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How do you transfer between police forces?
To transfer between police forces, a serving officer normally applies to an open transferee campaign, passes eligibility checks, completes an interview or assessment, clears vetting, medical and fitness checks, agrees release from their current force, and then joins the receiving force through local induction and posting arrangements.
- 1 Apply to an open transferee campaign
- 2 Eligibility checks
- 3 Recruitment assessment
- 4 Vetting
- 5 Medical and fitness
- 6 Offer
- 7 Current force release
- 8 Join new force
What Is a Police Transfer?
A police transfer is a voluntary move by a serving officer from one police force to another. The officer remains a constable in the wider policing sense, but changes employer, local command structure, policies, systems, equipment, geography and operational context.
In practice, transferring police forces is not the same as moving station within the same force. It is a recruitment process. The receiving force must decide whether it has vacancies, whether your experience fits its needs, whether your vetting and medical position is suitable, and whether your current force can release you at the right time.
Officers transfer for many reasons. Some are practical, such as family, commute, housing costs or returning home. Others are career driven, such as promotion prospects, detective work, firearms, roads policing, public order, safeguarding or neighbourhood specialisms. A good transfer decision usually considers both career and family impact.
Why Officers Transfer
Transfer decisions are rarely about one factor. Most officers are balancing money, career, family and fatigue at the same time.
Family
Moving closer to a partner, children, caring responsibilities or wider support network.
Housing
Leaving a high-cost area or moving to a force area where buying or renting is more realistic.
Promotion
Seeking a clearer route to sergeant, inspector or specialist leadership opportunities.
Cost of living
Balancing salary, allowances, commute costs and local housing pressure.
Commute
Reducing travel time, fuel cost, fatigue and childcare pressure caused by long journeys.
Specialist roles
Moving toward investigations, roads policing, firearms, dogs, marine, public order or neighbourhood specialisms.
Work-life balance
Looking for a force, posting pattern or commute that better fits family life.
Returning home
Moving back to a previous home area after service in London, a large city or a distant force.
Step-by-Step Police Transfer Process
The police transferee process is force-specific, but most applications move through the same broad sequence. The order can change. Vetting may run alongside medical checks. References may be requested before or after interview. Release dates may be negotiated after a conditional offer.
Stage 1
Find transferee vacancies
Ongoing
Purpose
Identify forces currently accepting transferees at your rank, role or skill set.
Common mistakes
Assuming a force is closed because there is no obvious advert, or applying without checking role requirements.
Expected outcome
A suitable open campaign, expression of interest route or recruitment contact.
Stage 2
Submit application
1 to 3 weeks
Purpose
Provide service history, rank, skills, posting background, conduct declarations and transfer motivation.
Common mistakes
Rushing forms, missing dates, vague examples or failing to disclose relevant matters.
Expected outcome
A complete transferee application ready for eligibility checks.
Stage 3
Eligibility screening
1 to 4 weeks
Purpose
Check rank, service, probation status, conduct record, skills and right to transfer under the campaign rules.
Common mistakes
Ignoring probation, restrictions, unsatisfactory performance or unresolved conduct issues.
Expected outcome
Progression to assessment, hold for clarification or rejection against campaign criteria.
Stage 4
Shortlisting
1 to 4 weeks
Purpose
Assess whether your experience matches the receiving force's operational need.
Common mistakes
Assuming all transferees are interchangeable, especially for specialist or detective posts.
Expected outcome
Invite to interview, assessment or further evidence request.
Stage 5
Interview or assessment
Usually 1 day, with preparation before
Purpose
Test motivation, professionalism, values, operational judgement and understanding of the new force area.
Common mistakes
Treating it like a formality, giving generic answers or failing to explain why this force.
Expected outcome
Recommended, held, reserve listed or unsuccessful.
Stage 6
Fitness and medical
1 to 6 weeks
Purpose
Confirm you meet required occupational health and fitness standards for the role.
Common mistakes
Leaving fitness until late, failing to disclose health issues or ignoring reasonable adjustment routes.
Expected outcome
Cleared, referred for further information or delayed pending occupational health review.
Stage 7
Vetting and financial checks
4 to 12 weeks, sometimes longer
Purpose
Reassess suitability for the receiving force, including security, financial and integrity considerations.
Common mistakes
Late disclosures, unexplained finances, outdated address history or social media risk.
Expected outcome
Vetting clearance, further enquiries or refusal.
