Barred list guide

Police Barred List
Explained (UK)

How to search the barred list, what the public entry shows and leaves out, who is listed, what it stops you doing from 21 September 2026, how long it lasts and how to apply for removal. Written from Part 4A of the Police Act 1996, the 2017 Regulations and the Crime and Policing Act 2026.

Independent information, not advice · Sources checked 3 October 2026 · England and Wales unless stated

Short answer: what is the police barred list and how do you check it?

The police barred list is the College of Policing's statutory list of officers, special constables and police staff in England and Wales who were dismissed for conduct or performance, or found that they would have been dismissed (Police Act 1996, sections 88A and 88B). Anyone can search the public version by first and last name on the College's website, but it only shows officers and specials dismissed for conduct, for 5 years from publication (section 88G). Since 21 September 2026, law enforcement employers must check the full list and cannot employ anyone on it (Crime and Policing Act 2026, section 205).

How to check the police barred list

The College of Policing publishes a searchable version of the list on its website. Go to the College's barred list page and choose "Search the barred list", or go straight to the search page. It asks for a first name and last name. The College says the public list is searchable by agreement with the Information Commissioner's Office and is updated monthly.

Search by full name. Enter the first and last name. Try known variations, because the entry uses the full name reported by the force (2017 Regulations, regulation 3(2)(a)).
Check the force and date. Each published entry gives the force, rank, date and reasons, so you can tell two people with the same name apart.
Allow for the time lag. Entries must be published by the last working day of the month after the month the person was added (regulation 10(3)). The College's example: someone dismissed on 15 January appears by the end of February.
Read a "no result" carefully. It does not prove the person is not barred. See the next section for everyone the public search leaves out.

Who can see what
Who is checking	How	What they see
A member of the public, journalist or employer outside policing	The College's public search, by first and last name	Officers and specials dismissed for conduct (or found they would have been), within 5 years of publication, unless an exception applies
A law enforcement employer recruiting or appointing	Full access through the College (it must check before employing or appointing: Crime and Policing Act 2026, s 205(1))	Everyone on the barred list, including police staff and performance dismissals, plus the advisory list (s 209)
A vetting authority assessing an application	A check of the barred and advisory lists is part of a vetting application assessment (Vetting Regulations 2025, reg 2(1))	Both lists in full
The listed person	Notice from the College when it decides a removal application (2017 Regulations, reg 7(9)); otherwise ask the College	Your own entry

Publication ending is not removal

A published entry must come off the public search 5 years after it was first published (Police Act 1996, section 88G(3)(c) and (d)). The College says names are removed at the end of that month. That only ends publication. The person stays on the barred list, and law enforcement employers still see the entry, until they are removed under one of the routes in how long it lasts.

What the public entry shows, and what it leaves out

When you are dismissed, your force reports a fixed set of information to the College (2017 Regulations, regulation 3(2)), and all of it except the force's notes on publication goes on the list (regulation 4). Only part of it is published (regulation 10(2)):

What is held on the list against what is published (conduct dismissals of officers and specials)
Information	Held on the barred list	Published on the public search
Full name	Yes	Yes
Force	Yes	Yes
Rank	Yes	Yes
Whether a serving or former officer at the time	Yes	Yes
Reasons for dismissal, including a description of the conduct and the Standards breached	Yes	Yes
Date of dismissal or finding	Yes	Yes
Date of birth	Yes	No
Warrant or staff number	Yes	Not required by the regulations (the College's page refers to 'rank and number'; see Not Verified)
Whether you were on the advisory list first, and whether you resigned or retired	Yes	No

The public search does not include:

Police staff, including PCSOs. They are on the barred list but the publication duty only applies to officers and specials (regulation 10(1)). The College confirms that police staff and PCSOs do not go on the public list.
Performance and attendance dismissals. Publication applies only to dismissals and findings under the Police (Conduct) Regulations 2020, not the Performance Regulations.
Entries more than 5 years after publication. They drop off the search but stay on the list.
Cases where an exception applies. National security, prejudice to a criminal investigation, prosecution or civil proceedings, or a significant risk of harm to anyone, including the person listed. See when details are not published.
The advisory list. It is never published; the College describes it as held on a private site for HR and vetting staff in organisations that must check it.
Other forces' lists. Police Scotland, British Transport Police, the Civil Nuclear Constabulary, the Ministry of Defence Police and the National Crime Agency are outside the College's list.

Separately, the College may disclose information on either list to any person if it considers that to be in the public interest (Police Act 1996, sections 88H and 88M). That is a discretionary power, not a right to ask for a check.

Reading a search result fairly

If you are checking someone, for a job, a tenancy, a news story or your own peace of mind, a search result needs care:

Match more than the name. Use the force, rank and date in the entry to make sure it is the same person. Names repeat.
A listing records a dismissal, not a crime. The reasons describe the conduct found at the hearing and the Standards of Professional Behaviour breached (regulation 3(2)(i)). Some dismissals involve criminal conduct; others, such as an undeclared business interest, do not.
An entry can disappear for good reasons. It comes down if the person wins an appeal, is removed on application or reaches the end of the 5 year publication period, or if the College decides a publication exception now applies (regulation 11).
No result is not a clean bill of health. Police staff, performance dismissals, withheld entries and older entries are not searchable, and nor is the advisory list.
For policing roles, use the official route. Law enforcement employers must check the full lists themselves before employing or appointing (Crime and Policing Act 2026, sections 205 and 209); the public search is not a substitute.

