Extended Probation
Explained
Probation is set by regulation 12 and the Home Office's Annex C determination. This guide explains how long it lasts, why and how a force extends it, what an extension changes, and where regulation 13 discharge fits in.
Independent information, not advice · Sources checked 18 October 2026 · England and Wales unless stated
Probation lasts two years for most constables and three on the PCDA (Annex C to regulation 12). The chief officer can set a longer period in a particular case, usually for performance, attendance, academic progress or long absence, paired with a support plan. During probation, regulation 13 lets the chief officer dispense with your services if you are unfit for the duties or not likely to become an efficient or well conducted constable. You get a month's notice or a month's pay, and you can resign instead.
Regulation 12: the duty to serve probation
Regulation 12 of the Police Regulations 2003 says a member of a police force appointed as a constable serves a period of probation, unless they transferred from another force having completed probation there or are a rejoiner (who has their own period). In its current form (paragraph (1) was substituted from 28 May 2025) it also covers special constables, direct entry inspectors and direct entry superintendents. The Secretary of State determines the period, may let the chief officer determine it in a particular case, and decides what counts.
The determination is Annex C, most recently republished by the Home Office in Circular 009/2024 on 18 December 2024.
How long probation lasts
| Who | Period | Annex C |
|---|---|---|
| Constables (most routes) | First 2 years of service in the force | Paragraph 1 |
| PCDA constables | First 3 years of service | Paragraph 4D |
| Part-time constables | (40 / A) multiplied by the full-time period, A being normal weekly hours, less any full-time probation served | Paragraphs 2 and 3 |
| Served at least a year on probation before | One year (two on the PCDA) or as the chief officer decides; the total with earlier probation cannot fall below 2 years (3 on the PCDA), or probation can be dispensed with if already completed in that force | Paragraphs 4 and 4D |
| Fast Track constables | Until promotion to sergeant or two years, whichever is shorter | Paragraph 4A |
| Direct entry inspectors and superintendents | 24 months and 18 months | Paragraph 4B |
| Rejoiners | 6 months if back in the same rank within 12 months; otherwise 12 months | Paragraph 4C |
Every period ends with the same proviso: or for such longer period as the chief officer determines in the circumstances of a particular case. That is where extensions come from.
What counts towards probation
| Period | Treatment |
|---|---|
| Unpaid leave | Disregarded |
| Maternity leave | First 52 weeks count; all of it if shorter |
| Adoption leave | Counted under rules similar to maternity leave |
| Parental, maternity support and adoption support leave | Counts |
| University scholarship study | Disregarded |
| Statutory transfer between forces | Treated as one force's service |
Sickness absence is not mentioned, so it counts as service in principle. Forces deal with long absence by extending probation instead: Wiltshire's procedure names prolonged absence from core policing duties, sickness being an example, as a reason.
Why probation gets extended
An extension gives a student more time to reach the standard before confirmation. The reasons in the two procedures we read:
| Reason | Source |
|---|---|
| Unsatisfactory attendance, performance or academic progress | North Yorkshire 4.1 |
| Prolonged absence from core policing duties, sickness being an example | Wiltshire 6.1.3 |
| Flexible or part-time working | Wiltshire 6.1.6 and 16.1 |
| Needing more time to complete the training programme, with a support plan | Wiltshire 6.1.6 |
| Outcome of a review or final review meeting | North Yorkshire 2.2 and 2.3 |
It is often the outcome that keeps a student in the job. North Yorkshire offers extension with a supportive plan as an outcome at both its review and final review meetings, as an alternative to recommending discharge.
How an extension is decided: one force's process
North Yorkshire Police's procedure sets out the steps clearly:
| Step | What happens |
|---|---|
| Report | Line manager or PDU sergeant writes a report: performance, academic progress, attendance or conduct, actions taken, results of plans, recommendation, and comments from you and any Federation representative |
| Recommendation | PDU inspector or second line manager adds a full report and recommendation |
| Decision | Director of People Services or nominated deputy, under delegated authority from the chief constable |
| Notification | Confirmed to you in writing within 5 working days |
| Supportive plan | Sets out the standards to achieve and sustain, monitored by the line manager and PDU inspector |
| Review before it ends | Confirms success, or leads to a stage 2 meeting (or stage 3 if the extension followed a stage 3 meeting) |
North Yorkshire's procedure says an extension should be made in good time, because if probation is not extended before the original period expires, the student officer will be deemed to have satisfactorily completed probation. If your end date is close and you have heard nothing, ask your training team where you stand.
What an extension changes, and what it does not
| Area | Effect |
|---|---|
| Regulation 13 | Still applies for the whole extension |
| Pay increments | Probationers do not need to meet the pay progression standard (Annex F Part 1BA paragraph 13) |
| Performance regulations | Still do not apply while you are a probationer |
| Sergeants' exam | Not eligible until probation is complete (College 2027 handbook) |
| Transfer to another force | Annex C excludes from probation only those who transferred having completed it, so a transfer during probation would not end it |
Regulation 13: discharge of a probationer
This section is a summary for student officers. Our regulation 13 explained guide covers the discharge process in depth, including fair hearings, pension and how decisions are challenged.
Regulation 13(1) says that, during the period of probation, the services of a constable may be dispensed with at any time if the chief officer considers the constable is not fitted, physically or mentally, to perform the duties of the office, or is not likely to become an efficient or well conducted constable.
- Notice. A constable whose services are dispensed with is entitled to a month's notice or a month's pay instead (13(2)).
- Resignation. The constable can avoid dismissal by giving written notice to retire on or before the date dismissal would take effect, which must be accepted even if less than a month (13(3)).
- Pay on resignation. Someone who resigns this way keeps their pay to the end of the notice period, or any month's pay in lieu already due (13(4)).
- Delegation. Since 28 May 2025 the chief officer can delegate these functions to a senior officer, a former senior officer who left within five years, or police staff of similar seniority (13(5) to (7)).
- Who it covers. Constables, special constables, direct entry inspectors and superintendents, and rejoiners, during probation.
How the regulation 13 process runs in practice
Regulation 13 does not prescribe a procedure, so forces write their own. North Yorkshire's has three stages for performance and attendance (supportive action, a review meeting, a final review meeting) and a separate route to a chief constable hearing for undisputed misconduct or other serious concerns. Wiltshire's has informal support, formal performance or attendance review meetings chaired by an inspector, a regulation 13 notice signed by the inspector, and a hearing with the chief constable.
- Who decides. In both, the chief constable makes the final decision. In North Yorkshire it is made on the papers and the stage 3 recommendation, and confirmed in writing within 5 working days.
- Operational duties. In North Yorkshire, once discharge is recommended you do not perform operational duties while the decision is pending.
- Plans along the way. Wiltshire's formal plans normally last no more than 3 months unless there are extenuating circumstances, with up to 3 reviews.
For the stage-by-stage detail, see how the process runs in our failing guide.
Resigning instead of being dismissed
Regulation 13(3) gives you the option to resign rather than be dismissed. Wiltshire's procedure says the option remains until the start of the appearance before the chief constable, that the normal month's notice is then waived, and that pay runs to the actual last day. North Yorkshire's procedure says that a student who resigns at the point of decision receives a month's pay in lieu of notice. Regulation 13(4) itself protects pay to the end of any notice period or pay in lieu already due, so ask your Federation representative how your force applies it.
Resigning ends the process. It can matter for how your departure is recorded and for any later application, so take advice from the Federation before deciding. If you are under investigation for potential gross misconduct, different rules apply: Wiltshire says a post-employment hearing would still take place.
Regulation 13, unsatisfactory performance and misconduct
| Issue | While on probation | After confirmation |
|---|---|---|
| Performance, attendance, academic progress | Regulation 13 procedure | Police (Performance) Regulations 2020 (UPP) |
| Undisputed misconduct | Regulation 13 can be used after reference to Professional Standards (North Yorkshire) | Police (Conduct) Regulations 2020 |
| Alleged serious or disputed misconduct | Police (Conduct) Regulations 2020 | Police (Conduct) Regulations 2020 |
The Police (Performance) Regulations 2020 apply to officers up to chief superintendent excluding constable probationers, which is why student officers' performance is handled through regulation 13. For conduct, Wiltshire says gross misconduct goes through the conduct regulations, and that only conduct dismissals lead to the barred list.
Your rights
- To be accompanied. By a Police Federation representative or a colleague (North Yorkshire) or a police officer friend (Wiltshire).
- To notice and documents. At least 5 working days for a review meeting, 7 for a final review meeting and 10 for a conduct hearing in North Yorkshire; documents at least 5 days before meetings in Wiltshire.
- To comment. On reports sent to the decision maker, and to submit evidence before the final meeting (North Yorkshire asks for it 3 working days ahead).
- To reasonable adjustments. Both forces require occupational health advice and consideration of disability before decisions on attendance or performance.
- To make a protected disclosure. North Yorkshire says student officers must not suffer detriment for whistleblowing.
- Discrimination claims. Section 42 of the Equality Act 2010 treats a constable as employed by the chief officer for these purposes. Ordinary unfair dismissal rights are excluded by section 200 of the Employment Rights Act 1996, except for health and safety and whistleblowing dismissals.
Regulation 13 has no appeal stage. If you are told an extension or a regulation 13 meeting is being considered, speak to your Federation representative straight away, before you reply in writing.
Confirmation: the end of probation
Confirmation of appointment is the formal end of probation. In Wiltshire, after the week 90 final review the command team makes recommendations on confirmation. North Yorkshire notes that regulation 13 can only be used before confirmation of successful completion of probation. Once confirmed, the performance regulations apply to you like any other officer, and you can enter the sergeants' exam once you also have two years' service.
What we could not verify
- A maximum extension. Annex C sets no limit on how long the chief officer can extend, and we found no national guidance setting one.
- Every force's procedure. We read two procedures in full. Notice periods, decision makers and timings vary.
- Case law. Courts have considered regulation 13 decisions over the years. We have not summarised case law because we did not read the judgments for this page.
- Transfers during probation. We found nothing national that bars a probationer from transferring; it would be a matter for both forces.
Frequently Asked Questions
Can police probation be extended?
Yes. The Home Office determination under regulation 12 (Annex C) sets each probation period and adds that it can be for such longer period as the chief officer determines in the circumstances of a particular case. Forces delegate the decision: North Yorkshire Police gives it to its Director of People Services.
How long can probation be extended for?
Annex C sets no maximum. Forces set the length case by case. Wiltshire Police's procedure links extensions to support plans and, for part-time working, extends probation pro rata up to a maximum of six years on the PCDA. North Yorkshire's procedure reviews the extension before it ends.
What is regulation 13 in the police?
Regulation 13 of the Police Regulations 2003 lets the chief officer dispense with the services of a probationer at any time during probation if they consider the officer is not fitted, physically or mentally, to perform the duties of the office, or is not likely to be an efficient or well conducted constable. The officer is entitled to a month's notice or a month's pay instead.
Can a force extend probation after it has ended?
North Yorkshire Police's procedure says extensions should be made in good time because, if probation is not extended before the original period expires, the student officer is deemed to have completed probation satisfactorily. That is that force's written position; check your own force's procedure.
Is there an appeal against a regulation 13 dismissal?
Regulation 13 contains no appeal stage, and North Yorkshire's procedure says the chief constable's decision is final. Officers who think a decision was unlawful or discriminatory need legal advice quickly, usually through the Police Federation.
Does extended probation affect my pay rise?
The Home Office pay determination says probationers are not required to meet the pay progression standard to move up the pay scale, so being on probation does not in itself block your annual increment. Ask your force how it handles increments during an extension if you are unsure.
Can I sit the sergeants' exam while my probation is extended?
Not until probation is complete. The College of Policing's 2027 NPPF step two handbook requires candidates to have completed two years' service and their probationary service by the exam date.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 18 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.
- The Police Regulations 2003, regulation 12: probationary service (legislation.gov.uk) : who serves probation, the period determined by the Secretary of State, delegation to the chief officer; paragraph (1) substituted from 28 May 2025 (accessed 18 October 2026)
- The Police Regulations 2003, regulation 13: discharge of probationer (legislation.gov.uk) : the test, notice or pay in lieu, resignation, pay to the end of notice, delegation (amended 28 May 2025) (accessed 18 October 2026)
- Home Office Circular 009/2024: Annex C (published 18 December 2024) : probation periods (paragraph 1, 4C rejoiners, 4D PCDA), part-time formula, previous probation, the longer period power, reckoning service (accessed 18 October 2026)
- North Yorkshire Police: Regulation 13 for Student Officers procedure (PDF, 2025) : extension process and timing, delegated authority, stages, notice periods, discharge decision, misconduct boundary, protected disclosures (accessed 18 October 2026)
- Wiltshire Police: Training and Probationary Procedural Guidance for Student Officers (PDF, version 4.0, 2 October 2025) : extension reasons, part-time pro rata probation, performance and attendance meetings, resignation, barred list (accessed 18 October 2026)
- The Police (Performance) Regulations 2020, explanatory note (legislation.gov.uk) : constable probationers excluded (accessed 18 October 2026)
- Home Office Circular 011/2026: Annex F (pay), Part 1BA paragraph 13 : probationers are not required to meet the pay progression standard (accessed 18 October 2026)
- College of Policing: NPPF step two candidate handbook 2027 (updated 10 September 2026, via the production mirror) : completed probation required by the exam date (accessed 18 October 2026)
- Employment Rights Act 1996, section 200, and Equality Act 2010, section 42 (legislation.gov.uk) : constables treated as employed for Equality Act purposes; ordinary unfair dismissal rights excluded for police service with health and safety and whistleblowing exceptions (section 200 at legislation.gov.uk/ukpga/1996/18/section/200) (accessed 18 October 2026)
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Disclaimer
PolicePay.co.uk is an independent guide. It is not affiliated with the College of Policing, the Home Office, any university or any police force. Training programmes, timings, assessment and probation procedures are set nationally but delivered locally, so your force's own policy and your offer letter decide how they apply to you. This is general information, not legal advice: if your probation is extended or you are served a regulation 13 notice, speak to your Police Federation representative. Details are as checked on 18 October 2026.