Eligibility

Qualifications / Experience

Police Constable Entry Programme (PCEP)

In addition to being able to demonstrate a good standard of maths and English (written and spoken), candidates must meet at least one of the following criteria at the point of application:

  • 2 x Level 3 qualification passes
  • A combination of Level 3 qualification equivalent to 2 A-levels (or higher)
  • A qualification from outside England and Wales which the UK National Recognition Information Centre (NARIC) recognises as a Level 3 qualification equal to 2 A-Levels.
  • Have completed and passed the Level 3 certificate in Knowledge of Policing or Police Law and Community Certificate.
  • Have previously served in the military or armed forces, or similar law enforcement agency, and successfully completed the minimum term of service and have an exemplary reference (previous service in military or armed forces is a minimum of 2 years within the last 5 years).
  • Have previously served in another emergency service (this includes ‘special’, PCSO or other operational role in Hampshire & Isle of Wight or another police force) and have an exemplary reference. (Previous service in an emergency service is a minimum of 2 years within the last 5 years and have worked in an operational role).
  • Have at least 2 years recent experience in digital forensics-discovery and cybercrime investigations and a relevant qualification/training.
  • Have work experience equivalent to a Level 3 qualification.

Police Constable Degree Apprenticeship (PCDA)

A full driving licence must be held upon application.

Maths and English GCSE grade C/4-9 or Level 2 in functional skills at the point of application.

One A Level grade A*-C or Level 3 equivalent AND one A Level grade A*-E, or AS Level in a different subject, or Level 3 equivalent. You must have a minimum overall of 48 UCAS points. (you can check how many points your qualification is worth on the UCAS tariff calculator)

Applicants without Level 3 qualifications can be considered if they have:

  • Served in the military or armed forces, or similar law enforcement agency, and successfully completed the minimum term of service and have an exemplary reference, for a minimum of 2 years within the last 5 years
  • Served in another emergency service e.g. ‘special’, PCSO or other operational role and have an exemplary reference, for a minimum of 2 years within the last 5 years
  • Level 3 certificate in Knowledge of Policing or Police Law and Community Certificate
  • Should you not hold any of the Level 3 qualifications or previous service listed above, you can choose to undergo an experience assessment as part of the recruitment process. Please note, a full manual driving licence and Level 2 qualifications are still required upon application.
  • Have resided in the UK for three years immediately prior to application.
  • Not be a member of the British National Party (BNP) or similar organisation.
  • Not have tattoos which could cause offence.
  • Be a British or Commonwealth citizen, or an EC/European Economic Area national, or a foreign national whose stay in the UK is unrestricted.
  • Be able to pass the Job-Related Fitness Test (JRFT)

Driving licence

A full manual or automatic driving licence is required upon application as a police officer. If you do not hold a full driving licence, you may want to consider applying as a special constable as a driving licence is not required for that role.

Tattoos and piercings

The appearance of police officers, staff, apprentices, special constables and volunteers should be in keeping with our Standards of Professional Behaviour and Uniform and Dress Standards.
The nature, location, prominence and appearance of tattoos and/or piercings will be carefully considered in relation to the impression they may give to members of the public or colleagues.

Tattoos

  • Any visible tattoos will be given careful consideration, particularly those on the face / above the collar and on the hands.
  • Tattoos which could reasonably be interpreted as discriminatory or offensive and/or indicate attitudes or views inconsistent with the Code of Ethics and/or the Standards of Professional Behaviour are also unacceptable.
  • Tattoos which are considered unacceptable include those which are rude, lewd, crude, racist, sexist, sectarian, homophobic, intimidating or violent, whether the tattoo(s) is visible or not.
  • When deciding if a tattoo is acceptable, we’ll consider them on a case-by-case basis, taking into account the size, nature, context and prominence of it. We may also seek further information on the meaning of tattoos where this isn’t clear, e.g. a symbol or insignia.
  • Applicants with tattoos are required to submit photographs of any existing tattoos as part of the recruitment process.

Piercings

  • Officers and staff in public facing roles are permitted to wear one pair of small stud earrings. Other jewellery may be worn with permission, on a case by case basis.
  • Ear stretchers – are not permitted and must be taken out at all times whilst at work. Individuals in a public facing role must take suitable steps to ensure the holes are covered to prevent injury.

Age

Although the minimum age to become a police officer is 18, applications are welcomed from candidates aged 17, as long as they are 18 years old by the time they commence employment.

