Use of Force Policy

1. Statement of Policy

Dyfed-Powys Police is committed to delivering policing that is lawful, proportionate, accountable, ethical, and consistent with the highest standards of professional behaviour. The use of force by police personnel must always comply with the law, the Code of Ethics, and Authorised Professional Practice (APP).  The Force recognises that the application of force may, on occasions, be necessary to protect life, prevent crime, ensure public safety, and detain individuals lawfully.

This policy establishes the organisational expectations for all Police Officers, Special Constables, PCSOs, and members of authorised staff in relation to the safe, controlled, transparent, and justifiable use of force. It sets out the principles, behaviours, and decision-making framework required to ensure that force is used only when absolutely necessary and in a manner that is the least intrusive and safest in the circumstances.

We require all individuals acting on behalf of Dyfed–Powys Police to demonstrate professionalism, restraint, empathy, and respect for the dignity and rights of every person they encounter. Dyfed-Powys Police expects all personnel using, supervising, or reviewing force to understand the gravity of this responsibility and to ensure that all actions withstand public, legal, and ethical scrutiny.

This policy applies to all categories of Dyfed–Powys Police officers and authorised staff, whether full-time, part-time, permanent, fixed-term, temporary), seconded personnel, and all volunteers including Special Constables. All personnel who access or use Force assets, equipment, or police powers must have due regard to the contents of this policy.

2. Policy Scope

This policy governs all circumstances in which force may be used by Dyfed-Powys Police personnel in the execution of their duties. It applies to all incidents, whether spontaneous or pre-planned, where an individual’s actions, behaviour, or risk profile require officers or authorised staff to consider the use of force or protective tactical options.

The use of force may be triggered by a wide range of operational demands, including lawful arrest, prevention of crime, protection of the public, and safeguarding interventions. External factors influencing this policy include national policing expectations, statutory duties, human rights obligations, judicial scrutiny, Independent Office for Police Conduct (IOPC) requirements, and community expectations regarding legitimacy and trust.

Failure to comply with this policy exposes the Force to significant risks, including unlawful or disproportionate use of force, reputational damage, complaints, misconduct proceedings, civil litigation, community tension, and failures in safeguarding. Conversely, clear compliance supports professional policing, enhances public confidence, and protects both officers and members of the public from harm.

All officers, authorised staff and volunteers, who may encounter situations requiring force must understand the principles set out in this policy, the standards of behaviour expected, their legal responsibilities, and the requirement for comprehensive documentation, justification, and accountability.

3. Powers and Policy/Legal Requirements

The lawful use of force is underpinned by several key legal frameworks. The Criminal Law Act 1967 permits reasonable force in the prevention of crime or in the lawful arrest of offenders. The Police and Criminal Evidence Act 1984, particularly Section 117, provides authority for the use of reasonable force when exercising powers under PACE. Common Law further provides for pre-emptive and protective force where there is an honestly held belief of imminent harm to oneself or another.

All use of force must comply with the Human Rights Act 1998, including the right to life (Article 2), prohibition of inhumane treatment (Article 3), and the right to respect for private life (Article 8). Force must always be necessary, proportionate, and the least intrusive option capable of achieving the lawful objective.

Section 76(7) of the Criminal Justice and Immigration Act 2008 recognises that individuals acting for legitimate purposes cannot always measure force precisely and that honest, instinctive actions may constitute strong evidence of reasonableness.

This policy is aligned with the College of Policing’s Authorised Professional Practice (APP) on Use of Force and incorporates the National Decision Model (NDM) and the Ten Principles of Use of Force. It has been legally reviewed and is supported by a full Equality Impact Assessment to ensure fairness, prevent discrimination, and protect vulnerable groups.

Directly related documents include the Use of Force Procedure, Personal Safety Training Policy, Body-Worn Video Policy, Taser and CED SOPs, Mental Health and Restraint Guidance, and safeguarding procedures.

4. Options and Contingencies

Responsibility for the use of force rests with the individual who applies it. All Police Officers, Special Constables, and members of staff authorised to use force must demonstrate sound decision-making, guided by the National Decision Model and the Code of Ethics, the principles of Courage, Respect and Empathy, and Public Service. Officers and authorised staff must continuously assess risk, review tactical options, and select the least intrusive and safest response capable of achieving the lawful objective.

Personnel are expected to employ de-escalation, negotiation, communication, and non-physical interventions whenever feasible. Where force becomes unavoidable, it must be justified, necessary, and proportionate. Officers may utilise tactical options within their level of training and accreditation but must refer matters to supervisors where higher-risk force options, specialist equipment, or additional tactical authorities are required.

Supervisors are responsible for oversight, including post-incident review, welfare considerations, safeguarding checks, and ensuring accurate and timely reporting. Situations involving children, vulnerable adults, mental health crises, or protected characteristics require heightened consideration and must be escalated appropriately.

Contingency planning includes access to specialist resources (firearms, dog units, negotiators, public order assets), medical support, and safeguarding services when necessary.

5. Take action and review

This policy’s effectiveness will be measured through robust monitoring, analysis, and governance. Dyfed-Powys Police will systematically review use-of-force data, body-worn video, incident reports, complaints, and operational outcomes to ensure compliance, identify disproportionate trends, strengthen training, and drive organisational learning.

Performance indicators may include trends in subject demographics, the frequency and type of force used, injury outcomes, public complaints, officer concerns, and feedback from scrutiny bodies. The policy will be evaluated at regular intervals through internal audit, Professional Standards review, and external scrutiny panels chaired by independent members of the public.

Findings, concerns, and learning points will be reported to the relevant Policing Board, with a formal governance cycle ensuring that improvements are identified, implemented, and communicated across the Force. Lessons-learned processes, reflective practice reviews, and debrief mechanisms will provide real-time feedback for continuous improvement.

Any changes in legislation, national guidance, legal advice, or ethical considerations will trigger a formal review of this policy. Additionally, insights from external partners, including the OPCC, IOPC, Legal Services, and community representatives, will inform ongoing refinement to ensure Dyfed-Powys Police Officers and authorised staff members uphold best practice thereby maintaining public trust.

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: December 2025