INCLUSIVE POLICING
make savings, they look to this group of officers first. These are colleagues in whom the service has invested £180,000 over their career in training and development, yet when they need help, that’s when some forces step away from them.”
PFEW has repeatedly raised concerns that some forces are using adjusted duties processes punitively - despite national guidance being clear that decisions should be made with officers, not to them. The Federation said it is increasingly hearing from members who feel they are being subjected to cost-driven reviews rather than supportive, case-by-case assessments rooted in welfare and equality law. “People are being put through processes that should be collaborative,” Ms Aley said. “Instead of valuing individuals and recognising what they can still bring to policing, some forces are assessing adjusted-duty officers as a group they can potentially make savings from. That has got to stop. That should never be the ethos.” PFEW stresses the vast majority of officers on adjusted duties continue to contribute meaningfully to policing, often bringing decades of experience, specialist knowledge and professional insight. Reasonable adjustments - such as modified duties, alternative tasks,
adjusted hours or supportive equipment - allow officers to work safely while recovering from injury, managing disability or progressing through their careers. The Federation continues to champion stronger protections for officers by:
• Challenging unfair or discriminatory application of adjusted duties
• Supporting members with representation and legal advice
• Ensuring forces meet their legal obligations under the Equality Act 2010
• Calling for national consistency, transparency and compassion in
“Most officers and staff still bring an
points in their career,” Ms Aley added. “Adjustments must be reasonable, and they must be rooted in equality. Some forces are reverting to type under pressure - but this isn’t how policing should move forward.”
ADJUSTED DUTIES – WHAT YOU NEED TO KNOW When you’re dealing with an injury, illness, pregnancy, disability or a temporary health condition, you might not be able to perform the full range of police duties. Adjusted duties exist to support you through that period safely and fairly. This is not a punishment,
awful lot to policing, even if they need to move into a different role at certain points in their career.”
• Highlighting the importance of valuing officers’ capability, experience and
decision-making contribution
PFEW is also urging chief officers and HR leads to resist short-term financial thinking and to uphold the core purpose of adjusted duties: keeping dedicated, skilled officers in the service wherever possible. “Most officers and staff still bring an
awful lot to policing, even if they need to move into a different role at certain
WHAT ARE ADJUSTED DUTIES? Adjusted duties are temporary changes to your role or tasks so you can continue working safely. They can include:
• Modified or alternative duties • Removal from high-risk or frontline tasks
• Adjusted working hours • Use of specialist equipment • Temporary change of team or environment
• Phased return to work 35 | POLICE | DECEMBER | 2025
and it should never affect the way you are treated at work. Adjusted duties are about helping you stay in meaningful employment while you recover or manage a condition.
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