Police Federation
Explained (2026)
Structure, Legal Powers, Pay Negotiation & Member Rights: The Definitive Institutional Guide
What is the Police Federation of England and Wales?
The Police Federation of England and Wales (PFEW) is the statutory staff association representing more than 140,000 police officers from the ranks of Constable to Chief Inspector. Established by the Police Act 1919, it serves as the definitive representative body for the 'federated ranks' in matters of pay, welfare, and professional standards. Unlike standard employees, UK police officers occupy the Office of Constable and are legally prohibited from joining a trade union or taking industrial action. In exchange for this restriction on strike rights, the Federation holds a statutory mandate to consult with the government and represent its members' interests. It is funded internal by member subscriptions and operates through a network of 43 local branch boards coordinated by a National Board.
Executive Summary
The Police Federation of England and Wales occupies one of the most unique positions in the UK's constitutional and industrial landscape. It is neither a trade union nor an employer body, but a statutory staff association. This distinction is not merely semantic; it is a legal requirement born out of the 1919 police strike, which led to a permanent prohibition on police industrial action. The Federation exists to fill the vacuum created by that prohibition, providing a mechanism for collective representation without the volatility of union-led strikes.
For the individual officer, the Federation is primarily experienced as a safety net. Through its subscription-funded legal and welfare funds, it provides a level of protection—specifically concerning misconduct hearings and criminal allegations—that few other professional bodies can match. Architecturally, it is the primary interface between the workforce and the Police Remuneration Review Body (PRRB), serving as the voice of the rank-and-file in the determination of annual pay awards.
In an era of intense public scrutiny and institutional reform, the Federation's role as a consultative partner to the Home Office and the National Police Chiefs' Council (NPCC) remains critical. While it lacks the direct collective bargaining powers of a union, its institutional footprint allows it to influence national policy on everything from pension reform to use-of-force legislation. This guide provides a detailed, neutral analysis of how this influence is exercised and the legal frameworks that define its limits.
Historical Development
The Police Act & The Strike
Following widespread industrial unrest and a significant police strike in 1918/19, the government passed the Police Act 1919. This landmark legislation created the Police Federation as a state-sanctioned alternative to the fledgling National Union of Police and Prison Officers (NUPPO), which was subsequently banned. The trade-off was explicit: permanent representation in exchange for a permanent ban on unions and strikes.
The Police Act 1964
This Act modernized the Federation's structure, reflecting the consolidation of local forces into the 43 territorial forces we recognize today. It formalised the 'federated ranks' and solidified the tripartite arrangement between the Home Secretary, the police authorities, and the chief officers, with the Federation as the key workforce stakeholder.
Consolidation of No-Strike Laws
The Police Act 1996 (Section 91) reiterated the prohibition of any person inducing a police officer to strike or take industrial action. This remains the definitive piece of legislation governing the boundaries of police industrial relations.
Transparency & Governance Reform
Following the Normington Review, the Federation underwent its most significant internal reform in a generation. Changes included the introduction of a more professionalized National Board, greater financial transparency (including the publication of accounts), and a shift toward a more modern, efficient representative structure.
Modern Advocacy Era
In 2026, the Federation focuses heavily on the integrity of the pay review process and the legal protections required for officers operating in a high-scrutiny environment. It remains the most influential single association in the policing sector, continuing to bridge the gap between regional workforce concerns and national government policy.
Legal Status & Statutory Powers
The Regulatory Framework of Representation
The Police Federation is an entity that exists solely by virtue of the law. Its powers are not granted by a voluntary contract between members but by the Statutory Instruments known as the Police Federation Regulations. This statutory basis gives the Federation a unique legitimacy; it has a legal right to be consulted by the Home Secretary on any change to the Police Regulations 2003 that affects the conditions of service of its members.
However, this legal status is a double-edged sword. Because it is mandated by the state, its activities are heavily circumscribed. It cannot engage in political lobbying in the same way a trade union might, and it must operate within the strictures of the Police Act. This includes the legal requirement to represent every officer in the federated ranks, regardless of whether they choose to pay the voluntary subscription.
Why Police Officers Cannot Strike
The prohibition of strike action for UK police officers is one of the most significant legal restrictions placed on any group of workers. It is justified institutionally through the concept of the Office of Constable. Unlike an employee who owes their primary duty to their employer, a Constable's primary duty is to the Crown and the Public.
Under Section 91 of the Police Act 1996, it is a criminal offence for any person down to an officer themselves to induce disaffection or industrial action. This is based on three institutional pillars:
- Pillar 1 Public Safety Duty
The withdrawal of police labor poses an immediate and unacceptable risk to national security and public order.
- Pillar 2 Constitutional Status
Officers are not employees under law. Their powers are independent and cannot be subject to standard labor disputes.
- Pillar 3 Statutory Protection
The state compensates for the loss of strike rights by providing statutory representative bodies and an independent pay review process.
Structure & Governance
Local Branch Boards
Each of the 43 forces in England and Wales has its own Federation branch. These are led by elected representatives from the local workforce. Their primary role is to handle local grievances, represent officers at internal conduct meetings, and manage local welfare funds.
The National Board
The central oversight body based in Leatherhead. It consists of full-time representatives who coordinate the national strategy, manage the multi-million pound legal fund, and lead evidence submissions to the government and the PRRB.
National Leadership
The National Chair and National Secretary are elected roles that serve as the public face of the Federation. They are responsible for high-level engagement with the Home Secretary and maintaining the association's institutional prominence in the media.
The Subscription Model: How It Works
While membership is statutory, the funding of the Federation's most critical services is voluntary. The monthly subscription fee (approx. £24 in 2026) is paid by officers to gain access to the Legal Fund and various Group Insurance schemes. Without this subscription, an officer still has the right to be represented by a local Federation rep for basic performance or conduct issues, but they will not have their legal fees covered for professional legal counsel, criminal court representation, or civil litigation.
This "statutory membership vs. voluntary subscription" model ensures that every officer has a minimum floor of representation, while those who contribute to the collective fund receive the premium protection required for high-risk policing roles. The vast majority of the federated ranks (over 95%) choose to subscribe, making the Federation's legal fund one of the largest professional indemnity pools in the UK.
What Does the
Federation Actually Do?
Pay & The PRRB Process
The Federation's most visible role is its participation in the annual pay determination cycle. Because there is no collective bargaining, the PFEW submits a comprehensive evidence package to the Police Remuneration Review Body (PRRB).
This evidence includes data from the Police Financial Pressure Index, cost-of-living analysis, and recruitment/retention surveys. The Federation argues for sustainable pay awards that reflect the unique risks and restrictions of the role. For more on the current outlook, see our 2026 Pay Forecast.
Crucial Limitation: The Federation does not set the pay. It recommends and lobbies. The final decision is a political one made by the Home Secretary.
Institutional Pay Linkages
The Legal Protection Map
Legal Protection
For most subscribing members, the Legal Fund is the primary driver of value. Poling is an inherently litigious profession; every split-second decision can lead to a misconduct investigation or a criminal allegation of assault or misconduct in public office.
The Federation provides funding for solicitors and barristers to defend officers during IOPC investigations and Force-led misconduct hearings. This protection is critical because an officer facing dismissal without legal funding can face financial ruin. The Federation also support officers in civil litigation and at coroners' inquests.
Welfare & Conduct Support
Beyond the courtroom, the Federation provides essential peer support. Every branch board has trained representatives who specialize in health and safety, equality, and conduct.
When an officer is involved in a post-incident procedure (PIP) following a firearm discharge or death in custody, the Federation rep is often the first person on the scene to ensure that the officer's rights are protected while they are in a state of shock. Welfare initiatives also include trauma counseling, assistance with injuries on duty (IOD) applications, and hardship grants for members in financial distress.
of officers cite 'Legal Protection' as the primary reason for joining.
voluntary reps operating across force-level branch boards.
Police Federation vs Trade Union
| Feature | Police Federation | Standard Trade Union |
|---|---|---|
| Right to Strike | No (Criminal Offence) | Yes (Statutory Right) |
| Legal Basis | Statutory (Police Act) | Voluntary / Contractual |
| Pay Negotiation | Advisory (Evidence to PRRB) | Direct Collective Bargaining |
| Membership | Automatic (by rank) | Voluntary Enrollment |
| Political Affiliation | Prohibited by Law | Permitted (Political Funds) |
Police Federation vs NBPA
A common misconception is that the Police Federation and the National Black Police Association (NBPA) are competing bodies. In reality, they serve different institutional functions and often have overlapping memberships.
