The "No Strike" Trade-off
Under Section 91 of the Police Act 1996, it is a criminal offence for a police officer to take part in or incite industrial action. This legal restriction is unique to policing and creates a fundamental dynamic for pay negotiations.
The Moral Contract
Because you cannot strike, the Government is legally obligated to maintain a fair and independent system for determining pay. This is the primary reason the PRRB was established—to act as an objective buffer between the political agenda and frontline reality.
The Role of the PRRB Body
The Police Remuneration Review Body (PRRB) is the engine of the process. Its members are not civil servants; they are independent experts in industrial relations, economics, and human resources.
Every year, they provide a report that weighs the evidence from all sides. They look at whether officers are leaving the service due to pay, whether recruitment targets are being met, and how the value of your salary has changed relative to other public sector roles.
The PRRB's Job
- To recommend a fair pay rise
- To highlight morale issues
- To use data, not politics
The Government's Job
- To set the national budget
- To maintain fiscal prudence
- To have the final word
Who Makes the Final Decision?
It is a hard truth that the PRRB is purely advisory. The final legal sign-off comes from the Home Secretary. However, the Home Secretary rarely acts alone—they must get "clearance" from the Treasury.
If the PRRB recommends a 5% rise but the Treasury has only budgeted for 2%, a political negotiation happens within the Cabinet. 90% of the time, the Government follows the PRRB recommendation to avoid the backlash of appearing to breach the "Moral Contract," but they are not legally bound to do so.
"The Treasury acts as the ultimate anchor on any pay award."
Why Pay Lags Inflation
The primary reason police pay often feels "behind" is the snapshot nature of the evidence. Evidence submitted in January might be based on inflation figures from the previous autumn. If inflation spikes in the spring, the PRRB's report (written in May) might already feel out of date by the time the pay rise hits your bank in September.
Rank impact & Progression
One common point of confusion is the difference between the Annual Pay Award and Incremental Progression:
- The Award: A percentage increase to the entire scale (e.g., everyone gets 4.5% more).
- Increment: Moving up a step on the scale (e.g., usually on the anniversary of your joining).
Combined, these two factors can lead to a significant jump in salary for early-career officers, while long-serving officers at the "top of their' scale" only receive the headline percentage award.
Independent Reference Study
This breakdown is strictly for informational purposes. It is based on historical PRRB reports and statutory analysis. PolicePay is not a representative body and does not engage in negotiations.
Award Process FAQ
Can police officers strike over pay?
No. Under the Police Act 1996, it is illegal for police officers to take industrial action or strike. This is why the independent Police Remuneration Review Body (PRRB) exists—to provide a fair alternative to traditional pay negotiations.
Is the PRRB recommendation mandatory for the Government?
No. The PRRB is an advisory body. While the Government usually follows its recommendations, the Home Secretary and Treasury have the legal power to amend or reject them based on fiscal policy or public spending constraints.
When is the pay award usually announced?
The announcement typically occurs in July, just before the Parliamentary summer recess. The new pay scales then take effect from 1 September each year.
What happens if the pay award is delayed?
If the announcement is made after September 1st, the pay rise is almost always backdated. Officers will see a 'lump sum' in their next payslip representing the difference from September onwards.