample, written consent to a speculative search and the chief officer being satisfied; exceptions for transferees and special constables (accessed 21 October 2026)
Police Regulations 2003, regulation 9A: business interest precluding appointment : business interests of a candidate or relative kept after appointment need chief officer approval (accessed 21 October 2026)
Police Regulations 2003, regulation 19A: testing for substance misuse : probationer constables can be required to give a sample for drug testing (accessed 21 October 2026)
Police (Conduct and Vetting etc.) (Amendment) Regulations 2026 (SI 2026/653), regulation 15 : Vetting Regulations Part 1A from 13 July 2026: vetting applied for only after the four stages, clearance within six months before appointment, prompt notice of changes (4B); assessment as close as reasonably practicable to appointment, reapplying if postponed (4C); suitability (4D); revocation (4E) (accessed 21 October 2026)
Police (Amendment) (Recruitment Standards) Regulations 2026 (SI 2026/154) : the national application form, sift, online assessment process and force interview became legal stages on 17 March 2026 (accessed 21 October 2026)
College of Policing: Police constable pre-employment guidance (April 2024) : five years of employment references, current employer timing, sickness information only after an offer, gaps over six months, credit reference checks, undeclared convictions, outstanding charges, residency, nationality, right to work, reapplying after three months (accessed 21 October 2026)
College of Policing: Vetting authorised professional practice (May 2025) : HR checks employment references (3.3.3); identity documents checked before vetting starts (3.3.4); residency and checkable history (5.3.2, 5.3.3); vetting form guidance on changes of circumstance and non-compliance (Appendix I) (accessed 21 October 2026)
Home Office Circular 59/2004: medical standards for police recruitment : no automatic exclusion for a condition; only applicants successful at assessment should complete the pre-employment medical questionnaire (accessed 21 October 2026)
Equality Act 2010, section 60 : health questions not to be asked before an offer of work, with limited exceptions (accessed 21 October 2026)
College of Policing: Job-related fitness standards : the 15m multi-stage fitness test to level 5.4 is a requirement for recruitment (accessed 21 October 2026)
Joining the Police: What's involved in vetting? : what the vetting form asks, the checks included, National Security Vetting with UKSV, vetting close to the join date, common errors, mandatory rejections (accessed 21 October 2026)
Joining the Police: What's involved in the medical assessment? : health declaration, typical medical tests and the GP-signed questionnaire (accessed 21 October 2026)
Joining the Police: What's involved in the fitness test? : 15m shuttle run, 3 minutes 35 seconds, 35 shuttles, 7.9 to 9.9 kph, six weeks of training (accessed 21 October 2026)
Joining the Police: What's involved in the application form? : the form asks about your financial situation and any business interests (accessed 21 October 2026)
Joining the Police: Common questions : the recruitment process often takes around four to six months (accessed 21 October 2026)
GOV.UK: Job offers, your rights : a conditional offer can be withdrawn if conditions are not met; wait for an unconditional offer before handing in notice (accessed 21 October 2026)
GOV.UK: Prove your right to work to an employer : documents and share codes used to prove the right to work (accessed 21 October 2026)
Cumbria Constabulary: PC recruitment process : one force's example: six to nine months, its list of pre-employment checks, financial rules, biometric consent, references and gaps (accessed 21 October 2026)
Thames Valley Police: Police officer recruitment FAQ (dated September 2024) : one force's example: fitness test after a provisional offer, usually two to three months before an intake; formal offer about five weeks before the start date (accessed 21 October 2026)
City of London Police: Student officers recruitment process : one force's example of offer wording: do not hand in notice before the final offer; the right to retract an offer; GP and optician fees paid by the applicant (the page still describes an older assessment centre) (accessed 21 October 2026)

Related Guides

On this topic elsewhere

Police references explained → Five years of history, current employers, gaps and referees abroad. Fingerprints, DNA and drug test → What the biometric and substance misuse checks involve. The police medical → Tests, BMI, GP forms and what happens if you fail. How long vetting takes → Published force timings and the six-month rule. Vetting for applicants → What the vetting form asks and how decisions are made. Fitness test hub → The 15m bleep test to level 5.4 and how to train. Application form guide → What you declared at the start and why it must match. If it does not work out → Reapplying, appeals and the three-month rule.

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Disclaimer

PolicePay.co.uk is an independent guide. It is not affiliated with the College of Policing, the Home Office or any police force and it does not recruit, vet or assess applicants. Recruitment standards, assessment formats and vetting decisions are set by the College of Policing and each force and change from time to time: check the force you are applying to before relying on anything here. Details apply to England and Wales unless stated. Details are as checked on 21 October 2026.