Police Misconduct
Sanctions
What each misconduct outcome means, how long warnings stay live, how panels choose between them and what follows for pay, promotion, vetting, pension and the barred list. Written from the regulations as amended to 30 September 2026.
Independent information, not advice · Sources checked 30 September 2026 · England and Wales unless stated
There are four: a written warning (live 18 months), a final written warning (live 2 years, extendable to 5 at a hearing), reduction in rank and dismissal without notice. Meetings can only give warnings. Since 28 May 2025, proven gross misconduct means dismissal unless exceptional circumstances justify a final written warning or reduction in rank. Reflective practice and no further action are not sanctions.
The outcomes at a glance
Regulation 2(1) of the Police (Conduct) Regulations 2020 defines "disciplinary action" as, in order of seriousness, a written warning, a final written warning, reduction in rank or dismissal without notice. Nothing else is a disciplinary sanction for an officer. Where misconduct or gross misconduct is found, the panel must impose one of them (regulation 42(1)). Which ones are available depends on where the case is heard and what was found.
| Outcome | Misconduct meeting | Hearing: misconduct found | Hearing: gross misconduct found | Accelerated hearing: gross misconduct found |
|---|---|---|---|---|
| Written warning | Yes | Yes | No | No |
| Final written warning | Yes (2 years) | Yes (2 to 5 years) | Only in exceptional circumstances | Only in exceptional circumstances |
| Reduction in rank | No | Only with a live final written warning or unconnected incidents | Only in exceptional circumstances | Only in exceptional circumstances |
| Dismissal without notice | No | Only with a live final written warning or unconnected incidents | Yes: the expected outcome | Yes: the expected outcome |
| Reflective practice or no further action | If misconduct not found | If neither found | If neither found | If gross misconduct not found, the case can be dismissed or sent back under Part 4 |
Management advice and management action are not outcomes under the 2020 regulations, even though they appear in older guidance. Lower-level concerns are handled through the reflective practice review process, which is not disciplinary, or informally by your line manager. For a former officer, the only disciplinary outcome is a finding that they would have been dismissed if still serving.
What each outcome means
Written warning
Available at a meeting or a hearing where misconduct (not gross misconduct) is found. It remains in force for 18 months from the day it is notified to you (regulation 42(9)(a)). It cannot be given if a written warning was already in force on the date of the severity assessment for the new case (regulation 42(7)). Home Office guidance says it is recorded on your personal record with the dates, and that any misconduct during the live period is likely to lead to at least a final written warning.
Final written warning
Remains in force for 2 years from notification (regulation 42(9)(b)). Where it is given at a misconduct hearing, the panel can extend that period up to a maximum of 5 years (regulation 42(10)); at an accelerated hearing it lasts 2 years or any longer period up to 5 years that the panel decides (regulation 62(4)). Home Office guidance lists what a panel should weigh when setting the length: the seriousness of the conduct, the circumstances, the public interest and your mitigation and record. It cannot be given if a final written warning was already in force at the severity assessment (regulation 42(8)). After 28 May 2025, a final written warning for gross misconduct needs exceptional circumstances.
Reduction in rank
Only at a misconduct hearing or accelerated hearing. For a finding of misconduct, only where a final written warning was in force at the severity assessment or the misconduct arises from more than one incident not closely factually connected (regulation 42(5) and (6)). For gross misconduct, only where exceptional circumstances justify it. It cannot be imposed if you had already been reduced in rank under the 2004 or 2020 regulations (regulation 42(13)), and the panel must take into account the appropriate authority's views, including on operational impact (regulation 42(12)). Home Office guidance says it can be by one or more ranks, applies to your substantive rank, is clearly not available for constables, and should not be used as a "softer option".
Dismissal without notice
Only at a misconduct hearing or accelerated hearing. For gross misconduct it is the expected outcome: since 28 May 2025 the regulations say the disciplinary action must be dismissal without notice unless the panel is satisfied that exceptional circumstances justify a final written warning or reduction in rank (regulations 42(3)(b) and 62(1)). If the panel does not dismiss, its report must give reasons and be sent to the local policing body (regulation 43(1)(e) and (5)(c)). For misconduct, dismissal is possible only in the same limited cases as reduction in rank. Disciplinary action takes effect from the date it is notified to you (regulation 42(4)).
You will still see "dismissal with notice" listed on some websites and in older College of Policing material. It was an outcome under the Police (Conduct) Regulations 2012. The 2020 regulations list only dismissal without notice. Dismissal with notice does exist in the separate unsatisfactory performance procedure (see performance and gross incompetence).
Live warnings and second findings
"Live" means a warning is still within its 18 month, 2 year or extended period. What matters for a new case is whether a warning was in force on the date of the severity assessment for that new case, not on the date of the later meeting or hearing.
- Written warning live at the new severity assessment. Another written warning cannot be given, so if misconduct is found the minimum is a final written warning (regulation 42(7)).
- Final written warning live. The new case must go to a misconduct hearing even if it is only misconduct (regulation 23(10)(b)); neither warning can be given (regulation 42(8)); and reduction in rank or dismissal become available for misconduct (regulation 42(3)(a) and (5)).
- Reduced in rank less than 2 years before the new severity assessment. The new case must go to a hearing (regulation 23(10)(c)), and a further reduction in rank cannot be imposed (regulation 42(13)).
- Several unconnected incidents in one case. A misconduct finding based on more than one incident not closely factually connected opens up reduction in rank and dismissal (regulation 42(6)).
- Career breaks. Time on a career break does not count towards a warning's live period (regulation 42(11)).
- Transfers. Home Office guidance says a live warning transfers with you to a new force and should be referred to in any reference. See transferring with live misconduct.
How panels choose the outcome
The person or panel deciding must consider your record of police service, may hear evidence including mitigation you disclosed earlier to the force, a doctor or your staff association, and must invite representations on outcome from you or your representative and from the force (regulation 42(14)). Mitigation raised late, when it could reasonably have been raised earlier, can be given less weight. At a hearing the chair (the chief officer or delegate) and two lay members decide together by majority; at a meeting, one person decides.
They must also have regard to the College of Policing's Guidance on outcomes in police misconduct proceedings (Police Act 1996, section 87). The latest edition we could read is the 2022 update. It does not override the panel's discretion, but the College notes that case law expects its process to be followed. In summary:
- Assess the seriousness of the misconduct by reference to four things: your culpability, the harm caused, aggravating factors and mitigating factors.
- Keep in mind the purpose of sanctions, which the guidance gives as maintaining public confidence in and the reputation of the police service, upholding high standards and deterring misconduct, and protecting the public. The guidance says proceedings are not designed to punish, although outcomes can have a punitive effect.
- Choose the outcome that most appropriately fulfils that purpose, considering less severe outcomes first and choosing the least severe one that deals adequately with the issues while protecting the public interest.
Personal mitigation, such as references, an unblemished record or a significant contribution to policing, is considered only after seriousness has been assessed. The guidance says it is always relevant but carries limited weight where serious misconduct is proven, and cannot justify a lesser outcome where nothing less than dismissal would maintain public confidence. It also treats criminal convictions and cautions, operational dishonesty, misuse of data, violence, intimidation or sexual impropriety, abuse of a position of trust, misconduct involving a vulnerable person, discrimination and violence against women and girls as especially serious.
The 2022 guidance was written when gross misconduct could lead to any of a final written warning, reduction in rank or dismissal. Since 28 May 2025 the regulations make dismissal the outcome unless there are exceptional circumstances, and the regulations take priority. The regulations do not define "exceptional circumstances". We could not confirm whether the College has issued a newer edition that addresses the change.
Outcomes for former officers
Where proceedings are brought against someone who has already left (see the conditions in police misconduct explained), Schedule 1 to the Conduct Regulations changes the outcomes. The College of Policing guidance (paragraphs 3.30 to 3.33) summarises them:
- A finding of misconduct only can be recorded, but no further action can be taken.
- If gross misconduct is found, the only disciplinary action is a finding that the person would have been dismissed if still serving. If the panel decides dismissal would not have been justified, the finding is recorded and no action is taken.
- Before deciding that a former officer would have been dismissed, the panel follows the same process as for a serving officer.
- A "would have been dismissed" finding means the person must be reported for the barred list (Police Act 1996, section 88A(1)(b)).
Since 28 May 2025, former officers' cases go to an accelerated hearing unless the force decides a full hearing is needed or the former officer asks for one within 10 working days of being told (Schedule 1, regulation 21D). Resigning mid-investigation also means a report for the police advisory list. See resigning before a hearing.
How the rules combine: illustrative examples
These are illustrative examples, not real cases, to show how the timing rules interact. They do not predict the outcome of any case.
Outcome by consequence
A summary of the knock-on effects, each explained in the sections below. Where the answer is set by force policy, the table says so rather than guessing.
| Outcome | Pay | Promotion | Record and future cases | Vetting | Barred list | Pension |
|---|---|---|---|---|---|---|
| Reflective practice (not a sanction) | No change | Cannot be used to stop a promotion (reg 66(3)) | Development report kept and discussed at your PDR for 12 months | No specific rule | No | No effect |
| Written warning | No direct effect on increments (Annex F) | No bar in the regulations; the College promotion framework (NPPF) requires no live warning at Step One | Live 18 months; recorded on your personal record; transfers with you | Vetting authority must assess after proceedings (from 13 July 2026) | No | No effect |
| Final written warning | No direct effect on increments | Not eligible for the College promotion framework (NPPF) while live | Live 2 to 5 years; a further misconduct case goes to a hearing where dismissal is available | Must be assessed, as above | No | No effect |
| Reduction in rank | Paid on the lower rank's scale | Home Office guidance: rebuttable presumption against re-appointment to the lost rank for 2 years | No second reduction in rank can be imposed later; a new case within 2 years goes to a hearing | Must be assessed, as above | No | Pension builds on lower pay from then on |
| Dismissal without notice | Pay stops from notification | Ends service | Report published for at least 28 days in most hearing cases | Not applicable once service ends | Yes, reported within 5 working days | Accrued pension kept unless forfeited after a qualifying conviction |
Pay, promotion, specialist roles and vetting
- Pay and increments. The pay progression standard in Annex F to the Police Regulations 2003 (June 2026 version) has four conditions: a completed annual PDR, not being subject to ongoing formal action at stage 1 or 2 of the unsatisfactory performance or attendance procedures on your confirmation date, completing required training, and (for managers) completing the PDRs you are responsible for. A misconduct outcome is not one of them. How a warning is reflected in your PDR is a matter for your force.
- Reduction in rank and pay. You are paid in the lower rank. When pay points are worked out, regulation 24(3)(b) of the Police Regulations 2003 treats earlier service in a higher rank that ended in reduction as service in the rank you were reduced to, but disregards earlier service in the same rank that ended in reduction, unless the local policing body decides otherwise with Home Office approval. Ask payroll or your Federation representative to confirm your pay point.
- Promotion. The only national rule we found in the regulations protects reflective practice: taking part cannot be used to prevent a promotion (regulation 66(3)). For live warnings, eligibility is set by force policy and the College of Policing's promotion framework. After a reduction in rank, Home Office guidance (paragraph 11.143) says promotion boards must take it into account for 2 years and there is a rebuttable presumption against re-appointment to the rank you held. See promotion with a misconduct finding.
- Specialist roles, firearms and driving authorisations. We found no national rule in the regulations that removes a firearms or driving authority, or a specialist post, because of a particular misconduct outcome. These decisions sit with force policy and the relevant authorisation and vetting processes, and can follow from the facts of a case rather than the sanction itself.
- Vetting. From 13 July 2026, where an officer has been subject to a misconduct meeting, hearing or accelerated hearing and has not been dismissed, the vetting authority must assess whether there is information indicating the officer may no longer be suitable to hold clearance, or whether conditions should be added, varied or removed (Police (Vetting) Regulations 2025, regulation 5A(3)). This does not apply where the proceedings ended before 13 July 2026. Withdrawal of clearance leads to dismissal without notice under the Vetting Regulations. See failing vetting as a serving officer.
