Bullied or Treated Unfairly
At Work in the Police
How police officers and police staff can raise a grievance or deal with bullying and harassment: the difference between a grievance, a conduct report and a complaint, what real force policies say about timescales, who can support you, the duty to prevent sexual harassment, and the employment tribunal route.
Independent information, not advice · Sources checked 14 October 2026 · England and Wales unless stated
Use your force's grievance or resolution policy: there is no national officer procedure. Most start informally, then a written grievance, a meeting, an outcome and one appeal, and many expect you to raise it within about three months. If a colleague's behaviour may breach the Standards, it can also be reported as a conduct matter. Discrimination and harassment claims can go to a tribunal within six months.
Being bullied, harassed or shut out at work is draining, and in policing it can be harder to speak up because the people involved may be your supervisors or your team. This page explains the routes open to you and the rules that apply, as checked on 14 October 2026. It is general information, not legal advice. For your own situation, talk to your Federation, union or staff association, or a solicitor.
- 1 October 2026: the time limit for Equality Act tribunal claims went from three to six months, for acts on or after that date.
- 30 October 2026: the duty to prevent sexual harassment becomes "all reasonable steps", and employers must not permit harassment by third parties such as members of the public.
- 6 April 2026: reporting sexual harassment became its own category of protected whistleblowing disclosure.
Grievance, conduct report or complaint: which route?
The first decision is what you want to happen. A grievance is about putting things right for you. A conduct report is about whether a colleague broke the rules. They can run side by side, and one incident can lead to both.
| Route | Use it for | What it can lead to | Rules |
|---|---|---|---|
| Grievance | How you have been treated by a manager, colleague or the organisation | A resolution for you: mediation, changes, an apology, a finding | Force grievance or resolution policy |
| Reporting a colleague's conduct | A colleague's behaviour that may breach the Standards of Professional Behaviour | Assessment by Professional Standards; possibly reflective practice or misconduct proceedings | Police Reform Act 2002 s.12(2) conduct matter; Conduct Regulations 2020 |
| Protected disclosure | Wrongdoing in the public interest, including sexual harassment from 6 April 2026 | Investigation by your force or a prescribed person such as the IOPC | Employment Rights Act 1996 Part IVA |
| Public complaint | A member of the public dissatisfied with a force | Complaint handling | Police Reform Act 2002 s.12(1); not open to officers about their own force's colleagues (s.29(4)) |
| Employment tribunal claim | Discrimination, harassment or victimisation under the Equality Act | Declaration, compensation, recommendations | Equality Act 2010 ss.120 and 123 |
Under section 12(1) of the Police Reform Act 2002 a complaint is an expression of dissatisfaction by or on behalf of a member of the public. Section 29(3) allows a person serving with the police to count as a member of the public, but section 29(4) excludes anyone who was under the direction and control of the same chief officer as the person complained about, or who was on duty when the conduct took place, was affected or witnessed it. So a complaint about a colleague in your own force goes through the grievance route, or is reported so it can be assessed as a conduct matter under section 12(2).
Officer grievances: no national procedure
Police officers hold an office, not a contract of employment, and the Police Regulations 2003 contain no grievance procedure at all (we searched the full revised text). The Police Federation's own guidance puts it this way: officers are not "employees" but are covered by some aspects of employment law.
The Acas Code of Practice on disciplinary and grievance procedures mainly applies to anyone legally classed as an employee. That covers police staff. For officers, the practical answer is that each force writes its own grievance, resolution or "fairness at work" policy for officers and staff, and many say they are aligned with the Acas Code. Wiltshire's policy says so expressly.
So the rules that bind you are in your force's policy. Get a copy from the intranet, HR or your Federation rep before you start. Look for: how to raise it, the time limit, the stages and deadlines, who can accompany you, what is excluded, and how appeals work.
