Editor's message: One of the many challenges that the police service presents to HR is around recruitment and ensuring that the service reflects the gender and racial composition of the communities that it serves. It is well documented that the number of police officers from a black, Asian and minority ethnic (BAME) background does not reflect the BAME population as a whole and the shortage of female police officers from a BAME background in particular has been highlighted in recent months.
While positive discrimination is often discussed as a method of boosting diversity police employers must be aware of the limits of positive action under the Equality Act 2010, which were highlighted by the tribunal decision of Furlong v Chief Constable of Cheshire Police.
Despite the challenges, the police sector may be able to benefit from certain initiatives to boost recruitment, for example a government pilot to bring officers and staff who left because of caring responsibilities back into investigative roles, the Metropolitan Police scheme to allow new police constable recruits to join the force on a part-time basis, and the Police Now programme for attracting high-achieving graduates.
Initiatives like these are likely to become even more relevant, following Prime Minister, Boris Johnson’s commitment to recruit 20,000 new police officers.
Clio Springer, senior employment law editor
Updated to reflect that the Grand Chamber of the ECHR has delivered its decision in López Ribalda and others v Spain.
In Wisbey v Commissioner of the City of London Police and another, an employment tribunal held that a police force indirectly discriminated against a male police officer who was temporarily removed from rapid-response driving duties because he is colour blind.
The Government is consulting on proposed changes to the duty to publish a modern slavery and human trafficking statement. The proposals aim to improve the quality of reporting under the transparency in supply chains legislation, make it easier for people to compare organisations' reports and increase compliance with the duty.
Consultant editor Darren Newman looks at the latest rulings in a long line of holiday pay cases, including one with significant back-pay implications for Northern Ireland employers. He also explains why the issue of lengthy back-pay periods may not yet be completely resolved for employers in the rest of the UK.
The government has conceded defeat over its attempt to alter police pensions in 2015, acknowledging that moving police officers to new police pension schemes, based on their age, is discriminatory.
We look at how the menopause can affect women working in the police sector and some of the initiatives that are being taken to support them.
The government has announced plans to improve wellbeing for frontline police after publishing a review that shows officers to be under huge mental and physical strain.
These tables summarise pay awards in the public safety sector monitored by the XpertHR pay databank.
We look at how workplace culture and leadership style are evolving in a police service facing changing challenges.
In Chief Constable of Norfolk v Coffey, the Court of Appeal upheld the tribunal decision that a police constabulary had directly discriminated against an officer because of its perception that her medical condition could develop into a disability in the future.
HR and legal information, news and guidance relating to employers in the police service.
See Legislation for the up-to-date version of the police regulations including the: