This content is locked!

To access this resource log in or Subscribe to Core.

Get instant access to 3 free resources of your choice. No credit card required.

Sign up now for free access

Police Regulations that set out the unsatisfactory performance procedures (UPPs) for police officers are explained as well as the handling of complaints and conduct matters, and detailed guidance provided on when and how to use them.

This topic explains the procedures for dealing with police officer complaints, misconduct, poor performance and unsatisfactory attendance of police officers and police staff.

In August 2023, the Home Office announced a number of significant changes to police officer dismissal processes and procedures following a four-month review.

Under new rules to be implemented soon a finding of gross misconduct will automatically result in a police officer’s dismissal, unless exceptional circumstances apply.

Chief constables will resume chairing misconduct panels and will be handed greater powers to decide whether officers should be dismissed and will be given a right to challenge decisions.

Legally qualified chairs (LQCs) have been removed from their role and will instead be legally qualified persons (LQPs) with a function to provide independent advice.

The outcome will be decided by a majority panel decision and hearings will continue to be held in public to maintain transparency.

The law will also be changed to strengthen vetting procedures and the College of Policing announced in July 2023 changes to their Code of Practice for police vetting practices which include the following.

  • Vetting will be repeated if there is a material change in a person’s circumstances, including misconduct where an individual is not dismissed.

  • If a person cannot pass vetting checks or maintain clearance it is recommended that they be dismissed from policing.

  • Negative information or changes in circumstances that may impact on a person’s vetting clearance must be assessed to mitigate risk.

  • Vetting clearance will be rejected as a result of cautions and convictions — particularly if these relate to dishonesty, violence or targeting a vulnerable person because of protected characteristics — unless the person being vetted can prove otherwise.

Police Support Staff Disciplinary and Guidance Policy

Policy Aim

These notes are for the guidance of staff and managers involved in operating the Police Staff Disciplinary Policy. It is a non-contractual document.


The Employment Rights Act 1996 requires employers to provide written information for their employees about certain aspects of their disciplinary rules and procedures. The Employment Rights (Disputes Resolution) Act 1998 and the Employment Relations Act 1999 add to the statutory framework.


Police Promotion Process Policy


This policy outlines the National Police Promotion Framework (NPPF) for officers seeking promotion to the rank of sergeant and inspector. The Police Promotion Regulations 1996 (as amended) are also complied with throughout the process. The NPFF is governed by the Police Promotions legislation and the College of Police guidance.

The National Police Promotion Framework is a four-step promotion process for police officers seeking promotion to the rank of sergeant or inspector as follows: