Promotion &
Increments
Police Regulations 2003 • Equality Act 2010 • Career Protection During Maternity • Independent Explainer • Not Legal Advice
Snippet Target: Definition
Do police officers receive pay increments and promotion while on maternity leave?
Yes. UK police officers continue to accrue seniority and annual pay increments throughout the entirety of their maternity leave. Furthermore, under the Equality Act 2010, officers must not be disadvantaged in promotion boards or career progression due to their absence. If promoted, your maternity pay must be recalculated to reflect your new rank.
Source: Police Regulations 2003 • Annex F • Annex L • Equality Act 2010
Section 01
The No Detriment Principle
In the modern police service, maternity leave is not a "pause" on your career; it is a protected period of absence. The legally binding principle is that an officer must return to work in a position no less favourable than the one they would have been in had they not been pregnant.
This "No Detriment" rule is anchored in the Equality Act 2010. It prevents forces from delaying your increment date, excluding you from a promotion process, or refusing to backdate pay rises that occurred while you were on leave.
Key Legal Pillar
"Unfavourable treatment of a woman because she is exercising or seeking to exercise her right to statutory maternity leave is direct discrimination."
— Equality Act 2010, Section 18
Snippet Target: Boards
“Can you sit a promotion board while on maternity leave in the police?”
Yes. Forces have a legal duty to provide "reasonable adjustments" to ensure you can participate. This may include conducting the board via video link, adjusting the timing, or allowing you to attend a station closer to your home. You cannot be told to "wait until your next board" as this would constitute maternity discrimination.
Section 02
Annual Pay Increments
Most police officers move up a "pay point" (increment) every year on the anniversary of their joining or promotion. A common anxiety is whether being on maternity leave pauses this clock.
The answer is a categorical no. Service for the purposes of pay increments continues to accrue during all periods of maternity leave—including the unpaid phase (weeks 40–52).
The Payroll Recalculation
When you hit your increment date while on maternity, your salary is updated in the payroll system. Crucially, your Occupational Maternity Pay (OMP)—which is usually 100% of your current salary—must be recalculated based on this new, higher rate from that date forward.
| Scenario | Increment Date | OMP Phase | Pay Outcome |
|---|---|---|---|
| Standard Pay Point Rise | Falls in Week 12 | Full Pay (Weeks 1-26) | Pay increases instantly; next 14 weeks of OMP are at the higher rate. |
| Late Increment | Falls in Week 30 | Statutory Only (SMP) | Salary record updated; your 2015 CARE pension accrual (Assumed Pay) increases. |
| Promoted Rank Increment | Falls in Week 1 | Full Pay | Entire OMP period is paid at the maximum sergeant/inspector rate. |
Section 03
Promotion On Leave
Success in a promotion board while on leave is one of the most effective ways to maximize your maternity finances. If your promotion is "substantive" and has an effective date during your maternity leave, your pay must reflect that new rank.
There is no requirement for you to be "operationally active" to begin receiving promoted pay. The effective date is usually set by the force based on the vacancy or the board results.
Reality Check
"Will they pass me over because I'm on leave?"
Legally, they cannot. Practically, boards are scored against a competency framework. If you feel your score was lowered specifically because of your absence or lack of "recent" examples (despite your long-term record), you should consult your Federation representative immediately.
Do you get promoted pay while on maternity?
A: Yes. From the moment the promotion becomes substantive/effective, your pay record changes. If you are in the 26-week OMP phase, you move to the new rank's 100% pay rate immediately.
Does maternity delay increment progression?
A: No. You accrue time towards your next pay point even while on leave. This includes the 'seniority' required for the next rank's increment.
Can you sit a promotion board on leave?
A: Absolutely. You can use 'Keeping in Touch' (KIT) days to attend boards, ensuring you are paid for the day and keeping your career trajectory intact.
Section 04
Acting Rank Treatment
Acting rank is one of the most complex areas of police pay. Whether your maternity pay is calculated at your substantive rank (Constable) or your acting rank (Sergeant) depends on whether the acting role was a formal appointment and if it was active when your leave started.
If you have been formally "performing the duties of a higher rank" for 46 days or more, and this is reflected in your base pay at the start of your maternity leave, then your Average Weekly Earnings (AWE) for SMP/OMP should be based on that higher salary.
Common Mistake
Assuming acting pay automatically ends because you are no longer "performing the duties." If the acting role was for a fixed term that hasn't expired, or was a substantive temporary appointment, you may be entitled to have it included in your maternity pay calculation.
| Status at Leave Start | Pay Basis | OMP Calculation |
|---|---|---|
| Formal Substantive Acting | Acting Rate | Calculated at the higher rate for the full OMP period. |
| Informal / Short Term Acting | Substantive Rate | Usually reverts to substantive rank unless it falls within the 'AWE' window. |
| Acting Confirmed During Leave | Hybrid | Usually does not trigger higher pay unless a formal promotion (substantive). |
Section 05
Pay & Benefit Interaction
When a promotion or increment occurs, it fundamentally alters the "baseline" of your maternity pay. If you are in the Occupational Maternity Pay (OMP) phase, the impact is direct: your next monthly payment will increase.
However, the interaction with Statutory Maternity Pay (SMP) is different. SMP is usually set based on your earnings in the "Qualifying Week" (the 15th week before EWC). If you are promoted after that week, your SMP rate does not typically change, but your OMP "top-up" must be adjusted so that the total pay equals 100% of your new, higher salary.
Payroll Pivot Points
Full Pay Phase: OMP rises to match the new rank salary. Net effect: Direct pay rise.
Half Pay Phase: OMP top-up rises. Net effect: Half of the pay rise is reflected in your pocket.
Section 06
Pension Impact
Success in a promotion board on leave is not just a short-term cash win; it is a long-term retirement win. Under the 2015 CARE Pension Scheme, your pension is built based on 1/55.3 of your pensionable earnings each year.
While on maternity leave, you accrue pension based on Assumed Pensionable Pay (APP). If you are promoted, your APP must be adjusted upwards. This means you are "earning" the sergeant or inspector level of pension revaluation while you are physically away from the office.
The Compound Effect
By securing a promotion during maternity, you effectively bypass the "pay gap" that many other professions suffer. Your retirement value continues to grow at the rate of your future rank, not your past rank.
Section 07
Operational Reality
Despite technical protections, the "Leadership Pipeline" can feel precarious for pregnant officers. There is a persistent—and often unfounded—fear that being "out of sight" means being "out of mind" for command teams.
A tactical approach to this is the proactive use of Keeping in Touch (KIT) days specifically for career development. If a major strategic planning session or a leadership training seminar occurs while you are on leave, attending it as a KIT day keeps you visible, keeps your skills sharp, and signals your intent for the promoted rank upon your return.
Operational Handover Tip
If you are aiming for promotion shortly after return, use your 32-36 week window to document your "Evidence Folder" or "PDR Portfolio" meticulously. It is much harder to recall specific arrest stats or leadership examples with a newborn at home.
Section 08
Common Myths
“You lose your increment date”
Reality: False. Your increment date is fixed. It does not move by as much as a single day because you are on maternity leave.
“You can’t sit a board on leave”
Reality: False. You have an absolute right to participate in promotion processes. Denial of this is a breach of the Equality Act.
“Acting rank disappears automatically”
Reality: Partial Myth. If the role was substantive/formal, it may persist. Only informal ad-hoc acting usually ceases.
“You must return before promotion takes effect”
Reality: False. Many officers are promoted while on leave and return as substantive Sergeants or Inspectors.
Section 09
Worked Scenarios
Scenario 01: Constable Increment During OMP
Context: PC Smith is on week 12 of her maternity leave (Full OMP). Her increment date is tomorrow.
Regulatory Outcome: Tomorrow, PC Smith moves to the next constable pay point. Her OMP payment for the remainder of her 26-week full-pay period is automatically recalculated at the higher rate.
Scenario 02: Sergeant Promotion During SMP
Context: An officer is successful in a sergeant's board while in week 30 of her leave (Statutory SMP only). Her promotion is effective today.
Regulatory Outcome: While she continues to receive SMP, her 'underlying salary' is updated. This increases her pension accrual in the CARE scheme. If she has some OMP left to 'stretch' or use, it would be paid at the sergeant rate.
Scenario 03: Acting Inspector at Start of Leave
Context: An officer has been acting as an Inspector for 6 months. She starts maternity leave while still in the acting role.
Regulatory Outcome: If the acting was formal and substantive, her AWE (Average Weekly Earnings) for SMP is based on the Inspector salary. Her first 26 weeks of OMP are paid at full Inspector rates.
