Mental Health
and Police Vetting
People with a history of anxiety, depression, ADHD or other conditions often worry that vetting will count it against them. Vetting and the medical assessment are separate processes with different jobs. This guide explains what each one does with health information, what you are asked and when, and how to be honest without putting medical detail in the wrong place.
Independent information, not advice · Sources checked 1 October 2026 · England and Wales unless stated
Not directly. Vetting staff are not qualified to assess medical conditions, including mental health, so the College of Policing's guidance says medical information goes to the force medical officer or occupational health instead. Your fitness for the role is decided in the separate medical assessment, case by case, with no automatic exclusions. What vetting does weigh is honesty: leaving out medical information you were asked for can become an integrity issue.
Vetting and the medical are two different processes
A police officer candidate has to meet several separate qualifications for appointment in regulation 10 of the Police Regulations 2003. Two of them are relevant here:
- Medical fitness (reg 10(1)(d)): you must be certified by a registered medical practitioner approved by the local policing body to be in good health, of sound constitution and fitted both physically and mentally to perform the duties of the role.
- Vetting clearance (reg 10(1)(hb), from 13 July 2026): you must hold vetting clearance under the Police (Vetting) Regulations 2025.
| Vetting | Medical assessment | |
|---|---|---|
| Purpose | Integrity, honesty, vulnerability to pressure or corruption, and risk from associates | Whether you are fit, physically and mentally, for the duties of the role |
| Legal basis | Police (Vetting) Regulations 2025 (Part 1A for candidates from 13 July 2026); Vetting Code of Practice; Vetting APP | Police Regulations 2003, reg 10(1)(d); Home Office Circular 59/2004 medical standards |
| Who decides | Force vetting unit (vetting manager or delegate) | A registered medical practitioner approved by the local policing body; force medical officer or occupational health |
| Do they see your medical details? | No. Vetting staff are not qualified to assess medical conditions and should not receive personal medical information without your consent (APP 6.5.17) | Yes, in confidence, as part of the medical assessment |
| What they look at | Convictions, intelligence, finances, associates, online activity, honesty of declarations; and matters such as drug, alcohol or gambling misuse that may make you vulnerable to pressure | Your health and medical history against the medical standards, case by case |
Keeping them apart protects you. The vetting unit makes decisions about trust and risk; it is not meant to make medical judgements, and it should not hold your medical details. The medical adviser makes medical judgements, in confidence.
What vetting does with health information
The College's vetting APP deals with health in section 6.5.17, "liaison with occupational health". In summary:
- Forces should take "great care" with vetting information about mental or physical health.
- "Neither police officers nor FVMs are qualified to assess medical conditions, including mental health."
- Medical information revealed during vetting that could affect suitability (for example in intelligence reports or allegations) must be passed to the force medical officer or occupational health unit for a full professional assessment, while the rest of the vetting enquiries are finished.
- If the medical officer or occupational health believes you are medically fit, they discuss suitability with the vetting manager, but no personal medical information should be passed to the vetting unit without your consent.
- If expected medical information has not been declared, the matter is referred back to the vetting unit "as a potential integrity concern".
The national vetting form reflects this. Its final security question (8.26) asks whether there is anything else you should bring to the vetting unit's attention, and lists "relevant medical issues" among the examples, with this note: vetting staff are not qualified to assess medical conditions; detailed medical information is not required for vetting; and you are encouraged to provide it directly to the force medical officer or occupational health unit. It ends: "If in doubt, please include the information."
The national form ends with protected characteristics monitoring, including a question about disability, which expressly includes mental health conditions and neurodiversity and offers "prefer not to say". The guidance says your answer helps forces check that people are treated fairly in vetting; the statutory Code of Practice requires forces to monitor vetting outcomes for disproportionate impact on under-represented groups (5.3).
The force medical: where health is actually assessed
The medical assessment is where your health and medical history are considered against the role. The Home Office's national medical standards for police recruitment, set out in Home Office Circular 59/2004, made a key change from 1 October 2004: candidates could no longer be automatically excluded because of a medical condition or disability, and each case has to be looked at individually and on its merits.
The circular's approach, as summarised on GOV.UK:
- assess fitness to perform the role at the time of assessment;
- consider each case on its merits rather than excluding automatically;
- carry out medical assessments after the assessment centre stage;
- consider the risk of premature ill-health retirement for pension purposes.
Forces apply these standards through their own occupational health providers, so the process (questionnaires, GP or specialist reports, appointments) varies. Ask your force what it will ask for and when.
The medical standards in brief, and where to read more
Home Office Circular 59/2004's recommended mental and psychiatric health standards group conditions by how much assessment they are likely to need. Depression, anxiety disorders, post-traumatic stress disorder and eating disorders are listed as "likely to require further information, investigation and assessment"; none is listed as an automatic exclusion, and every heading is assessed case by case. These are 2004 recommendations; forces' medical advisers may apply more recent clinical guidance.
We cover the medical side in two separate guides, so this page can stay focused on vetting: joining the police with ADHD, autism, anxiety or depression and joining the police with a medical condition.
When you can be asked about your health
Section 60 of the Equality Act 2010 says a person to whom an application for work is made "must not ask about the health of the applicant" before offering work, or before including them in a pool of people to be offered work. There are permitted purposes, including:
- establishing whether you need reasonable adjustments for an assessment (such as the online assessment or interview);
- establishing whether you can carry out a function intrinsic to the work;
- monitoring diversity, and taking positive action.
The College's pre-employment guidance applies the same principle to references: in line with section 60, sickness or medical information should not be requested from referees until a conditional or unconditional offer is made. Section 60 does not apply to vetting "for reasons of national security" (s.60(14)), which matters only for posts that also need national security vetting.
What to declare, and to whom
| What | Where it goes | Why |
|---|---|---|
| Diagnoses, treatment, medication, past episodes | Medical questionnaire or occupational health | This is where fitness for the role is assessed in confidence |
| Anything the vetting form asks about directly (convictions, arrests, associates, finances, online activity) | Vetting form, in full | Required; omissions are integrity issues |
| Police contact linked to a health crisis (for example an arrest) | Vetting form (the arrest or incident), with medical detail to OH | The form asks about arrests and police contact regardless of outcome; medical aspects are assessed by OH |
| Addictions, dependencies, misuse of drugs or alcohol, compulsive gambling | Vetting form question 8.26 as well as the medical questionnaire | The APP treats these as possible vulnerability to pressure (8.5.4) |
| Need for adjustments at assessment stages | Recruitment team, when asked | A permitted pre-offer question under s.60 |
| Disability or long-term condition, for monitoring | Optional monitoring section | Used to check fairness; 'prefer not to say' is available |
If you are unsure where something belongs, the form's own guidance says to include it if in doubt, and you can ask the force vetting unit before you submit. What matters for vetting is that you have been open and accurate.
Our free vetting stage checker explains each part of vetting and what to have ready, and the recruitment timeline planner helps you see where the medical and vetting stages fall in your application.
Where vetting and health genuinely overlap
There are a few areas where something health-related is also a vetting matter, because of what it says about vulnerability or behaviour rather than because of a diagnosis:
- Substance misuse and gambling. The APP lists misuse of alcohol, misuse of controlled or prescribed drugs and compulsive or excessive gambling among factors that "can impair a vetting applicant's judgement" and make them vulnerable to pressure, inducements or bribes (8.5.4.b). "Drug and alcohol misuse" is also a factor requiring particular scrutiny (8.5.3).
- Drug testing. Candidates must give a sample for drug testing if the chief officer requires it (Police Regulations 2003, reg 10(1)(i)), and the APP says failing a drugs test is an adverse behaviour that should normally remove an applicant from the process (3.3.6).
- Police records. If a mental health crisis involved police contact, it may appear in records checked during vetting. The APP says the medical aspects go to the medical officer for assessment.
- Debt arising from ill health. Vetting assesses financial vulnerability, and the APP asks decision-makers to consider context and to refer welfare issues to occupational health where appropriate (6.5.12.e).
For drug history specifically, see our guide to past drug use and police vetting.
Step by step: handling a mental health history in your application
- Check the role's medical requirements on your force's recruitment pages, and ask about adjustments for assessments if you need them.
- Gather your medical facts: dates of diagnosis, treatment, current medication and recent appointments, so the medical questionnaire is accurate.
- Complete the vetting form fully. Answer every question as worded, including arrests or police contact. Put medical detail in the medical process; if a vetting answer needs context, say briefly that medical details have been or will be given to occupational health.
- Complete the medical questionnaire honestly. Non-disclosure is an integrity issue that can affect vetting too.
- Expect follow-up questions. For the conditions the 2004 standards say need more information, the medical adviser may ask for reports. Reply promptly.
- Report changes while your application is open; for police candidates this is a legal duty since 13 July 2026 (reg 4B(5)).
- Keep your support in place. Recruitment can be stressful. Do not change treatment because of an application without talking to your doctor.
Myths about mental health and joining the police
What we could not verify
- A current national medical standard. The latest national standard we could find on GOV.UK is Home Office Circular 59/2004. Forces may apply newer clinical guidance.
- Medication or waiting-period rules. Some force documents quote them; we could not verify a national figure and give none.
- How forces obtain medical evidence. Processes and consent forms vary by force and occupational health provider.
- How often health issues lead to refusals. We found no published national data.
Frequently Asked Questions
Does mental health affect police vetting?
Not as a vetting decision in itself. The College of Policing's vetting guidance says neither police officers nor vetting managers are qualified to assess medical conditions, including mental health, and that medical information revealed in vetting must be passed to the force medical officer or occupational health for a professional assessment (Vetting APP, May 2025, 6.5.17). Medical fitness is assessed separately.
Do I have to tell police vetting about my mental health?
The vetting form does not ask for your medical history. Its catch-all question lists 'relevant medical issues' among examples of things to bring to the vetting unit's attention, but says detailed medical information is not required for vetting and encourages you to give it directly to the force medical officer or occupational health. Answer the medical questionnaire fully and honestly.
Can I join the police with depression, anxiety, ADHD or autism?
That is a medical question, not a vetting one. Since 2004 nobody can be excluded automatically because of a medical condition or disability; the force's medical adviser assesses each case. Our separate guide to joining the police with ADHD, autism, anxiety or depression covers the medical standards and assessment adjustments in detail.
Will the vetting unit be told about my diagnosis?
Not as a matter of course. The vetting guidance says personal medical information should not be passed to the vetting unit without your consent. If occupational health finds you medically fit, it discusses suitability with the vetting manager without handing over your medical details (APP 6.5.17.c).
Will vetting see my GP or medical records?
The vetting guidance says no personal medical information should be passed to vetting units without your consent (APP 6.5.17.c). The medical assessment is where medical records are considered. We could not confirm how each force obtains medical evidence, so ask your force what it will request and with what consent.
Can they ask about my health before offering me the job?
Generally not. Section 60 of the Equality Act 2010 stops employers asking about an applicant's health before offering work, except for limited purposes such as reasonable adjustments for assessments or whether you can carry out a function intrinsic to the role. The College's pre-employment guidance says sickness or medical information should not be requested from referees until an offer is made.
What if my mental health comes up in police records?
If intelligence or police records checked during vetting reveal medical information relevant to suitability, the APP says it must be passed to the force medical officer or occupational health. If they think you are medically fit, the vetting manager then considers suitability. If expected medical information was not declared, it is referred back to vetting as a potential integrity concern (6.5.17).
Does a past mental health crisis or section stop me joining?
We found no national rule that a particular past episode is a bar. It is a medical question, assessed case by case against the medical standards. Be honest on the medical questionnaire. If police were involved at the time, a record may appear in police checks; the vetting guidance says medical aspects go to the force medical officer rather than being judged by vetting staff.
Does taking antidepressants mean I'll fail?
The 2004 Home Office circular we read does not set a rule about medication. Some force documents and websites quote waiting periods, but we could not verify a national figure, so we do not give one. Ask your force's occupational health team how they approach your circumstances, and do not stop medication without medical advice.
Do drug, alcohol or gambling problems count as vetting or medical issues?
Both can be relevant. The vetting APP lists misuse of alcohol, controlled or prescribed drugs and compulsive gambling as factors that can impair judgement and make someone vulnerable to pressure (8.5.4), and the form asks you to mention addictions or dependencies. Any medical aspect, such as diagnosis or treatment, is for occupational health to assess.
Should I leave a diagnosis off my forms to be safe?
No. Leaving out medical information you were asked for is treated as an integrity matter in its own right (APP 6.5.17.d), which can affect vetting even where the condition itself would not have been a problem. Give accurate information to the people asking for it, and ask your force if you are unsure where it belongs.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 1 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.
- College of Policing: Vetting authorised professional practice (May 2025, PDF) — liaison with occupational health (6.5.17), factors that impair judgement (8.5.4), referring medical matters to OHU (8.5.5), form question 8.26 and disability monitoring (Appendix I) (accessed 1 October 2026)
- Police Regulations 2003, regulation 10, latest version — reg 10(1)(d): certified by an approved registered medical practitioner as fit physically and mentally; reg 10(1)(e) eyesight; reg 10(1)(i) drug testing (accessed 1 October 2026)
- Home Office Circular 59/2004: National recruitment standards, medical standards for police recruitment (gov.uk) — no automatic exclusion from 1 October 2004; case-by-case assessment; recommended mental and psychiatric health standards (attachment read) (accessed 1 October 2026)
- Equality Act 2010, section 60 (enquiries about disability and health) — no health questions before an offer except permitted purposes; exception for national security vetting (s.60(14)) (accessed 1 October 2026)
- College of Policing: Police constable pre-employment guidance (April 2024, PDF) — medical information not requested from referees until an offer; drug or alcohol problems and armed forces discharge assessments (accessed 1 October 2026)
- The Police (Vetting) Regulations 2025 (SI 2025/502), latest revised text — candidate clearance and duty to report changes (reg 4B), suitability rules (reg 4D) (accessed 1 October 2026)
- College of Policing: Vetting Code of Practice (July 2023) — monitoring vetting outcomes for disproportionate impact on under-represented groups (5.3) (accessed 1 October 2026)
- GOV.UK / UKSV: National security vetting clearance levels — what national security vetting involves, for posts that need it on top of police vetting (accessed 1 October 2026)
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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 1 October 2026.