Pension consequences, in brief
Dismissal ends your service, so you stop building pension from that date, but it does not by itself remove the pension you have already built up. Forfeiture is a separate process linked to criminal convictions. In the 2015 scheme, regulation 211 of the Police Pensions Regulations 2015 allows benefits to be withheld where a member is convicted of an offence committed in connection with their police service and the Home Secretary has issued a forfeiture certificate (that the offence was gravely injurious to the interests of the State or liable to lead to serious loss of confidence in the police), or of specified official secrets or national security offences with sentences totalling at least 10 years. The 1987 and 2006 schemes have their own provisions.
For what this means by scheme, including deferred benefits and timing, see what happens to my police pension if dismissed, and ask your pension administrator for figures.
The barred list after dismissal
- Reporting is mandatory. When an officer is dismissed at conduct proceedings, or a former officer is found they would have been dismissed, the force must report them to the College of Policing within 5 working days, and the College must include them on the police barred list (Police Act 1996, sections 88A and 88B; 2017 Regulations, regulation 3). The regulation 17 notice at the start of an investigation warns you of this.
- Publication. For officers dismissed for conduct, the College must publish your name, force, rank, the reasons and the date, for 5 years, unless publication would harm national security, prejudice a criminal investigation or proceedings, or create a significant risk of harm to any person, including you (section 88G; 2017 Regulations, regulations 10 and 11). The chair's report can include information relevant to those exceptions (regulation 42(16)).
- Effect. From 21 September 2026, no law enforcement employer, including any chief officer of police, police and crime commissioner, the NCA, BTP, the IOPC and the College of Policing, may employ or appoint a barred person, and forces cannot designate them as volunteers (Crime and Policing Act 2026, section 205).
- Removal. You come off the list if the dismissal is overturned on appeal (section 88F). Otherwise you can apply to the College for removal after 5 years (3 years if the dismissal related to gross incompetence), and people dismissed for unsatisfactory performance or attendance are removed automatically after 12 months (2017 Regulations, regulations 7 and 8).
More detail is in the police barred list explained.
Appealing a sanction
You can appeal the outcome even if you accepted the misconduct. After a meeting, officers up to chief superintendent appeal internally within 7 working days of receiving the report (regulation 45). After a hearing or accelerated hearing, the appeal goes to the Police Appeals Tribunal, with notice within 10 working days of first being supplied with the written decision (Police Appeals Tribunals Rules 2020, rule 9). The grounds include that the finding or disciplinary action was unreasonable. Both routes, and the new power for chief officers to appeal from 29 September 2026, are explained in meeting vs hearing and the appeal process guide.
If a tribunal appeal succeeds and you are reinstated, you are treated as having served continuously for pension purposes, and for pay to the extent the tribunal's order decides; the order must also deal with any suspension (Police Act 1996, Schedule 6, paragraph 7).
How outcomes have been used: the official numbers
Home Office figures for cases finalised in the year to 31 March 2025 (Official Statistics in Development, published 22 January 2026). These predate the dismissal presumption, which came into force on 28 May 2025.
- 695 officers were dismissed or found that they would have been dismissed, up from 563, equal to 0.4% of the officer workforce.
- At misconduct meetings, 63% of officers received a written or final written warning, 24% a learning outcome such as reflective practice, and 11% no action.
- At misconduct hearings, 56% of officers were dismissed and 20% received a written or final written warning.
- At accelerated hearings, 92% were dismissed.
- Of officers found to have committed gross misconduct at a hearing or accelerated hearing, 88% were dismissed (82% at hearings, 94% at accelerated hearings), and 11% received a written warning of some kind.
- Of officers found to have committed misconduct, 87% received a written warning of some kind.
The Home Office groups final written warnings with written warnings in these headline figures, so we cannot give separate figures from this release.
Common myths about sanctions
Questions to ask your representative
General information only. Your representative can apply these to your case:
- Was any warning of mine in force on the date of the severity assessment, and what does that rule in or out?
- Which version of regulation 42 applies, given when the allegation came to the force's attention?
- What mitigation should be disclosed now, so it is not given less weight for being raised late?
- If a final written warning is possible, what arguments bear on its length?
- What will my force do about my role, authorisations and vetting while the warning is live?
- If I am reduced in rank, what pay point will I be on?
- Are there grounds to appeal the outcome, and when exactly does the time limit run from?
Facing a possible sanction is stressful. Confidential support is listed in the police mental health support directory.