Scenario 04: Returns After Unpaid Phase
Context: Officer was promoted while on unpaid leave (weeks 40-52). She returns to duty in week 53.
Regulatory Outcome: She returns to work as a substantive sergeant. Her salary from the first day back is the Sergeant pay point 1 rate. There is no 'waiting period' for the new pay to start.
Scenario 05: Informal Acting Dispute
Context: Officer acted up as a sergeant for 2 weeks here and there over the last year. She goes on maternity leave.
Regulatory Outcome: Because the acting was not formal/substantive and was intermittent, it is likely excluded from her maternity pay baseline unless it fell precisely in the 8-week AWE window for SMP calculation.
Scenario 06: Remote Promotion Board
Context: An officer on leave wants to sit the Inspector's board. She cannot travel easily due to childcare.
Regulatory Outcome: The force provides a secure video link. She sits the board from home or a local station. She uses a KIT day and is paid for the hours spent on the board.
Scenario 07: Increment During Unpaid Phase
Context: Officer hits her 5th-year constable increment while in her 45th week of maternity leave (unpaid).
Regulatory Outcome: Her payroll record is updated. When she returns to work in week 53, she starts on the 5th-year pay rate, despite not having worked a single day at the 4th-year rate.
Scenario 08: Police Couple Splitting Leave
Context: Both parents are officers. The mother is promoted on leave and then transfers the remaining leave to the father via Shared Parental Leave (SPL).
Regulatory Outcome: The mother's pay while on leave was at the higher rank. When the father takes SPL, his pay is based on his own rank, regardless of the mother's promotion.
Section 10
Authority FAQ Archive
Q: Can you be promoted while on maternity leave in the police?
A: Yes. Under the Equality Act 2010 and Police Regulations, officers cannot be disadvantaged in promotion processes due to pregnancy or maternity leave. You can sit promotion boards (with reasonable adjustments if required) and if successful, your promotion can take effect while you are still on leave.
Q: Do you get promoted pay while on maternity?
A: Yes. If your promotion becomes effective while you are on maternity leave, your Occupational Maternity Pay (OMP) should be recalculated to reflect your new higher salary from the effective date of the promotion.
Q: Does maternity delay increment progression?
A: No. Annual pay increments continue to accrue during maternity leave exactly as if you were at work. Your increment date remains the same, and your pay must be adjusted on that date, even while you are absent.
Q: Does maternity leave stop increments?
A: No. Maternity leave is treated as continuous service. You move up the pay scale on your normal increment date.
Q: What happens if promoted during maternity?
A: Your salary record is updated to the new rank. Your Occupational Maternity Pay (OMP) is adjusted to 100% of the new salary.
Q: Does acting pay continue?
A: If the acting rank was formal and substantive at the start of your leave, it forms part of your maternity pay baseline.
Q: Can increments be delayed?
A: Only if you were already subject to formal UPP (Unsatisfactory Performance Procedure) with a live increment block before you started leave. Maternity itself cannot be a reason for delay.
Q: Can maternity affect promotion prospects?
A: Legally, no. It is unlawful to allow maternity absence to negatively influence selection decisions.
Q: Does unpaid leave affect increment date?
A: In most forces, unpaid maternity leave (weeks 40-52) counts as service for increment purposes. This contrasts with general unpaid leave (career breaks).
Q: Is promotion pay backdated?
A: If the effective date of the promotion is in the past, your maternity pay must be backdated to that date.
Q: Do you accrue seniority during leave?
A: Yes. Every day spent on maternity leave counts towards your 'seniority' for service-based benefits.
Q: Does it affect NPPF exam eligibility?
A: No. You can sit the NPPF Step Two exams (legal exams) while on leave if you wish.
Q: How do I ensure payroll updates my pay?
A: Usually, the promotion board result triggers an HR action. However, it is always wise to email your force payroll department to confirm they have adjusted your OMP.
Q: What if I am promoted to a specialist role?
A: If the role carries a specific allowance (e.g., Detective Allowance), you may be entitled to receive it if it would have been paid had you been at work.
Q: Can I do a KIT day in my new rank?
A: Yes. Once promoted, any KIT days are paid at the rate of your new, higher rank.
Q: Does the 46-day acting rule apply?
A: The 46-day rule is for receiving acting pay while working. For maternity pay, the key is what your 'contractual pay' was on the first day of leave.
Q: What if I return part-time after promotion?
