C 3022 Procedure - Standards of Appearance

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Number: C 3022
Date Published: 3 August 2026
Version 11 - August 2026

1.0 Summary of Changes

The procedure has been fully updated in August 2026 with the removal and addition of wording and new paragraphs and the following:

Section 2.1 - Wording removed from last paragraph
Section 3.1 - Added statement linking to 3.1 regarding Supervision
Section 3.2 - Additional clarity on tattoos for supervisors
Section 3.3 - Wording removed and updated to clarify Tattoos.
Section 3.4 - Wording removed and updated to clarify applicants with Tattoos
Section 3.5 - Existing offers information added
Section 3.7 - Acceptable hair clips etc added
Section 3.8 - Updated permissible patches/badges
Section 3.10.1 - Nose stud clarification added
Section 3.15 - Reception staff uniform removed
Section 3.18 - Clarity on shorts not permitted
Section 3.19 - Wording amended for suit & ties for officers in court.
Section 4.0 - EIA updated
Section 6.0 - Consultation list updated
Section 8.0 - Additional links added and updated
Section 9.0 - EIA, author and owner details updated

2.0 What this Procedure is about

2.1 Summary

The public expect everyone working in the police service to have the highest standards of professionalism.

All police officers, members of staff and volunteers irrespective of working in a uniformed, non-uniformed, public-facing or non-public facing role have a responsibility to present a professional image of the organisation, in line with the College of Policing’s Code of Ethics and Essex Police professionalism strategy.

This document provides a clear and comprehensive guidance on standards of appearance, requiring everyone to present a professional image, achieve and maintain standards while also allowing for a level of self-expression and a commitment to valuing difference and representing the community we serve.

This procedure has been developed with full consultation throughout with ******, both **** and **** as well as the Essex *****).

Compliance with this procedure and any governing policy is mandatory.

3.0 Detail the Procedure

3.1 Overriding Principles

Unless otherwise stated, this guidance applies to all persons representing or working for Essex Police. This includes all police officers, members of police staff and volunteers. Deviating from these standards without justification may result in you facing disciplinary proceedings.

Everyone should dress within the overriding principles listed below but also appropriate for their specific job role or by operational needs (for example covert roles) following the relevant risk assessment by the command.

The overriding principles are:

Dress in keeping with the professional image outlined in this guidance – clothing should be clean and neatly pressed.
Maintain high standards of personal hygiene and grooming.
Do not wear anything which represents a risk to health and safety.
Do not wear any items which are likely to bring the force into disrepute – this includes potentially offensive badges, logos or motifs.

Everyone is reminded of their legal obligation under Section 7 of the Health and Safety at Work Act 1974 which states: It shall be the duty of every employee whilst at work:

To take reasonable care for the health and safety of themselves and of other persons who may be affected by their acts or omissions at work; And
as regards any duty or requirement imposed on their employer or any other person by or under any of the relevant statutory provisions, to co-operate with themselves so far as is necessary to enable that duty.
OR
requirement to be performed and complied with.

Police officers, members of police staff and volunteers must not chew gum or smoke/vape whilst engaging with members of the public. Smoking or vaping from police fleet vehicles is never permitted. Smoking or vaping whilst in the company of a member of the public or detainee is never permitted. Smoking or vaping must only occur in designated smoking areas on any premises.

The standards of appearance set out in this policy must be complied with whether the individual is in their usual place of work, working elsewhere, working from home whilst engaged in Teams meetings or attending either an internal training course at Essex Police College or an external training location. Officers, staff and volunteers are representing Essex Police and must consider their appearance at all times.

For all elements in the procedure, there will always be circumstances which for purposes of an individual’s dignity, inclusivity, reasonable adjustment and welfare purposes that may mean the procedure is not followed. To define all of these occasions and options would not be feasible, so this point is added as an overarching principle that supervisors and managers have the discretion to step outside the procedure in such circumstances where they deem it necessary and proportionate to do so. The decision maker will be accountable for their decision and be able to provide documented rationale for deviation from the policy.

Chief Officers reserve the right to review and override and local decisions on the basis of maintaining Public Confidence and professional standards.

