Human Resources - Limited duties: Police Officers (L1550)

1.0 Summary of changes

1.1 This protocol was reviewed and updated in April 2022.

2.0 What this protocol is about

2.1 This protocol applies to police officers and will provide a joint statement of intent (supported by FAQs and a process flow chart - this is to follow as it is currently being finalised). The limited duties regulations are intended to enhance operational resilience and support police officers to be deployed to the full extent of their capabilities.

Compliance with this protocol and any governing policy is mandatory. This protocol is not, nor is it intended to be, contractual.

3.0 Detail the protocol

3.1 Both forces intend to implement these regulations in a clear, consistent, supportive and fair manner and in accordance with the national guidance. For the sake of completeness and the avoidance of doubt the national guidance is reproduced below and where necessary the Essex Police and Kent Police protocol is provided beneath the relevant paragraph in bold and italic text which is intended to supplement the guidance and where necessary clarify both forces’ interpretation: See guidance to support changes to the management of police officers on limited duties - interim version 1.3 – 27 March 2015

3.2 All officers affected by the regulations will be fully involved in the process working together with Health Services and designated health professionals to ensure that they are considered, assessed and managed on a case by case basis. Wherever possible the aim should be to reach a solution that meets the needs of the officer and the operational requirements of the relevant force, thereby maximising the contribution and capabilities of officers.

3.3 Additional guidance on the application of limited duties is available which provides the full Home Office Circular 010/2015, the Determinations of the Secretary of State under the Police Regulations 2020 Guidance and Protocol equality statement.

3.4 A frequently asked questions sheet on limited duties produced by Essex Police Disability Network is also available.

4.0 Equality Impact Assessment (EIA)

The Home Office Policy Equality Statement is available.

5.0 Risk assessment

5.1 There is no specific risk assessment or health and safety consideration thought relevant to the content of this protocol.

5.2 Managers and officers engaged within the process must remain aware that they must follow the protocol correctly otherwise the risk to the organisation of a possible employment tribunal could be raised. A failure to fully adopt the principles set out in this protocol could have a detrimental effect upon the reputation of the organisation.

6.0 Consultation

6.1 The following have been consulted during the formulation of this document:

• Police Federation – Kent Police and Essex Police
• Superintendents Association – Kent Police and Essex Police
• Health Services, Occupational Health
• Learning and Development
• IT Directorate, SAP Team
• Staff Support Groups – Crystal Clear and Essex Police Disability Network

7.0 Monitoring and review

This protocol will be reviewed every year by, or on behalf of, the owner.

8.0 Governing force policy

Related force policies or related procedures (Essex)/ inked standard operating procedures (Kent)

8.1 This HR protocol supports the overarching HR policy L1.

8.2 Data Security
8.2.1 Essex Police and Kent Police have measures in place to protect the security of your data in accordance with our Information Management Policy.

8.3 Retention and disposal of records
8.3.1 Essex Police and Kent Police will hold data in accordance with our Records Review, Retention and disposal policy.
8.3.2 We will only hold data for as long as necessary for the purposes for which we collected.

9.0 Other source documents, e.g., legislation, Authorised Professional
Practice (APP), force forms, partnership agreements (if applicable)

• FAQs
• Additional guidance on the application of limited duties
• Home Office Policy Equality Statement