Uniform and Standards of Appearance Policy
1. Statement of Policy
The purpose of this policy is to establish clear standards regarding the proper wear, maintenance and appearances of Police Officers, Police Cadets, Police volunteers and Police Staff. This policy applies to all officers, volunteers and staff members, whether operationally deployed, at station or attending official functions and is designed to promote a professional image, enhance public confidence, and ensure safety.
Dyfed-Powys Police must provide the best possible policing service. We have a responsibility to enhance public confidence in policing and present a professional image of our organisation.
The wearing of uniform and standards of dress must be consistently applied throughout the organisation. All police officers, police staff, Volunteer Cadet Leaders and Special Constables of Dyfed-Powys Police must portray a professional image to the public and communities we serve. A smart and professional appearance will project authority and command respect whilst providing reassurance to the public of a professional standard of service. The appearance of police officers, police staff and volunteers is a factor that may influence opinion and poor appearance may detract from an otherwise excellent service.
Dyfed-Powys Police is committed to ensuring that, wherever possible, the diverse needs of all officers, staff and volunteers are met, provided that they do not conflict with, or compromise, the delivery of operational services and obligations under Health and Safety legislation and the overall requirements and standards as set out in this policy and the associated procedure document.
Applies (but not limited) to: All categories of Dyfed-Powys Police officers and staff, whether full-time, part-time, permanent, fixed term, temporary (including agency staff, associates and contractors), seconded staff and volunteers. Police Officers, staff and volunteers accessing and using Force assets and property must have due regard to the contents of this policy.
2. Policy Scope
The aim of the policy is to standardise the dress and appearance of all uniformed police officers, police staff and volunteers, thereby ensuring consistency and safety for all whilst portraying an image which engenders confidence, credibility, and respect from the public we serve. The policy complies with best practice as detailed in Home Office Circular 051/2003.
The objective of the policy is to establish a framework of guidance and instruction that will assist officers, staff, volunteers, supervisors and line managers in identifying and maintaining acceptable and expected standards of dress and appearance. Religious and cultural requirements will be accommodated wherever possible.
A panel of personnel from across the force meet to discuss potential uniform changes as part of the Uniform Working Group. All requests for additional or changes to standard issued uniform/equipment must be considered by the group.
3. Powers and Policy/Legal Requirements
Health & Safety at Work Act 1974
Police Regulations 2003
Internal –
Dyfed-Powys Police Uniform Procedure 2025
Dyfed-Powys Police Health & Safety Policy
Dyfed-Powys Police Special Constabulary Policy and Procedures
4. Options and Contingencies
General principles
- All police officers, staff and volunteers must display a positive image of Dyfed-Powys Police in the standard of their appearance which is appropriate to their individual role.
- All police officers, staff and volunteers volunteer must portray a professional image that is measured against the general standards of society. Common sense and discretion need to be applied within the spirit of the policy.
- Except for footwear, uniformed police officers, staff and volunteers must only wear items of uniform, including headgear issued by Dyfed-Powys Police Uniform Stores and authorised for the particular duty as per the relevant kit list.
- It is compulsory for those in uniformed roles to wear force-issued headgear while performing public duties.
- When travelling to or from work, police officers, staff and volunteers may wear certain uniform items including skirts or trousers. Any Dyfed-Powys-Police insignia / badge must not be visible. A civilian jacket and/or over garments must be worn over the items of uniform.
- During the summer period (1 May - 30 September) and at the discretion of an officer of the rank of Inspector or above, ties and cravats and the top button may be removed and long-sleeved shirts may be rolled up to rest immediately below the elbow.
- Line managers and supervisors manage appropriately the standards of dress and appearance of their officers, staff and volunteers at all times.
- The wearing of anything that detracts from the professional image of Dyfed- Powys Police must be avoided.
- The Health and Safety policy requires that individuals have a duty to ensure that they do not place themselves at unnecessary risk.