There may be occasions where the procedure is deviated from based on the discretion of a line manager where there is a particular reason to do so – for example a charity fundraising event. This will always be considered carefully with the professional image of the organisation being paramount in the mind of the decision maker. The decision maker will be accountable for their decision and be able to provide documented rationale for deviation from the policy.

3.2 Supervisors, trainers and tutors

Supervisors, trainers and tutors are expected to set an example with their own high standards of appearance.

As a leader in Essex Police, they have a responsibility to ensure there is a robust and consistent approach towards this guidance, rather than their personal interpretation of it. They are expected to challenge people who do not present a professional image of the force in line with the guidance. This challenge should be done sensitively and empathetically with due regard for the Essex Police Diversity, Equality and Inclusion Strategy and awareness of the protected characteristics under the Equality Act. This should be a supportive, educational conversation ensuring the person is aware of the policy and the supervisor can satisfy themselves of any adjustments required.

It is recommended that a record is kept of this conversation and any outcomes. The managers tool kit suggests this is done via email or PDR Day Book to the person as an appropriate place to document, along with any risk assessments for deviation so both parties have a copy. The individual is to be reminded of their “personal wellbeing document” which is an optional document that individuals can maintain themselves to document what support they may need or adjustments outside of this policy.

Supervisors are reminded of the support and guidance available to them as well as somewhere they can sign post the individual person to. The DE&I team, staff networks such as the Disability and Carers Network, MESA, LGBTQ+ to name a few who may be able to offer guidance relating to specific considerations for individual circumstances as well as Unison and the Police Federation.

Should the person disagree with the outcome of the conversation, they should escalate up the chain of command for adjudication. Managers are strongly advised to discuss any adjustments with the relevant support network to ensure a holistic view of the reason for deviating from the procedure are explored. Local HR advisers are also able to provide advice and guidance to support both individuals and the manager in applying reasonable adjustments.

Should a person fail to maintain acceptable standards following a conversation then it is the expectation of the organisation that a development plan or further disciplinary procedures are considered, but again with due regard adjustments and consultation with support networks, Unison, Federation or the DE&I team.

3.3 Tattoos

Visible tattoos are unacceptable if they could reasonably be perceived as discriminatory or offensive and/or indicate attitudes or views inconsistent with the College of Policing’s Code of Ethics and the Standards of Professional Behaviour or the Forces aims and objectives. Visible tattoos are acceptable unless offensive, discriminatory, extremist, or otherwise incompatible with policing standards.

Any tattoo of concern must be referred to line management for consideration. Support Networks are available for advice.

3.4 Applicants

All tattoos from any potential new applicant are required to be photographed, are subject to review and fall into six categories:

1. Tattoos that will never be visible (i.e. back, chest, legs, upper arms). These tattoos are acceptable unless they are likely to cause offence or could reasonably be perceived as being discriminatory, violent or intimidating.

2. Tattoos below sleeve line of a short-sleeved top. These tattoos will be visible and therefore require more scrutiny. If they fit any of the criteria in 1, they will be rejected.

3. Tattoos which are deemed to be sinister in nature or could reasonably be perceived as having the potential to scare will be rejected (examples of this, whilst not automatically excluded, could include skulls, mummified faces, weapons, animals baring teeth). Consideration will be given as to the nature of each specific tattoo on a case-by-case basis. Tattoos which are lewd or rude will not be allowed.

Visible weapons will generally not be accepted, unless considered to be symbolic of the military/armed forces and do not depict violence. Visible weapons in tattoos will be assessed contextually. Traditional, cultural, cartoonist or symbolic imagery (e.g., Essex seaxes) will not automatically be rejected.

4. Tattoos anywhere on the neck, head or face will not normally be permitted, but this will be subject to a case-by-case assessment. For example, a small discreet inoffensive symbol behind the ear or at the hairline is likely to be considered appropriate. Where an appeal is made in relation to a tattoo in this area, the tattoo will be subject of further scrutiny. A decision will be made taking into consideration exact location, size and nature.

5. Hand tattoos always require greater scrutiny, but as a general rule, any tattoos which fall into categories 1 or 2 above, will not be permitted, but will be considered on a case-by-case basis.

6. Visible tattoos that a reasonable person could consider to be unprofessional or just not befitting with the image of policing will be carefully assessed on a case-by-case basis.

