Police Resignation
Rate Explained
The police resignation rate in England and Wales remains elevated compared to historical norms, with over half of officer leavers exiting through voluntary resignation.
Strategic Summary
The resignation rate measures the percentage of serving officers who voluntarily leave policing before eligibility for normal retirement.
Current Rate
Remains around 5–6% nationally, significantly higher than pre-2015 historical averages.
Primary Exit
More than half of all officer leavers now resign rather than retire, marking a structural shift.
Target Window
Mid-career departures (2-10 years) are the primary driver, impacting operational capacity.
Uplift Legacy
High early-service resignation compounds the compression of experience following rapid recruitment.
What is the Resignation Rate?
National Resignation Rate
5–6%
Per Annum (Estimate)
The resignation rate is a simple calculation of voluntary exits relative to total headcount.
÷
Total Officer Headcount
What is NOT included?
Normal Retirement
Excluded
Medical Retirement
Excluded
Dismissals
Excluded
Transfers (Force to Force)
Excluded
In a workforce of ~149,500, this rate equates to several thousand voluntary exits annually. It represents officers who choose to leave policing entirely before their pensionable age.
Resignation vs Retirement
Retirement
Full Lifecycle
- Typical service: 25–30+ years
- Driven by pension eligibility
- Natural career conclusion
Resignation
Interrupted Lifecycle
- Typical service: 2–10 years
- Driven by structural stressors
- Loss of peer-trained capability
"Retirement is a predictable conclusion. Resignation is an operational interruption. The shift from one to the other is the defining challenge of 2025 retention."
Historical Context
2010 – 2015
Austerity Contraction
Workforce shrinking overall due to recruitment freezes. Resignation rates remained relatively stable and low by comparison to 2025.
2016 – 2019
Early Drift
Gradual increase in voluntary exits as workload pressure increased across the smaller workforce.
2020 – 2023
The Uplift Phase
Aggressive national recruitment of 20,000 officers. Large influx of probationers created a "younger" workforce profile.
2023 – 2025
The Resignation Plateau
Total officer numbers reach record highs, but resignation rates remain at elevated levels (5-6%). Churn replaces growth.
Why Mid-Career Resignation Matters
Recruitment can replace **headcount**, but it cannot immediately replace **experience**. Officers leaving in the 3–10 year window represent the "operational engine room" of the service.
Operational Lead
Fully trained response drivers, accredited investigators, and experienced tutors who train the next generation.
Future Leadership
The pipeline for future Sergeants and Inspectors. Losing this layer destabilises long-term leadership stability.
Financial Loss
Lost investment in training and accreditation costs. Replacement requires several years to reach the same operational utility.
Structural Drivers
While official statistics represent volume, research from the Police Federation and academic studies highlight consistent structural factors driving these exits:
Workload intensity and persistent cumulative trauma exposure.
Shift work fatigue and the impact on long-term family relationships.
Stagnation in career progression relative to academic requirements.
Real-terms pay stagnation compared to private sector inflation.
Long-Term Implications
Workforce Stability Requirement
Sustained mid-career resignation creates leadership pipeline instability and an permanent reliance on probationary officers. This increases training overhead and pension modelling volatility. Stability requires preservation of experience as much as recruitment of new headcount.
Explore Related Analysis
Resignation FAQ
What is the current police resignation rate in England and Wales?
How many officers resign each year?
Is resignation higher than retirement?
Are police officer numbers falling?
Why are officers resigning?
Data Source
Home Office
Police Workforce, England and Wales, 31 March
2025
Independent explanatory analysis by PolicePay.co.uk