Accelerated Misconduct
Hearings Explained
What is an accelerated misconduct hearing in policing? Understand when it is used, timelines, suspension and dismissal risk.
Executive Summary
They move faster than standard misconduct.
Used only where written statements or other documents are enough to establish gross misconduct, and it is in the public interest for the officer to leave the service without delay (regulation 49(2)).
1. What Is an Accelerated hearing?
Accelerated misconduct hearings (formerly 'fast track', called special case hearings under the Police (Conduct) Regulations 2012) are set out in Part 5 of the Police (Conduct) Regulations 2020. A case can only go down this route if the "special conditions" are met: there is sufficient evidence, in the form of written statements or other documents, to establish on the balance of probabilities that the conduct is gross misconduct, and it is in the public interest for the officer to cease to be an officer without delay (regulation 49(2)). Home Office guidance describes these as cases where the evidence is incontrovertible, for example CCTV, or where the officer admits the facts and that they amount to gross misconduct (paragraphs 12.5 and 12.6).
In the year to 31 March 2025, 424 officers faced accelerated hearings in England and Wales (Home Office, Police misconduct statistics, published 22 January 2026).
2. Who Decides?
The appropriate authority (the chief officer, or someone they delegate to) decides whether the special conditions are met and certifies the case. If that decision is delegated, it must be authorised by a senior officer, meaning above chief superintendent (regulation 2(4)). Since 28 May 2025 the decision can be made at any time after the investigator's report and before the date of a misconduct meeting or hearing (regulation 49(A1) and (A2)).
For officers up to chief superintendent, the hearing itself is conducted by the chief officer alone, or by a delegate who is a senior officer, a former senior officer who left within the last five years, or (unless the case substantially involves operational policing) a senior police staff member. The delegate cannot be the senior officer who certified or authorised the case (regulations 55(1) and 2(4A) to (4C)).
3. Timeline
- ⚡️ Written notice of referral served on the officer, with the certificate, your own statements and the documents relied on (regulation 51(1))
- 📅 Hearing date set not less than 10 and not more than 15 working days after that notice (regulation 52(1))
- ⚖️ How long it takes to reach that point depends on the investigation; the regulations set no limit from the allegation to the hearing
4. Suspension
Suspension is a separate decision under regulation 11, not part of the accelerated procedure. For allegations that reached the force from 13 July 2026, the force must suspend where the suspension condition is met, having first considered redeployment; suspension is with pay (regulation 11). See suspension and restricted duties.
At the hearing you can be represented by a lawyer as well as a police friend (regulation 8(1)). No witnesses other than you may give evidence (regulation 61(6)).
5. Outcomes
A written warning is not available at an accelerated hearing. If gross misconduct is found, the outcome must be dismissal without notice unless exceptional circumstances justify a final written warning or reduction in rank (regulation 62(1), as amended from 28 May 2025). A final written warning cannot be given if one was already in force, and reduction in rank cannot be imposed on someone already reduced in rank (regulation 62(3) and (7)). If the conduct is found not to be gross misconduct, the case is dismissed or returned to be dealt with at a misconduct meeting or hearing under Part 4 (regulation 62(8)).
6. Barred List Referral
If you are dismissed, the force must report you to the College of Policing within 5 working days and the College must include you on the police barred list (Police Act 1996, sections 88A and 88B; Police Barred List and Police Advisory List Regulations 2017, regulation 3). See the barred list guide.
7. Can You Resign Before Accelerated Hearing?
Read the Resignation Guide →
Resignation does not automatically halt the process or barred list referral.
Common Questions
Can accelerated hearings dismiss immediately?
Yes. If gross misconduct is found, the outcome must be dismissal without notice unless the person conducting the hearing is satisfied that exceptional circumstances justify a final written warning or reduction in rank (Police (Conduct) Regulations 2020, regulation 62(1), since 28 May 2025). The outcome takes effect from the date it is notified to you (regulation 62(2)). In the year to 31 March 2025, 94% of officers found to have committed gross misconduct at an accelerated hearing were dismissed (Home Office).
Are they always public?
An accelerated misconduct hearing must be held in public, but the person conducting or chairing it can exclude people, impose conditions on attendance and prohibit publication of any matter, after considering representations, and must give written reasons to the local policing body if they do (regulation 59).
Can you appeal?
Yes. A finding of gross misconduct at an accelerated hearing, and the disciplinary action, can be appealed to the Police Appeals Tribunal (Police Appeals Tribunals Rules 2020, rule 4(2)(c)). Written notice must reach the local policing body within 10 working days of your first being supplied with the written decision (rule 9).