Transferee Police Officer

Transferee Police Officer


Transferee Police Officer

Our transferee applications are OPEN, in fact we have made the decision to keep this pathway into Lancashire open on a permanent basis for any future intakes.

We’re interested in applications for all ranks and roles up to Inspector, and this includes Authorised Firearms Officers (AFOs) and officers who would like to transfer to the North West Regional Organised Crime Unit (NWROCU)*.

*Officers would transfer to the Constabulary and then be seconded to NWROCU.


Transferees joining us from other forces can look forward to a typically warm Lancashire welcome. Our constabulary is a large, inclusive, friendly and forward-thinking organisation in a wonderfully diverse location, where our staff come from a variety of backgrounds, cultures and industries.

Members of the Lancashire Police team have joined us from all over the country, and we regularly receive feedback regarding how supported they feel, especially when it comes to leadership, well-being and work-life balance. For many, it has renewed their love and enthusiasm for working for the police and opened new doors for promotion.

Transferees to Lancashire Police will quickly become part of the team, enjoying the fantastic culture here with plenty of opportunities to succeed. Indeed Transferees are offered a ‘buddy’ with shared experience of transferring, and knowledge of Lancashire to each transferee joining us.

Support for Underrepresented Groups

We offer support (Positive Action) to all under-represented groups. by providing advice and guidance before and during the selection process.

Most candidates who attend positive action support sessions will say that they benefited considerably. Having the opportunity to become familiar with policing processes increased their knowledge and gave them confidence to submit an application of a higher standard. Equally so, those who attend national assessment centre support sessions have a higher chance of success, than those from under-represented groups who don’t.

This is a competitive process whereby sacrificing a small amount of your time, could be the difference between a pass or  fail.

So, BEFORE you submit your application form, CONTACT US at [email protected]

See our Positive Action section at the bottom of the page for full information.

Case Study

Detective Constable Adele Hassall transferred to Lancashire after serving 13 years at another force.  Ultimately, Adele decided to move to Lancashire after evaluating her happiness in her role.  Adele said “I love being a Police Officer and helping people, however I found that the processes and pressures in my previous force meant the workload was unsustainable and began to compromise my ability to give 100% to each case I was working on.  That is when I looked at moving forces”.

“I did reach out to a previous colleague who had transferred to Lancashire and this gave me the confidence to apply to Transfer.  Moving forces can feel like a big career change but I haven’t regretted the move for one minute. 

“I was given my first choice in station which is brilliant as this has dramatically improved my commute to work and my shift pattern has been looked at to enable a happy family dynamic as a new parent.

“One thing that stands out for me at Lancashire, is the friendliness of the team here from the SMT who reached out to make introductions on my arrival and are always available to speak with, to my new colleagues who have been happy to help learn the different systems here.  I do really feel like part of the team.

I am very happy in my role at the moment and to be honest haven’t looked at other roles here, but I do know that there are many opportunities for progression should I want a new challenge in the future

DC Adele Hassall

Case Study

Detective Constable Susie Moorhouse recently transferred over to Lancashire Constabulary in September 2020 after serving 17 years at another force.  Susie was looking for a change of working environment and a fresh challenge.  Susie began working at Lancashire as a DC in the reactive hub and has now moved on to training the new direct entry Detectives in the SDU at Chorley.

“After serving over 17 years in my previous force I knew I want to look for a change and having spoke to an ex colleague who had transferred to Lancashire Constabulary I knew that I was making the right decision in choosing to transfer to my home force.” Susie told us.  “I asked for Chorley as my first choice and was assigned this area which has made such a big difference to my commute.  Along with a different shift pattern I can honestly say that my work life balance has dramatically improved! 

“It was quite nerve wracking starting at a new force having spent such a long time in my previous force, but I received a very warm welcome and found that my new team were very happy to help and take time out to show me the new systems and answer any questions I had.”

Overall, I feel like I have had a whole transformation after Transferring to Lancs.  I have increased energy, fantastic support from my team and management and no longer thinking about work on my rest days.  I am so glad I made the move!

DC Susie Moorhouse
Detective in suit

Case Study

Rob has been a Police Officer for just over 22 years and has worked at Lancashire for 2 years having previously served in the MET and most recently GMP. Rob said “It was a huge decision to leave my old force to join Lancashire.  I knew great things about Lancashire from colleagues who had also transferred but I still felt quote nervous as had some great colleagues and friends at my old force.  I reached out to people who had transferred just to make sure it was the right thing for me to do which is something I would recommend to anyone considering transferring to do.  I even got to speak to a senior manager here before applying and am so glad I have made the move.”

Rob commented: “Since joining Lancashire I have worked hard and had the opportunity to gain promotion, as I transferred as a Detective Constable.  From my experience the promotion process is much smoother here, and I also had the opportunity for promotion into my own specialist area too, which is brilliant.  I also benefit from a better work life balance not only with a shorter commute, but with the workloads too – the minimum team ratios and shift patterns are great in comparison to my old forces.”

I feel like I have become an investigator again now that I am here and all in all a much more positive person.  I feel this down to working with a highly engaged SMT who are actively involved in staff and a very high level of morale with my colleagues in the investigation teams. 

Sgt Rob Ashurst
Police officer in uniform

Case Study

Inspector Jackie joined Lancashire Police in 2020 after serving over 22 years at another force.  Upon arrival, Jackie has quickly made an impact and has brought with her a wealth of operational experience.  “The people are absolutely fantastic here and I feel really valued for the operational experience I bring to the team.

I initially looked for a change of force as I wanted better opportunities for promotion and know that at Lancashire, the opportunities for promotion are very high. I initially joined as a Sergeant and was quickly offered temporary opportunities to work as an Inspector until promotion became available.  I am pleased to say that i was successful in promotion boards to achieve promotion to Inspector rank  As a secondary factor, I knew that well-being is a top priority and having spoken to other Transferees who spoke highly of this, I knew I was making the right decision.”

Sometimes the fear of change can stop you from making big decisions, like transferring to another force, but I can honestly say I absolutely have no regrets moving here. An added bonus is my work life balance has dramatically improved too. My advice to anyone considering transferring to Lancashire is to take the leap of faith, the difference it has made for me and my family is huge!

Inspector Jackie Whittle
Police Officer in uniform

Case Study

Nigel joined Lancashire to continue his policing career in 2003. He initially joined the MET after leaving Lancashire to study at University in London. Following his period in the Met he transferred and worked for 3 years in West Yorkshire Police based in Bradford before transferring to Lancashire.

Nigel said: “Being a Lancashire lad I always knew I wanted to join Lancashire Constabulary and after serving some time at the MET and West Yorkshire, decided to apply when the Transferee opportunity arose. 

“I have had a great career here in Lancs and am currently in a temp position as Divisional Response Inspector on East Division.  I have had the opportunity to work in a number of roles including in uniform on Response, as a Tutor Constable, as a divisional trainer within the Training Unit, Custody and Neighbourhood along with periods of plain clothes work as part of burglary and drug teams. There are lots of opportunities to explore different specialisms and roles perhaps more than at other forces” commented Nigel.

I have 5 years left in this career and am happy to get stuck into my role as Response Inspector.   Here at Lancs you are not just a number.  It is more personable and without sounding too cliché, it honestly does feel like being part of a policing family! Like working within any police service, it is hard work, and you will only get out of it what you are prepared to put in. There’s a lot of training and opportunities at Lancs, but it’s up to the individual to use that training and opportunities to develop themselves within their own career!

Insp Nigel Hindle

Transferee Police Officer Application Process

You will need to complete the much shorter application form which consists of a handful of questions.  

Once we receive your completed form, we will check it against our standard recruitment criteria and eligibility.

