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 recent tribunal decision of Furlong v Chief Constable of Cheshire Police.
Clio Springer, senior employment law editor
The Government is consulting on capping public-sector exit payments at £95,000. We look at the detail of the proposals and how they could affect redundancies and reorganisations in the public sector.
While positive action in recruitment is laudable, and to be encouraged as a means of overcoming disadvantage and low participation, employers need to think very carefully about how they go about it, because if they make mistakes the cost may be high. Jason Braier explains why.
The Government consults on its plans for implementing a cap on exit payments for most public-sector workers in England, Wales and Scotland. The cap means that exit payments will be limited to £95,000 for staff in the civil service, local government, NHS and police.
The Government has confirmed plans to introduce a £95,000 cap on payouts for public sector workers when they leave their jobs.
In Furlong v Chief Constable of Cheshire Police, an employment tribunal held that a police force's recruitment process discriminated against a white heterosexual male candidate who was rejected after the positive action provisions in the Equality Act 2010 were applied to a pool of 127 applicants who passed the interview stage.
Updated to include the details of two new pay awards across the sector.
Police forces should be allowed to positively discriminate in favour of those from minority ethnic backgrounds in order to become more representative of the communities they serve, the chair of the National Police Chiefs Council has said.
We explore the potential impact of workers' exposure to traumatic events and other stressful environments on their families and look at some of the measures that employers can take to support those families.
Seventy-nine per cent of police officers say they have felt feelings of stress and anxiety in the past 12 months according to a Police Federation of England and Wales survey of its members.
The Government has announced plans to change the way breaks in employment are treated, which could have a greater impact for local government than for employers in the private sector, due to the operation of the modification order.
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: