Information for police
Information for police officers and staff
We are the police complaints watchdog. We are not the police and are completely independent of them. We set the standards for the police complaints system. We make sure the police are investigating complaints about them properly. We also investigate the most serious and sensitive incidents involving the police ourselves.
Police forces deal directly with the majority of complaints and conduct matters involving their officers, staff, contractors and volunteers. These matters are handled by police force professional standards departments, or human resources departments. However, forces are required to refer any death or serious injury that follows direct or indirect contact with police officers, staff, contractors and volunteers to us.
Through our work, we hold the police to account when things go wrong, recommend changes to prevent the same mistakes happening again and promote high standards of policing. We use our evidence to drive improvements in police practices for the benefit of the public and the police. This will help achieve our vision for everyone to be able to have trust and confidence in policing.
We also monitor the way that police forces handle complaints to make sure that the lessons learned from complaints and investigations help to improve policing. Read more about the complaints process, and about how and when we carry out independent investigations.
We will act quickly, impartially and fairly when an allegation is referred to us. A complaint about a member of police staff or contractor will often be investigated by local management – this may be by your immediate supervisor or manager. The matter may be dealt with by your force’s human resources and/or PSD if a complaint needs to be investigated.
You will be told by your force if you are going to be interviewed about an investigation into a complaint. For example, you may receive a letter from the PSD about the complaint and the decision to investigate it. You are strongly advised to contact your trade union if this happens. They will arrange to represent you as necessary.
Investigations into serious issues, such as deaths in custody, are run by our own investigators. In certain circumstances, our investigators have full police powers and rights of access to premises, documents and other evidence.
Our detailed guide, outlines what police officers and staff can expect if they are involved with an IOPC investigation.
We believe that making the investigator’s report available is the most transparent way to show what the investigation has found. When the investigation is complete, the report may be disclosed to complainants, police officers, police staff, contractors and volunteers (subject to a harm test). A harm test is used to decide if there is information that would cause adverse effects if disclosed, such as risks to national security.
You may be asked to write an account about what happened – an interview is not always necessary. You have the right to consult a trade union representative before sending your response. You have the right to a solicitor if you are going to be interviewed under caution. Contact your trade union immediately to arrange this before the interview.
Our detailed guidance for officers contains more information about what officers can expect when asked to provide a witness account; the information that we will provide to them; and how we will reach decisions on the most appropriate way of engaging with the officer.
Following the conclusion of an investigation there could be a number of different outcomes for the individuals involved, these are outlined in detail in our detailed guide.
If no further action is agreed the matter cannot be referred to in personal development plans or staff appraisals. However, you may receive training, advice or other support as a result of a complaint.
A small number of complaints result in disciplinary, or misconduct action. Police staff can get support from their trade union, who can provide representation and advice on all disciplinary and misconduct-related matters.
Police officers, special constables and staff will be put on a barred list if they are found guilty of gross misconduct and are dismissed or would have been if they had not retired or resigned. Police forces and other policing bodies, including the IOPC, refer to this list before making appointments and are prohibited by law from employing anyone on the barred list.
Police officers, special constables and staff who have resigned or retired during an investigation that could lead to dismissal, or who leave before such an allegation comes to light are included in the advisory list. When carrying out pre-employment checks, if an applicant is on the advisory list, the hiring organisation must consider the information regarding the reasons why as part of the vetting process.
When disciplinary procedures are finalised, details will either be added to the barred list if the officer would have been dismissed, or removed if the case is not proven. The advisory list also includes designated volunteers who have had their designated status withdrawn because of conduct or performance matters.
The College of Policing is responsible for maintaining the barred and advisory lists.
Our report line exists for police officers and staff to report concerns of wrongdoing that a criminal offence has been committed, or where there is evidence of conduct that would justify disciplinary proceedings. The Home Office provides useful information on reporting concerns (chapter two), while GOV.UK has more general information about whistleblowing.
The report line can be used to make public interest disclosures to the IOPC. Disclosures which are made in the public interest are protected under the Employment Rights Act 1996. The IOPC is a prescribed person under that legislation for the purposes of matters relating to the conduct of a person serving with the police or another law enforcement body under the IOPC’s jurisdiction.
We record reports made to us which meet the criteria of a Public Interest Disclosure using the criteria in the legislation and the Home Office Guidance (Chapter 2).
The IOPC cannot intervene in ongoing proceedings or challenge decisions made by an appropriate authority in relation to vetting or other employment matters. If you wish to raise concerns about ongoing or completed proceedings into your own conduct, or about a decision made by an appropriate authority which affects you, we recommend you seek independent legal advice or speak to your staff association.
Our powers to act on public interest disclosures / whistleblowing reports made to us are set by the Police Reform Act 2002 (PRA). Whistleblowing matters are handled differently to complaints made by members of the public. Under the PRA, a person serving with the police who wishes to make a complaint would only have the rights of a complainant if they were off duty at the time of the alleged conduct and if the complaint is against a person who, at the time of the alleged conduct, was under the direction and control of a different chief officer.
In addition, matters relating to the direction and control of a police force remain outside of the IOPC’s remit. This generally includes grievance matters such as pensions, promotion and discipline. However, where those issues arise, police officers and staff members have access to an internal grievance scheme which has routes of appeal to more senior staff.
We encourage officers and staff to pursue these avenues, where appropriate, and seek legal advice or speak to the Police Federation, or their union, for further advice in such circumstances. The IOPC cannot provide expert advice to individuals on their rights and we cannot enter into litigation on behalf of an individual.
Further information regarding the report line process is available in our report line FAQs. The IOPC report line is operated and managed by our customer contact centre. Email us or call us on 08458 770061 (lines are open Monday to Friday, 9am-5pm - please leave a voicemail after hours).
Reporting data on Report Line matters
Our Youth Panel created this handy poster based on their research with 800 young people to help police officers when coming into contact with young people.