Responsibilities
Police Officers, Police Staff and Volunteers
- To ensure that a good standard of appearance is maintained and uniformed officers are to dress appropriately.
- A professional image is to be maintained, which includes ensuring clothing and footwear is clean and pressed.
- Uniformed officers, staff and volunteers - outer clothing that is not issued by Dyfed-Powys Police is not permitted to be worn under any circumstances by officers or staff members unless medical or religious exemptions have been sought through the HMAB process or sign off from the uniform committee.
- To maintain high standards of personal hygiene and grooming.
- Not to wear anything which is likely to bring the force into disrepute – this includes potentially offensive badges, logos, motifs, and tattoos.
- Not to wear anything that will compromise Health and Safety.
- To adhere to reasonable instructions by a line manager in the wearing of uniform or work wear whilst working for Dyfed-Powys Police
Full details on individuals’ personal appearance can be found within the Uniform Procedures document.
Full details on uniform issued to officers, staff and volunteers can be found within the Uniform Procedures document.
Line Managers, Supervisors and Trainers
It is the responsibility of line managers, supervisors and trainers to ensure that all officers, staff and volunteers comply with the uniform and appearance standards and that a good standard of appearance is maintained.
They must -
- Decide on the suitability of dress and appearance whilst considering the role being undertaken and likely extremes of temperature, health and safety, hygiene, ethnic, cultural, religious, or medical factors.
- If concerned about an individuals’ appearance, the individual should be appropriately challenged, and informed of the standards of dress and appearance requirements. The reasons for their failing to adhere to the standards must be established.
- Support and guidance should remain the priority for line managers, supervisors and trainers who will instigate more formal procedures only where failure to comply is appropriate.
- Record all interactions with individuals whose appearance is challenged.
- Be aware of the networks available to support individuals who are challenged for their standard of appearance.
Standards Panel
The Standards Panel shall be made up of at least 6 individuals, including representation from:
- The Force Staff Support Networks,
- An Independent Advisory Group member,
- A HR representative
- Unison/Police Federation representative.
The purpose of the panel will be to review individual cases and determine on suitability for either recruitment purposes or, the officer/staff members current role i.e., Tattoo.
Health & Safety
The Health and Safety at Work Act 1974 applies to all in the police service. Personal Protective Equipment (PPE) is issued for your protection. It must be worn or used as directed – this is a legal requirement under the legislation.
Uniform Allocation & Budget
All uniform authorisations are now directly attributed to budgets. All geographical inspectors and department heads are now responsible for managing their own uniform budgets. As such, uniform requests should only be authorised by your geographical inspector or department head (does not include alternative uniform for medical reasons, please see the below). Emergency authorisations can be made; however, this must only be done in exceptional circumstances. More information can be found in the stores home page.
Alternative uniform requests for medical reasons: Where an officer/staff member is reporting that uniform is causing them a medical issue and require a change of uniform, they must provide a medical certificate outlining the medical issue. This is to be provided to their supervisor who will write a report to the Head of Department/BCU SLT outlining the request. This will then be passed to HR and Occupational Health who will consider whether a HMAB is required. Once this matter has been discussed at a HMAB and the officer is given permission to change their uniform then they will be permitted to do so and discuss their particular requirement with Uniform Stores. The Officers / staff members ability passport will be updated to reflect the authorisation of alternative clothing.
The Code of Ethics principles are relevant to this policy and associated procedure document -
- Courage
- Respect and Empathy
- Public Service
5. Take action and review
This policy and the associated procedures document will be reviewed as appropriate and to ensure effectiveness, if challenged and if/where there are relevant changes in legislation and national guidance.
All amendments will be implemented by the Specialist Operations department with oversight and in consultation with the Uniform Working Group and with the Joint Negotiating and Consultative Committee (JNCC).
CODE OF ETHICS CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.
HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE
This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.
EQUALITY IMPACT ASSESSMENT
Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.
The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:
- eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.
Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty.
EQUALITY IMPACT ASSESSMENT COMPLETED: September 2025