CHAIR ANSWERS
depart from the recommendations entirely if it wishes. The absence of an express right of reply to the Government’s decisions adds a layer of perceived unfairness, particularly given the constraints on police officers’ lives and their inability to exercise industrial rights—a privilege available to many other public sector workers. We need to establish a truly impartial and independent police pay mechanism that recognises the unique position of police officers in society. The ballot aims to gauge members’ sentiments on the future of police pay and whether they support the reinstatement of collective bargaining with binding arbitration. If achieved, the subsequent step involves seeking broader industrial rights, such as the right to take industrial action.
The process is not a quick fix, however, the importance of rectifying the longstanding issues surrounding police pay and conditions is paramount and is driven by the dissatisfaction among members who feel undervalued and marginalised. The responsibilities and pressures on Police officers have increased significantly, while their pay has not risen in line with those responsibilities, or with the additional constraints on an officer’s private life. Currently there is nothing anyone can do about it and this cannot be right. The disparity in police pay compared to other protective service workers further emphasises the urgency of addressing this issue. PFEW has consistently urged the Government to recognise the unique challenges faced by police officers and to fairly compensate them, emphasising the need for a pay review process that genuinely considers their views. Until such changes occur, PFEW believes that the situation is unlikely to improve, making the industrial rights vote a critical juncture in advocating for the rights and recognition that police officers deserve. The PFEW’s National Board and National Council recognise the gravity of the vote, acknowledging the profound impact it will have on shaping the organisation’s direction.
More information on this will be coming
out to the membership in the near future on what will be asked of them and how this will take place.
Many officers face challenges with working time directive issues but at the same time rely on overtime, however,
there needs to be balance. What is PFEW doing to help address this problem? The Working Time Regulations (WTR) provide for a maximum weekly working time which shall not exceed an average of forty-eight hours for each seven days. Generally, Police Regulations provide better rights than the WTR and officers should only be rostered for hours of duty equivalent to those of a member with a normal daily period of duty of eight hours (including a period for refreshment) and who receives a day’s leave on each public holiday and two rest days per week (this would equate to 40 hours per week). However, there may be occasions where the organisation of working time may breach the WTR. Certain aspects of the WTR can be varied by local agreement between a Branch Board and a chief officer. For more information about the position in your force you should contact your branch board. However, as there are not enough
should be regular monitoring of any changes. If you see the regs not being met, please raise this immediately with your local Federation.
“For officers who retired before October 1, 2023, and fall within the remedy scope, administrators aim to contact them before April 2025, offering a Remedial Service Statement (RSS).”
officers available to do the work required, what we are seeing is officers working more overtime, but the hours are excessive. This is a big cause for concern and worrying as members are becoming exhausted and ill off that back of that. We fully appreciate that many members rely on overtime, but as you point out, there must be a balance, and, ultimately, forces have a responsibility to ensure you’re not working excessive hours. Each Federation branch board has reps who are fully trained in the relevant health and safety legislation and police regulations, who are continuing to raise these issues with chief constables, outlining they have to stick to the law. Guidance has been provided to forces and branch boards on designing variable shift arrangements and the introduction of new shift patterns. Any shift pattern should seek to balance operational demands to ensure there are sufficient numbers of officers on duty to respond effectively and to best meet the health and safety requirements of those expected to work it. Duty rosters should meet the legal requirements set out in police regs and the WTR and changes to the duty roster should be kept to a minimum. There
I have just become a parent for the first time and was wondering what support there is available by way of entitlements, to help me out when needed? Massive congratulations on your new arrival! As a police officer and a parent I know how challenging juggling the two can be, so it is very important we make use of our entitlements when needed. You may well already have taken a period of maternity or adoption leave (or maternity or adoption support leave) or shared parental leave. In addition to this, officers are able to work flexible hours on a full or part time basis. Flexible working is particularly valuable if you are a parent and/or you are a carer, but it can benefit a wide range of officers who need or want a better work/life balance at certain times in their career. Police regulations place no restrictions on you applying to work flexibly or to reduce your hours. Firstly, if you have children, you might be entitled to 18 weeks of unpaid leave for each child, which can be used any
time before their eighteenth birthday. Parental leave can be used in order that you can “be absent from work, for the purpose of caring for that child”. You can turn to page X where our Equality Lead Ian Saunders outlines the full details. Time Off for Dependants (TOfD) is also incredibly useful, you are entitled to take reasonable time off during normal duty periods in order to take necessary action when a child (or other dependant) falls ill, gives birth or is injured or assaulted; to arrange for care of a child or other dependant who is ill or injured; where a dependant dies, where care arrangements are disrupted or to deal with an unexpected incident involving your child at school or nursery. You should tell your force the reason for the absence as soon as reasonably practicable and, if possible, state how long you expect to be absent.
If you want to know more about Time Off for Dependants leave, your local Federation will be able to assist and support you.
If you want to know more, contact your branch board.
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