What's the difference between misconduct and gross misconduct?

Misconduct is a breach of the Standards of Professional Behaviour. Gross misconduct is misconduct so serious that, if proven, dismissal would be justified. The category is decided at the severity assessment stage of the investigation and determines whether the case goes to a misconduct meeting (chaired internally) or a gross misconduct hearing (chaired by a Legally Qualified Chair).

What is a Regulation 17 notice?

Under the Police (Conduct) Regulations 2020, a Regulation 17 notice formally tells an officer they are under investigation, specifies the conduct alleged, identifies the Standards of Professional Behaviour engaged, and explains the officer's rights (including the right to representation). Receiving one is not a finding of fault — it is a statutory notification.

What are the Standards of Professional Behaviour?

Set out in Schedule 2 of the 2020 Regulations, the Standards cover: Honesty and Integrity, Authority/Respect/Courtesy, Equality and Diversity, Use of Force, Orders and Instructions, Duties and Responsibilities, Confidentiality, Fitness for Duty, Discreditable Conduct, and Challenging and Reporting Improper Conduct. Allegations are mapped against these.

Who chairs a gross misconduct hearing?

A Legally Qualified Chair (LQC) — typically a barrister or solicitor with relevant experience, appointed from the Home Office panel. The LQC sits with two other panel members (an independent member and a police panel member). The LQC writes the decision and outcome.

What outcomes are possible at a hearing?

At a misconduct meeting: management advice, written warning, or final written warning. At a gross misconduct hearing: written warning, final written warning, reduction in rank, dismissal with notice, or dismissal without notice. Officers can also be 'recorded as having committed misconduct' even if no formal sanction is imposed at the hearing.

Yes. The Police Appeals Tribunal (PAT) hears appeals against gross misconduct hearing outcomes. The grounds are limited to procedural errors, a finding being unreasonable on the evidence, or an outcome being unreasonable. Time limits are short — typically 10 working days from receipt of the written decision. Federation legal representation is essential for an appeal.

Police Misconduct Process

What the misconduct process actually involves — from severity assessment through hearings to appeals. Independent. Not legal advice.

Unofficial independent resource — always verify with official sources (College of Policing, your force, PFEW).

Speak to your Federation rep before any statement, interview or signed document.

Misconduct decisions have career and pension consequences. The Federation provides legal representation for members. See our Federation guide.

Reviewed by the BlueLineHub Editorial Team

Last reviewed: 29 May 2026 · Next review due: 29 November 2026

How does the UK police misconduct process work?

UK police misconduct in England and Wales is governed by the Police (Conduct) Regulations 2020 and measured against the Standards of Professional Behaviour. After complaint or referral, the case is severity-assessed — if proven, would dismissal be justified? Less serious cases go to a misconduct meeting chaired internally (outcomes: management advice, written warning, final written warning). Serious cases go to a gross misconduct hearing chaired by a Legally Qualified Chair (outcomes: warning, reduction in rank, dismissal). Appeals go to the Police Appeals Tribunal within 10 working days. Federation legal representation is essential at every stage — this page is an independent explainer, not legal advice.

The framework

UK police misconduct in England and Wales is governed by the Police (Conduct) Regulations 2020 (as amended) and the statutory guidance issued under those Regulations. Officers are held to the Standards of Professional Behaviour set out in Schedule 2 of the 2020 Regulations. Conduct found in breach can be categorised as either misconduct or, where serious enough that dismissal could be justified, gross misconduct. The College of Policing APP on Professional Standards is the operational reference.

The stages of a misconduct case

Complaint or referral: from a member of the public, a colleague, force PSD, or the IOPC (see our IOPC page).
Severity assessment: the appropriate authority assesses whether the conduct, if proven, would amount to misconduct or gross misconduct. The assessment determines the route.
Regulation 17 notice: the subject officer is formally notified — the alleged conduct, the standards engaged, and their rights including representation.
Investigation: by force PSD (or IOPC for the most serious cases). Evidence is gathered — body-worn video, CCTV, civilian and officer accounts, expert opinion where relevant.
Investigator's report: with a recommendation on whether there is a case to answer and which proceedings (if any) should follow.
Decision to refer to proceedings: the appropriate authority decides whether to hold a misconduct meeting (lesser cases) or gross misconduct hearing.
Proceedings: see below.
Outcome: written decision, including any sanction.
Appeal (where available): to the Police Appeals Tribunal.

Misconduct meetings vs. gross misconduct hearings

Misconduct meeting — internal, chaired by a senior officer (Chief Inspector or above). Sanctions available: management advice, written warning, final written warning. The officer attends with Federation representation. Held in private.
Gross misconduct hearing — formal, chaired by a Legally Qualified Chair (LQC) from the Home Office panel, sitting with two other panel members. Sanctions: written warning, final written warning, reduction in rank, dismissal with notice, dismissal without notice. Generally held in public, subject to limited reporting restrictions.

The Standards of Professional Behaviour

The Standards (Schedule 2 of the 2020 Regulations) are not a tick-list — they are the framework against which all alleged misconduct is assessed:

Honesty and Integrity
Authority, Respect and Courtesy
Equality and Diversity
Use of Force
Orders and Instructions
Duties and Responsibilities
Confidentiality
Fitness for Duty
Discreditable Conduct
Challenging and Reporting Improper Conduct

Outcomes — what they mean in practice

Management advice: lightest sanction; recorded on the officer's record but does not affect promotion or pay.
Written warning: remains on record for 18 months; can be considered in future proceedings.
Final written warning: remains on record for 18 months (longer in some cases); subsequent breach is more likely to result in dismissal.
Reduction in rank: substantive reduction (e.g. inspector to sergeant). Pay is correspondingly reduced.
Dismissal with notice: officer leaves the service after the statutory notice period.
Dismissal without notice: immediate termination. The officer's name is added to the College of Policing's barred list.

Appeals

Appeals against gross misconduct hearing outcomes go to the Police Appeals Tribunal (PAT). Grounds are limited: procedural unfairness, the finding being unreasonable on the evidence, or the sanction being unreasonable. The tribunal can substitute its own decision. Time limits are strict — typically 10 working days from receipt of the written decision. Federation legal representation is essential.

Official misconduct-process sources

BlueLineHub is independent and unofficial. Always verify with the authoritative source below.

Police (Conduct) Regulations 2020
The current statutory framework for officer misconduct proceedings.
Last checked: May 2026
Verify on official source
Home Office Statutory Guidance on Police Misconduct
Statutory guidance accompanying the 2020 Conduct Regulations.
Last checked: May 2026
Verify on official source
College of Policing — Professional Standards APP
Authorised Professional Practice on professional standards and conduct.
Last checked: May 2026
Verify on official source
PFEW — Legal Assistance & Conduct
Federation member-facing guidance on representation in misconduct proceedings.
Last checked: May 2026
Verify on official source
IOPC — Guidance on Outcomes in Police Misconduct Proceedings
Published guidance on the outcome stage.
Last checked: May 2026
Verify on official source

Frequently asked

What's the difference between misconduct and gross misconduct?: Misconduct is a breach of the Standards of Professional Behaviour. Gross misconduct is misconduct so serious that, if proven, dismissal would be justified. The category is decided at the severity assessment stage of the investigation and determines whether the case goes to a misconduct meeting (chaired internally) or a gross misconduct hearing (chaired by a Legally Qualified Chair).
What is a Regulation 17 notice?: Under the Police (Conduct) Regulations 2020, a Regulation 17 notice formally tells an officer they are under investigation, specifies the conduct alleged, identifies the Standards of Professional Behaviour engaged, and explains the officer's rights (including the right to representation). Receiving one is not a finding of fault — it is a statutory notification.
What are the Standards of Professional Behaviour?: Set out in Schedule 2 of the 2020 Regulations, the Standards cover: Honesty and Integrity, Authority/Respect/Courtesy, Equality and Diversity, Use of Force, Orders and Instructions, Duties and Responsibilities, Confidentiality, Fitness for Duty, Discreditable Conduct, and Challenging and Reporting Improper Conduct. Allegations are mapped against these.
Who chairs a gross misconduct hearing?: A Legally Qualified Chair (LQC) — typically a barrister or solicitor with relevant experience, appointed from the Home Office panel. The LQC sits with two other panel members (an independent member and a police panel member). The LQC writes the decision and outcome.
What outcomes are possible at a hearing?: At a misconduct meeting: management advice, written warning, or final written warning. At a gross misconduct hearing: written warning, final written warning, reduction in rank, dismissal with notice, or dismissal without notice. Officers can also be 'recorded as having committed misconduct' even if no formal sanction is imposed at the hearing.
Can I appeal?: Yes. The Police Appeals Tribunal (PAT) hears appeals against gross misconduct hearing outcomes. The grounds are limited to procedural errors, a finding being unreasonable on the evidence, or an outcome being unreasonable. Time limits are short — typically 10 working days from receipt of the written decision. Federation legal representation is essential for an appeal.