Human Resources - Medical entry standards protocol (L1620)

1.0 Summary of changes

Biennial review completed on 10 June 2026 to reflect the latest verified internal and external updates, including current national police recruitment regulations, current occupational health guidance for the assessment of new police officer applicants, updated pre-employment guidance, and refreshed force policy references.

Legal update note: This protocol has been reviewed against the Equality Act 2010 and current national police recruitment guidance current to May 2026. Users must apply this protocol alongside any newer statutory, regulatory, or force policy changes issued after the review date.

• Wording updated throughout the document upon review
• Section 2.0 - Introductory wording updated to improve legal and governance clarity and to reflect guidance current to May 2026
• Section 4.0 - EIA updated
• Section 8.0 - Governing policy references reviewed and national recruitment framework wording updated
• Section 9.0 - EIA and authors details updated

2.0 What this protocol is about

2.1 This protocol sets out the medical standards for police applicants,including special constables.  It explains the occupational health assessment process used during recruitment and supports compliance with the Equality Act 2010, national recruitment standards, and clinical governance requirements.

This protocol reflects national guidance current to May 2026, including the Home Office national recruitment standards for police medical standards, the Police (Amendment) (Recruitment Standards) Regulations 2026, College of Policing Police Constable Pre-Employment Guidance published in April 2024, NPCC and Oscar Kilo occupational health guidance for the assessment of new police officer applicants published in April 2025, and the Equality Act 2010 framework on individual assessment and reasonable adjustments.

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 Introduction

3.1.1 Under the Equality Act 2010, candidates must not be excluded automatically because of a medical condition or disability.  Each case must be considered individually and assessed on its own merits.  Applicants for police officer and special constable roles must be assessed for fitness for a fully operational role. Where appropriate, reasonable adjustments should be considered. Not every adjustment will be reasonable. The employer must decide this, taking account of the need to support the individual, the impact on colleagues, and the operational needs of the organisation.

3.1.2 In limited circumstances, differential treatment may be lawful where it is a proportionate means of achieving a legitimate aim. In this context, that aim is to recruit and train applicants who can perform the full duties of a police officer or special constable. This includes physical capability, such as making an arrest safely or pursuing a suspect, and mental capability, such as making safe and critical decisions under pressure. These examples are not exhaustive.

3.1.3 In some cases, health and safety considerations may outweigh disability-related concerns, particularly where there is a potential risk to third parties. 

3.1.4 The standards reflect fitness to serve at the time of assessment and for a reasonable time.

3.1.5 Medical assessment, including review of the medical history questionnaire, should take place only after the candidate has been assessed for suitability for the role.

3.2 Pre-entry medical standards

3.2.1 The standards which follow are set out in terms of conditions that are likely to render the candidate suitable for appointment, unsuitable for appointment or requiring further information, investigation and assessment before a coming to a decision.

• recommended medical standards PDF
• eyesight standards, police recruitment

4.0 Equality Impact Assessment (EIA)

4.1 This protocol has been assessed regarding its relevance to race and diversity equality. As a result of this assessment the protocol has been graded as having a high impact on diversity.

4.2 Attached is the latest EIA that forms part of the protocol review process.

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 Officers and members of police staff 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:

• Essex / Kent Unison
• Essex / Kent Police Federation
• Essex Diversity and Inclusion Manager
• Essex / Kent Health & Safety
• Head of Operational Change
• Essex PSD D/Superintendent
• Essex Risk
• Essex Policy
• Essex / Kent Superintendents Association
• Essex Strategic Force Crime & Incident Registrar
• Essex DPO/Temp Head of Info Management
• Essex Special Constabulary Command
• HR
• Kent Information Security
• Kent Diversity and Inclusion Academy
• Kent Records Management
• Kent Finance
• Kent Estates
• Kent Legal Services

7.0 Monitoring and review

7.1 The monitoring of this HR protocol will be by the head of Health Services.

7.2 The protocol will be reviewed every 2 years.

8.0 Governing force policy

Related force policies and related procedures/ linked standard operating procedures (Kent and Essex)

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 – W 1000 Policy – Information Management.

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 & Disposal Policy – W 1012 Procedure/SOP - Records Review, Retention and Disposal.

8.3.2 We will only hold data for as long as necessary for the purposes for which we collected.