What real force policies say
We read five grievance policies in full on 14 October 2026. They show how much forces differ, and why you must read your own. Dates are the version dates shown in each document.
| Force | Document | When to raise | Stages and timescales | Who can accompany |
|---|---|---|---|---|
| Norfolk and Suffolk | Grievance and Resolution Policy v3.1, published 7 May 2025 | Form within ten calendar days of ending informal attempts | Informal, mediation, formal meeting within ten calendar days, outcome within seven more, appeal within 14 calendar days (final) | Federation rep or police friend for officers; no right to legal representation |
| North Yorkshire | Grievance Procedure, January 2023 | Within three months of the problem, unless agreed | Informal, formal decision within ten days, appeal within 14 days, appeal meeting within 15 days (calendar days) | Rep or colleague, not a legal representative |
| West Midlands | Dispute Resolution POD/37 v1.0, 12 January 2024 | Within three calendar months (exceptions possible) | Informal first, HR assessment usually within five working days, fact-find within 14 days, aim to finish in three months, appeal notice in seven days | Colleague, union rep, Federation or Superintendents' Association rep |
| Wiltshire | Grievance policy, July 2024 | Not stated | Informal (first contact within ten working days), formal (investigator within ten working days), appeal meeting within 14 days | Right to representation at all stages |
| Police Scotland | Grievance SOP v4.00, 1 April 2019 (since renamed) | See current SOP | Meeting within 14 calendar days, outcome within seven, appeal within seven | Colleague, union, SPF or ASPS rep |
- Bullying is a common ground. North Yorkshire lists bullying, harassment and victimisation as grounds for a grievance.
- Some matters are excluded. Wiltshire's policy excludes disciplinary and conduct matters and protected disclosures, which have their own routes.
- Findings can feed into conduct. West Midlands' policy says findings of bullying can be passed to Professional Standards under the Conduct Regulations, and bullying by a member of the public must be referred to PSD.
- No lawyers at internal meetings. Norfolk and Suffolk say there is no right to legal representation, and North Yorkshire says the companion must not be a legal representative.
The typical stages, and how long they take
- Informal resolution. Most policies expect you to try this first where it is safe and reasonable: a conversation with the person, your manager or a neutral manager. It is not appropriate if you fear the person, or the behaviour is serious.
- Mediation (offered by some forces, such as Norfolk and Suffolk). Voluntary, confidential, and aimed at a working agreement.
- Formal grievance in writing. Set out what happened, when, who was involved, how it affected you and what outcome you want. Use the force form if there is one.
- Meeting and investigation. A manager or resolution manager meets you, usually within 10 to 14 days in the policies we read, and may fact-find.
- Written outcome, often within seven to ten days of the meeting.
- Appeal, usually within seven to 14 days of the outcome. The appeal is normally final internally.
Internal timescales often slip. An Equality Act claim must normally start within six months of the act (for acts on or after 1 October 2026), and the grievance does not pause that. If discrimination or harassment is involved, check your tribunal deadline when you raise the grievance, not when it ends.
Who can support you
- Police Federation for constables to chief inspectors. Section 59 of the Police Act 1996 lets the Federation represent members in matters affecting their welfare and efficiency. Reps commonly accompany officers at grievance meetings, and the Federation may fund tribunal claims under its rules. See the Police Federation explained.
- Police Superintendents' Association for superintendents and chief superintendents.
- UNISON, GMB or Unite for police staff. Staff have a statutory right to be accompanied at grievance meetings by a colleague or union representative (Acas Code). See police staff unions.
- Police friend. Regulation 7 of the Conduct Regulations 2020 sets out the police friend role in conduct proceedings: a police officer, a police staff member or a person nominated by your staff association, with reasonable duty time to prepare. At a grievance, accompaniment comes from force policy.
- Staff networks and associations, such as the Disabled Police Association, national associations for Black, Muslim, Jewish, LGBT+ and women officers, and force networks. See who represents whom.
Bullying and harassment: what the law says
Acas says there is no specific law against bullying, and defines it as unwanted behaviour from a person or group that is offensive, intimidating, malicious or insulting, or an abuse or misuse of power that undermines, humiliates or causes physical or emotional harm. Bullying becomes unlawful in three main ways:
| Law | What it covers | Where it goes |
|---|---|---|
| Harassment, Equality Act 2010 s.26 | Unwanted conduct related to a protected characteristic (age, disability, gender reassignment, race, religion or belief, sex, sexual orientation) that violates your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Also unwanted conduct of a sexual nature (s.26(2)). | Grievance; employment tribunal |
| Victimisation, Equality Act 2010 s.27 | A detriment because you made, supported or gave evidence about an Equality Act allegation. Not protected if the allegation was false and made in bad faith. | Grievance; employment tribunal |
| Protection from Harassment Act 1997 | A course of conduct (at least two occasions) amounting to harassment. Civil damages can include anxiety. | County court or High Court |
Section 26(4) says that in deciding whether conduct had the effect of harassment, a tribunal considers your perception, the other circumstances, and whether it is reasonable for the conduct to have that effect. That is why "it was only banter" is not a complete answer.
