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Which is the best police force to transfer to?
There is no single best police force to transfer to. The right force depends on your priorities, including salary, commuting, housing costs, promotion opportunities, specialist departments, family circumstances and career goals.
A force that is ideal for a detective seeking major crime exposure may be wrong for a response officer trying to reduce childcare pressure. A force with stronger allowances may still leave an officer worse off if housing and travel costs rise. This guide is designed to help you compare forces with practical evidence rather than opinion.
How to Choose the Right Force
The best force is the one that fits the life and career you are actually trying to build.
Serving officers usually start this question by asking which force is best. That is understandable, but it is also too broad. Police forces differ by geography, demand, cost of living, team structure, specialist pathways, commute patterns and local culture. Officers also differ. Some are chasing promotion. Some are trying to get home earlier. Some want detective work, firearms or roads policing. Some want to leave London costs behind. Some need to live closer to children, parents or a partner's job.
A sensible transfer decision starts with priorities. If money is the issue, compare net income rather than basic pay. If burnout is the issue, compare demand, commute and role type. If career progression is the issue, compare specialist vacancies, promotion boards and development support. If family life is the issue, compare shift patterns, childcare, school runs, travel time and housing.
This page does not rank forces from best to worst. That would be misleading. It gives you a decision framework so you can compare forces properly before applying.
The Biggest Decision Factors
Use these factors as a transfer checklist. A good force for one officer can be a poor fit for another if the financial, family or career trade-offs are wrong.
Salary
Start with rank, pay point and pensionable pay, but do not stop there. A force with a similar basic salary can still leave you better or worse off depending on allowances, overtime and local costs.
Allowances
London Weighting, London Allowance, South East Allowance and local role payments can materially change gross and net income. Check what applies before assuming your current package follows you.
Housing
Rent, mortgage size, deposit requirements, council tax and parking can outweigh a small salary difference. Housing affordability is often the real transfer decision.
Commute
A shorter commute can improve family life, sleep, overtime dependency and shift recovery. A longer commute can quietly erase the benefit of a higher salary.
Overtime
Some officers want overtime to build income. Others want a force where they do not need overtime to survive. Demand, team culture and role all matter.
Promotion
A force with better promotion opportunities may be financially stronger over five years even if the immediate salary difference is modest.
Specialist Roles
Detectives, firearms, roads policing, public order, dog handlers, digital investigation and safeguarding roles can vary by force size, demand and vacancy cycle.
Force Size
Larger forces may offer more departments and movement. Smaller forces may offer visibility, local identity and broader responsibilities.
Urban vs Rural
Urban policing can bring volume, complexity and specialist pathways. Rural policing can bring distance, autonomy, slower backup and broader community exposure.
Response Demand
Demand affects workload, rest-day disruption, overtime, morale and family planning. Do not rely on reputation alone.
Family Life
School runs, childcare, partner work, elderly relatives and support networks often matter more than headline force branding.
Cost of Living
A transfer decision should compare net income after housing, commuting, childcare, food, parking, insurance and council tax.
Police Force Comparison Matrix
This matrix is a broad comparison tool, not a league table. It avoids invented statistics and uses neutral descriptors where precise public information varies or changes frequently.
| Force | Region | Approx size | Allowance context | Urban / rural mix | Specialist opportunities | Housing affordability | Commute potential | Promotion | Transfer status |
|---|---|---|---|---|---|---|---|---|---|
| Hertfordshire | East of England | Medium | South East context, check current terms | Mixed urban, towns, rural and major roads | Response, neighbourhoods, investigations, roads and specialist routes | Often lower than inner London, location-dependent | Strong for London and Home Counties commuters | Role and vacancy dependent | Open to transferees |
| Bedfordshire | East of England | Medium | Check current local terms | Urban centres, airport, rural and cross-border demand | Response, investigations, safeguarding and regional collaboration | Variable by town and commute corridor | Strong for nearby counties and north London links | Role and vacancy dependent | Recruitment status unknown |
| Thames Valley | South East | Large | South East context, check current terms | Large mixed territory with major towns and rural areas | Broad specialist functions because of force scale | Higher in some commuter areas, lower in others | Strong across Oxfordshire, Berkshire and Buckinghamshire | Potentially broad due to size | Recruitment status unknown |
| Metropolitan Police | London | Very large | London Weighting and London-related allowances may apply | Dense urban and high-demand policing | Major crime, specialist, public order, firearms and national-profile roles | High housing costs | Strong if already London-based, challenging if commuting far | Large organisation, competitive processes | Recruitment status unknown |
| British Transport Police | National | Specialist national force | Location and role dependent | Transport network, railway, events and cross-boundary demand | Railway policing, major events, disruption and safeguarding | Depends heavily on posting | Strong for officers near transport hubs | Specialist pathway dependent | Recruitment status unknown |
| Essex | East of England | Large | Check current regional terms | Coastal, urban, commuter and rural mix | Roads, investigations, response and specialist teams | Variable, often lower than London but commuter areas can be costly | Strong for East London, Essex and Suffolk routes | Role and vacancy dependent | Recruitment status unknown |
| Kent | South East | Large | Check current regional terms | Coastal, ports, towns and rural communities | Ports, roads, safeguarding, investigations and specialist teams | Variable by coast, commuter belt and rural area | Strong for south east commuters | Role and vacancy dependent | Recruitment status unknown |
| Surrey | South East | Medium | South East context, check current terms | Affluent commuter areas, towns and rural demand | Response, investigations, neighbourhoods and regional collaboration | Often high housing costs | Strong for London and South East commuters | Role and vacancy dependent | Recruitment status unknown |
| Hampshire | South East | Large | Check current regional terms | Cities, coast, rural areas and major roads | Broad operational and specialist opportunities | Variable by city, coast and rural area | Strong for south coast and southern counties | Role and vacancy dependent | Recruitment status unknown |
| West Midlands | West Midlands | Very large | Check current local terms | Major urban policing and high-volume demand | Strong specialist and investigative pathways due to scale | Generally lower than London, area-dependent | Strong for Midlands-based officers | Large force can create progression options | Recruitment status unknown |
| Greater Manchester | North West | Very large | Check current local terms | Major urban, suburban and complex demand | Broad specialist, investigative and neighbourhood pathways | Generally lower than London, area-dependent | Strong for North West officers | Large force can create progression options | Recruitment status unknown |
Force recruitment status should always be confirmed directly with the relevant recruitment team. PolicePay is independent and does not represent any force.
Who Each Force Type May Suit
These are broad transfer considerations rather than rankings. Use them to narrow your research, then check current vacancies, pay treatment, commute and local role expectations.
Best for London commuters
Hertfordshire, Surrey, Thames Valley, Essex, Kent and Bedfordshire may suit officers who want to remain near London without necessarily living in inner London. The best option depends on station, commute route and housing.
Best for officers wanting rural policing
Forces with large rural areas can suit officers who want broader community responsibility and less dense urban demand. Rural work can still involve long travel, limited backup and complex safeguarding.
Best for major crime experience
Larger forces and forces with significant regional collaboration may offer more exposure to complex investigations, serious crime, major events and specialist departments.
Best for roads policing
Forces with major motorway, arterial road, port, airport or regional traffic demand may offer stronger roads-policing pathways. Check current vacancy and qualification transfer rules.
Best for detectives
Detective opportunities depend on force demand, accreditation, investigator vacancies, safeguarding demand and major crime structures. Large forces may offer breadth, while smaller forces may offer broader responsibility sooner.
Best for firearms pathways
Firearms opportunities depend on local capability, vacancy cycles, assessment routes and operational demand. Do not transfer assuming a firearms route is guaranteed.
Best for family life
The strongest family-life force is usually the one that reduces commute, childcare pressure, housing stress and unpredictable overtime dependency.
Best for affordable housing
Affordability depends on where you actually live, not just the force name. Compare mortgage, rent, council tax, parking and commuting together.
Best for promotion opportunities
A larger force can offer more posts, but more competition. A smaller force may offer visibility, but fewer vacancies. The right answer depends on rank, portfolio and promotion readiness.
Critical transfer principle
Salary Is Not Everything
A force with a lower headline salary can still be a better financial decision if housing, commute, childcare and overtime dependency improve.
Example one: an officer leaves a London posting and loses some London-related allowance. On paper, the move looks like a pay cut. In reality, the officer reduces rent, fuel, parking and commute time. They also need less childcare cover after late shifts. The household may be better off even with lower gross pay.