Potential applicants with tattoos in the above categories will be assessed on an individual basis. The potential interpretation of any tattoo may lead to rejection and the force reserve the right to reject any tattoo which is felt has the potential to damage the reputation of the force or those that may suggest that the applicants’ values are not aligned to that of Essex Police. A photograph of the tattoo will be obtained and the decision on whether to accept the individual will be referred to the Professional Standards Department.

Exemptions for temporary (henna) decoration may be permitted where an individual can show that this prohibition would otherwise place them at a particular disadvantage which is related to their race for example, Mehndi applied for a specific ceremony or celebration.

Tattoo appeals will be considered by the Head of Professionalism for a consistent approach.

This policy must be read in full alongside associated uniform guidance documents to ensure consistency across all appearance standards. Please also refer to Section 3.1 for an explanation of supervisory discretion.

3.5 Current officers, staff, volunteers

Where a serving officer, police staff member or volunteer seeks to get a tattoo during their service, they must keep the above guidance in mind when deciding whether to have such a tattoo and satisfy themselves that they meet the criteria at 3.4. Prior to getting a tattoo, it is advisable they seek advice from a manager or PSD to ensure they do not leave themselves open to disciplinary process. Existing officers and staff who have a tattoo that does not meet these requirements must consult with their line manager and a potential option may include the requirement to cover the tattoo.

Disciplinary proceedings may be considered.

3.6 Managers and supervisors

Managers and supervisors will be expected to ensure compliance and any individual failing to comply with this policy may be subject to disciplinary proceedings. This is particularly important and relevant for any officers/staff who need to keep tattoos always covered by a long-sleeved shirt / top whilst on duty.

3.7 Hair

Hair (including facial hair) should be clean, neat and well-groomed. Exceptions may apply when working in a covert role. Stubble is acceptable but must be neatly groomed at the edges displaying a neat appearance. Facial hair may be required to be removed and clean shaven for specific duties relating to CBRN and Firearms. For current guidance in these specific circumstances please contact the head of Operational Policing Command.

Hair may be dyed or coloured, however, this should be discreet and of a natural colour. Extreme and vivid non-natural hair colouring is not permitted. This also applies to hair accessories, which if worn with uniform, must be plain in design and black or navy in colour.

For some cultures, hairstyles serve not only functional roles, but also societal roles. In some cultures, they convey messages about background, tribe, and status, and document life events. Any staff requiring adjustment to the policy to enable them to display a cultural or heritage message should speak to their supervisor for a risk assessment. Cultural differences are celebrated, and staff are encouraged to show their difference. It is the expectation that staff will be supported where possible with only extreme hair styles being rejected or where there are health and safety concerns.

Advice for individuals and supervisors is available from MESA.

Police staff who have contact with the public and wear a uniform must have their hair so that it is cut or secured above the collar line. It must be kept neat and tidy. It should not present a health and safety hazard. Ponytails are not acceptable for safety reasons. Solid claw clips (metal/plastic) will not be worn by officers and staff who have contact with the public. These present risk of injury during confrontation or collision, may be weaponised and present issues with headwear sitting properly on the head. Safe alternatives are available.

Police officers who wear a uniform must have their hair so that it is cut or secured above the collar line. It must be kept neat and tidy. It should not present a health and safety hazard. Ponytails are not acceptable for safety reasons.

Individuals in non-public facing or non-partner agencies roles must ensure a high standard of appearance, however there is not a requirement for hair to be tied up unless there is an overriding operational requirement. The hair must be clean, neat and tidy.

3.8 Patches or badges

All officers, staff and volunteers must uphold the principles of impartiality in policing at all times. To maintain public confidence and avoid any perception of bias or endorsement of a particular cause, the following standards apply to the wearing of badges, insignia, pins and similar items while on duty or in uniform.