When a colleague's behaviour is misconduct
For officers, bullying and harassment can breach the Standards of Professional Behaviour in Schedule 2 to the Police (Conduct) Regulations 2020, including:
- Authority, Respect and Courtesy: officers "act with self-control and tolerance, treating members of the public and colleagues with respect and courtesy".
- Equality and Diversity: officers "act with fairness and impartiality. They do not discriminate unlawfully or unfairly."
- Challenging and Reporting Improper Conduct: officers "report, challenge or take action against the conduct of colleagues which has fallen below the Standards". Witnesses to bullying have a duty too.
Misconduct is a breach serious enough to justify disciplinary action; gross misconduct is serious enough to justify dismissal (regulation 2). Behaviour that falls short of expectations but is not misconduct is "practice requiring improvement", handled through the reflective practice review process in Part 6 (regulations 65 to 71). That process is not disciplinary, the officer's account is generally not admissible in later disciplinary proceedings, and it cannot block promotion. For a victim, it can still mean the behaviour is addressed.
Read police misconduct explained, the Standards explained and the reflective practice review process. If you are the officer accused, see your rights under investigation.
Sexual harassment: your force's duty to prevent it
Since 26 October 2024, section 40A of the Equality Act 2010 (added by the Worker Protection (Amendment of Equality Act 2010) Act 2023) says an employer must take reasonable steps to prevent sexual harassment of its employees in the course of their employment. Section 40A sits in the work part of the Act, and section 42 treats a constable as employed by the chief officer for that part. Our reading is that the duty applies to chief officers for officers as well as for staff.
- Compensation uplift. If a tribunal upholds a sexual harassment claim and finds the duty was breached, it can increase compensation by up to 25% (section 124A).
- From 30 October 2026: the Employment Rights Act 2025 changes the wording to "all reasonable steps", and adds a new section 40(1A): an employer must not permit a third party, such as a member of the public, to harass an employee, and is liable if it failed to take all reasonable steps to prevent it.
- Risk assessment. The EHRC's technical guidance (published 26 September 2024, as reported) says an employer is unlikely to comply without carrying out a risk assessment. Ask your force what its assessment says about your role.
- Whistleblowing. Since 6 April 2026 a disclosure that sexual harassment has occurred, is occurring or is likely to occur can be a protected disclosure. See whistleblowing protection.
If you have been sexually assaulted, that is a crime as well as a workplace matter. You can report it as a crime, and you can ask for support from your force's welfare services or an independent service.
Outcomes you can ask for
A grievance is about resolving the problem. Be clear about what would put things right. The panel may not agree to everything, but a specific request is easier to act on than a general complaint.
| Outcome | When it fits | Points to note |
|---|---|---|
| The behaviour stops, with clear expectations set | Most cases | Ask how it will be monitored and who you report to if it happens again |
| Mediation | Working relationships that can be repaired | Voluntary; some forces offer trained mediators |
| A change of supervisor, team or shift | Where contact keeps the problem going | You should not be the one moved against your wishes as a penalty for complaining |
| An apology or acknowledgement | Where the main harm is the way you were treated | Cannot be forced, but a finding can be made |
| A finding that the grievance is upheld | Where you need the record put straight | Ask for the outcome and reasons in writing |
| Referral to Professional Standards | Where the behaviour may be misconduct | Grievance outcomes cannot impose discipline; PSD decides that |
| Changes to policy, training or adjustments | Where the cause is a process, not a person | Useful for wider problems, such as rota or uniform issues |
If you witness bullying or harassment
For officers, the Challenging and Reporting Improper Conduct standard means witnessing and saying nothing is not a neutral option: officers "report, challenge or take action against the conduct of colleagues which has fallen below the Standards". For staff, force codes of conduct usually say the same. What that looks like depends on the situation:
- Challenge in the moment if it is safe and proportionate: a short "that is not on" can be enough.
- Support the person afterwards. Ask how they are and whether they want help. See supporting a colleague who is struggling.
- Report it to a supervisor or Professional Standards, or through your force's confidential line if you fear repercussions.
- Give evidence if asked. Supporting or giving evidence in an Equality Act complaint is a protected act, so you are protected from victimisation too (section 27).
If a grievance or complaint is made about you
- Get representation early. Your Federation rep, union rep or a police friend. If it becomes a conduct matter, regulation 7 of the Conduct Regulations gives you a police friend with reasonable duty time to prepare.