What we could not verify
- A newer College of Policing outcomes guidance. The College's website blocked our reader; we used the 2022 edition PDF and could not confirm whether it has been replaced since the 2025 dismissal presumption.
- What counts as "exceptional circumstances". The regulations do not define it, and we found no official guidance defining it.
- How long an expired warning stays on file. The expungement rules in regulation 15 of the Police Regulations 2003 still refer to the 2008 conduct regulations. We found no equivalent rule for 2020-regime warnings, so retention after expiry appears to be a matter of force policy.
- National rules on specialist posts, firearms or driving authority after a warning. None found in the regulations; these are force and College policy. (Promotion is different: the College's promotion framework sets a national rule, described above.)
- Reduction in rank figures. The Home Office headline figures we read did not give a separate count; its data tables do for final written warnings (see our final written warning guide).
Frequently Asked Questions
What sanctions can be given for police misconduct?
The Police (Conduct) Regulations 2020 allow four kinds of disciplinary action, from least to most serious: a written warning, a final written warning, reduction in rank and dismissal without notice (regulation 2(1)). If neither misconduct nor gross misconduct is found, the matter can be referred to the reflective practice review process or closed with no further action; neither is a sanction.
How long does a final written warning last in the police?
Two years from the day it is notified to you (regulation 42(9)(b)). A misconduct hearing or accelerated hearing can extend that to a maximum of 5 years (regulations 42(10) and 62(4)). Time spent on a career break does not count towards the period (regulation 42(11)).
How long does a written warning last?
18 months from the day it is notified to you (regulation 42(9)(a)), not counting any career break. A written warning cannot be given if you already had a written warning in force at the date of the severity assessment in the new case, and neither kind of warning can be given if you had a final written warning in force then.
When can a police officer be reduced in rank for misconduct?
Only at a misconduct hearing or accelerated hearing. For misconduct (not gross), only where a final written warning was in force at the severity assessment or the finding covers more than one incident not closely factually connected. For gross misconduct, only where exceptional circumstances justify it instead of dismissal. It cannot be imposed if you were previously reduced in rank, and the panel must take account of the force's views on operational impact.
What does dismissal without notice mean for a police officer?
It is the most serious disciplinary action. It takes effect from the date it is notified to you, so pay stops from then, and the force must report you to the College of Policing within 5 working days for the police barred list. Since 28 May 2025, dismissal without notice is the outcome for proven gross misconduct unless the panel is satisfied there are exceptional circumstances.
Is there dismissal with notice for police misconduct?
Not under the Police (Conduct) Regulations 2020. The 2020 definition of disciplinary action lists only dismissal without notice. Dismissal with notice existed under the 2012 conduct regulations and still exists as an outcome of the unsatisfactory performance procedure under the Police (Performance) Regulations 2020.
What happens if I get another misconduct finding while a warning is live?
It depends on the warning in force at the severity assessment for the new case. With a live written warning, the lowest available outcome is a final written warning. With a live final written warning, the case must go to a hearing and reduction in rank or dismissal become available even for misconduct; neither warning can be given again.
Does a misconduct warning stop my pay increment?
Not directly. The pay progression standard in Annex F to the Police Regulations requires a completed annual PDR, not being in formal stage 1 or 2 unsatisfactory performance or attendance procedures, and completion of required training. A misconduct outcome is not one of the conditions. Reduction in rank does reduce pay, because you are paid on the scale for the lower rank.
Can I be promoted with a live misconduct warning?
The regulations do not set a national bar, except that participation in reflective practice cannot be used to stop a promotion (regulation 66(3)). The College of Policing's National Police Promotion Framework requires that you have no live written warning, final written warning or extended final written warning at Step One (operating manual, July 2024 edition), so a live warning stops you entering a promotion process. After a reduction in rank, Home Office guidance says there is a rebuttable presumption for 2 years against re-appointment to the rank you lost.
Do I lose my police pension if I am dismissed for gross misconduct?
Dismissal does not in itself take away pension you have built up. Forfeiture under the scheme rules needs a criminal conviction: in the 2015 scheme, for an offence connected with police service where the Home Secretary has issued a forfeiture certificate, or specified official secrets or national security offences with long sentences (Police Pensions Regulations 2015, regulation 211). Check your own scheme with your administrator.