A: Your promotion is substantive at 1.0 FTE. Your return to work on a part-time basis is a separate flexible working request.
Q: Does promotion affect my return date?
A: No. Your return date is your choice (within the 52-week window). The promotion doesn't force an earlier return.
Q: Can I sit a board in theCompulsory Maternity Leave phase?
A: The first 2 weeks after birth are legally protected. You should not work. After week 2, you can use KIT days for boards.
Q: Does a pay rise for all officers apply to me?
A: Yes. If the government awards a 4.75% pay rise to all officers, your OMP must be recalculated to include that rise.
Q: What is 'Assumed Pensionable Pay'?
A: It is the salary you would have received if you were at work. It is used to ensure your pension doesn't suffer due to maternity.
Q: Can I sit my Inspectors board while on sick leave before maternity?
A: This is a medical decision. If you are fit enough to sit the board but unfit for duty, you can attend, but the force may ask for medical clearance.
Q: Who pays for my promotion board travel while on leave?
A: Generally, if the force requires you to attend a specific location for a board, they should cover travel expenses as they would for an active officer.
Q: What if I am promoted but then decide not to return?
A: You would have received the higher maternity pay. However, check your force's 'OMP Repayment' clause; you may owe some pay back if you don't return for the required period (usually 1 month).
Q: Does acting rank count towards pension?
A: If acting pay is received, it is pensionable. This increases your 'Career Average' pot.
Q: Can a commander block my promotion while I'm on leave?
A: Not on the grounds of your leave. If they block it for performance reasons, those reasons must be documented and unrelated to your pregnancy.
Q: What if the increment date is the first day of leave?
A: The increment takes priority. Your entire maternity pay period is based on the new pay point.
Q: Is the 2026 framework different from 2024?
A: The core protections (Equality Act) are the same, but pay scales and specific force allowances may have been updated.
Section 13
Manager's Tactical Toolkit
For supervisors, managing a promotion while the officer is on maternity leave is a test of administrative competence and legal compliance. It is not just about "holding the slot"—it is about ensuring the payroll and pension records are updated accurately and timely.
A common failure point is the 'effective date' of promotion. If HR confirms a promotion but ignores the OMP recalculation until the officer returns, the force is technically in breach of the Equality Act.
The 2026 Compliance Checklist
- Verify the 'effective date' of rank transition with HR and ensure it is backdated if necessary.
- Formalize the recalculation of Occupational Maternity Pay (OMP) within 7 days of board success.
- Update the Assumed Pensionable Pay (APP) record to reflect the new rank's salary baseline.
- Offer a 'Development KIT Day' to the officer to discuss the expectations of the new rank before their return.
Section 14
Clinical vs Career
Success in a promotion board while on leave requires a balance of health and ambition. If you are struggling with post-partum health issues but want to sit a board, the force has a duty to accommodate you.
However, you should not feel pressured to "perform" while physically unwell. A 'Reasonable Adjustment' is not a 'Favor'—it is a legal requirement. If you cannot attend a board in person, and the force refuses a video link, they are effectively blocking your career progression based on a protected characteristic.
Strategic Planning
If you know you are intending to sit a board during leave, start the conversation with your line manager before you depart. Having an agreed "Communication Plan" ensures you are not left out of the loop when the force orders for the upcoming board are published.
Section 15
Case Law Deep Dive
Case law in the UK and Europe has consistently reinforced the 'absolute' protection of the maternity period. In Jimenez Melgar v Ayuntamiento de Los Barrios, the court established that any unfavorable treatment linked to pregnancy is a direct violation of fundamental rights.
In a policing context, this has been applied to merit-based bonuses and promotion boards. If an officer's performance is assessed over a period that includes maternity leave, the force must ensure that the absence is either disregarded or treated as if the officer had performed at their usual standard.
Precedent: The 'No-Loss' Rule
Legal precedent dictates that a woman on maternity leave must not lose any benefit she would have accrued.
This includes 'opportunity' loss. If a force limits promotion applications to 'current performance year', and an officer has been on leave for 9 months of that year, the force must provide a methodology to assess her fairly based on her previous substantive track record.
Section 16
Payroll Integration
In the age of 'Shared Services' and outsourced payroll providers, technical errors in maternity pay are increasingly common. When a promotion is processed, the 'Trigger' for a pay recalculation is often manual.