- Do not contact the person about the complaint or discuss it with colleagues who may be witnesses.
- Keep your own notes of events, with dates.
- Understand which process you are in. A grievance investigation, a reflective practice review and a misconduct investigation have different rules and outcomes. Ask in writing.
- Reflective practice is not discipline. If you are referred to the reflective practice review process, your account is generally not admissible in later disciplinary proceedings, and it cannot block promotion.
- Read your rights under investigation and Federation representation and legal support.
Keeping a log that helps
A log made at the time is the most useful thing you can bring to a grievance, a conduct investigation or a tribunal. Keep it factual and keep it somewhere you control.
| Column | What to write | Example |
|---|---|---|
| Date and time | When it happened | Tuesday 3 November 2026, 07.15, briefing room |
| What happened | Words used and actions, as exactly as you can | Sergeant said in front of the shift that I was 'useless like the rest of them' |
| Who was there | Witnesses, by name or role | Two PCs on the same shift |
| Effect | How it affected you or your work | Left the briefing upset; struggled to concentrate on the next call |
| What you did | Who you told, any record made | Told my Federation rep by text the same day |
Do not secretly record colleagues or copy force data to build your log without advice: that can create a conduct problem of its own.
The employment tribunal route
| Claim | Officers | Police staff |
|---|---|---|
| Discrimination, harassment, victimisation (Equality Act) | Yes, via s.42 | Yes |
| Ordinary unfair dismissal | No (ERA 1996 s.200) | Yes, after two years' service (planned to fall to six months for dismissals from 1 January 2027) |
| Whistleblowing detriment and dismissal | Yes, via ERA 1996 s.43KA | Yes |
| Health and safety dismissal (ERA s.100) | Yes (kept by s.200) | Yes |
- Time limit: six months starting with the date of the act, for acts on or after 1 October 2026; three months for earlier acts. Conduct extending over a period is treated as done at the end of the period (s.123(3)). A tribunal can extend if just and equitable, but do not rely on it.
- Acas first: before presenting a claim you must give Acas prescribed information for early conciliation (Employment Tribunals Act 1996 s.18A).
- Funding: the Federation or your union may fund a claim under its rules. Ask early.
| Last act | Limit | Last day |
|---|---|---|
| 25 September 2026 | 3 months | 24 December 2026 |
| 10 November 2026 | 6 months | 9 May 2027 |
| A run of comments from June 2026 to 2 December 2026 treated as conduct over a period | 6 months from the end | 1 June 2027 |
Police staff: what is different
- You are an employee, so the Acas Code applies, including the right to be accompanied at a grievance meeting by a colleague or union representative.
- The Code has teeth: the Acas foreword says tribunals can adjust awards by up to 25% for unreasonable failure to follow it.
- Unfair dismissal is open to you after two years' service. The government's timeline plans six months for dismissals from 1 January 2027; no commencement order had been made when we checked.
- Your conduct process is the force's staff misconduct policy, not the 2020 Conduct Regulations, though many forces mirror them.
What official reviews found
- HMICFRS (November 2022): in a survey of 11,277 officers, staff and volunteers, over 90 percent knew how to report the behaviours asked about, but only 28 percent of women and 35 percent of men who had reported were satisfied with the outcome.
- Casey Review of the Met (March 2023): 22% of staff and officers had experienced bullying, rising to 33% of those with a long-standing illness, disability or infirmity. It found low levels of trust or confidence in the Met's grievance system.
- National Police Wellbeing Survey 2025: over 40,000 participants from 33 forces; 58% of those who had experienced discrimination did not report it.
These figures are a reason to keep good records and use support, not a reason to stay silent. Reporting creates a record, and the law protects you from being punished for raising Equality Act concerns.
Step by step
- Keep a log from today: date, time, what was said or done, who saw it, and how it affected you. Save emails and messages you are entitled to keep.
- Get your force policy and note the time limit for raising a grievance.
- Talk to your rep (Federation, union or association) before you act.
- Decide the outcome you want: the behaviour to stop, a move, mediation, an apology, a finding, or action against the person.
- Try informal resolution if it is safe. If not, go straight to a formal grievance.
- Consider a conduct report if a colleague's behaviour may breach the Standards.
- Put the grievance in writing, factually, linking to your log.
- Diarise the tribunal deadline if discrimination, harassment or victimisation is involved, and contact Acas in time.