Stage 8
References and conduct checks
2 to 6 weeks
Purpose
Confirm service, conduct, performance, sickness and any restrictions with the current force.
Common mistakes
Not understanding what the current force will disclose or assuming issues will not be checked.
Expected outcome
Transfer can proceed, needs clarification or is paused.
Stage 9
Release and notice
Usually weeks to months
Purpose
Agree a release date between current force, receiving force and the officer.
Common mistakes
Assuming you can leave immediately or making family plans before the release date is confirmed.
Expected outcome
Confirmed leaving date and joining arrangements.
Stage 10
Start with new force
First days to first months
Purpose
Complete induction, equipment, local training, posting allocation and role-specific conversion.
Common mistakes
Underestimating new systems, geography, policy differences and local culture.
Expected outcome
Operational integration into the receiving force.
Who Can Transfer?
Constables, sergeants, inspectors and specialist officers can transfer where a force is accepting officers with their rank, skills and experience. There is no single universal rule that applies to every campaign. The receiving force decides what it needs and what evidence it wants.
| Officer type | Transfer considerations |
|---|---|
| Constables | Most transferee campaigns are open to constables, but forces may specify response, neighbourhood, investigation or specialist experience. |
| Sergeants | Sergeant transfers may depend on vacancy location, supervision demand, promotion history and line management experience. |
| Inspectors | Inspector transfers are usually more targeted and may involve stronger evidence of leadership, resilience and delivery. |
| Detectives | Detective transfers are common where investigation demand is high, but accreditation, portfolio evidence and local process still matter. |
| Firearms officers | Firearms skills may be attractive, but receiving forces can require reassessment, local authorisation and role availability. |
| Roads policing | Advanced driving, collision investigation and specialist traffic skills may support an application where the force has demand. |
| Neighbourhood officers | Community, problem-solving and partnership experience can be valuable, particularly in forces prioritising local policing. |
| Response officers | Response experience is transferable, but geography, demand profile and local operating models still change. |
| Custody | Custody experience may transfer, but authorisations, refresher training and local policies can differ. |
| Investigations | Investigation experience can support detective, PIP or safeguarding routes, subject to force requirements. |
| Special Branch | Specialist intelligence or protective security roles usually involve stricter vetting and specific vacancy matching. |
Can You Transfer While on Probation?
Some forces require transferees to be confirmed in rank and out of probation. Others may consider applications where the officer has completed a minimum service period or where there is a specific operational reason. If you are still in probation, check the campaign criteria before spending time on a full application.
Probation matters because the receiving force needs confidence that the officer has completed core learning, demonstrated operational competence and is not moving to avoid unresolved performance or conduct issues.
Do You Keep Your Police Pay?
Police pay is one of the biggest transfer questions. Core officer salaries are based on national pay scales, but the real decision is not just basic salary. Pay point treatment, location allowances, London payments, overtime patterns, commute costs and housing costs can all change the financial outcome.
Pay point
Do not assume every pay point position transfers automatically. Treatment depends on rank, role, service history and receiving force policy.
Salary
Core salary normally follows national police officer pay scales, but the actual amount depends on rank and pay point treatment.
Allowances
Allowances vary substantially. London Weighting, London Allowance, South East allowance and local payments can change take-home pay.
Promotion
A transfer into a higher rank is usually a promotion process, not a simple lateral transfer.
Temporary salary
Acting, temporary duties, bonus-style payments and local arrangements may not follow you.
Overtime
Real earnings may change because overtime demand, cancellation patterns and shift patterns differ by force and team.
Before accepting a transfer, compare the receiving force salary and allowances against your current take-home pay. A lower commute or cheaper housing can offset reduced allowances, but losing London or South East payments can materially affect monthly income.
Does Your Police Pension Transfer?
Police pension membership is national. A force transfer does not normally mean starting again with a completely new pension arrangement. However, you should still check your own position because legacy service, 1987, 2006, 2015 CARE, McCloud remedy issues, retirement age and commutation can make the detail more complicated.
For many officers, the pension is more valuable than any short-term pay difference. Transferring forces may not break pension continuity, but changing rank, salary progression, retirement timing or final salary link assumptions can alter the long-term modelling.
Officers with mixed legacy and CARE service should pay particular attention to McCloud remedy information. The question is not only whether the pension transfers, but how the future force move interacts with salary, promotion, retirement age and the administrator figures you eventually receive.
What Happens To Annual Leave?