3.8.1 Permitted Items

Only authorised insignia may be worn, including:

Rank epaulettes and force identification numbers.
Medal ribbons and approved medal ribbon brooches (as detailed in Procedure - Provision of Uniform and Equipment).
Medals issued to relatives, friends or other individuals must not be worn in any Ceremonial or Duty Uniform, in line with Ministry of Defence guidance.
Union Flag badges, including the Thin Blue Line and Tri Service versions (rectangular shape only).
The following Essex Police–approved pins, badges and wristbands:
- Essex Police Detective pin badge
- Essex Police Long Service Award pins
- Medical alert bracelets/necklaces
- Police Memorial Day badge (permitted during the week leading up to St Michael’s Day and when attending/policing memorial events)
- Royal British Legion red Haig Poppy during the annual campaign period (28 October–11 November or Remembrance Day if later), or as directed in an Operational Order
- Help for Heroes badge/wristband
- Thin Blue Line patch/badge (with or without Union Flag background) – rectangular
- Thin blue, green and red line patch/badge (with or without Union Flag background) – rectangular.
- Queens Award for Voluntary Service pin

3.8.2 Tie Pins

Only one discreet tie pin may be worn.
It must be of suitable size, and its design must not depict any words, letters, symbols or images likely to cause offence or imply partiality.

3.8.3 Prohibited Items

To preserve public confidence and ensure visible impartiality:

Any patch, badge, pin, wristband or symbol that could reasonably be interpreted as supporting, opposing or promoting a political, social or ideological cause is strictly prohibited.
Items must not display words, letters, symbols or images that could cause offence or suggest partiality.

3.8.4 Design and Presentation Standards

Items must be discreet and professional in appearance.
No unauthorised designs, slogans or graphics may be worn.
Only items approved within force policy may be displayed.

3.8.5 Placement and Security

Approved badges and poppies must be positioned on the left lapel of the tunic, or in the equivalent location on other garments.
Items must be securely fastened at all times.

3.9 Lanyards

Identification lanyards will be always worn irrespective or role or position unless the individual is operating in a covert role or where there is an operational or health and safety requirement not to wear one.

Force issued blue lanyards will be worn by all apart from student officers who are issued with an orange lanyard to wear during their initial training.

All members of staff support networks will be permitted to wear a standardised, impartiality‑compliant lanyard option which will uphold the principles of impartiality in policing and act as a visible representation of allyship.

No other lanyards are to be worn. Lanyards detailing rank or role should not be worn due to Op Javelin safety issues. There may be exemptions to this which should be risk assessed by the line manager on a case-by-case or role specific basis.

For health and safety reasons lanyards should have ‘breakaway’ clasp on them when worn operationally.

3.10 Jewellery

3.10.1 Public Facing Roles

Individuals in public facing or partner agencies roles must be cognisant of the potential health and safety implications of wearing jewellery. Therefore, you are permitted to wear a watch, band rings (e.g., a wedding, civil partnership, engagement, eternity or modest signet ring), small stud earrings and a necklace (provided this is worn under clothing and is not visible) and you complete an ongoing risk assessment. A single, small, discreet nose stud is permitted in public facing roles. No other facial piercings are permitted including rings or hoops.

Other jewellery must be for a medical or religious grounds (E.G. a medical alert bracelet or a miniature Kirpan beneath outer clothing). They must be risk assessed on a case-by-case basis but items for medical or religious grounds are generally considered acceptable. It is strongly recommended that any individual requesting additional jewellery proactively emails their supervisor and requests a conversation so that a risk assessment can be carried out. Guidance can be sought from the relevant support networks.

Consideration must also be given for other attributes or skills the person has, such as Level 2 public order, or CBRN and if there needs to be a situational response. If this is the case, the individual has personal responsibility and legal obligation under the Health and Safety Act to comply and notify the supervisor of any changes in circumstance. The supervisor MUST provide a written email response confirming the conversation and the outcome.

Individuals are reminded to consider using the ‘personal wellbeing document’ to help with this conversation and for any future changes of teams/departments etc to prevent you needing to repeat yourself.

3.10.2 Non-public facing roles

Individuals in non-public facing roles and not visible to the public or partner agency roles may wear jewellery but must maintain the professional image of the force. In non-public facing roles, a single, small, discreet nose stud is permitted. No other facial piercings permitted including rings or hoops. If staff have facial piercings, they should be removed or covered with similar skin colour zinc oxide tape to cover the piercing.

Individual pieces of jewellery may be subject to health and safety assessment, and people may be required to remove these while at work or carrying out tasks.

Jewellery is worn at the individuals own risk and Essex Police is not liable for any loss, damage, or theft of such. Therefore, people are encouraged not to wear valuable jewellery to work.