- Look after yourself: occupational health, your GP and confidential support services.
"I am raising a formal grievance under the force's [grievance / resolution] policy. Between [dates], [name/role] [describe behaviour, with examples and dates]. This has [effect on you and your work]. I believe this may amount to [bullying / harassment related to (characteristic) / victimisation]. I would like [outcome]. I would like to be accompanied by [rep]. Please confirm receipt and the next steps."
Four scenarios
Keep a log and talk to your Federation rep. If it is safe, ask your sergeant to address it informally; if not, raise a formal grievance. The tutor's behaviour may also breach Authority, Respect and Courtesy, so it can be reported for assessment.
This may be harassment under section 26(2). Your force has a duty to take reasonable steps to prevent it. Raise a grievance with UNISON's help, consider reporting it as a conduct matter if the supervisor is an officer, and diarise the six-month tribunal deadline from the last comment.
Supporting or giving evidence in an Equality Act complaint is a protected act. Being moved because of it may be victimisation under section 27. Record the change and the timing, and raise it with your rep.
Some of this is a criminal matter in its own right. From 30 October 2026, your force must not permit harassment by third parties and must take all reasonable steps to prevent it. Ask what your force is doing, and record each incident.
Checklist
- ☐ I have a dated log of what happened and who saw it.
- ☐ I have my force's grievance policy and know its time limit.
- ☐ I have spoken to my Federation, union or association rep.
- ☐ I know whether I want a grievance, a conduct report, or both.
- ☐ I know my tribunal deadline, if discrimination or harassment is involved, and that Acas comes first.
- ☐ I have put the grievance in writing and asked for confirmation.
- ☐ I am recording anything that changes after I raised it.
- ☐ I have support for my health and wellbeing.
What people get wrong
| Myth | What the sources say |
|---|---|
| "Officers can complain about colleagues through the complaints system." | Not about colleagues under the same chief officer (PRA 2002 s.29(4)). Use the grievance or conduct route. |
| "There is a national police grievance procedure." | Police Regulations 2003 contain none. Each force has its own policy. |
| "The Acas Code binds my force for officers." | It mainly applies to employees. Forces often align their policies with it, but for officers that comes from force policy. |
| "I have three months to go to a tribunal." | For acts on or after 1 October 2026, it is six months. Contact Acas first. |
| "Waiting for the grievance to finish stops the tribunal clock." | It does not. Watch the tribunal deadline from the start. |
| "Bullying is not unlawful." | There is no specific bullying law, but bullying linked to a protected characteristic is harassment, and repeated conduct can be harassment under the 1997 Act. |
| "Banter is fine if nobody complained at the time." | Harassment turns on the effect on the person and whether it was reasonable for it to have that effect, not on whether they objected at the time. |
| "Raising a grievance is disloyal." | For officers, challenging and reporting conduct below the Standards is a duty, and victimisation for raising Equality Act concerns is unlawful. |
Scotland and Northern Ireland
- Scotland: the Equality Act 2010 applies, including the tribunal route and time limits. Police Scotland's grievance procedure covers officers and staff (version 4.00 from 2019, since renamed the Grievance and Resolving Workplace Issues SOP). Conduct is governed by the Police Service of Scotland (Conduct) Regulations 2014. Representation comes from the Scottish Police Federation, ASPS or a union.
- Northern Ireland: the Equality Act 2010 does not apply; Northern Ireland has its own anti-discrimination law and tribunals. PSNI conduct is governed by the Police (Conduct) Regulations (Northern Ireland) 2016. We have not covered PSNI grievance procedures.
What we could not verify
- A national "Fairness at Work" policy. We found none; policies are force-level.
- The Met's current grievance or "resolution" policy. The published copy we found is a scanned image we could not read. Kent's returned an access error.
- A statutory right for officers to be accompanied at grievances. The statutory right applies to "workers", and it is not clear it covers office holders. Officers should rely on force policy.
- Whether the Acas Code 25% adjustment applies to officers' claims. Not checked.
- The EHRC technical guidance itself. The EHRC site blocked our reader; we relied on a law firm's report of it, and do not know whether it has been updated for 30 October 2026.
- A national figure for bullying by colleagues. We did not find one in the national wellbeing survey or a Federation survey.
- Police Scotland's current SOP timescales, and PSNI grievance procedures.
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Frequently Asked Questions
How do police officers raise a grievance?
