Police Misconduct &
Career Risk
Complete Regulation-Based Guide to Hearings, Suspension, Dismissal & Barred List Outcomes (England & Wales, 2026 Update)
Trust Notice: Not legal advice. Based on Police (Conduct) Regulations 2020 & Police Regulations 2003.
What Is Police Misconduct?
Police misconduct refers to breaches of the Standards of Professional Behaviour under the Police (Conduct) Regulations 2020. Allegations are assessed by the Appropriate Authority, investigated by Professional Standards Departments, and may result in Reflective Practice, Written Warnings, Final Written Warnings, Reduction in Rank, or Dismissal for Gross Misconduct. Dismissed officers are normally placed on the College of Policing Barred List.
Start Here If...
I want to understand Gross Misconduct
The complete guide to hearings and dismissal.
I have been Suspended
Pay, powers, and restrictions explained.
I want to Resign before a hearing
Can you leave? Does it stop the process?
I'm worried about losing my Pension
Forfeiture rules and protected rights.
I'm concerned about the Barred List
What it means for future employment.
I am a student officer (Reg 13)
Capability procedures for probationers.
The Police Misconduct Process
A structured walkthrough of the statutory framework governing police discipline in England & Wales.
Stage 1 Allegation & Recording
The process begins when an allegation is formally recorded. This typically originates from one of three sources:
- Complaint: A formal expression of dissatisfaction by a member of the public regarding an officer's conduct.
- Conduct Matter: An internal report, often raised by a colleague or supervisor, indicating a potential breach of the Standards of Professional Behaviour.
- Death or Serious Injury (DSI): An automatic referral to the Independent Office for Police Conduct (IOPC) following incidents involving police contact.
Stage 2 Severity Assessment
Once recorded, the Appropriate Authority (usually the Professional Standards Department) must conduct a severity assessment under Regulation 12. They determine whether the conduct, if proven, would amount to:
Misconduct
A breach of the Standards of Professional Behaviour that is serious enough to justify disciplinary action (up to a Final Written Warning).
Gross Misconduct
A breach so serious that dismissal would be justified. See our Gross Misconduct Guide for detailed analysis.
Stage 3 Investigation Pathways
Depending on the severity and complexity, the matter is routed into one of several investigation pathways:
- Reflective Practice Review Process (RPRP): Used for lower-level mistakes where the focus is on learning and development, not punishment. Formal disciplinary action is not taken.
- Local Investigation: Handled entirely by the force's own PSD.
- Directed Investigation: The IOPC directs the local PSD on how to conduct the investigation.
- Independent Investigation: Undertaken entirely by IOPC investigators for the most severe or complex cases.
Stage 4 Notices & Rights
If formal investigation is required, the officer will be served written notice:
- Regulation 15 Notice: Informing the officer that they are under investigation, detailing the nature of the allegations.
- Regulation 17 Notice: Informing the officer that they are required to attend an interview.
Throughout this stage, officers have the right to seek advice from their Police Federation representative or legal counsel. For probationers navigating this, refer to our Regulation 13 capability guide.
Stage 5 Hearing Structure
If there is a case to answer, a formal hearing is convened. The composition of the panel depends on the severity:
- Misconduct Meetings: Typically held for lower-level breaches, chaired by a senior officer. Maximum sanction is a Final Written Warning.
- Misconduct Hearings: Held for cases of Gross Misconduct, or where an officer already has a Final Written Warning. Traditionally chaired by a Legally Qualified Chair (LQC), though recent regulatory changes allow Chief Constables greater authority to chair certain hearings.
The standard of proof applied at these hearings is the civil standard: the balance of probabilities (i.e., it is more likely than not that the conduct occurred). It is not the criminal standard of "beyond reasonable doubt".
Stage 6 Sanctions Matrix
If the panel finds the allegations proven, they must determine the appropriate sanction:
How Misconduct Affects Career Progression
Formal misconduct findings, and even live investigations, carry immediate and often lasting consequences for an officer's career trajectory within the police service.
Promotion Restrictions
Officers with a live Written Warning or Final Written Warning are generally barred from undergoing promotion boards or taking up substantive promotions until the warning expires.
Transfer Implications
Transfers between forces are usually paused during a live investigation. While it is technically possible to transfer with a finding, most receiving forces view live warnings as a reason to reject the application.