Who goes on the barred list

The list is a statutory register of people barred from working in policing in England and Wales (Police Act 1996, section 88B). It covers officers, special constables and police staff (section 88A(1)). A force must report someone to the College in four situations (section 88A(1)):

An officer or special constable is dismissed at proceedings under the conduct or performance regulations. That includes a misconduct hearing, an accelerated hearing and dismissal under the performance procedures for unsatisfactory performance, attendance or gross incompetence.
A former officer or special is found, in proceedings after they resigned or retired, to be someone who would have been dismissed if still serving.
A member of police staff is dismissed and the reason, or one of the reasons, relates to conduct, efficiency or effectiveness.
A former member of police staff is found in disciplinary proceedings that they would have been dismissed.

Route onto the list, publication and the way off
Situation	Barred list?	Published?	Way off (2017 Regulations)
Officer or special dismissed at a misconduct hearing or accelerated hearing	Yes (s 88A(1)(a))	Yes, unless an exception applies (reg 10)	Apply after 5 years
Former officer or special found they would have been dismissed (conduct)	Yes (s 88A(1)(b))	Yes, unless an exception applies	Apply after 5 years
Officer dismissed for gross incompetence (Performance Regulations)	Yes (s 88A(1)(a))	No	Apply after 3 years (reg 7(10)(a))
Officer dismissed for unsatisfactory performance or attendance	Yes (s 88A(1)(a))	No	Removed automatically after 12 months (reg 8)
Police staff (including PCSOs) dismissed for conduct, efficiency or effectiveness	Yes (s 88A(1)(c))	No	Apply after 5 years, or 3 for gross incompetence; removed automatically after 12 months if the dismissal was for unsatisfactory performance or attendance (reg 8)
Former police staff found they would have been dismissed	Yes (s 88A(1)(d))	No	Apply after 5 years
Officer who resigns or retires while facing a relevant allegation	No: advisory list (s 88I)	Advisory list is never published	Off the advisory list if no proceedings or no 'would have been dismissed' finding (s 88L)
Officer convicted of a crime but not dismissed	No: conviction alone is not a trigger	No	Not applicable

For a chief officer, the report is made by the police and crime commissioner or other local policing body rather than the force (section 88A(3)). The report must reach the College within 5 working days of the dismissal or finding (regulation 3(1)).

Police staff are treated differently in one practical way. The College's 2024-25 dismissals report notes that nothing prevents police staff from resigning or retiring while under investigation, and that forces are under no regulatory obligation to hold post-employment hearings for staff; whether to hold one is a decision for the force under its local employment practices.

The barred list and the advisory list: the difference

The College also keeps the police advisory list (section 88J). A force must report someone for it where (section 88I(1)):

they resign or retire after a relevant allegation came to the force's attention but before disciplinary proceedings were brought or concluded, unless it was decided before they left that no proceedings would be brought (section 88I(2));
a relevant allegation about a former officer or special comes to light after they resigned or retired;
a community support or policing support volunteer's designation is withdrawn for reasons relating to conduct, efficiency or effectiveness, or they stop volunteering after a relevant allegation.

A "relevant allegation" is one about conduct, efficiency or effectiveness that, if proved, might have led to dismissal (section 88I(6)). The report must include a summary of the allegation (regulation 12(2)).

The advisory list is a holding position, not a finding. You must be removed if it is decided that no proceedings will be brought, the proceedings are withdrawn, or they end without a finding that you would have been dismissed (section 88L(1) to (4)). If they end with that finding, you move from the advisory list to the barred list (section 88L(5)). Otherwise you can apply to the College for removal after 5 years, and you come off automatically after 5 years if the report did not relate to your conduct (regulations 15 and 16).

Law enforcement employers must check the advisory list before employing or appointing anyone (Crime and Policing Act 2026, section 209), but unlike the barred list there is no statutory ban on appointing someone on it. The College says the hiring organisation must consider the reasons as part of vetting.

Who decides, and is it automatic?

Nobody makes a separate decision. Once you are dismissed, the force (or, for a chief officer, the police and crime commissioner) must report you to the College within 5 working days, and the College must include you on the list (Police Act 1996, sections 88A and 88B; 2017 Regulations, regulation 3). The decision that matters is the dismissal itself. The College's discretion is over publication and applications for removal.

Section 88B says the College "must maintain a list of persons who are reported" under section 88A. The notice you receive at the start of a misconduct investigation warns that if you are dismissed, information including your full name and a description of the conduct will be added to the barred list and may be published for up to 5 years (Police (Conduct) Regulations 2020, regulation 17(1)(e)). There is no separate assessment stage. The only way to avoid the list after a dismissal is to have the dismissal overturned.

Since 28 May 2025, dismissal without notice is the expected outcome for proven gross misconduct unless the panel finds exceptional circumstances, so most gross misconduct findings now lead to the list. See misconduct sanctions explained and gross misconduct explained.

Resignation is not a shield

Resigning before a hearing does not guarantee avoiding the list. Gross misconduct proceedings can continue against a former officer (Police (Conduct) Regulations 2020, regulation 4), and if the finding is that you would have been dismissed, you must be reported for the barred list (section 88A(1)(b)). Leaving while under investigation also means a report for the advisory list (section 88I).

The College's figures show how common this is: of the 735 regular officers added to the barred list in the year to 31 March 2025, 373 were dismissed after resigning and 28 after retiring, compared with 334 dismissed while serving. The full rules are in can I resign before a misconduct hearing.

Criminal convictions

A conviction does not by itself put you on the barred list: the trigger in section 88A is a dismissal or a "would have been dismissed" finding. But a conviction usually leads to misconduct proceedings, and since 28 May 2025 conduct that has resulted in conviction for an indictable-only offence is treated as gross misconduct (Police (Conduct) Regulations 2020, regulation 2(1)). See the arrest and criminal investigation guide.

What listing means for policing jobs

From 21 September 2026 the effect of being on the list is set by the Crime and Policing Act 2026, which replaced the old rules in sections 88C to 88E of the Police Act 1996 (section 213). Before employing or appointing anyone, a law enforcement employer must check each barred list, and it may not employ a barred person or appoint them to any position (section 205(1) and (2)). A secondment counts as an appointment (section 205(3)).

Law enforcement employers (section 206(1)) are:

Police forces and their oversightEvery chief officer of police, every local policing body (police and crime commissioners and their equivalents), HM Chief Inspector of Constabulary, the Independent Office for Police Conduct and the College of Policing.

National and specialist bodiesThe Director General of the National Crime Agency, the Chief Constable of British Transport Police, the British Transport Police Authority, the Civil Nuclear Police Authority and the Secretary of State for Ministry of Defence Police functions (section 207).

VolunteersA chief officer or the Chief Constable of British Transport Police must check the lists and may not designate a barred person as a community support volunteer or policing support volunteer (section 205(4) and (5)).

ContractorsA law enforcement employer, or a local policing body contracting for a chief officer, may not enter a services contract whose terms would let a barred person be involved in law enforcement functions (section 205(6) and (7)).

The Secretary of State can add other bodies with law enforcement functions by regulations, and the ban then applies to those functions (sections 206(1)(k) and 208). Being on any UK barred list counts: the employer must check the College's list and the lists kept for British Transport Police, the Civil Nuclear Constabulary, the Ministry of Defence Police, the National Crime Agency and Scotland (section 205(8)). A person on the barred list is also not eligible for appointment as Commissioner or Deputy Commissioner of the Metropolitan Police (Police Reform and Social Responsibility Act 2011, sections 42 and 43, as amended by section 213).

Vetting. From 13 July 2026, a vetting application assessment under the Police (Vetting) Regulations 2025 includes a check of the police barred list and the police advisory list (regulation 2(1)). For how vetting decisions work, see failing police vetting as a serving officer.

Jobs outside policing, and DBS checks

This is where most of the confusion lies, so we have kept to what the law says.

Ordinary employers have no duty to check it. The duty to check and the ban on employment in section 205 apply only to law enforcement employers. We found no general legal rule that stops a private or public employer outside that list from employing someone on the police barred list.
But published entries are public. Anyone, including a prospective employer, can search the public list for conduct dismissals within the 5 year publication period. What they do with that is a matter for them and general employment law.
It is not a DBS barred list. The Disclosure and Barring Service keeps separate children's and adults' barred lists under the Safeguarding Vulnerable Groups Act 2006, which bar people from regulated activity with children or vulnerable adults. Being on the police barred list does not by itself put you on those lists, and the DBS guide lists only those two lists as the barred lists checked at the "enhanced with barred lists" level.
A basic DBS check shows convictions, not dismissals. The DBS guide says a basic certificate shows unspent convictions and conditional cautions. A dismissal is not a conviction.
Enhanced checks are less clear-cut. An enhanced certificate can include relevant non-conviction information from the police. We could not find any source saying whether, or how often, a police barred listing is disclosed that way. The College's applicant guidance mentions a barred list marker on the Police National Computer, which the force removes if you come off the list.

Roles we have not covered

Some regulated professions and licensing bodies ask about previous dismissals or disciplinary findings on their own forms. Those rules are set by each body and are outside this page. If a form asks whether you have been dismissed, answer what it asks, and take advice if you are unsure.

How long does the barred list last?

Until you are removed. There is no fixed end date for a conduct dismissal. The College's own page says individuals remain on the list indefinitely unless they win an appeal or make a successful review application. Two clocks run separately: how long you are on the list, and how long your details are published.

Every route off the list, and the separate publication clock
Situation	What happens	Source
Dismissal or finding overturned by the Police Appeals Tribunal	Removed: the force must report within 5 working days and the College must remove you	Police Act 1996, s 88F; 2017 Regulations, reg 5
Reinstated by a court or tribunal, unfair dismissal finding, or finding set aside on internal review or appeal	Removed on notice from the force	2017 Regulations, reg 6
Unsatisfactory performance or attendance dismissal (not gross incompetence)	Removed automatically after 12 months on the list	2017 Regulations, reg 8
Gross incompetence dismissal	May apply after 3 years on the list	2017 Regulations, reg 7(10)(a)
Any other dismissal, including conduct	May apply after 5 years on the list	2017 Regulations, reg 7(10)(b)
Death	Removed once the College is satisfied	2017 Regulations, reg 9
Published entry (conduct dismissals only)	Comes off the public search 5 years after first publication, even if you stay on the list	Police Act 1996, s 88G(3)

The minimum periods for an application run from the date you were added to the list, not the date of dismissal. The College's guidance gives an example: someone added on 15 January 2018 could apply from 16 January 2021 for a gross incompetence dismissal, or from 16 January 2023 for a gross misconduct dismissal. The 5 year publication period runs from the date the entry was first published (section 88G(3)(c)), which is usually a few weeks later than the date of listing.

While you are listed, no law enforcement employer may employ or appoint you (Crime and Policing Act 2026, section 205).

From dismissal to removal: the key dates
When	What happens	Rule
Day of dismissal (or 'would have been dismissed' finding)	Dismissal without notice takes effect when notified to you	Police (Conduct) Regulations 2020, reg 42(4)
Within 10 working days of the written decision	Deadline to give notice of appeal to the Police Appeals Tribunal	Police Appeals Tribunals Rules 2020, rule 9
Within 5 working days of the dismissal or finding	Force reports you to the College; the College must list you	Police Act 1996, ss 88A and 88B; 2017 Regulations, reg 3(1)
By the last working day of the following month	Conduct dismissals of officers and specials published, unless an exception applies	2017 Regulations, reg 10(3)
Within 5 working days of a successful appeal	Force reports the reinstatement; the College must remove you	Police Act 1996, s 88F; 2017 Regulations, reg 5(1)
12 months after listing	Automatic removal for unsatisfactory performance or attendance dismissals	2017 Regulations, reg 8
3 years after listing	First removal application possible for gross incompetence dismissals	2017 Regulations, reg 7(10)(a)
5 years after listing	First removal application possible for any other dismissal	2017 Regulations, reg 7(10)(b)
5 years after first publication	Entry comes off the public search; you remain listed	Police Act 1996, s 88G(3)

How the rules apply: illustrative examples

These are illustrative examples, not real cases, to show how the rules fit together. They do not predict the outcome of any case.

Illustrative example: dismissed for gross misconduct A constable is dismissed at a misconduct hearing in March. The force reports the dismissal within 5 working days and the College lists them. Unless an exception applies, their name, force, rank, the reasons and the date appear on the public search by the end of April, and stay there for 5 years. They can first apply for removal 5 years after the date they were listed.

Illustrative example: a successful appeal A sergeant is dismissed and appeals to the Police Appeals Tribunal within 10 working days. They are on the list, and published, while the appeal runs. The tribunal reinstates them. The force must report that within 5 working days, the College must remove them, and the published entry must come down.

Illustrative example: unsatisfactory attendance An officer is dismissed for unsatisfactory attendance under the Performance Regulations. They are listed, but not published, because publication only applies to conduct dismissals. They are removed automatically once they have been on the list for 12 months; after that they are no longer barred, though any new application would still go through recruitment and vetting.

Illustrative example: resigning mid-investigation An officer under investigation for gross misconduct resigns before a hearing. The force reports them for the advisory list. The proceedings continue and the panel finds they would have been dismissed: the force reports them for the barred list, and the College moves them from the advisory list to the barred list. Had the panel found otherwise, they would have come off the advisory list.

Illustrative example: a PCSO A police community support officer is dismissed for misconduct. As police staff, they go on the barred list and no law enforcement employer can employ them, but their details are never published. A member of the public searching their name would find nothing.

Illustrative example: applying after 5 years A former officer dismissed for misconduct has been listed for just over 5 years. Their entry has come off the public search but they are still barred. They apply with evidence of what they have done since. The force pre-screens them and recommends; the College decides. If refused, the College may set a date before which they cannot reapply.

If you are on the list: practical points

General information, not advice on your case. Drawn from the regulations and the College's applicant guidance:

Know your listing date. The 3 or 5 year minimum runs from the day you were added to the list, not the day you were dismissed. Ask your former force or the College to confirm it.
Know which rules your dismissal fell under. Conduct or performance decides publication, the minimum period and whether automatic removal applies.
Build evidence of suitability. The College's guidance says the main criterion is evidence that you are suitable to potentially return to policing, subject to full recruitment and vetting. The force's pre-screening check covers convictions since your dismissal.
Think about referees early. The force may contact your referee or ask to meet them.
Do not withdraw lightly. A withdrawn application counts as refused, so the minimum period starts again.
Answer application forms honestly. If a job application outside policing asks about previous dismissals, answer what it asks; the published entry may be visible to anyone.

If you were dismissed and are struggling, the support directory lists confidential services, and leaving the police covers the practical side of life after service.

How to apply for removal, and what the College considers

Once you have been on the list for the minimum period, you can apply to the College to be removed (regulation 7). The application must be in the form and manner the College decides, and can include any information or documents you think relevant (regulation 7(4)). The College's process, from its web page and its applicant guidance, is:

Check you are eligible. At least 3 years on the list for gross incompetence, 5 years otherwise. For a second or later application, the gap since the last refusal must have passed, or any earlier date the College set.
Read the guidance and complete the form. The College publishes "Guidance for applicant on barred list review" and an "Application for removal from barred list" form on its barred list page. Its page gives the address for applications as barredlistreviews@college.police.uk.
Logging and reference. The College checks eligibility and sends a reference number within 5 working days of logging the application.
Force pre-screening. The force that dismissed you carries out a preliminary check on you only (not third parties), including any convictions since the dismissal. It is not full vetting and does not include financial checks.
Force recommendation. The force may ask for more information or a meeting with you or your referee, then recommends, with reasons, whether you should be removed. The guidance says this should be done within 60 working days of the application.
College decision. The College decides, and must tell you and the force within 5 working days of the decision (regulation 7(9)). The guidance says the whole process should take no longer than 60 working days, or up to 100 in exceptional circumstances.

What the College weighs. It may have regard, among other things, to how far you have shown you are suitable to be employed or appointed in policing, the circumstances of the dismissal or finding, and the impact on public confidence in the police of removing you (regulation 7(6)). The College says the review does not re-examine the reasons for the dismissal; it only considers whether it is proportionate for you to remain listed. The Home Office statutory guidance, as quoted in the College's applicant guidance (paragraph 21.40), links public confidence to the nature and circumstances of the dismissal and the level of harm caused.