Will a misconduct outcome affect my vetting?
It can. For proceedings concluded from 13 July 2026, if you were subject to a misconduct meeting or hearing and were not dismissed, the vetting authority must assess whether you may no longer be suitable to hold vetting clearance or whether conditions should change (Police (Vetting) Regulations 2025, regulation 5A(3)). Withdrawal of vetting clearance means dismissal without notice.
What are the College of Policing outcome guidelines?
The College of Policing's Guidance on outcomes in police misconduct proceedings, which panels must have regard to under section 87 of the Police Act 1996. It sets three stages: assess seriousness (culpability, harm, aggravating and mitigating factors), keep in mind the purpose of sanctions, and choose the least severe outcome that deals adequately with the case. Personal mitigation comes after the seriousness assessment. The latest edition we could read is from 2022.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 30 September 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.
- The Police (Conduct) Regulations 2020 (SI 2020/4), latest revised text, legislation.gov.uk — definition of disciplinary action (reg 2(1)), referral to hearing (reg 23(10)), outcomes, warning periods and record of service (reg 42), reports (reg 43), meeting appeals (reg 45), accelerated outcomes (reg 62), RPRP and promotion (reg 66(3)) (accessed 30 September 2026)
- The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025 (SI 2025/558) and explanatory note — dismissal without notice for gross misconduct unless exceptional circumstances, from 28 May 2025; indictable-only convictions (accessed 30 September 2026)
- Regulation 42 as it stood on 27 May 2025, legislation.gov.uk point-in-time text — the previous rule, under which gross misconduct could lead to a final written warning, reduction in rank or dismissal without an exceptional circumstances test (accessed 30 September 2026)
- College of Policing: Guidance on outcomes in police misconduct proceedings (2022 edition, PDF) — purpose of sanctions, three stages, culpability, harm, aggravating and mitigating factors, personal mitigation, former officers; the College's web article returned 403 so we read the PDF directly (accessed 30 September 2026)
- Home Office: Conduct, Efficiency and Effectiveness: Statutory Guidance (version 1.0, February 2020) — warnings on the personal record and on transfer (paras 10.52-10.55, 11.128-11.131), reduction in rank and the 2 year presumption (paras 11.133-11.143), dismissal (para 11.144) (accessed 30 September 2026)
- The Police (Vetting) Regulations 2025 (SI 2025/502), revised text, legislation.gov.uk — vetting review after misconduct proceedings (reg 5A(3), inserted from 13 July 2026 by SI 2026/653) and dismissal on withdrawal of clearance (accessed 30 September 2026)
- Police Act 1996, Part 4A, legislation.gov.uk — duty to report dismissals (s 88A), publication for 5 years (s 88G), advisory list (s 88I) (accessed 30 September 2026)
- The Police Barred List and Police Advisory List Regulations 2017 (SI 2017/1135), legislation.gov.uk — 5 working day report, applications for removal after 5 years (3 for gross incompetence), automatic removal after 12 months for performance and attendance dismissals, publication exceptions (accessed 30 September 2026)
- Crime and Policing Act 2026, section 205, legislation.gov.uk — law enforcement employers may not employ or appoint barred persons, in force 21 September 2026 (accessed 30 September 2026)
- The Police Regulations 2003, regulation 24 and Schedule 2, legislation.gov.uk — reckoning service for pay after reduction in rank; pay during suspension (accessed 30 September 2026)
- Home Office: Annex F to the Police Regulations 2003 (pay), June 2026 version, PDF — the pay progression standard and its four conditions (accessed 30 September 2026)
- The Police Pensions Regulations 2015 (SI 2015/445), regulation 211, legislation.gov.uk — forfeiture of pension for offences (accessed 30 September 2026)
- The Police Appeals Tribunals Rules 2020 (SI 2020/1), revised text — appeal against disciplinary action, 10 working days (rules 4 and 9) (accessed 30 September 2026)
- Home Office: Police misconduct, England and Wales: year ending 31 March 2025 — outcome figures quoted on this page (accessed 30 September 2026)
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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 30 September 2026.