The Police Superintendents’ Association (PSA), has called on the government to award police officers fair pay, making up for year-on-year pay cuts.
In its submission to the Police Remuneration Review Body (PRRB), the PSA, which represents senior operational police officers, has repeated its call for recognition of the unique nature of policing, and the cumulative impact of rising demand and low pay on the police workforce.
In its submission to the Police Remuneration Review Body (PRRB), the PSA, which represents senior operational police officers, has repeated its call for recognition of the unique nature of policing, and the cumulative impact of rising demand and low pay on the police workforce.
It asks for an above inflation pay rise for all ranks and joins with chief officers in calling for a long-term funding strategy to support the service by providing financial stability.
The submission sets out a number of recommendations, in partnership with the Superintendents’ Association of Northern Ireland (SANI), each based on data and evidence, including that taken from extensive consultation with members via its yearly pay survey.
The submission sets out a number of recommendations, in partnership with the Superintendents’ Association of Northern Ireland (SANI), each based on data and evidence, including that taken from extensive consultation with members via its yearly pay survey.
It comes after the association sent a series of ‘asks’ to the government and all key policing organisations to respond to the workforce wellbeing crisis evidenced across every rank.
For the fourth consecutive year, the PSA has also joined with the National Police Chiefs’ Council (NPCC) and the Chief Police Officers’ Staff Association (CPOSA) in a joint statement outlining shared concerns over ongoing risks to operational services and public confidence as a result of rising demand, financial pressures and workforce retention.
The submission shares feedback from superintendents which shows the extreme and often dangerous working hours being carried out by the service’s most senior operational leaders, with 62% working more than 50 hours per week, 57% unable to take their annual leave entitlement and 73% unable to take owed rest days. 74% also reported that their workload had increased in the last year.
For the fourth consecutive year, the PSA has also joined with the National Police Chiefs’ Council (NPCC) and the Chief Police Officers’ Staff Association (CPOSA) in a joint statement outlining shared concerns over ongoing risks to operational services and public confidence as a result of rising demand, financial pressures and workforce retention.
The submission shares feedback from superintendents which shows the extreme and often dangerous working hours being carried out by the service’s most senior operational leaders, with 62% working more than 50 hours per week, 57% unable to take their annual leave entitlement and 73% unable to take owed rest days. 74% also reported that their workload had increased in the last year.
The PSA has continually stressed the lack of available officers to respond to today’s policing demand – made worse by the continual requirement of the service to respond to other agencies’ demand. The submission evidences that whilst demand has risen – much of it not relating to crime – England and Wales has the lowest representative number of officers per population compared with other European nations.
It shows that as a result of every increasing workloads and low superintending numbers in many forces, almost all (95%) members surveyed take on on-call duties in addition to their day to day role. This often equates to working the equivalent of 24 hour days for additional pay of just £35, often consecutive days at a time. The PSA submission once again calls for fair financial recompense to acknowledge this.
PSA National Secretary Warren Franklin said: “Our recommendations are based on evidence, data, and rooted in fairness. Our objective when responding to the PRRB, is to help provide police officers with a pay deal that is fair, that is above inflation to make up for lengthy historical shortfalls, and which recognises the unique nature of the work police do in the most challenging and demanding circumstances.
“We never ask for unrealistic pay deals – we know we are working within a strained and under-funded public service. What we do ask for is for appropriate pay that values the critical nature of policing and stops the ongoing de-valuing of our workforce, which we’ve seen consistently for more than 15 years.
“We’ve asked our members not only how they feel about their pay, but also about the level of demand they face and the hours they’re working to keep forces running. The results paint a picture of a dangerously overworked cohort of senior leaders, many of whom report that they are unwell – 69% say they are experiencing stress, low mood or anxiety. We have shared this picture of wellbeing decline year on year and we know that our colleagues at other ranks are feeling the same.
“The service now faces a ‘perfect storm’ of rising demand, rising attrition rates, plummeting wellbeing and tightening financial pressures. Something must change and officer pay can play a huge role. By adequately recognising the work of our officers and incentivising others to join the service and to stay within it – we can begin to bolster the workforce and resource our teams effectively. This must all be part of a longer, multi-year funding strategy that creates a service fit for today and rewards police for the unique and essential work they do.”
It shows that as a result of every increasing workloads and low superintending numbers in many forces, almost all (95%) members surveyed take on on-call duties in addition to their day to day role. This often equates to working the equivalent of 24 hour days for additional pay of just £35, often consecutive days at a time. The PSA submission once again calls for fair financial recompense to acknowledge this.
PSA National Secretary Warren Franklin said: “Our recommendations are based on evidence, data, and rooted in fairness. Our objective when responding to the PRRB, is to help provide police officers with a pay deal that is fair, that is above inflation to make up for lengthy historical shortfalls, and which recognises the unique nature of the work police do in the most challenging and demanding circumstances.
“We never ask for unrealistic pay deals – we know we are working within a strained and under-funded public service. What we do ask for is for appropriate pay that values the critical nature of policing and stops the ongoing de-valuing of our workforce, which we’ve seen consistently for more than 15 years.
“We’ve asked our members not only how they feel about their pay, but also about the level of demand they face and the hours they’re working to keep forces running. The results paint a picture of a dangerously overworked cohort of senior leaders, many of whom report that they are unwell – 69% say they are experiencing stress, low mood or anxiety. We have shared this picture of wellbeing decline year on year and we know that our colleagues at other ranks are feeling the same.
“The service now faces a ‘perfect storm’ of rising demand, rising attrition rates, plummeting wellbeing and tightening financial pressures. Something must change and officer pay can play a huge role. By adequately recognising the work of our officers and incentivising others to join the service and to stay within it – we can begin to bolster the workforce and resource our teams effectively. This must all be part of a longer, multi-year funding strategy that creates a service fit for today and rewards police for the unique and essential work they do.”
The PSA’s PRRB submission follows extensive consultation with members relating to wellbeing. Members were offered the opportunity to undertake psychological risk assessments in 2025. 40% were not issued with fit notes, meaning significant issues were identified and 60% were more likely to display significant clinical symptoms compared with benchmark groups. Findings have been shared with the Home Office, NPCC, College of Policing and HMICFRS with a series of requests to enhance the wellbeing offering across policing.
The full PSA submission can be viewed here.
A summary of results from the pay survey and 2025 psycholoigcal risk assessments can be viewed here.
The PSA / SANI PRRB recommendations include:
A summary of results from the pay survey and 2025 psycholoigcal risk assessments can be viewed here.
The PSA / SANI PRRB recommendations include:
- A fully funded, a fully funded, above inflation pay award of at least CPI plus 1%, that is applied equally across all ranks, together with a recommendation for a longer-term strategy linked to a future multi-year deal.
- An increase in 24-hour on call allowance, which would rightly recognise and reward those officers who are committing to manage the highest risk in the service, in addition to their daily duties and responsibilities. 91% of PSA members do not feel adequately rewarded for this duty.
- Ensuring that the enhanced on-call allowance is reckonable for pensionable purposes, as has already been agreed in Scotland.
- Enabling rest days in lieu which cannot be used or carried over, and above an agreed minimum of 5-10 days, to be paid at plain time when not taken within 12 months.
- Recognition, support and assistance for those impacted by pension remedy.