Points that catch applicants out

If you do not consent to information being shared between the College and the force, the application fails. Withdrawing an application is treated as a refusal, so the minimum period restarts. If the College refuses, it may set a date before which you cannot reapply, no later than the end of the 3 or 5 year period from the refusal (regulation 7(7)). The guidance says there is no appeal against the decision.

Removal does not give you a job. You must still apply for a post and pass that body's recruitment and vetting.

Can you appeal being barred?

Appeal the dismissal There is no separate appeal against being listed. Officers challenge the finding or dismissal itself through the Police Appeals Tribunal process, with notice due within 10 working days (Police Appeals Tribunals Rules 2020, rule 9). Reinstatement means removal from the list (section 88F).

Other courts and tribunals You are also removed if a court or tribunal reinstates you, finds the dismissal unfair, or a finding is set aside on internal review or appeal (regulation 6). Police staff can bring an unfair dismissal claim (section 88F(1)(c)).

Publication You cannot appeal publication, but the College must consider any matter that comes to its attention, including a written statement under rule 26(7) of the Police Appeals Tribunals Rules 2020, about whether continued publication meets one of the exceptions (regulation 11(2)).

Judicial review In limited circumstances where legal errors occurred in the process. This is a specialist route; take legal advice on time limits and prospects.

The Police Appeals Tribunal deadline is short. If you are dismissed, speak to your representative straight away. See what tribunal decisions show and representation and legal support.

Special cases: when details are not published

For officers and specials dismissed for conduct, publication is the default. The College says that in the vast majority of cases the information is published, and that names are generally already public because hearings and outcomes are largely published by forces. But the College must not publish any of the specified information if publishing some or all of it (regulation 10(4)):

would be against the interests of national security;
might prejudice the investigation or prosecution of a criminal offence, or any civil proceedings; or
would result in a significant risk of harm to any person, including the person listed.

How those decisions are made:

The force can flag it. The force's report can include any information it thinks will help the College decide whether an exception applies (regulation 3(2)(l)). The chair's report after a hearing can also include information relevant to the exceptions (Police (Conduct) Regulations 2020, regulation 42(16)).
The College looks at what is already public. It must consider how far the information has already been made available to the public (regulation 10(5)(b)).
It is all or nothing once published. If the College later decides continued publication has one of those effects, it must stop publishing all the specified information within 5 working days (regulation 11(3) and (4)).
It can come back. If the reason for withholding or stopping falls away, the College must publish, or republish for the rest of the 5 years (regulations 10(6) and 11(5)).
Removal ends publication. If you come off the list, all published details must come down (regulation 11(7)).

A withheld entry is still on the barred list. Law enforcement employers still see it and the ban on employment still applies.

Scotland, Northern Ireland and other forces

The College's list is a creature of the Police Act 1996 and covers the Home Office forces in England and Wales. The College's dismissals report says the barred list legislation does not apply to people barred from non-Home Office forces or other agencies.

Scotland. Section 59A of the Police and Fire Reform (Scotland) Act 2012, inserted by the Police (Ethics, Conduct and Scrutiny) (Scotland) Act 2025, requires the Scottish Police Authority to keep a Scottish police barred list and advisory list. A constable dismissed in disciplinary proceedings, found they would have been dismissed, or dismissed after vetting must be entered on the barred list. When we checked, the section was in force only for making regulations. A Police Scotland paper to the Authority dated 19 May 2026 said the Scottish Government planned the regulations for June 2027, and that the Authority had agreed in principle to use the College of Policing database.
Northern Ireland. There was no police barred list for the PSNI when we checked. The Northern Ireland Justice Bill, as amended at Consideration Stage, would insert a new Part 7A into the Police (Northern Ireland) Act 1998 requiring the PSNI Chief Constable to keep a barred list and an advisory list. We could not confirm whether it has become law.
Other UK forces. British Transport Police, the Civil Nuclear Constabulary, the Ministry of Defence Police and the National Crime Agency have their own barred and advisory lists under Schedule 25 to the Crime and Policing Act 2026 (sections 211 and 212). Law enforcement employers must check all of them, and the Scottish list once it exists (section 205(8)).

Barred list vs advisory list vs DBS barred lists

Three lists that are often confused
	Police barred list	Police advisory list	DBS children's and adults' barred lists
Kept by	College of Policing (Police Act 1996, s 88B)	College of Policing (s 88J)	Disclosure and Barring Service (Safeguarding Vulnerable Groups Act 2006)
Who goes on it	Officers, specials and police staff dismissed for conduct or performance, or found they would have been	People who resign or retire facing an allegation that could have led to dismissal; volunteers whose designation was withdrawn	People barred by the DBS from regulated activity with children and/or vulnerable adults
Effect	Law enforcement employers may not employ or appoint you (Crime and Policing Act 2026, s 205)	Law enforcement employers must check it (s 209); the College says the hiring body must consider the reasons as part of vetting	You may not engage in regulated activity with the group concerned
Who checks it	Law enforcement employers and vetting authorities	Law enforcement employers and vetting authorities	Employers of eligible roles, through an 'enhanced with barred lists' DBS check
Public?	Partly: conduct dismissals of officers and specials, for 5 years	No	No
How long	Until removed: 12 months automatic for performance or attendance; apply after 3 or 5 years	Until removed: apply after 5 years; automatic after 5 years if the report was not about conduct (regs 15 and 16)	Set by DBS rules (not covered here)
Covers Scotland and NI?	No: Home Office forces in England and Wales	No: same	DBS checks cover England and Wales, the Channel Islands and the Isle of Man; Scotland and NI use Disclosure Scotland and AccessNI

Which list applies depends on how your service ended:

Dismissed, or found you would have been dismissed: the police barred list (section 88A).
Resigned or retired while facing an allegation that could have led to dismissal: the police advisory list (section 88I), moving to the barred list only if later proceedings find you would have been dismissed (section 88L(5)).
Barred by the DBS from regulated activity: the DBS lists, which follow a separate DBS decision under different law.