To be eligible to transfer to Lancashire Police, you will;

  • Be currently serving in a recognised Home Office police force
  • MUST be PIP 2 qualified
  • Have successfully completed your probationary period
  • Have an acceptable performance, attendance and disciplinary record

This will only apply to certain specialist roles and you will be notified if this applies to the role you applied for.

At this stage you will be invited to attend an interview.  This could be face to face or online via Microsoft Teams.

If your application passes the initial stages we will contact you to arrange an interview. The interview questions will be based around the same criteria as detailed on the candidate specification and will seek to find out how you would perform in the job in question.  We would also suggest visiting other section of our website for information on our values and force priorities. 

Sometimes you may be asked to prepare a presentation at your interview (you will be notified of this with your interview invitation).

If you are successful at interview, we will send you a conditional offer of employment together with details of the next steps. This offer will be subject to security, health and reference checks.

View our detailed FAQ’s surrounding medical conditions before you complete your application form to understand any limitations there might be.

As a summary though;

Police officers encounter stressful situations, trauma, physical confrontation and work long hours on shifts. You’ll need to be resilient enough to cope with the demands and pressures of police working and be in good health mentally and physically.

After passing the recruitment stages, you’ll need to complete a medical questionnaire and get it signed by your doctor. You’ll then have a medical examination to ensure you meet our health standards.

You’ll also be asked to provide a urine sample whilst at your appointment, which we’ll test for illegal substances.

We will test your hearing to ensure it meets home office standards.

We follow the Government’s guidance on police officer health requirements. You can find out more about these and check the list of specific health conditions.

Biometric Vetting

After your medical appointment, you will also be required to have your fingerprints scanned and a DNA sample (mouth swab) taken to check against the national police database.

Eye Sight

You must have:

Corrected distance vision of 6/12 or better with either the right eye or left eye.

6/6 vision with both eyes together with spectacles or contact lenses if worn.

Corrected near visual acuity of 6/9 or better, with both eyes.

You’ll need to go to an optician at the medical stage to have your eyes tested and this will be checked at your medical assessment. If you don’t meet the standard we’ll be unable to take your application any further. Please note that these are minimum standards and do not guarantee entry into specialist roles.  You can wear glasses and contact lenses.

Information about colour blindness

If your colour blindness is monochromat, you will not meet the eyesight standard. However, trichromats and dichromats are acceptable.


When it’s time to complete your fitness test we’ll invite you to our headquarters at Hutton, Preston.

Use the information below to help you to prepare for the fitness test. If you’re new to fitness training or are a beginner we recommend that you seek medical advice prior to commencing any exercise programme.

The test we use is the multi-stage endurance test (also known as the bleep test, shuttle run or pacer test). It’s a well-recognised test that gives a clear understanding of fitness level and one that you can practice prior to the assessment to give yourself the best possible chance of success.

If you don’t reach the required level, you won’t be able to proceed to the next stage. But, our assessor may give you the opportunity to try again.

If, after three attempts you haven’t been able to pass then you’ll need to wait 6 months before re-applying.

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Bleep Test

The fitness test is part of police life. You’ll retake it as part of your training and also take the test every year to ensure you’re maintaining a suitable level of fitness for a service officer.

The multi-stage endurance fitness test is one of the most widely used tests of endurance. It’s also easy to prepare for as all you’ll need is a flat level surface that’s 15 metres long and you can use our training recording or look on iTunes or Google Play for a bleep test training app. If using an app for your practice, ensure it is for 15 metres as some are for 20 metre runs.

What to Expect at the Bleep Test

 The test involves running back and forth in a straight line continuously along a 15 metre track. Every time you reach the edge you’ll place your foot on the line and turn, ready for the next bleep when you’ll set off again.

The test is progressive in that the bleeps start off slowly but become closer together so as the test progresses you’ll need to run faster to reach the edge before the next bleep.

The first running speed is ‘level 1’, the second is ‘level 2’ and so on. Each level lasts around 50 seconds, but the number of shuttles at each level increases as the test progresses.

