HMICS Assurance review of Conduct and Discipline

Related Downloads

Inspection reports

26th May 2026

The aim of this assurance review was to assess the state, efficiency, and effectiveness of officer and staff conduct and discipline processes within Police Scotland and the Scottish Police Authority. To deliver this assurance review, we adopted a comprehensive, evidence-based approach combining qualitative and quantitative methods. We conducted interviews from across a broad range of stakeholders and with those involved in or with experience of conduct or discipline processes, as well as representatives from staff associations and trade unions. We also examined concluded police officer conduct case files and concluded police staff disciplinary cases. The resultant review report highlights strengths, identifies areas requiring improvement and proposes 24 recommendations aimed at strengthening professional standards, organisational learning, leadership behaviours, wellbeing support and accountability across policing in Scotland. We had been set to publish the findings of our review in March 2026, but temporarily paused publication after requests from both the Chief Constable of Police Scotland and the Chief Executive of the Scottish Police Authority – who had asked for time to consider any potential implications for proceedings that were currently ongoing. No changes were made to the review during this period while publication was paused.

Areas for improvement

Areas for improvement

Number

Senior leaders must consistently exemplify the standards of professional behaviour expected within Police Scotland. This area should be specifically monitored in the annual staff survey, to support improvements in leadership behaviours and organisational confidence.

1

As part of its new Human Resources Case Management Structure, Police Scotland should ensure that there are clear and robust processes in place for recording and assessing reports of potential wrongdoing for police staff.

2

Police Scotland should use targeted communication and training initiatives to boost awareness of whistleblowing legislation, associated protections and reporting mechanisms.

3

Police Scotland should continue consultation with staff associations and trade unions to agree on a process for reinstating with-cause drug testing for police staff.

4

Police Scotland’s PSD and HR should work collaboratively with other departments to identify and act upon organisational learning emerging from conduct and disciplinary cases. The identification of learning opportunities should be a continuous process built into the review of each case.

5

Police Scotland should improve its analysis of misconduct and disciplinary data to identify opportunities for targeted prevention and more innovative engagement with officers and staff. Additional analytical support would strengthen this work.

6
Previous

We use the necessary cookies to make our site work. We'd also like to set analytics cookies that help us make improvements by measuring how you use the site. These will be set only if you accept.

For more detailed information about the cookies we use, see our Cookie Policy.