3.11 Spectacles and sunglasses

Glasses worn during operational activity, including roles that involve direct contact with the public, must have lenses made of safety plastic and not glass, for health and safety reasons. The frame should generally be plain and neutral in colour and style.

Mirrored reflective lenses are not permitted unless for medical reasons or because they are prescription sunglasses. In such cases, consult a supervisor. You may need to provide supporting evidence, e.g., a medical note from the GP or a request from occupational health.
Those members of staff holding a force driving authority and required to drive as part of their role, should avoid wearing spectacles with wide arms due to them blocking side-vision.

People wearing sunglasses when engaging with the public are advised to consider if it could be a barrier to communication, especially with a vulnerable member of public.

3.12 Makeup and Nails

Make-up is permitted, as long as it is not excessive and is appropriate to the natural skin tone of the individual or in connection with their religion/faith, e.g., the Bindi. Make-up may also be worn to conceal a facial condition or other personal reasons at the discretion of their manager.

3.12.1 Fingernails

For health and safety reasons, fingernails including gels and acrylic must be kept trimmed short and clean. Nails must not have any jewellery or attachments on them.

For officers and police staff in public facing roles, only light-coloured nail polish is permissible if it is in keeping with a natural nails colour (incl. French polished nails)

3.12.2 Eyelashes

Eyelash extensions may be worn, as long as they are not excessive in length and look unnatural unless there is a medical or other specific reason. In such cases, individuals might want to consult a supervisor. The individual may need to provide supporting evidence, e.g., a medical note from the GP or a request from occupational health. In any case, they must be no longer than grade 10 (10mm).

3.13 Footwear

3.13.1 Uniformed officers

Individuals in a uniformed role must wear plain, clean and polished black boots or shoes appropriate for the role to be performed. Footwear must have a low, flat heel.

Socks, tights or stockings must be of a plain colour and appropriate to the uniform being worn.

3.13.2 Non-uniformed officers and staff in a public facing role

Only footwear that is clean and appropriate to the individual’s role can be worn. This must be in keeping with the standards set for uniformed officers and staff. All footwear must be professional in appearance and considered in line with the health and safety requirements of the role. Flip flops are not considered to present a professional image. The default should be smart and professional.

Other consideration for officers working with young people may be given to dress for the operational requirement. It might be acceptable for a CYP for instance to be dressed in less formal clothing whilst conducting safeguarding duties with a child should it break down barriers. This is at the supervisor’s discretion and must be risk assessed on a case-by-case basis.

3.13.3 Non-uniformed officers and staff not in a public facing role

Footwear must maintain the professional image of the force and be appropriate to the role. Flip flops are not considered to present a professional image.

If there is a medical need (e.g., disability or pregnancy) for certain types of footwear, this will be considered on a case-by-case basis, and the individual should follow the request of adjustment procedure.

3.14 Headgear

Force-issued headgear is an integral part of a police officers and PCSO’s in uniform and an important element in enabling the public to recognise them. It is compulsory for those in uniformed roles to wear force-issued headgear while performing public duties.

This not only projects a professional image but, where appropriate, assists in the health and safety of staff. Headgear not issued by Essex Police is not permitted.

The following also applies:

With exception on religious and medical grounds, all officers, PCSOs and members of the Special Constabulary will wear force-issued headgear
Police officers and uniformed staff in police vehicles may remove their headgear while in the vehicle but must wear it outside the vehicle at all times unless operational commitments prevent this, e.g., chasing suspects or saving lives, working on a fast road, working airside, during severe weather such as high winds (police officers and PCSOs riding police pedal cycles while on duty are to wear pedal cycle safety helmets and police motorcyclists will wear force-issued motorcycle helmets when on patrol)
You may remove headgear when providing television interviews to avoid shading the eyes and when posing for non-operational photographs.
Sikh officers and uniformed staff may wear a black or dark navy-blue turban with a modified cap badge.
Muslim officers and staff may wear a black or dark navy-blue headscarf/hijab.
Sikh officers and staff who wear turbans are exempt by law from having to wear motorcycle helmets and are also therefore exempt from having to wear pedal cycle safety helmets while on duty or at work, however, a risk assessment will be undertaken in relation to the specific role to be performed.
Officers and uniformed staff may wear prayer caps at the appropriate time and when the need arises while on duty.
Specialist headgear such as baseball caps and black woollen hats may only be worn as per the scale of issue for the role you are undertaking and can only be worn in connection with that role.