Example two: an officer transfers to a force with similar basic pay but a longer commute. Fuel, rail fares, parking and fatigue increase. The officer starts relying on overtime to replace the lost time and cost. The gross salary comparison looked neutral, but the lifestyle outcome is worse.
Example three: an officer moves for a specialist pathway. The first year may not improve pay, but the move could create stronger promotion evidence, better portfolio development and a clearer long-term career route.
Questions to Ask Yourself Before You Transfer
If you cannot answer these questions clearly, you probably have more research to do before applying.
Where does my family live and how much support do I need nearby?
How long would my commute be on early, late and night shifts?
Can I realistically afford housing in the target area?
Am I transferring for promotion, stability, specialist work or recovery from burnout?
Do I want a larger force with more departments or a smaller force with a stronger local identity?
Would a flexible working arrangement matter more than a slightly higher salary?
Am I chasing a force reputation without checking the actual team, station or posting?
Will childcare improve or become harder after the move?
How much overtime do I currently rely on to make my budget work?
Would I be financially exposed if overtime reduced after transfer?
Will the new force recognise my skills, courses and experience?
Am I prepared for new systems, policies, geography, custody arrangements and local demand?
Common Transfer Mistakes
Most poor transfer decisions are not caused by a bad force. They are caused by incomplete comparison.
Only looking at salary
Gross pay matters, but take-home pay after pension, tax, housing, travel and childcare is the better comparison.
Ignoring pension
A force move does not usually restart pension service, but retirement age, salary, promotion and McCloud assumptions still need modelling.
Ignoring commute
A 90-minute commute after nights can become the factor that makes a transfer fail in real life.
Ignoring housing
A higher salary can still leave you worse off if mortgage, rent or deposit pressure increases.
Following rumours
Every force has internal stories. Speak to current officers, but verify facts through recruitment, HR and official documents.
Moving without researching demand
The role title may look familiar, but demand, staffing, geography and team culture can feel very different.
Assuming every force works the same
Policies, systems, local procedures, supervision style and opportunities can vary considerably.
Forgetting family logistics
A move that looks good for the officer can fail if childcare, schools or partner commute become unworkable.
Assuming skills automatically transfer
Driving, Taser, firearms, PSU, detective accreditation and tutor status may need local review or re-authorisation.
Not asking for written pay information
Before relying on a figure, ask the receiving force to confirm salary, allowances, pay point and start arrangements.
Financial comparison
Compare the Real Monthly Position
The strongest transfer decision is built around take-home pay, pension, allowances, overtime, housing costs and transport costs together.
Take-home pay
Compare net income after tax, National Insurance, pension contributions and location allowances.
Pension
Model CARE accrual, legacy service, McCloud, commutation and retirement timing where relevant.
Allowances
Check London, South East, role-based, on-call, specialist and unsocial-hours payments.
Overtime
Compare actual opportunity and dependency, not just the hourly rate.
Housing costs
Model rent, mortgage, deposit, council tax, service charge and insurance.
Transport costs
Include fuel, rail, parking, wear, commute time and fatigue.
Featured Force Profile
PolicePay currently publishes one force profile in this transfer cluster. Other forces remain on the status board only until there is enough public information or campaign detail to justify a dedicated profile.
Featured Opportunity
Hertfordshire
Strong commuter location, proximity to London, mixed demand and relevant for officers comparing London costs with Home Counties policing.
Compare This ForceFrequently Asked Questions
Which police force is the best to transfer to?
There is no single best police force to transfer to. The right force depends on salary, allowances, commute, housing, family life, promotion prospects, specialist opportunities and personal circumstances.
Which police force pays the most?
Police officer basic pay is nationally structured by rank and pay point, but location allowances and overtime can change total earnings. London and South East roles may pay more gross, but costs can also be higher.
Which police force has the best work-life balance?
Work-life balance depends on role, station, shift pattern, commute, team demand and family circumstances. A lower-demand posting with a shorter commute may feel better than a higher-paying high-pressure role.
Which force has the best firearms opportunities?
Firearms opportunities depend on local capability, vacancy cycles, selection processes and operational need. Larger forces may have more roles, but competition can be higher.
Which force is best for detectives?
For detective work, compare investigation demand, accreditation support, safeguarding volume, major crime access, workload and promotion pathways. The strongest option depends on your experience and career plan.
Should I leave the Met?
That depends on why you want to leave. Officers often compare London allowances, commuting, housing, workload, family pressure and career opportunities before deciding whether leaving the Met is financially and personally sensible.
Which police force has the cheapest housing?
Housing affordability varies within every force area. Compare the actual town, commute and mortgage or rent costs rather than relying on force-wide assumptions.
Can I compare police forces before applying?
Yes. You can compare salary, allowances, housing costs, commute, pension impact, overtime, specialist opportunities and promotion routes before approaching a force.
Does my pension transfer if I move forces?
Police pension membership normally continues when serving officers transfer forces, but you should verify records, service history, McCloud position and retirement assumptions with official pension administrators.
Do all forces use the same pay scales?
Police officer basic pay is nationally structured, but local allowances, overtime patterns, specialist payments and working arrangements can vary.
Which force has the most promotion opportunities?
Large forces may have more posts, but also more competition. Smaller forces may offer visibility but fewer vacancies. Promotion prospects depend on role, rank, portfolio and timing.
Should I transfer for more money?
Do not compare salary alone. Compare take-home pay, allowances, housing, commuting, childcare, pension and overtime dependency before deciding.
Is a South East force better than a London force?
Not automatically. A South East force may reduce housing or commuting pressure, but London allowances can be valuable. The best answer depends on your actual location and costs.
Is British Transport Police good for transfers?
BTP can suit officers interested in transport-network policing, major events and cross-boundary work. It is specialist, so officers should compare role expectations carefully.
Are smaller forces better to work for?
Smaller forces can offer local identity and broader responsibilities, but may have fewer specialist vacancies. Larger forces can offer breadth but may feel more complex.
Are larger forces better for career progression?
Larger forces often have more departments and posts, but progression remains competitive. Your evidence, line management support and vacancy timing still matter.
Which force is best for family life?
The best family-life option is usually the force that improves commute, childcare, housing affordability, rest and support networks.
Which force is best for response officers?
Response conditions depend on workload, staffing, geography, supervision and shift pattern. Speak to current officers and ask about the actual station or area.
Which force is best for neighbourhood policing?
Neighbourhood policing varies by local model, staffing, demand and leadership priority. Check how the receiving force structures neighbourhood teams.
Which force is best for roads policing?
For roads policing, compare motorway networks, major roads, specialist traffic units, vacancy cycles and qualification transfer rules.
Can I transfer for a specialist role?
Yes, but specialist roles are vacancy-dependent and may require assessment, accreditation review or local training.
Can I transfer from the Met to Hertfordshire?
Officers considering a move from the Met to Hertfordshire should compare allowances, commute, housing, family logistics, role availability and current transferee status.
Can I transfer from BTP to a territorial force?
It may be possible, subject to eligibility, vetting, role matching and receiving force process. Officers should check how skills and experience are recognised.
Will I keep my pay point when I transfer?
Pay point treatment should be confirmed by the receiving force. Do not rely on assumptions before accepting an offer.
Will my annual leave transfer?
Annual leave and service recognition can vary by force and timing. Ask HR to confirm entitlement, booked leave and carry-over.
Can I transfer while on probation?
Probationary transfer rules vary and may be restricted. Check the receiving force requirements before applying.
Can I transfer as a detective?
Detectives can transfer, but accreditation, role availability, workload and local investigation structure should be confirmed.
Should I use a pay calculator before transferring?
Yes. A calculator helps compare net income, allowances and pension deductions rather than headline salary alone.
Should I use a pension calculator before transferring?
Yes, especially if you have legacy service, McCloud considerations, promotion plans, commutation decisions or retirement timing questions.
What is the safest way to choose a force?
Build a comparison using your real priorities: pay, pension, commute, housing, family, role, promotion, specialist goals and quality of life.
Compare Your Options Before You Decide
Every officer's circumstances are different. Compare the move through pay, pension, commute, housing, family life, specialist opportunity and long-term progression before applying.
PolicePay is an independent explanatory and preparation platform. This guide is based on general police transfer considerations and publicly available information. It is not official recruitment guidance, does not represent any police force and does not guarantee transfer eligibility, vacancy availability, salary treatment or recruitment outcome. Always confirm current details with the relevant force recruitment team.