At the end of each level you’ll hear a double bleep and the fitness tester will announce that you’re starting a new level. You’ll need to reach a ‘level 5.4’ rating to pass the test.

Although you hold vetting clearance with your home force, if you apply to transfer to Lancashire we will re-vet you.

You’ll need to meet the following:

  • Not be a member of the British National Party (BNP) or other organisations such as Combat 18 or The National Front.
  • If you have a criminal record, this doesn’t mean you won’t be considered. This depends on the nature of your conviction. Please declare any cautions or convictions on your application form. If you don’t you could fail vetting due to integrity concerns.
  • Vetting clearance is unlikely to be granted if you have existing county court judgements (CCJ) outstanding against you.  If you have been registered bankrupt, clearance is unlikely until three years have passed since discharge of the debt.
  • Tattoos which are offensive, garish, prominent or numerous are not acceptable. Please supply photos and measurements of any tattoos along with your application.
  • You must be a British Citizen, or hold a passport from a full EU Member State. You can also apply if you are a Commonwealth citizen or foreign national who is resident in the UK with indefinite leave to remain.

Residency Requirement

You must have lived in the UK for three continuous years, immediately before applying, to meet the minimum residency requirement. This is because we need to vet all applicants in an equitable manner, which requires a checkable history in the UK.  Applicants who cannot be vetted cannot be appointed.  

If you live permanently in the UK, you are considered to be a UK resident.  If you have moved overseas and severed major ties to the UK (e.g. closed bank accounts and sold property) you are considered to have surrendered your residency in the UK. This applies to people who maintain bank accounts purely for the purpose of receiving regular payments, e.g. a UK pension.

If you have spent a significant period of time overseas (normally up to one year) without returning to the UK but intend to return in the future, then we may be able to consider you.  This might apply, for example, if you have taken a gap year or similar before or following university, travelled for a year or spent time overseas visiting family (not an exhaustive list). We will need you to provide full details and will consider each case on its own merits.  

If you have been posted overseas as part of your service with HMG or the armed forces you are considered to have been resident in the UK for the period that you were abroad.
If you have been overseas as the spouse, partner or dependent of a member of the armed forces posted overseas then it may be possible to obtain the necessary assurance for a checkable history to be established. We will consider each case on its merits.

Criminal Convictions

If you have convictions or cautions this doesn’t necessarily mean that we won’t be able to appoint you. It depends on the role you’ve applied for and the nature of the offence. 

The Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 does not apply to police officer posts, including the special constabulary.  You must therefore declare all previous convictions and cautions. 

Lancashire Constabulary apply the criminal convictions guidance contained in the College of Policing Vetting Code of Practice and associated Authorised Professional Practice (APP), and will reject applications in all cases where:

  • offences were committed as an adult or juvenile that resulted in a prison sentence (including custodial, suspended or deferred sentence and sentences served at a young offenders’ institution or community home);
  • the applicant is, or has been, a registered sex offender or is subject to a registration requirement in respect of any other conviction.

For all other convictions or cautions we will reject applications where any of the following apply:

  • offences where vulnerable people were targeted
  • offences motivated by hate or discrimination
  • offences of domestic abuse

We take particular care where an applicant has been convicted of (or cautioned for) offences of dishonesty, corrupt practice or violence, which will also likely result in rejection.

Where previous convictions or cautions are present the impact of having to disclose those as a serving officer in all criminal cases you deal with might preclude clearance being granted.  

We consider each case on its own merits and, whilst you should presume convictions, cautions or other sanctions will lead to your application being rejected, there may be occasions where this will not be the case. 

There may also be circumstances where your suspected involvement in crime, or criminal associations make an offer of employment inappropriate.  

Financial Checks

Applicants should normally be free from significant debt or liability and be able to manage existing commitments.  We place our emphasis on managing debt sensibly and will run a credit reference check on all applicants to provide an overview of the current financial position.  This is compared to the information provided on the vetting form.   Police Regulations state that a police officer shall not willfully refuse or neglect to discharge any lawful debt.  