The DBS column is a summary only, to show the difference. For DBS rules, use the Disclosure and Barring Service's own guidance.

How many people are on it: the College's figures

The College publishes yearly figures for people placed on the barred list by Home Office forces. Its report for 1 April 2024 to 31 March 2025 (first published 15 October 2025) shows:

735 regular officers added: 334 dismissed while serving, 373 after resigning and 28 after retiring. 640 were constables.
31 special constables and 280 members of police staff added.
Since the list began on 15 December 2017 to 31 March 2025: 2,834 regular officers, 223 special constables and 1,268 police staff.
The most frequently recorded Standards breach for officers was discreditable conduct (614 instances), followed by honesty and integrity (224) and authority, respect and courtesy (214). One dismissal can record several breaches.

These figures count people by the date they were added to the list, so they differ from the Home Office misconduct statistics, which count outcomes of cases finalised in the year. Both are summarised in misconduct outcomes and statistics. We did not find published figures for removal applications or how many succeed.

Impact on pension

Barred list placement does not automatically affect pension rights. Dismissal ends your service, so you stop building pension from that date, but forfeiture of pension you have already built up is a separate process that needs a qualifying criminal conviction. See what happens to my police pension if dismissed.

To see your own figures under each outcome, use the Police Pension Exit Report.

Common myths about the barred list

"If the search finds nothing, they are not barred."The public search leaves out police staff, performance dismissals, withheld entries and anything more than 5 years after publication.

"After 5 years you drop off the list."After 5 years your entry stops being published. You stay listed until you apply and the College agrees, or another removal route applies.

"Resigning keeps you off it."Proceedings can continue after you leave, and a "would have been dismissed" finding puts you on the list. More than half of the officers added in 2024-25 had already resigned or retired.

"It is the same as the DBS barred list."It is a separate list under different law, kept by a different body, with a different effect.

"You can never work anywhere again."The legal ban applies to law enforcement employers. Other employers have no statutory duty to check it.

"Coming off the list means you can rejoin."Removal only lifts the bar. You still have to apply, compete and pass vetting.

Questions to ask your representative

General information only. Your representative can apply these to your case:

If I am dismissed, is there anything about my circumstances that the force should put in its report on the publication exceptions?
What are the grounds and the exact deadline for a Police Appeals Tribunal appeal?
If I resign now, will I be reported for the advisory list, and can proceedings still lead to the barred list?
Was my dismissal under the conduct or the performance regulations, and what minimum period applies to me?
When exactly was I added to the list, so I know when I can first apply for removal?
What evidence of suitability would a removal application need, and who could act as a referee?

Facing dismissal or living with its consequences is stressful. Confidential support is listed in the police mental health support directory.

What we could not verify

The College's live web page. The www.college.police.uk address returned "403 forbidden" to our reader. We read the same page from the College's own production host, where it was last updated 15 October 2025, and an archived copy. That page predates the Crime and Policing Act 2026 and still lists only forces, police and crime commissioners' offices, HMICFRS and the IOPC as bodies that must check.
"Rank and number". The College's page says the public entry includes the officer's "rank and number". The 2017 Regulations require publication of rank but list the warrant number as information held, not published. We could not confirm which numbers the search actually shows.
The removal test after September 2026. Regulation 7(6)(a) refers to suitability for posts listed in section 88C(5) of the 1996 Act, which was repealed on 21 September 2026. We found no amendment updating that reference, or College guidance on how it now applies the test.
Dismissal after vetting withdrawal. The barred list covers dismissals under the conduct and performance regulations. We could not confirm whether a dismissal following withdrawal of vetting clearance under the Police (Vetting) Regulations 2025 is reported for the barred list.
Enhanced DBS certificates. We found no source on whether, or how often, a police barred listing is disclosed as relevant non-conviction information.
Updated College applicant guidance. The guidance we read is version 1.0 from 2021. It gives a different contact address from the web page; we have used the address on the web page.
Scotland and Northern Ireland. We could not confirm whether the Scottish regulations have been made since May 2026, or whether the Northern Ireland Justice Bill has received Royal Assent or been commenced.
Removal outcomes. We found no published figures on how many removal applications are made or granted.
Extra law enforcement employers. The Secretary of State can add bodies by regulations under section 206(1)(k) of the Crime and Policing Act 2026. We did not check whether any have been made.

Quick answers

Frequently Asked Questions

What is the police barred list?

A statutory list kept by the College of Policing of everyone reported to it under section 88A of the Police Act 1996: officers and special constables dismissed at conduct or performance proceedings, former officers found that they would have been dismissed, and police staff dismissed for reasons relating to conduct, efficiency or effectiveness (section 88B). A criminal conviction on its own does not put you on the list; the trigger is the dismissal or the 'would have been dismissed' finding.

How do I check if someone is on the police barred list?

Use the College of Policing's 'Search the barred list' page, which asks for a first name and last name. The public search only covers officers and special constables dismissed for conduct, and only for 5 years from publication (Police Act 1996, section 88G; 2017 Regulations, regulation 10), so a name not appearing does not prove someone is not barred. Law enforcement employers check the full list, which they must do before employing or appointing anyone (Crime and Policing Act 2026, section 205(1)).

Can I see the names on the police barred list?

Only the published part. For officers and specials dismissed under the Police (Conduct) Regulations 2020, the College must publish the name, force, rank, the reasons for the dismissal (including a description of the conduct and the Standards of Professional Behaviour breached) and the date, by the end of the month after the month the person was listed (2017 Regulations, regulation 10). Police staff, performance dismissals and cases covered by the publication exceptions are not shown.

How long does the police barred list last?

Being on the list has no fixed end date, but publication does: a published entry comes off the public search 5 years after it was first published (section 88G(3)). The listing itself continues until you are removed: on application after 5 years (3 years for gross incompetence), automatically after 12 months for unsatisfactory performance or attendance dismissals, or if the dismissal is overturned (2017 Regulations, regulations 6 to 8; Police Act 1996, section 88F).

Can you get off the police barred list?

Yes, in four ways: the dismissal or finding is overturned on appeal or by a court or tribunal (section 88F; regulation 6); a successful application to the College after the minimum period (regulation 7); automatic removal after 12 months for unsatisfactory performance or attendance dismissals (regulation 8); or death (regulation 9). A successful application does not get you a job back; you still have to apply and pass vetting.

Can you appeal being placed on the barred list?

There is no separate appeal against inclusion, because inclusion follows automatically from the dismissal. The route is to challenge the dismissal itself, for officers usually at the Police Appeals Tribunal within 10 working days. If you are reinstated, you must be removed (section 88F). The College's guidance says there is no appeal against its decision on a removal application, but you can reapply after the minimum period.

Does being dismissed always mean barred list placement?

For an officer dismissed at conduct or performance proceedings, yes. The force must report you to the College within 5 working days of the dismissal, and the College must include you on the list (Police Act 1996, sections 88A and 88B; 2017 Regulations, regulation 3). The College has no discretion over inclusion. It does decide publication exceptions and applications for removal.

What regulations govern the police barred list?

Part 4A of the Police Act 1996 (sections 88A to 88M) creates the barred and advisory lists. The Police Barred List and Police Advisory List Regulations 2017 (SI 2017/1135) set the 5 working day reporting deadline, what is recorded and published, the removal rules and the publication exceptions. Since 21 September 2026 the effect of being listed is set by sections 205 to 211 of the Crime and Policing Act 2026, which replaced sections 88C to 88E and 88K of the 1996 Act.

What jobs can you not do if you are on the police barred list?

From 21 September 2026, no law enforcement employer may employ or appoint you. That covers every chief officer of police, local policing bodies (police and crime commissioners), the National Crime Agency, British Transport Police and its Authority, the Civil Nuclear Police Authority, HM Chief Inspector of Constabulary, the IOPC, the College of Policing and the Ministry of Defence Police functions (Crime and Policing Act 2026, sections 205 and 206). You also cannot be a police support or community support volunteer, or work on a contract involving law enforcement functions.

Does the police barred list apply in Scotland or Northern Ireland?

The College of Policing list covers the Home Office forces in England and Wales. Scotland's own barred and advisory lists, to be kept by the Scottish Police Authority under section 59A of the Police and Fire Reform (Scotland) Act 2012, were not yet operating when we checked; a May 2026 Police Scotland paper said the regulations were planned for June 2027. Northern Ireland had no police barred list; a Justice Bill before the Assembly would create one kept by the PSNI Chief Constable.

What is the difference between the police barred list and the advisory list?

The barred list holds people who were dismissed or found that they would have been dismissed; law enforcement employers cannot employ them. The advisory list holds people who resigned or retired while facing an allegation that could have led to dismissal, and volunteers whose designation was withdrawn. Employers must check it but are not barred from appointing; it is never published, and you come off it if no proceedings follow or they end without a 'would have been dismissed' finding (Police Act 1996, sections 88I to 88L).

Is the police barred list the same as the DBS barred list?

No. The DBS keeps the children's and adults' barred lists under the Safeguarding Vulnerable Groups Act 2006, which bar people from regulated activity with children or vulnerable adults and are checked through an 'enhanced with barred lists' DBS check. The police barred list is a separate list kept by the College of Policing under the Police Act 1996, and it only stops law enforcement employers employing you. Being on one does not by itself put you on the other.

Evidence

Sources and how we checked them

Every factual claim on this page was written from the sources below, read on 3 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.

