Transferring between police forces is something many officers consider but few fully understand before they begin the process. Whether you are moving for family reasons, seeking specialist opportunities your current force does not offer, or simply wanting a change of policing environment, the transfer process involves navigating a set of rules, negotiations, and practicalities that are less straightforward than joining for the first time.
We are an independent platform. This guide draws on the Police Regulations 2003, publicly available force transfer policies, and PFEW guidance on officer transfers.
The Legal Framework: Regulation 16
Transfers between forces in England and Wales are governed by Regulation 16 of the Police Regulations 2003. Under Regulation 16, a police officer may transfer from one force to another with the agreement of both chief constables. Critically, a transfer requires the consent of both your current chief constable and the receiving chief constable — neither force is obligated to allow or accept a transfer.
This bilateral consent requirement gives receiving forces significant discretion to decline transfer applications. Unlike recruitment processes, which are subject to equality and diversity scrutiny, transfer decisions are largely opaque. Forces do not always provide detailed reasons for declining transfer applications, though you can request feedback.
The Transfer Process in Practice
The starting point is an expression of interest to the receiving force. Most forces that accept transfer applications have a dedicated process — either via their recruitment team or through a direct approach to HR. Some forces do not actively recruit transferees at all, preferring to manage vacancies through promotion or internal redeployment; others actively seek experienced officers from other forces to fill specialist roles.
Once you have expressed interest and been encouraged to proceed, you will typically complete an application form and undergo an interview or selection process. The extent of this process varies significantly — some forces conduct full assessment centre-style selection for transferees; others conduct an informal interview with a departmental head.
Vetting on Transfer
You will need to be re-vetted by the receiving force. Your existing Management Vetting clearance does not automatically transfer. The receiving force will conduct its own vetting check, which may be more or less detailed than your original vetting depending on the role you are moving into. If you are moving into a specialist role requiring a higher level of national security clearance (CTC, SC, DV), the appropriate NSV clearance will need to be applied for if you do not already hold it.
The vetting process on transfer typically takes six to twelve weeks and will include a financial check, criminal record check, and local intelligence check. As with initial vetting, honesty is essential — any undisclosed matters discovered during transfer vetting will be treated more seriously because you have had the opportunity to disclose them.
Pay on Transfer
Your pay on transfer will be at the equivalent pay point in your new force's pay structure to where you currently sit. If you are at Band D in your current force (under the national police pay scales), you will join your new force at Band D. In this sense, pay continuity is generally maintained — you do not start again at Band A as a new entrant.
Pay protection operates where a genuine reduction in pay would otherwise result. If your current force pays a local allowance that the receiving force does not, or if your package includes legacy elements (such as Housing Allowance) that are not replicated, you may face a genuine pay reduction. This is an important practical consideration and should be explored in detail with both forces' HR teams before committing to a transfer.
London Weighting and London Location Allowances apply only to forces within the London area. If you are transferring out of a London force, you will lose these allowances. The financial impact should be calculated carefully, particularly given the cost-of-living differentials between London and other regions.
Pension Continuity
Police pension continuity on transfer is one of the less complicated aspects of the process. Your service is continuous — transferring to another force does not break your pensionable service. You remain a member of whichever pension scheme you are currently in (the 1987 scheme, the 2006 scheme, or the 2015 CARE scheme) and your accumulated service counts in full towards your pension entitlement in the receiving force.
The McCloud remedy — which addressed the age discrimination in the 2015 scheme transition — applies equally to transferred officers. If you are in a cohort affected by McCloud, your remedy is preserved through a transfer. Seek confirmation of this from the receiving force's pensions team before proceeding.
Probation Status on Transfer
This is a critical point that surprises many officers. Under the Police Regulations 2003, a transferred officer who has already completed their probationary period in their home force is not required to complete a fresh probationary period in the receiving force. You transfer with your constable's warrant and your status as a confirmed officer.
However, some receiving forces operate informal familiarisation or assessment periods of three to twelve months during which they assess the transferred officer's suitability to the new environment — particularly in specialist departments. These are not formal probationary periods under the Regulations, but they function similarly in practice. Be clear with the receiving force about any such arrangements before you accept a transfer.
What Receiving Forces Look For
Forces are under no obligation to accept transfer applications, and competition can be significant — particularly for transfers into specialist roles or into forces with low vacancy rates. The factors that typically carry most weight in transfer decisions:
Specialist experience. A transferee offering expertise in a specialist area the receiving force is struggling to recruit — digital forensics, sexual offences, covert policing — will be viewed more favourably than a general duty officer requesting a lateral move.
Clean disciplinary and conduct record. Any misconduct history, ongoing complaints, or performance concerns in your home force will likely emerge during vetting and be factored into the decision. Transfers are sometimes used as an attempt to escape a difficult professional situation — receiving forces are generally alive to this.
Genuine operational justification. Forces in areas with housing costs that preclude recruitment from the local labour pool (particularly in commuter belt areas near London) are often more receptive to transfers from officers who live locally and cannot afford to transfer their existing commute the other way.
Tenure and commitment. A transferee who has served only two years in their home force may face scepticism about whether the transfer is well-considered. Most receiving forces prefer officers who have demonstrated reasonable commitment to their home force before seeking to move.
Common Reasons Forces Decline Transfers
No current vacancies is the most common reason. Some forces operate a closed-door policy on transfers except for specialist roles. Vetting concerns, conduct record issues, and a perception that the applicant is transferring to escape rather than to develop their career are also common reasons. If your transfer is declined, request written feedback where possible and consider whether any of the concerns raised are addressable before reapplying.
Practical Tips
Research the receiving force thoroughly before applying. Understand their policing priorities, their geographic challenges, and the specific opportunities you are seeking. Speak to officers who have transferred — many have relevant experience to share. Check the Police Federation's guidance on transfers (polfed.org) and ensure you fully understand the financial implications before committing. And be patient — the transfer process is rarely fast, and pushing receiving forces for decisions before they are ready is unlikely to help your application.