Police leaver rates 11/2026

FOI Reference: 11/2026

Request:

I would like to know about police leaver rates during the years 2020 - 2025 (1st Jan to 31st Dec). 

1. In the years 2020, 2021, 2022, 2023, 2024 and 2025 how many constables were accepted onto the following training courses?

• • the Degree Holder Entry Programme,
  • the Police Constable Degree Apprenticeship,
  • the Initial Police Learning and Development Programme?

Please provide these figures in an excel spreadsheet.

2. In the years 2020, 2021, 2022, 2023, 2024 and 2025 how many constables voluntarily resigned whilst on:

• • the Degree Holder Entry Programme
  • the Police Constable Degree Apprenticeship
  • the Initial Police Learning and Development Programme

Please provide these figures in the same spreadsheet as above.

3. For the years 2020, 2021, 2022, 2023, 2024 and 2025 please break down the number of voluntary resignations by length of service:

• • Less than 1 year
  • 1 - 3 years
  • 3 - 5 years
  • 5 - 10 years
  • 10 - 15 years
  • 15 - 20 years
  • 20 - 25 years
  • 25 - 30 years

4. Provide a short analysis explaining the key reasons for voluntary resignations derived from exit interviews or surveys. Please provide this in a Word document.
5. Provide a summary of actions taken to improve police officer retention. Please provide this in the same Word document. 

 

Response 1:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

2025 – No recruits on DHEP, PCDA or IPLDP

2024 – PCDA (33), DHEP (15), DC DHEP (23)

2023 – PCDA (62), DHEP (27), DC DHEP (10)

2022 – PCDA (64), DHEP (45)

2021 – PCDA (27), DHEP (38)

2020 – PCDA (37), DHEP (49)

Response 2:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

2020 -

DHEP:1

PCDA: 1

Unknown: 64

2021 -

DHEP:

PCDA:

Unknown:

2022 -

DHEP:14

PCDA: 9

Unknown:117

2023 -

DHEP:8

PCDA: 14

Unknown:64

2024 -

DC DHEP: 3

DHEP:9

PCDA: 13

Unknown:66

2025 -

DC DHEP:3

DHEP:4

PCDA: 10

PPD:1

Pre-Join:1

Transfer:5

Unknown:45

Response 3:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

 2020

• Less than 1 year:2
• 1 - 3 years:2
• 5 - 10 years:2
• 10 - 15 years:1
• 15 - 20 years:1

2021

• Less than 1 year:7
• 1 - 3 years:20
• 3 - 5 years:3
• 5 - 10 years:4
• 15 - 20 years:1

2022

• Less than 1 year:
• 1 - 3 years:
• 3 - 5 years:
• 5 - 10 years:
• 10 - 15 years:
• 15 - 20 years:
• 20 - 25 years:
• 25 - 30 years:

2023

• Less than 1 year:9
• 1 - 3 years:16
• 3 - 5 years:2
• 5 - 10 years:1
• 15 - 20 years:2

2024

• Less than 1 year:6
• 1 - 3 years:15
• 3 - 5 years:4
• 5 - 10 years:8
• 15 - 20 years:4
• 20 - 25 years:1

2025

• Less than 1 year:6
• 1 - 3 years:13
• 3 - 5 years:2
• 5 - 10 years:2
• 10 - 15 years:2
• 15 - 20 years:1

Response 4 & 5:

I can confirm that Dyfed-Powys Police does hold the information requested, as outlined below.

Response from Wellbeing & Retention Officer

Say and Stay interviews

Say and Stay interviews were launched in September 2023 and are conducted by the Wellbeing & Retention Officer for officers and for police staff. However, this responsibility is now with the relevant Divisional HR officers for Police Staff. The ambition was to establish an independent and psychologically safe space for officers and staff to have a voice and be listened to if they are thinking of leaving Heddlu Dyfed-Powys Police. Supporting officers and staff to voice their issues helps us explore solutions. Gathering employee feedback regularly through Say and Stay interviews can spot underlying problems within the organisation, from an individual’s workload, job satisfaction, mental health and wellbeing to wider issues such as force culture and representation. The (say and stay) interviews serve as a key mechanism for retaining staff, once individuals begin actively exploring alternative employment, the probability of them leaving increases considerably and that something needs to change at work for them to reconsider staying. In the meeting practical considerations are discussed that may help the officer, such as flexible working, change of hours, mentoring, relocation, and welfare support.

Key benefits include:

• Interviews help highlight recurring themes such as workload and pressures, wellbeing concerns, leadership challenges, or lack of support, allowing the organisation to address issues.
• Understanding why people want to leave enables earlier intervention for those still serving, helping to prevent avoidable resignations and improve long-term retention.
• Providing a safe space demonstrates that the organisation values its staff and is committed to learning and making improvements.

Exit interviews

Exit interviews are conducted with Police Officers by the Wellbeing and Retention officer to gain an insight into the factors influencing their decision to leave the organisation. By understanding both the push and pull factors, which may attract them elsewhere. The Force can identify trends, address concerns, and implement improvements to support retention and workforce wellbeing.

Common reasons included personal circumstances such as family and caring commitments, work-life balance and well-being, pressure of workload, stress and anxiety, not enough resources, work conditions, pay is increasingly affecting officers and is a factor influencing decisions to leave the police service. The highest number of departures occurred within the first two years of service, followed by officers with five years' service or less.

Leaving can sometimes be the right decision for that individual as a career in policing can be one of the most rewarding experiences, yet it is also physically, mentally, and emotionally demanding, with long, unsociable shifts, overtime, exposure to violence, scrutiny and high workloads.                                              

                                                           

It should be noted that as a result of the systems adopted by Dyfed-Powys Police in relation to the recording of such information that the information released may or may not be accurate.

(This is a response under the Freedom of Information Act 2000 and disclosed on 04/02/2026)

Os oes angen y wybodaeth yma arnoch yn Gymraeg, cysylltwch â: [email protected] If you require this information in Welsh, please contact: [email protected]