Through your force's own grievance, resolution or 'fairness at work' policy. Police Regulations 2003 contain no grievance procedure, so there is no single national process. Most force policies start with informal resolution, then a written formal grievance, a meeting and an outcome, and one appeal. Your Federation representative can help at every stage.
Is there a time limit for raising a police grievance?
It depends on your force. North Yorkshire says grievances should be raised within three months of the problem unless otherwise agreed, and West Midlands within three calendar months of the matter happening. Norfolk and Suffolk ask for the form within ten calendar days of ending informal attempts. Check your own policy, and remember tribunal deadlines run separately.
Can a police officer make a complaint about another officer?
Not a Police Reform Act complaint about a colleague in the same force. Section 29(4) of the Police Reform Act 2002 excludes anyone who was under the direction and control of the same chief officer, or who was on duty at the time. Instead, raise a grievance if it is about how you were treated, or report it so it can be assessed as a conduct matter.
What is the difference between a grievance and a misconduct report?
A grievance seeks a resolution for you: a change, mediation, an apology or a finding. A misconduct report is about whether a colleague breached the Standards of Professional Behaviour, which Professional Standards assesses and which can lead to reflective practice or misconduct proceedings. One incident can lead to both.
Is bullying illegal in the UK?
Acas says there is no specific law against bullying. But bullying can be unlawful harassment if it relates to a protected characteristic such as sex, race, disability or age (Equality Act 2010 section 26), and repeated conduct can be harassment under the Protection from Harassment Act 1997. For officers, bullying can also breach the Standards of Professional Behaviour.
Can I bring a police friend or Federation rep to a grievance meeting?
Usually yes, under force policy. Norfolk and Suffolk's policy says officers have the right to be accompanied by a Federation representative or police friend. The statutory police friend role in regulation 7 of the Conduct Regulations is for conduct proceedings, not grievances, so the right to be accompanied at a grievance comes from your force's policy.
Can police officers take their force to an employment tribunal?
Yes, for discrimination, harassment and victimisation under the Equality Act 2010: section 42 treats officers as employed by the chief officer. Officers cannot bring ordinary unfair dismissal claims (Employment Rights Act 1996 section 200), but can bring whistleblowing and health and safety dismissal claims. Police staff can bring both.
How long do I have to bring a discrimination claim?
Six months starting with the act complained of, for acts on or after 1 October 2026, or such other period as the tribunal thinks just and equitable. It was three months before that. Conduct extending over a period counts from the end of the period. You must contact Acas for early conciliation first.
Does my force have a duty to prevent sexual harassment?
Yes. Since 26 October 2024 section 40A of the Equality Act requires employers to take reasonable steps to prevent sexual harassment of their employees, and section 42 treats chief officers as employers of constables for that part of the Act. From 30 October 2026 the duty becomes 'all reasonable steps'. A tribunal can increase compensation by up to 25% where the duty was breached.
What is the new duty about harassment by third parties?
From 30 October 2026, a new section 40(1A) of the Equality Act says an employer must not permit a third party, such as a member of the public, to harass an employee. The employer is only liable if it failed to take all reasonable steps to prevent it. It covers all harassment related to protected characteristics, not just sexual harassment.
Will raising a grievance affect my career?
It should not. Treating you badly because you alleged a breach of the Equality Act is victimisation (section 27), which is unlawful unless the allegation was false and made in bad faith. Keep a record of anything that changes after you raise a concern, and tell your representative.
What if the bullying is low-level?
Informal resolution or mediation may sort it out quickly, and many policies expect you to try that first if it is safe. For officers, behaviour that falls short of expectations but is not misconduct can be handled through the reflective practice review process, which is not disciplinary and is designed for learning.
Who can support me if I am being bullied at work in the police?
Your Police Federation branch (officers up to chief inspector), the Superintendents' Association, UNISON or another union for staff, your force's staff networks, and wellbeing services. Oscar Kilo, Police Care UK and Samaritans (116 123) offer confidential support if it is affecting your health.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 14 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.