The Federation is the statutory body for pay, conditions, and general welfare for all officers. The NBPA is a specialist staff association focused on the interests of Black and minority ethnic staff. Many minority officers are active members of both, using the Federation for legal protection and pay advocacy, while using the NBPA for demographic-specific support and policy challenge. To understand the NBPA's unique status, see our NBPA Authority Guide.
| Feature | PF Federation | NBPA |
|---|---|---|
| Mandate | All Federated Ranks | Black & BAME Staff |
| Legal Status | Statutory (Act) | Independent Assoc. |
| Legal Fund | Yes (Large Scale) | No (Advocacy only) |
The Pay Negotiation Process Explained
In the absence of collective bargaining, the PRRB (Police Remuneration Review Body) is the engine of police pay. The process follows a strict annual timeline:
- Phase 1: The Remit Letter
The Home Secretary writes to the PRRB setting the priorities for the year (e.g., focusing on retention or starting salaries).
- Phase 2: Evidence Submission
The Federation, NPCC, and Home Office all submit detailed written reports arguing for their respective positions on pay awards.
- Phase 3: Oral Evidence & Report
The PRRB holds hearings and writes an independent report with recommendations for the percentage pay rise.
- Phase 4: Ministerial Decision
The Government reviews the report and chooses to accept, modify, or reject the recommendations. Only at this point is the pay award confirmed.
Public Debate & Structural Limitations
As a high-visibility institution, the Police Federation is a frequent subject of structural debate. Most discussion centers on the tension between member expectations and statutory limits. Because the Federation cannot take industrial action, some members periodically express frustration that the association lacks sufficient "leverage" during pay disputes. This is an inherent feature of the 1919 settlement, rather than a failure of individual leadership.
Another area of institutional debate concerns the Federation's influence over misconduct reform. Critics sometimes argue that the association's robust legal defense of its members can slow down the process of dismissing unsuitable officers. Conversely, the Federation argues that its role is to ensure due process and protect officers from arbitrary or politically motivated discipline.
Finally, the Federation's funding model and transparency have been modernized significantly since the 2014 Normington Review. The publication of national accounts and the transition to a unified funding model was designed to address historical concerns about the accumulation of regional funds. In 2026, the association continues to balance the need for extreme operational secrecy in its legal work with the transparent governance expected of a modern statutory body.
Statutory FAQs
Common Questions about the Police Federation of England and Wales
Is joining the Police Federation mandatory?
Technically, membership of the Federation is statutory for the federated ranks. However, payment of the subscription (which funds the legal and welfare benefits) is voluntary. An officer can choose to 'unsubscribe' while remaining a member of the body for basic statutory representation.
Can the Federation call for a strike if pay is too low?
No. Any attempt to call for a strike would be a criminal offence under the Police Act 1996. The Federation's only mechanism for influencing pay is through formal evidence submission to the PRRB and political lobbying of the Home Office.
How does the Federation funding work?
It is primarily funded by member subscriptions, which are deducted directly from officers' salaries. These funds are pooled nationally to pay for legal fees, staff, offices, and representative work. It does not receive a core grant from the government to maintain its independence.
Who represents Chief Superintendents?
Chief Superintendents and Superintendents are represented by the Police Superintendents' Association (PSA). The Federation only represents ranks up to Chief Inspector.
Is the Federation part of the Home Office?
No. The Federation is entirely independent of the Home Office. While its structure is defined by legislation, its governance, funding, and policy positions are determined by its own elected representatives and National Board.
Institutional Context
The Police Federation's work on pay is inextricably linked to our research on Police Financial Pressure. Membership sentiment often mirrors the objective data found in the Police Pay Scales database and the Workforce Statistics hub.
For those examining the Federation's role in misconduct governance, we recommend reviewing our analysis of Misconduct Disproportionality Data and the Structural Equity Frameworks that govern disciplinary outcomes.