Vetting Overlap
Misconduct and vetting are separate but overlapping. An officer might receive a Final Written Warning but subsequently fail management vetting due to the underlying conduct, leading to a separate dismissal process.
Specialist Role Withdrawal
Officers in specialist units (e.g., Firearms, Counter Terrorism) may rapidly have their authorization or enhanced vetting withdrawn during misconduct proceedings, forcing a return to core duties.
Temporary Promotion Impact
Local policy often dictates that any live investigation immediately strips an officer of temporary or acting ranks, removing associated acting allowances instantly.
UK Police Misconduct Statistics
(England & Wales – 5-Year Trend Analysis)
A) National Overview (5-Year Trend)
These figures represent recorded allegations and formal proceedings under the Police (Conduct) Regulations 2020. Workforce percentage is calculated using published officer headcount for the same reporting year.
"The majority of recorded allegations do not result in dismissal. Statistics consistently show dismissals make up a fraction of a percent of the total workforce."
Gross Misconduct & Dismissal Rate
Dismissals represent a tiny structural proportion of the national police headcount, heavily contextualized by these three operational realities:
Findings ≠ Dismissal
Most established misconduct cases result in developmental sanctions (RPRP) or Written Warnings, not immediate termination.
Gross ≠ Automatic
Even when Gross Misconduct is proven, panels can and do issue Final Written Warnings or execute Reductions in Rank instead of dismissal.
The Resignation Factor
Officers can resign before hearings (unless formally suspended), though proceedings technically continue in abstentia to secure Barred List status.
C) Investigation Duration
There is no strict statutory deadline, but regulatory guidance strongly encourages conclusion within 12 months. Historic Home Office data indicates typical duration spreads:
(The remaining ~10% routinely exceed 12 months, often due to complex criminal overlays or IOPC directed status).
D) Outcome Distribution
When proceedings conclude, the distribution of disciplinary sanctions heavily skews toward learning and warnings rather than immediate termination:
- Reflective Practice (RPRP): Frequent learning outcome for minor breaches, distinct from formal disciplinary track.
- Written Warning: Common for proven misconduct falling short of gross misconduct.
- Final Written Warning: Issued for severe misconduct or lower-level gross misconduct.
- Reduction in Rank: A rare sanction replacing Final Written Warnings in specific leadership failure scenarios.
- Dismissal: The definitive outcome for high-level gross misconduct, leading directly to the Barred List.
- No Case to Answer: In many referred cases, the panel finds the allegations unproven on the balance of probabilities.
E) Methodology & Limitations
- Data Source: Home Office statistical bulletin (financial year ending 31 March, England & Wales).
- Multiple Allegations: The allegation count does not equal the individual officer count. One officer can face multiple allegations from a single incident.
- Complexity Limits: Case complexity varies significantly. A single complex IOPC case spans multiple reporting years.
- Force Practice: Force-level practices and recording mechanisms may vary, causing regional data skews.
- Causation: Statistics show volume and outcomes but do not infer underlying causation regarding officer behaviour trends.
Deep Dive Guides
Detailed regulation analysis.
Regulation 13 Explained
Capability procedure for student officers.
Failing Police Vetting
Outcomes when vetting status is withdrawn.
Suspension & Restrictions
Impact on pay, allowances and powers.
Statistics & Outcomes
National analysis of dismissal rates.
Transfer With Live Misconduct
Rules on moving forces during investigation.
Pension After Dismissal
Forfeiture rules and protected rights.
Reflective Practice (RPRP)
The learning process for lower-level mistakes.
Promotion With Misconduct
Impact of warnings and live cases.
Accelerated Hearings
Fast-track procedures for gross misconduct.
Appeal Process
Deadlines, grounds and tribunal procedures.
PAT Decisions Data
Analysis of appeal success rates & outcomes.
The 10 Standards
Complete guide to the Standards of Professional Behaviour.
Common Questions
What is police misconduct?
Police misconduct refers to a breach of the Standards of Professional Behaviour outlined in the Police (Conduct) Regulations 2020. This can range from minor mistakes requiring reflective practice to severe breaches like corruption, which constitute gross misconduct.
What is the difference between misconduct and gross misconduct?
Misconduct is a breach of professional standards serious enough to justify disciplinary action up to a Final Written Warning. Gross misconduct is a breach so severe that dismissal would be justified without prior warnings.