If you have existing county court judgements outstanding against you or have been registered bankrupt and have not discharged your bankruptcy we’ll be unable to consider your application.  If you have been registered as bankrupt and have discharged the bankruptcy debts you won’t be considered until three years after the discharge of the debt.  Debt Relief Orders (DRO) are treated the same as a bankruptcy. 

We will consider your application carefully if a credit reference check reveals you have a current individual voluntary arrangement (IVA). We don’t make clearance decisions until we’ve seen evidence that you’ve maintained regular IVA repayments over a number of months taking into consideration also the size of the debt. The same principle applies where you have defaulted on accounts.   

If you can show you have and are adhering to debt management arrangements you may be considered. We’ll need to see documentary evidence to demonstrate your commitment and adherence to any debt management arrangements and will consider each case on its own merits.

Open Source Checks – We will check content on publicly available social media sites.

Vetting Decisions – If your vetting is successful, our vetting unit will let the recruiting department know. If your clearance is declined our vetting unit will notify you personally and provide as much information as we can as to the reason. There may be occasions where we are unable to provide a detailed explanation.  There is an appeal process available.

After all of the above has taken place you will be given a formal offer of employment and you discuss start dates for your exciting new career!

A thumbs up with a circular plus sign on the side

Positive Action

Lancashire Constabulary is a workplace open to and supportive of a diverse workforce.

Our vision is to have an inclusive workplace open to and supportive of a diverse workforce.

We are ambitious in our aim to attract, recruit, support and promote talented individuals who represent the diverse communities and groups in Lancashire. We value difference and recognise that people with a variety of skills, attitudes and experiences, from diverse backgrounds and cultures, bring fresh ideas and perspectives. Encouraging and harnessing these differences can enhance Lancashire Police, by bringing together different viewpoints to continually improve how we deliver our policing service; making our services more approachable and relevant to our communities. We use positive action to help achieve this.

N.B If you are eligible for Positive Action (see below for eligibility) you can obtain a support before you submit your application form. Please email the team at [email protected] to access this support.

If you are eligible for Positive Action support then click the box below to register and one of our team will be in touch.

Register for Positive Action Support

Positive Action simply means employers can take steps which seek to level the playing field for underrepresented groups. This is done by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion.

The selection process is based purely on the required skills and abilities of the candidate for the role. The selection procedure itself is no different and is based solely on merit. ‘Positive action’ does not seek to remove competition and Lancashire Police will take the best applicants.

The reality is that many of our over-represented candidates are far more likely to already know someone in the police service (friends and family) and are therefore more likely to be able to access advice regarding application processes. Positive action delivered by the workforce representation team works to re-dress that balance.

Equality and Inclusion are vital to Lancashire Police, as we strive to keep our communities safe – we can only be effective in that if our workforce is truly reflective of the communities we serve.

We recognise that a diverse workforce brings a whole host of advantages including:

  • Helping us to understand the diverse needs of our communities and be able to adapt accordingly
  • Be better positioned to serve our communities by overcoming language and cultural barriers
  • Staff are happier in an environment that is truly reflective, values diversity and well-being, allowing staff to truly be themselves at work

The Equality Act, allows positive action to be used when there is under-representation. We offer support (Positive Action) to all under-represented groups. by providing advice and guidance before and during the selection process.

The Workforce representation team are dedicated to supporting talented individuals from underrepresented groups who can make a difference. We offer a variety of initiatives such as providing appropriate advice, guidance, encouragement and support throughout the recruitment process.

We recognise joining the police and our recruitment processes can be quite daunting and may be completely different to anything you have experienced before; we endeavour to help you become more familiar with our processes, to understand what we are looking for in a candidate and equip you sufficiently so that you feel comfortable and confident when you approach each recruitment stage.

Contact us today (before completing your application form) at:

[email protected]