Annual leave can be more awkward than officers expect. Your length of service may be recognised for leave entitlement, but unused leave, booked leave, carry-over rules and the timing of your release date are force-policy issues. Do not assume leave automatically moves across exactly as it stands.
Carry over
Ask whether unused leave can transfer, must be used before leaving or will be paid according to policy.
Service recognition
Long service may affect leave entitlement, but the receiving force will apply its own HR process.
Booked leave
Pre-booked family holidays should be declared early because training or induction dates may clash.
Bank holidays and rest days
Shift pattern changes can affect how rest days, public holidays and TOIL feel in practice.
Do Specialist Skills Transfer?
Specialist skills can make a transferee application stronger, but they do not always transfer automatically. A receiving force may need to check training records, currency, authorisations, local policy, medical suitability and operational demand before allowing you to perform the same function.
Response driving
A receiving force may accept evidence of qualification, but local familiarisation and authorisation may still be required.
Taser
Taser status may need review, refresher training or local approval before operational deployment.
PSU and public order
Public order training can be valuable, but forces may check currency, role level and local deployment requirements.
Firearms
Firearms transfer is highly role dependent and may require assessment, conversion training and enhanced vetting.
CID and PIP
Investigation portfolios, accreditation and recent experience may be checked before placement.
Dogs
Dog section movement depends on handler vacancies, dog availability, training standards and local team requirements.
Marine
Marine or specialist operational skills usually transfer only where a relevant team has an opening.
Vetting, Medical and Fitness Checks
Vetting
Expect new vetting or re-vetting. Management Vetting, Recruitment Vetting, financial checks, address history, associates, social media, change of circumstances and conduct declarations may all be relevant.
Medical
Occupational health may review existing injuries, sickness history, restrictions, medication, adjustments, eyesight, hearing and role-specific demands. Be accurate rather than optimistic.
Fitness
Some forces require a fitness test or confirmation that you meet the required standard. Officers moving into specialist roles may face additional role-specific fitness or medical requirements.
Common Reasons Police Transfer Applications Fail
A transfer application can fail even when the officer is experienced. The most common problems are usually process, disclosure, timing or evidence issues rather than lack of service.
Incomplete forms
Dates, postings, sickness, conduct declarations and skills evidence must be accurate and complete.
Poor interview
Experienced officers can still fail if they treat the interview as a formality or do not answer the question asked.
Outdated vetting
A current clearance does not remove the need for new checks by the receiving force.
Medical issues
Existing injuries, restrictions or sickness patterns may need occupational health review.
Release timing
Current force release, training intakes and family timing can create delays.
Disciplinary matters
Live investigations, restrictions or unresolved conduct issues can pause or stop a transfer.
References
Performance, attendance and conduct checks can carry real weight.
Police Transfer Timeline
A clean transfer can move quickly, but officers should plan for delays. Vetting, medical evidence, current-force release, training dates and personal logistics can all affect the final start date.
1 to 3 weeks
Application
Prepare forms, evidence and declarations.
2 to 8 weeks
Interview
Shortlisting and assessment scheduling.
Conditional
Offer
Usually depends on checks and references.
Weeks to months
Notice
Release negotiated with current force.
Confirmed intake
Start
Induction, local training and posting.
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Thinking About Transferring?
Before deciding, compare the financial impact. Calculate how moving forces could affect your salary, pension and long-term career planning.
What to Check Before You Apply
Transfer vacancy
Is the receiving force actively accepting your rank, role or specialist background?
Pay point
Will your current pay point be recognised and what allowances will change?
Pension
Will any salary, rank or retirement-age assumptions affect your long-term pension modelling?
Leave
What happens to unused leave, booked leave and long-service entitlement?
Skills
Will driving, Taser, PSU, firearms or detective skills need reassessment?
Vetting
Are there financial, conduct, associate or social media issues to disclose early?
Release
Can your current force release you in time for the receiving force intake?
Family impact
Does the move work for housing, schools, partner work, caring responsibilities and commute?
Police Transfer FAQ
Can police officers transfer forces? +
Yes. Serving police officers can apply to transfer between UK police forces when a receiving force is accepting transferees and the officer meets that force's eligibility criteria.
How do you transfer between police forces? +
You normally apply to an open transferee campaign, pass eligibility checks, complete an interview or assessment, clear vetting, medical and fitness checks, agree release from your current force and then start with the receiving force.
Can detectives transfer police forces? +
Yes, detectives can transfer where a force accepts detective transferees. The force may check accreditation, investigation experience, portfolio evidence and current professional development status.