- Police Regulations 2003 (SI 2003/527), latest revised text : searched in full: no grievance provision (accessed 14 October 2026)
- Acas: Code of Practice on disciplinary and grievance procedures (11 March 2015) : applies mainly to employees; stages; companion at grievance meetings; tribunal adjustment up to 25% (accessed 14 October 2026)
- Acas: Bullying at work (updated 16 December 2025) : no specific law against bullying; definition; when bullying is discrimination (accessed 14 October 2026)
- Police Federation: Equality and diversity, complaints and resolution (August 2018, PDF) : officers are not employees but covered by some employment law; purpose of grievance and fairness at work procedures. Its three-month tribunal limit is now out of date (accessed 14 October 2026)
- Norfolk and Suffolk Constabularies: Grievance and Resolution Policy v3.1 (published 7 May 2025) : informal, mediation, formal and appeal; ten and seven calendar day steps; Federation rep or police friend; no legal representation (accessed 14 October 2026)
- North Yorkshire Police: Grievance Procedure (January 2023) : raise within three months; formal decision within ten days; appeal within 14 days; bullying, harassment and victimisation as grounds (accessed 14 October 2026)
- West Midlands Police: Dispute Resolution POD/37 v1.0 (12 January 2024, FOI disclosure September 2024) : within three calendar months; HR assessment in five working days; aim to finish in three months; appeal notice in seven days; bullying findings can go to PSD (accessed 14 October 2026)
- Wiltshire Police: Grievance policy (PDF, July 2024) : aligned to the Acas Code; representation at all stages; excludes conduct matters and protected disclosures (accessed 14 October 2026)
- Police Scotland: Grievance SOP v4.00 (published 1 April 2019) : officers and staff; meeting within 14 days; outcome in 7; appeal in 7. SPA says since renamed Grievance and Resolving Workplace Issues SOP (FOI response, 29 September 2025) (accessed 14 October 2026)
- The Police (Conduct) Regulations 2020, regulations 2 and 7, Part 6 and Schedule 2 (latest revised text) : misconduct and practice requiring improvement; police friend; reflective practice review process (regs 65 to 71); Standards of Professional Behaviour (accessed 14 October 2026)
- Police Reform Act 2002, sections 12 and 29 (latest revised text) : complaint by or on behalf of a member of the public; conduct matter; s.29(4) excludes those under the same chief officer or on duty (accessed 14 October 2026)
- Police Act 1996, section 59 : Police Federation represents members in matters affecting welfare and efficiency (accessed 14 October 2026)
- Equality Act 2010, sections 26, 27, 40, 40A, 42, 120, 123 and 124A (latest revised text) : harassment; victimisation; preventative duty from 26 October 2024; constables; tribunal jurisdiction; six-month limit from 1 October 2026; 25% uplift (accessed 14 October 2026)
- Employment Rights Act 2025, sections 20 and 21; SI 2026/1065 (made 1 October 2026) : 'all reasonable steps' and third-party harassment duty in force 30 October 2026 (accessed 14 October 2026)
- SI 2026/954 (Employment Rights Act 2025 commencement) : six-month tribunal time limits from 1 October 2026; not where the relevant date is earlier (accessed 14 October 2026)
- GOV.UK: Plan to Make Work Pay and Employment Rights Act timeline (updated 14 October 2026) : time limit increase; unfair dismissal qualifying period planned for dismissals from 1 January 2027 (accessed 14 October 2026)
- Employment Tribunals Act 1996, section 18A : Acas early conciliation before presenting a claim (accessed 14 October 2026)
- Employment Rights Act 1996, sections 108 and 200 : two-year qualifying period for staff (currently); unfair dismissal excluded for police service except ss.100, 103A and 134A (accessed 14 October 2026)
- Protection from Harassment Act 1997, sections 3 and 7 : civil claim for harassment; course of conduct on at least two occasions (accessed 14 October 2026)
- Addleshaw Goddard: EHRC publishes updated technical guidance on the preventative duty (2 October 2024) : secondary source: EHRC guidance published 26 September 2024; risk assessment point (para 3.31). The EHRC site blocked our reader (accessed 14 October 2026)
- HMICFRS: An inspection of vetting, misconduct, and misogyny in the police service (2 November 2022) : survey of 11,277; over 90% knew how to report; 28% of women and 35% of men satisfied with the outcome (accessed 14 October 2026)
- Baroness Casey Review, final report (March 2023) : 22% experienced bullying; Met grievance volumes in 2022; low trust in the grievance system (accessed 14 October 2026)
- Oscar Kilo: National Police Wellbeing Survey results published (6 August 2025) : over 40,000 participants from 33 forces; 58% of those who experienced discrimination did not report it (accessed 14 October 2026)
- The Police Service of Scotland (Conduct) Regulations 2014 (SSI 2014/68) : Scottish conduct procedure and Standards (accessed 14 October 2026)
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