There is no upper age limit on applications.

BMI

These medical standards apply specifically to applicants for the following roles: student police officer, transferee and re-joiner, special constable, police community support officer (PCSO), and detention officer. The guidance below outlines the requirements all candidates in these roles must meet to progress through the recruitment process.

To meet the national medical standards for policing roles, all applicants must fall within the required body mass index (BMI) range.

The acceptable BMI range is: BMI between 18.5 and <30

If an applicant’s BMI is below 18.5 or <30 and above, they will be referred to our Occupational Health & Wellbeing Team for a full body composition assessment. This enables us to assess overall health and physical readiness beyond BMI alone.

Applicants who are referred will be provided with up to 12 weeks to meet the required BMI or body composition standard. During this period, applicants will receive evidence-based advice on achieving changes safely and sustainably.

We recommend that applicants check their BMI before applying to help reduce delays in the recruitment process. Your BMI can be calculated using your height and weight. Tools are available online to support this, including: Calculate your body mass index (BMI) for adults – NHS

If the BMI or body composition standard cannot be met safely within the 12-week period, applications will be reviewed on a case by case basis, and further information and advice will be provided regarding the progression of the application.

Pre-Employment Vetting

Before joining as a police officer, all applicants must pass pre‑employment vetting. This helps us ensure that everyone who joins the organisation is suitable, trustworthy, and able to meet the high standards expected in policing.

Why we carry out Vetting

  • To make sure officers are honest, reliable, and suitable for the role.
  • To maintain public confidence by upholding high standards of behaviour.
  • To identify any risks or vulnerabilities, such as financial issues, alcohol or substance misuse, gambling, or concerning associations.
  • To ensure individuals can safely access sensitive information and police systems.
  • To meet national policing vetting requirements and protect the organisation and public.

Examples of why someone may fail vetting

  • Criminal convictions and/or cautions, or non-declaration or dishonesty about past offences.
  • Close or ongoing associations with individuals involved in criminal activity
  • Significant or unmanaged financial problems (e.g. CCJs, accounts in default or high levels of debt)
  • Concerns around integrity, including past misconduct or behaviour that conflicts with policing values
  • Inappropriate or concerning social media activity (e.g. discriminatory or extremist content).
  • Providing incomplete or inaccurate information during the vetting process.
  • Issues raised during background or employment checks.
  • Not meeting residency or nationality requirements set by national vetting standards.

Physical and Mental Resilience

Policing is a highly demanding profession, both physically and mentally. Police officers are regularly exposed to challenging and distressing situations, including incidents involving death, suicide, abuse, serious injury, vulnerability, and conflict. Officers are also required to manage physical confrontation when necessary, wear personal protective equipment and body armour, work shifts including nights and weekends, and cope with the effects of fatigue and operational pressure.

As a Student Officer, you will undertake frontline duties and are expected to perform the full range of operational responsibilities required by the role. This means being able to provide a regular and effective service to the public and your colleagues.

For this reason, we must be satisfied that applicants are physically and psychologically capable of meeting the demands of policing. If you have an existing medical condition, ongoing health concerns, or a history of physical or mental health difficulties, we encourage you to carefully consider how the demands of the role may affect your wellbeing and ability to carry out operational duties.

As part of our pre-employment vetting and occupational health processes, you may be asked to provide further information from your GP, specialist, or other healthcare professional. This enables us to make an informed and fair assessment of your suitability for the role and whether any reasonable adjustments may be appropriate.

Reasonable adjustments will be considered on a case-by-case basis; however, all successful applicants must be able to fulfil the essential requirements of the role, including core duties, shift-working and providing a regular and effective service.

As an employer, we have a duty of care to protect the wellbeing of our employees, colleagues, and the communities we serve. Our assessment process is designed to ensure that applicants can safely undertake the responsibilities associated with policing.

If you are unsure whether a physical or mental health condition may affect your suitability for the role, we encourage you to contact the Recruitment Team. We can arrange a confidential discussion to help you understand the requirements of the role and the recruitment process.

Find out more about…

Find your Place.
Find your Purpose.

Choosing a career in policing can be a big decision, often clouded by headlines or mixed opinions. In reality, it’s a career of purpose, growth, and impact, challenging but deeply rewarding. Officers are supported with wellbeing resources, flexible scheduling, and clear career progression.