Welcome to this month’s blog, which provides a round-up of the Federation's recent work on your behalf.
Updates from April
Meeting with Lord Hunt
Last month’s blog was published just ahead of our meeting with Lord Hunt, Minister of State for Energy Security and Net Zero. The meeting was a positive and constructive first engagement, setting a strong foundation for future dialogue.
Lord Hunt demonstrated a genuine interest in key issues surrounding workplace culture, standards, and the broader wellbeing of officers within the Civil Nuclear Constabulary (CNC). We shared some of the progressive steps taken by the force in recent months, particularly around inclusivity and professionalism while also urging caution around messaging. There is a risk of officer fatigue and burnout when a cultural messaging is pursued too quickly or without adequate support, especially when we know the vast majority of CNC officers already share the commitment to building a positive and respectful workplace.
We spoke about operational matters, including the success of the Vessel Protection Programme, which has played a key role in strengthening our reputation. We welcomed the recent onboarding of the DNN site, along with the integration of officers from the MOD Police. Lord Hunt was quick to praise the hard work and professionalism of our officers and expressed strong confidence in the Chief Constable’s ambitious vision - stating that its only limitation would be “the breadth of his imagination”.
We also raised the important topic of electric vehicles, where we shared the health and safety concerns that have been flagged nationally by the Police Federation’s Health and Safety Committee. These issues include charging infrastructure, response readiness, and the operational limitations posed by electric fleet vehicles in high-demand environments. Lord Hunt acknowledged the complexity of this topic and welcomed continued updates.
In a more strategic conversation, Colin Longstaff used the opportunity to raise a critical issue: the need for the CNC to be considered consistently when policing policy is developed at the national level. He cited previous omissions, such as the CNC’s exclusion from early pension reform legislation and the initial Police Covenant, as evidence that we must remain vocal and visible in national policing discussions.
The meeting concluded on a very positive note, with Lord Hunt expressing a clear willingness to engage with us further - an outcome we had very much hoped for. Continued dialogue with key ministers is essential to ensure that the unique role of the CNC is recognised, supported, and integrated into wider policing policy.
National Police Healthcare Scheme
We’re delighted to inform you that the National Police Healthcare Scheme (NPHS) is now open to CNC colleagues.
With long NHS waiting lists, we know colleagues can face treatment delays, which then impact their work and personal lives. This not-for-profit scheme covers the cost of consultant fees, diagnostic procedures/tests, surgical procedures and all relevant treatments and follow-ups, as well as treatments such as physiotherapy and chiropractic. Plus, pre-existing conditions are covered after two years.
Police officers (of all ranks), police staff, and their spouses/partners and children can join the scheme, and initial membership periods are offered free of charge. Membership of the Police Treatment Centres is also included in the subscription.
It’s well worth considering. Please visit the National Police Healthcare Scheme website to find out more.
Police Reform: Crime and Policing Bill
Our collective eye remains firmly fixed on the progression of the Crime and Policing Bill-legislation that speaks directly to the core of police accountability, integrity, and public trust.
A recent amendment to the Bill, proposing a presumption of anonymity for firearms officers facing criminal trials, is a welcome development. Officers placed in life-or-death situations deserve protections that reflect the pressures and split-second judgments demanded of them. It is a necessary step to ensure that fear of public vilification does not deter officers from using reasonable force when it is required.
But while protections are being strengthened in one area, the same cannot be said about vetting.
As a Federation, we fully recognise the importance of robust vetting to ensure that policing standards are beyond reproach. However, we must also sound a clear note of caution: how vetting is applied matters just as much as why it is applied.
The incoming Police (Vetting) Regulations 2025, set to take effect on 14 May 2025, introduce a statutory requirement for all serving officers to hold and maintain vetting clearance appropriate to their role. Officers who fail to meet these standards face automatic dismissal, with the process taking effect from the date they are notified of the outcome.
While the regulations establish a structured process - including a vetting severity assessment and a withdrawal assessment with written notice to the officer concerned - they raise serious concerns. The right to challenge or appeal decisions remains limited, and the process can proceed rapidly, sometimes with minimal opportunity for officers to prepare their case. In certain situations, the officer may not be immediately informed of the details behind the removal of their vetting status if it is deemed prejudicial to an ongoing investigation. This stands in stark contrast to the principles enshrined in the Police Conduct Regulations 2020, where due process and transparency are central.
The new system risks decisions being made in isolation by vetting units, potentially overruling misconduct panels and undermining established disciplinary procedures. Such a framework not only jeopardises individual careers but also threatens morale across the service.
We cannot ignore the real risk that these changes, while aiming to restore public trust, may introduce a punitive and opaque system which lacks proper accountability and safeguards for officers. The Federation calls for urgent review and robust independent oversight as these regulations come into force.
Conduct matters
Staying with conduct matters, we wish to offer guidance on two current issues that are being dealt with more frequently by PSD.
Firstly, taking children out of school in term time (unauthorised absence). The legal position, police officers - including those within the CNC - are not exempt from the regulations regarding school attendance. Under the Education Act 1996, it is a legal requirement for parents to ensure their child attends school regularly. Recent changes in enforcement mean that unauthorised absences can result in fines, and these are issued at the discretion of individual headteachers. Unfortunately, there is no automatic exemption based on an officer’s work commitments.
That being said, we completely understand why this is a significant concern for officers. The limitations on when leave can be taken do create a unique challenge that many other professions do not face. While we cannot override the law, officers may wish to engage with schools to explain their circumstances where appropriate.
It is important to note that guidance to headteachers states that unauthorised absence for family holidays is not considered a reasonable justification. This was reinforced in the case of Isle of Wight Council v Platt (2017), where a parent who took his child on an unauthorised holiday lost his case at the High Court. The ruling confirmed that regular attendance means children must attend school every day it is open, and headteachers have the discretion to grant leave only in exceptional circumstances.
It’s important to state, if you do receive a Fixed Penalty Notice, you must inform Professional Standards, and this may result in misconduct proceedings. Please remember the Vetting Department will also need informing.
The second concern we wish to offer guidance on is speed endorsements, which continues to be a common issue dealt with by Professional Standards.
The legal position is clear: police officers - including those within the CNC - are not exempt from speed limits unless responding to an emergency with appropriate authorisation. It is important to understand that receiving penalty points or a fixed penalty notice for speeding applies equally whether you are on or off duty. The law makes no distinction between personal and professional driving when it comes to enforcement of speed limits during regular driving.
If you receive a Notice of Intended Prosecution (NIP) or are stopped for a speeding offence, you must report this to Professional Standards Department at the earliest opportunity and notify the Vetting Department as part of your ongoing vetting requirements. This applies regardless of whether the offence occurred while on or off duty, in a police vehicle, hire car or your personal vehicle.
Recent case law has reinforced that speeding offences can constitute misconduct. In particular:
Multiple speeding offences may be treated as a pattern of behaviour that brings the service into disrepute
High-speed offences may be treated more seriously
Failure to report a speeding offence promptly can itself constitute a conduct matter
The College of Policing’s Code of Ethics emphasises that officers should uphold the law at all times, not just when on duty. This principle was reinforced in the case of Chief Constable of North Wales v Evans (2018), where it was determined that off-duty conduct can still impact public confidence in policing.
New PDR system
You asked us to push for changes to the PDR system, and I’m pleased to report that changes have been made.
PDRs are important for us as individuals and for the Force as they enable conversations about our aspirations and how they fit with CNC’s objectives. However, we know many of you felt the system was convoluted. We have worked with the Force, HR and Prospect, and the result is PDR and PDR Lite.
PDR provides a framework for those of us who strive to achieve a Star Rating 3 against our overall performance and those seeking promotion. For those of us who want to demonstrate that we remain competent in our role, undertake appropriate training, and contribute to corporate objectives, PDR Lite enables us to do so proportionately.
Thanks to everyone who gave feedback on the PDR process. Please remember to complete any outstanding old-style PDRs and get them signed off before transferring to the new format.
Unsocial hours allowance
CNC is now fully aligned with the national position of 10 hours between 8pm to 6am. It has taken several years of hard work and collaboration to get to this point, but it means our members now have full parity with their Home Office colleagues.
The agreement around unsocial hours payments also serves as important recognition of the impact shift work has on officers' lives, their health, and their wellbeing.
Looking ahead
Blue Light Show
We look forward to highlighting our members' vital work at this year's Blue Light Show, which returns to London’s Olympia on 18-19 June.
The event is designed for all emergency services personnel, including those from the police, fire and rescue, ambulance, coastguard, mountain rescue, and voluntary sector. It’s particularly valuable for senior decision-makers, procurement professionals, operational leaders, training leads, and frontline responders.
We and the Force will have a stand at the event where we hope to give insights into a career in CNC, putting a spotlight on some of the specialisms and sharing examples of great work.
The Blue Light Show is free to attend, but registration is required to secure your pass and access all conference sessions, features, and exhibition areas. You can register your place here.
Get in touch
Please remember, we’re here if you need us. If you have a question or concern, contact a local rep or contact us directly.
Darren Adams - Federation Chair