What happens at a police misconduct hearing?
A panel considers evidence, hears representations and decides whether the allegations are proven on the balance of probabilities. If proven, outcomes range from written warnings or reduction in rank to dismissal without notice.
Can you resign before a misconduct hearing?
Yes, unless you are suspended. Suspended officers need the Chief Officer's written consent to resign. However, resigning does not stop gross misconduct proceedings; the hearing will continue in your absence.
Does gross misconduct lead to losing my police pension?
Not automatically. Pension forfeiture is a separate and rare process, generally reserved for officers convicted of treason or criminal offenses that lead to a serious loss of confidence in the public service. Most dismissed officers keep their accrued pension.
How long does a misconduct investigation take?
While guidance encourages investigations to conclude within 12 months, there is no strict statutory limit. Complex cases involving the Independent Office for Police Conduct (IOPC) or overlapping criminal proceedings frequently take longer.
What is the College of Policing Barred List?
The Barred List is a statutory national database holding details of individuals dismissed from policing. It prevents them from re-joining the police service or securing employment within certain other UK law enforcement bodies.
Can I be promoted with a misconduct finding?
Generally, no. Having a live Written Warning or Final Written Warning usually bars an officer from entering promotion processes or taking up substantive promotion until the disciplinary sanction expires.
Do I get paid while suspended from duty?
Yes, suspended officers continue to receive their basic salary and certain core allowances. However, they lose access to overtime, acting allowances, and unsociable hours payments during the suspension period.
What are restricted duties?
Restricted duties mean an officer remains at work but is temporarily removed from frontline facing roles or specific operational authorities (like carrying firearms or driving response vehicles) while an investigation is ongoing.
Are police misconduct hearings public?
Yes, misconduct hearings are generally held in public to ensure transparency. However, a Legally Qualified Chair can impose reporting restrictions or hold parts of the hearing in private to protect vulnerable witnesses or operational secrecy.
Who chairs a police misconduct hearing?
Historically, panels were chaired by independent Legally Qualified Chairs (LQCs). Recent legislative reforms give Chief Constables the power to chair hearings and dismiss officers directly in specific severe cases.
Can I appeal a misconduct dismissal?
Yes. Officers have the right to appeal the findings or the sanction to the Police Appeals Tribunal (PAT). The appeal must be submitted within strict time limits and must meet specific legal grounds to proceed.
What is the standard of proof in misconduct cases?
Panels use the civil standard of proof: the balance of probabilities. They must decide if it is 'more likely than not' that the misconduct occurred, rather than the criminal standard of 'beyond reasonable doubt'.
What is the Reflective Practice Review Process (RPRP)?
RPRP is a non-disciplinary process designed to handle minor mistakes and lower-level breaches. The focus is on finding root causes, continuous learning, and development, rather than issuing formal punitive warnings.
How long does a Final Written Warning stay on my record?
A Final Written Warning typically remains live on an officer's disciplinary record for a period of 2 years. During this time, any further misconduct is likely to result in immediate dismissal.
Can I transfer between police forces with a live investigation?
Technically yes, but in practice, receiving forces usually pause applications until misconduct investigations are resolved. A live Written Warning will also likely cause a receiving force to reject a transfer application.
What happens if a student officer faces misconduct?
Student officers under probation can circumvent standard misconduct procedures via Regulation 13. This allows forces to dispense with their services more rapidly if they fail to meet required professional standards.
How many police officers are dismissed each year?
National statistics reveal that dismissals typically represent a tiny fraction (often under 0.5%) of the total police workforce annually, as the vast majority of allegations do not result in a gross misconduct finding.
Am I entitled to legal representation?
Yes. Officers facing gross misconduct, or where a hearing is convened, have the right to formal legal representation (a solicitor or barrister), often funded through their Police Federation membership subscriptions.
Explore The Officers Directory
Pension Hub
Calculator, McCloud remedy, ill-health retirement processing, and detailed forecasting guides.
Salary Hub
Live updated pay scales for all ranks, allowance checkers, and promotion financial uplifts.
Comparisons
See how police remuneration stacks up against paramedics, firefighters, nurses and the army.
Notice: If you are seeking information regarding criminal offenses in public office, please see our dedicated Misconduct In Public Office (MIPO) Explained guide. For welfare concerns related to ongoing investigations, contact your local Federation representative or Oscar Kilo.