Police Act 1996, Part 4A (sections 88A to 88M), latest revised text, legislation.gov.uk — duty to report dismissals (s 88A), duty to keep the barred list (s 88B), removal on reinstatement (s 88F), publication for 5 years (s 88G), disclosure in the public interest (ss 88H and 88M), advisory list (ss 88I to 88L); ss 88C to 88E and 88K omitted from 21 September 2026 (accessed 3 October 2026)
The Police Barred List and Police Advisory List Regulations 2017 (SI 2017/1135), revised text, legislation.gov.uk — 5 working day report and its contents (reg 3), what is listed (reg 4), removal after appeal or tribunal (regs 5 and 6), removal on application and the 3 and 5 year minimum periods (reg 7), automatic removal after 12 months (reg 8), death (reg 9), publication and exceptions (regs 10 and 11), advisory list removal (regs 15 and 16) (accessed 3 October 2026)
Crime and Policing Act 2026, sections 205 to 213, legislation.gov.uk — law enforcement employers must check the barred lists and may not employ or appoint barred persons (s 205), meaning of law enforcement employer (s 206), advisory list checks (s 209), the other UK barred lists (ss 211 and 212), repeal of ss 88C to 88E and 88K (s 213); in force 21 September 2026 by SI 2026/960 (accessed 3 October 2026)
College of Policing: Barred list (page last updated 15 October 2025) — how the public search works, what the public entry shows, monthly updates, police staff and PCSOs not published, advisory list not public, removal application process and email address. The www address returned 403 to our reader, so we read the same page from the College's own production host and an archived copy (accessed 3 October 2026)
College of Policing: Search the barred list — the public search, which asks for a first name and last name (accessed 3 October 2026)
College of Policing: Guidance on the Barred List review for applicants (version 1.0, 2021, PDF) — when the minimum period starts, force pre-screening check and recommendation, 60 working day target (up to 100 in exceptional cases), no appeal, withdrawal treated as dismissal of the application, PNC barred list marker; quotes paragraphs 21.37 and 21.40 of the Home Office statutory guidance (accessed 3 October 2026)
College of Policing: Police dismissals (Home Office forces) 2024-2025, first published 15 October 2025 — numbers placed on the barred list, by status at dismissal; scope limited to Home Office forces; no duty on forces to hold post-employment hearings for police staff (accessed 3 October 2026)
The Police (Conduct) Regulations 2020 (SI 2020/4), regulation 17, legislation.gov.uk — the investigation notice must warn that dismissal means your details go on the barred list and may be published for up to 5 years (reg 17(1)(e)) (accessed 3 October 2026)
The Police (Vetting) Regulations 2025 (SI 2025/502), regulation 2(1), revised text — a vetting application assessment includes a check of the police barred list and the police advisory list (definition inserted from 13 July 2026 by SI 2026/653) (accessed 3 October 2026)
The Police Appeals Tribunals Rules 2020 (SI 2020/1), revised text — appeal against dismissal, notice within 10 working days (rule 9) (accessed 3 October 2026)
Police and Fire Reform (Scotland) Act 2012, section 59A, legislation.gov.uk — Scottish police barred and advisory lists, inserted by the Police (Ethics, Conduct and Scrutiny) (Scotland) Act 2025 and in force so far only for making regulations (accessed 3 October 2026)
Scottish Police Authority Complaints and Conduct Committee, 19 May 2026, item 7 (Police Scotland update, PDF) — Scottish lists not yet operating; regulations planned for June 2027; agreement in principle to use the College of Policing database (accessed 3 October 2026)
Northern Ireland Assembly: Justice Bill as amended at Consideration Stage (PDF) — clause 53 and Schedule 10 would insert Part 7A (police barred list and advisory list) into the Police (Northern Ireland) Act 1998 (accessed 3 October 2026)
Disclosure and Barring Service: A guide to DBS checks (PDF) — the four levels of DBS check and what each shows; Disclosure Scotland and AccessNI cover Scotland and Northern Ireland (accessed 3 October 2026)

Related Guides

On this topic elsewhere

Resigning Before a Hearing → Former officer proceedings and the advisory list. Performance and Gross Incompetence → The performance route to dismissal and the 12 month rule. Misconduct Sanctions → Every outcome, from written warning to dismissal. Misconduct Appeals → The Police Appeals Tribunal and its deadlines. Failing Vetting → Vetting reviews and withdrawal of clearance. Pension if Dismissed → What you keep, by scheme, and when forfeiture applies.

Police misconduct

More in this guide series

Start here Misconduct hub The conduct process, outcomes, appeals, pension consequences and your rights. Pillar Misconduct explained The whole conduct process in one place: what counts, who decides, the stages and the possible outcomes. Rights Under investigation Notice of investigation, what you must be told, interviews, representation and what to avoid. Timescales How long it takes The time limits in the regulations, what the data shows and what delay means for you. Process Meeting vs hearing Who sits, who can represent you, public hearings, time limits and appeals. Outcomes Sanctions explained What each outcome means, how long warnings last and the effect on pay, promotion and pension. IOPC IOPC investigations When the IOPC investigates, how it differs from a force investigation and what happens next. Criminal Arrested or investigated How a criminal investigation runs alongside misconduct, and the suspension rules in force from July 2026. Conduct Social media and off-duty How the Standards of Professional Behaviour apply outside work, with the College of Policing guidance. Support Representation and legal support Who can represent you, what the Federation provides and what you may have to fund yourself. Performance Performance vs misconduct The performance and attendance procedures, the 2025 change to two stages and the route to dismissal. Outcomes Examples and outcomes What counts as misconduct or gross misconduct, category by category, and what tends to follow. Outcomes Final written warning When it can be given, how long it stays live, and what it means for a second case, promotion and vetting. Conduct Driving offences Fixed penalty, conviction or collision: the reporting duty, the 2025 gross misconduct rule, the July 2026 vetting presumption and what a ban does to your role. Legal help Solicitors and legal cover When a lawyer can act for you, Federation funding, legal expenses insurance, legal aid, fees and a checklist before you instruct.

Also on PolicePay

Related rights, pay and welfare

Calculator Pension exit report What you keep in pounds if you resign, retire or are dismissed, by scheme. Pension Pension after dismissal What happens to your pension if you are dismissed, and when it can be forfeited. Welfare Support services Confidential support for officers and staff, including during an investigation. Hub Misconduct hub The full list of misconduct guides.

Disclaimer

PolicePay.co.uk is an independent reference site. It is not a law firm or a representative body, and this page is general information, not legal advice. Conduct, performance and complaints procedures are set by regulations, statutory guidance and your force's own policies, all of which are amended from time to time, and the outcome of any case turns on its facts. If you are under investigation or facing proceedings, speak to your Police Federation or staff association representative or a solicitor about your own case. Details apply to England and Wales unless stated. Details are as checked on 3 October 2026.

Police Barred List Explained (UK)