Officers should proactively request a 'Revised Pay Schedule' from their force payroll department as soon as a promotion or increment date passes. This document should clearly show the transition from the old salary rate to the new rate and confirm that your OMP top-up has been adjusted accordingly.
The 'Audit Trail' Strategy
Keep a digital folder of your board success letter, your HR promotion confirmation, and your subsequent payslips. If there is a dispute during your leave, having this audit trail ready for your Federation representative ensures a swift resolution without added stress during your recovery.
Section 17
Annex F Deep Dive
Annex F of Police Regulations is the technical blueprint for pay. It dictates that for the purposes of calculating an officer's 'length of service' in a rank, any period of maternity leave is counted as if the officer were performing their duties.
This means that if you are promoted to Sergeant on January 1st while on leave, you start accruing 'time in rank' immediately. By July 1st, even if you are still on leave, you have 6 months of seniority. This seniority is critical for future pension calculations and eligibility for further promotion boards (e.g., Inspector's exams).
The 'Service Clock' Benefit
Unlike some corporate environments where leave might 'stop the clock' on seniority, the police service is legally mandated to maintain your trajectory. This is a significant tactical advantage for officers planning large families, as multiple periods of leave do not retard your long-term rank potential as per PNB Circular 03/18.
Section 18
Leadership Development
Once promoted, your identity within the force shifts. You are no longer just an officer on leave; you are a leader on leave. This shift carries expectations of professionalism and strategic awareness.
Using KIT days for leadership coaching or attending SLT (Senior Leadership Team) briefings ensures that when you finally return, you do so with the authority and context required of your new rank. It bridges the gap between 'Technical Promotion' and 'Operational Leadership', ensuring a smooth transition back into the line.
The 'KIT' Pay Trap
Remember: If you attend a board or a briefing once you are promoted, that day must be paid at your new rank hourly rate. Do not allow the force to pay you at your previous rank merely because you are 'technically' still on leave. Success must be reflected in the payoff.
Section 21
Specialist Allowances
Promotion often leads to specialist roles which carry their own unique allowance structures (e.g., Detective Allowance, Dog Handler Allowance, or Firearm Specialist Payments). The treatment of these allowances during maternity is a complex area of Annex U.
If the allowance is deemed 'contractual' and would have been paid had you been at work, it must be included in your OMP calculation. However, 'discretionary' or 'deployment-based' payments are often excluded. Understanding this distinction is the difference between a accurate pay packet and a significant financial shortfall.
The 2026 Specialist Audit
Before starting your leave, audit your payslip for 'Recurring Allowances'. If these are 'substantive' to your role, ensure HR has categorized them correctly. A promotion into a detective role while on leave should, in theory, trigger the Detective Allowance as part of your new rank salary baseline as per the Winsor Reforms [Legacy] still in effect in 2026.
Section 22
Psychology of Return
Returning to work as a newly promoted officer after a year of maternity leave is a profound psychological transition. You are entering a new rank with new responsibilities, but with a "gap" in your operational memory.
Successful officers use the final weeks of their leave to "re-professionalize". This isn't about working for free; it's about reclaiming your professional identity. Whether through KIT days, peer-mentoring, or simply reading the latest force orders, this preparation reduces the 'Returner Anxiety' and allows you to step into your new rank with the confidence of a leader.
Leadership Vision
Your value to the force as a promoted officer on maternity leave is your unique perspective on inclusivity and management. Use your return to champion better conditions for your team, transforming your personal experience into a leadership asset that benefits the entire service.
Section 19
Regulatory Framework
The protection of your career while on maternity leave is not merely a force policy; it is a statutory right. The interplay between general employment law and police-specific regulations creates a "double layer" of protection.
Police Regulations 2003 define the pay structure, increments, and the definition of service. The Equality Act 2010 provides the overarching legal shield against discrimination. Together, they ensure that the "Leadership Pipeline" in UK policing remains open to all, regardless of family planning or maternity absence.
Key Regulatory Citations
- 01 Police Regulations 2003, Regulation 24 (Pay)
- 02 PNB Circular 03/18 (Maternity & Paternity Leave)
- 03 Equality Act 2010, Section 18 (Maternity Discrimination)
- 04 NPPF (National Police Promotion Framework) Standard 4.2
Explore More in the Hub
Complete Maternity Integration
Promotion is only one facet of your financial security. Explore our other definitive guides to master your maternity finances in 2026.