Legal and Professional Standards Department - Wrongdoing policy (P01)

1. Summary of changes

1.1 This policy has been reviewed in April 2026. The following amendments have been made: 

• revisions to paragraphs 3.2 to 3.6 and the addition of paragraphs 3.7 and 3.8

2. What this policy is about

2.1. This policy provides:

• clear and effective mechanisms for open and confidential reporting of wrongdoing
• comprehensive arrangements for supporting staff who, in good faith make such a report; and acknowledgment of the potential impact on an individual, division, department or on the service
• a framework for the force to provide the most proportionate response in situations where there is a loss in confidence in the appropriateness of an individual officer or member of staff to continue in a particular role based on serious concerns arising from intelligence so sensitive that it may not be able to be disclosed to the individual officer or member of staff concerned; or in situations where an identified risk posed by a close associate or family member of an officer or member of staff needs to be effectively managed

Compliance with this policy and any linked SOPs is mandatory.

3. Statement of policy

3.1. This policy may be used by staff to report wrongdoing and compliments, but does not replace the Police Conduct Regulations 2020, Police Complaints and Misconduct Regulations 2020 – Unsatisfactory Performance Procedures - Police Staff Discipline –Police Staff Capability - Information security; Health and safety - Personal harassment –Grievance or complaints against Chief Officers (NPCC officers) or Police and Crime Commissioner (PCC) employees can be done thorough the PCC website.

3.2. All staff have a duty to report suspected wrongdoing by others within the force. Historically, cultural pressures within policing, including misplaced loyalty and a sense of comradeship, have acted as barriers to the reporting of such matters. 

This policy reflects and reinforces the Standards of Professional Behaviour, in particular the expectation that officers and staff will challenge and report improper conduct. 

3.3. All members of Kent Police have a responsibility to report wrongdoing and to challenge conduct that falls below the Standards of Professional Behaviour. This includes officers, staff, contractors and volunteers. 

3.4. Concerns should normally be reported to the most appropriate person based on their role, responsibility or knowledge. This may include a line manager or supervisor. However, Kent Police recognises that there are circumstances where reporting through the normal chain of command may not be appropriate or possible.

3.5. Where an individual does not feel able to raise a concern openly, or wishes to do so on a confidential basis, they may report the matter to the PSD via email.

Should an individual wish to report a matter anonymously, this can be done via the appropriate confidential reporting channels: 

• Police Integrity Line (powered by Crimestoppers) – 0800 111 4444 
• Crimestoppers – 0800 555 111 
• Speak up – Anonymous e-mail system 

3.6. Individuals who report wrongdoing in good faith will be supported by Kent Police and will not be subject to disciplinary action or any detriment solely as a result of making such a report. Where a report is found to be malicious or knowingly made in bad faith, this may result in appropriate action being taken.

3.7 Reports of wrongdoing may constitute a protected disclosure (whistleblowing) within the meaning of the Employment Rights Act 1996. Such disclosures attract specific legal protections. Further detail is set out in SOP P01a – Reporting Wrongdoing and Whistleblowing.

3.8 From the 06.04.2026 a disclosure that sexual harassment has occurred, is occurring, or is likely to occur, must be treated as a protected disclosure for whistleblowing purposes. Individuals making such disclosures are entitled to protection from detriment under whistleblowing legislation.

3.9 The Counter-Terrorism and Security Act 2015 places a statutory duty on specified authorities, including the police, to have due regard to the need to prevent individuals from being drawn into terrorism. Recognising that staff are not immune from the risk of radicalisation, any concerns relating to an individual or organisation should be referred to the CTPSE Kent FIMU ([email protected])

4. Implications of the policy

4.1. Risk assessment

4.1.1 This policy has been assessed as low risk.

4.2. Equality Impact Assessment (EIA)

4.2.1. An EIA has been carried out and shows the proposals in this policy would have no potential or actual differential impact on grounds of race, religion or belief, disability, gender, sexual orientation, transgender, marriage and civil partnership, pregnancy and maternity, age.

5. Consultation

• Detective Chief Inspector Professional Standards

6. Monitoring and review

6.1. Monitoring and review shall be under taken by the Professional Standards Department. This policy will be reviewed every two years with the next review taking place in July 2028.

7. Security

7.1 Kent Police has measures in place to protect the security of your data in accordance with our Information Management policy (Policy W01 – Information Management).

8. Retention and disposal of records

8.1 Kent Police will hold data in accordance with our Records Review, Retention and Disposal policy.