Can firearms officers transfer? +
Firearms officers can apply where a force has a suitable firearms vacancy or transferee route, but reassessment, conversion training, local authorisation and vetting may be required.
Can response officers transfer? +
Yes. Response experience is one of the most common transferable backgrounds, although the receiving force may still require local systems, geography and policy training.
Can I transfer while on probation? +
Some forces restrict transferee applications from probationers. Others may consider applications in specific circumstances. Always check the campaign rules before applying.
Do I keep my police pension when transferring forces? +
Police pension membership is national, so transferring forces does not normally mean leaving the police pension scheme. Individual pension questions should still be checked with your pension administrator.
Do I keep my pay point when transferring police forces? +
Pay point treatment depends on rank, service history, role and force policy. Do not rely on assumptions. Confirm the position with the receiving force before accepting an offer.
Do I keep annual leave when transferring? +
Annual leave treatment varies by force and timing. Some leave may need to be used before transfer, paid, carried by agreement or recalculated under the receiving force's policy.
Do skills like Taser or response driving transfer? +
Skills can support your application, but receiving forces may require evidence, currency checks, refresher training or local authorisation before you use them operationally.
How long does a police transfer take? +
A straightforward transfer can take a few months, but vetting, medical checks, references, release dates and training intake availability can extend the timeline.
Can I transfer from the Met to another force? +
Yes, Met officers can apply to transfer to other forces where transferee campaigns are open. Pay and allowance differences should be checked carefully because London allowances may not transfer.
Can I transfer to the Met? +
Yes, where the Metropolitan Police is accepting transferees for the relevant rank or role. Check the current Met recruitment route and pay allowance details before applying.
Can I transfer to British Transport Police? +
BTP can accept experienced officers through relevant campaigns, but it is a national specialist force with different operational context and role requirements.
Can I transfer to Police Scotland? +
Movement to Scotland may involve different legal, training, pension and operational considerations. Check the current Police Scotland recruitment rules directly.
Can I transfer to PSNI? +
Movement to the Police Service of Northern Ireland may involve separate recruitment, vetting and legal context. Check current PSNI instructions before relying on any general transfer assumption.
Do I need another fitness test? +
Often yes, or the receiving force may require evidence that you meet the required standard. Fitness and medical checks are common parts of the transferee process.
Will I need new vetting? +
Yes, expect vetting or re-vetting. The receiving force is responsible for checking your suitability under its own requirements.
Can I transfer while under investigation? +
A live conduct matter, restriction or unresolved complaint can delay or prevent a transfer. You should disclose accurately and check force instructions.
Can I transfer with restrictions or adjusted duties? +
It depends on the restriction, role, operational need and occupational health assessment. The receiving force may need further medical or workplace information.
Can I transfer after promotion? +
You may be able to transfer after promotion, but some forces may expect you to complete a period in rank or provide evidence of competence.
Do I need to tell my current force before applying? +
Campaign instructions vary. Some processes require early line manager or HR notification, while others begin confidentially until later checks.
What is a police transferee interview like? +
It usually tests motivation, values, operational judgement, service record, role suitability and understanding of the receiving force area.
Are police transferee vacancies always advertised? +
Not always. Some forces advertise formal campaigns, some accept expressions of interest and some recruit for specific skills or ranks at particular times.
What should I check before transferring? +
Check pay, allowances, pension continuity, commute, housing costs, annual leave, specialist skills, vetting, release timing, role availability and family impact.
Continue Planning Your Transfer
Use the wider Police Pay ecosystem to compare the financial, pension, overtime and fitness impact before you commit to a move.
Transfer Hub
Compare live transferee opportunities and decision factors.
Pension Hub
Understand the pension side of service, retirement and scheme choices.
Pay Calculator
Estimate force, rank, allowance and take-home pay differences.
Overtime Calculator
Model how overtime patterns can affect real monthly earnings.
Police Pension Calculator
Model CARE, legacy and retirement planning scenarios.
Fitness Hub
Check bleep test, readiness and training guidance where needed.
Disclaimer
PolicePay.co.uk is an independent explanatory and preparation platform. This guide is based on general police recruitment practice, public information and transfer-process principles. It is not official recruitment guidance, does not replace force-specific instructions and does not guarantee a transfer outcome. Always check current requirements with the receiving force, your current force and relevant HR, occupational health, vetting or pension contacts.