Standards of
Professional Behaviour
Every police misconduct case in England & Wales is judged against a single statutory framework. They are not guidance. They are legal benchmarks embedded within the Police (Conduct) Regulations 2020.
Trust Notice: Based on Police (Conduct) Regulations 2020 and associated statutory guidance. Not legal advice. Updated: 12 February 2026.
What Are the Standards?
The Standards of Professional Behaviour are the legal expectations that define how police officers must act at all times — on duty and off duty.
Panels do not ask: “Was this inappropriate?”
They ask: “Did this breach a Standard?”
How Panels Apply the Standards
Before examining each standard, it is important to understand how misconduct panels think. They assess:
- Which standard applies
- Whether behaviour breached it
- Whether the breach is misconduct or gross misconduct
- Whether dismissal would be justified
They do not simply assess whether a mistake occurred. They assess seriousness, intent, context, and public confidence.
Honesty and Integrity
This is the most serious and most litigated standard.
It requires officers to be truthful, not mislead colleagues, courts or supervisors, not falsify records, not abuse position for personal gain, and act with integrity in personal life.
Why Integrity Cases Are Different
Appeal decisions repeatedly state: Integrity is foundational to policing. Without public confidence in honesty, policing authority collapses. Tribunals show minimal tolerance for dishonest statements, false notebook entries, or manipulation of evidence.
Off-Duty Impact: Off-duty dishonesty (e.g., insurance fraud, false declarations) may also trigger gross misconduct. Panels do not separate "private dishonesty" from "professional dishonesty".
Authority, Respect & Courtesy
Requires professional self-control, respectful communication, and avoidance of abusive language. Common breaches include excessive language during arrest or inappropriate messaging.
Authority breaches escalate where a pattern of behaviour exists, vulnerable individuals are involved, or conduct is recorded/publicised.
Equality and Diversity
Officers must treat all people fairly and avoid discrimination. Frequently cited contexts include social media posts, cultural comments, and workplace discrimination allegations. Panels assess intent, impact, and public perception.
Use of Force
Force must be necessary, proportionate, and lawful. Misconduct hearings examine threat assessment, tactical options, and officer reasoning.
Important Distinction: Operational errors do not automatically equal misconduct. Panels differentiate between poor judgment, reckless disregard, and intentional excessive force.
Orders & Instructions
Compliance with lawful directions. Breaches include ignoring supervisor instructions or safety protocols. Intentional defiance escalates seriousness.
Duties & Responsibilities
Proper investigation, accurate record keeping, and timely safeguarding. Failures may overlap with performance. Misconduct arises where negligence crosses threshold into seriousness.
Confidentiality & Data
One of the fastest-growing misconduct categories. Includes accessing police systems without purpose, sharing operational details, or disclosing personal data.
Data misuse cases frequently lead to dismissal. Confidentiality breaches are often treated as integrity issues.
Fitness for Duty
Covers alcohol, drugs, fatigue, and mental impairment affecting duty. Off-duty behaviour impacting operational reliability may fall under this standard.
Discreditable Conduct
This is the broadest and most misunderstood standard. Officers must not act in a way that discredits policing. This applies on duty, off duty, online, and in private life.
Test: “Would a reasonable member of the public lose confidence in policing?”
Challenging & Reporting
Officers must report wrongdoing and challenge inappropriate behaviour. Failure to report serious misconduct can itself become misconduct. This standard reinforces institutional accountability.
Dismissal Risk Ranking
Highest Dismissal Likelihood
- 1 Honesty and Integrity
- 2 Confidentiality (Data Misuse)
- 3 Discreditable Conduct (Criminality)
- 4 Abuse of Authority
Lower Dismissal Likelihood
(Often dealt with via written warnings or lower sanctions, absent aggravating factors)
- Operational force disputes (Judgment errors)
- Isolated procedural errors
- Genuine mistakes with no malice
Check Your Risk Exposure
Standards Risk Assessment
Genuine accidents or performance mistakes are increasingly managed through Reflective Practice, provided there is insight and no dishonesty involved.
Disclaimer: This tool is for educational self-assessment only. It does not constitute legal advice or predict outcome of actual proceedings.
Case Pattern Analysis
Pattern A: Integrity
Officer falsifies notebook to cover minor delay.
Result: DismissalPattern B: Force
Excessive strikes used during stressful arrest context.
Result: Final Written WarningPattern C: Off-Duty
Domestic disorder involvement calling for police attendance.
Result: Discreditable Conduct FindingPattern D: Data
Checking neighbour's vehicle details out of curiosity.
Result: DismissalCommon Questions
What are the Standards of Professional Behaviour?
Statutory conduct rules under the Police (Conduct) Regulations 2020 governing officer behaviour.
Do they apply off duty?
Yes. They apply at all times.
Which standard most often leads to dismissal?
Honesty and Integrity breaches are most likely to result in dismissal.
Is poor judgment always misconduct?
No. Panels distinguish error from serious breach.
Can social media breach standards?
Yes. Off-duty online conduct can trigger misconduct.