3.15 Clothing

The following links will provide guidelines on:

X 2001 Procedure – Provision of Uniform and Equipment

3.15.1 Wicking Shirts

The standard uniform dress will be black wicking shirts for warranted officers and blue wicking shirts for police staff. These shirts will be worn by the following:

All officers performing the role of Police Constable, Sergeant or Inspector.
All officers performing the role of Chief Inspector and above when engaged on a rostered duty involving operational deployment.
Members of the Special Constabulary performing the role of Special Police Constable, Sergeant or Inspector.
Members of the Special Constabulary performing the role of Special Chief Inspector and above when engaged on a rostered duty involving operational deployment.
PCSOs.
Detention Officers.
Any staff with designated powers.
Any other member of staff required to wear body armour.
Contact Centre Staff, Property officers, and any other job roles designated as uniformed.

All officers are reminded that wicking shirts:

Are designed to be worn under body armour.
Must have rank insignia clearly visible on the epaulette to be worn on the upper arm, therefore epaulettes will no longer be worn on body armour. The exception to this is Authorised Firearm Officers who do not wear epaulettes on their armour.
Identification patches are worn on their defender shirts.
Must be tucked into trousers or skirt.
Will not be worn with the sleeves rolled up.
Will not be worn with a tie.
Must be zipped up to the top, unless authorised by line management for a specific duty.

The ratio of long/short sleeve shirts can be adjusted to staff/officer preference. The initial issue of wicking shirts will be allocated to individual officers and staff in accordance with the following:

Constable, Sergeant, Inspector 6 shirts
Chief Inspector, Superintendent, Chief Superintendent 3 shirts
Chief Officers 2 shirts
Special Constables, Sergeant, Inspector 3 shirts
Special Chief Inspector and above 2 shirts
PCSOs and other eligible police staff 6 shirts

There will be no entitlement to annual issue. Shirts will be replaced by HQ Uniform Stores when the initial issue is no longer serviceable. Officers requiring replacement items should return the unserviceable, significantly faded or significantly worn items to HQ Uniform Stores via the internal mail system, or in person with a brief note clearly outlining their rank, pin, name and home station, together with the reasons for exchange. Alternative shirt material can be sourced by Uniform Stores for certain circumstances. Facilities Assistants are provided with role-based polo shirts that are to be worn.

3.15.2 Shirts

Police officers and police staff eligible to wear white shirts will be permitted to wear either a long or short-sleeved shirts at any time throughout the year. A tie will be always worn with the white shirt except where the following conditions apply:

The officer is wearing a short-sleeved shirt (or long-sleeved shirt with sleeves rolled), during the summer period 1 May - 30 September.
The shirt is worn open neck with only the top button undone.

High neck vests, neck chains or other adornments are not to be visible. In circumstances where an individual elects to wear a long-sleeved shirt the sleeves may be rolled up to rest immediately above the elbow.

3.15.3 Maternity

Alternative sizing clothing can be requested for maternity reasons in the usual way.

Alternatively, you may seek permission to wear plain clothes. In such circumstances smart but comfortable clothing will be permitted. Protocol - Work Life Balance (WLB)

3.15.4 Fleece and jackets

Uniformed staff will only wear clothing issued to them by Essex Police. This includes coats and outerwear. Outer garments may only be worn as per the scale of issue for the role being undertaken and can only be worn in connection with that role.

The garment will not be worn open but be securely fastened to a point above the breastbone unless wearing a tac-vest and there is an operational need to have ready access to appointments.

Velcro patches are issued as part of initial issue kit and are worn on the arms of the fleece or in some roles on the outer jackets.

3.16 Display of Insignia

Members of staff must only wear uniform items bearing insignia corresponding to their role. Police Constable’s to Chief Superintendents must wear epaulettes that denote their rank and collar number, unless acting. Those temporary in rank must display the correct epaulettes and collar number.

PCSOs and other police staff should not wear insignia or uniform indicating that they are police officers.

AFOs have Velcro patches which refer to their team or their role.

3.17 Body Armour

Standard personal issue body armour will be worn over the wicking shirt but underneath any outer garment such as a fleece or coat.

All operational uniformed officers and staff up to the rank of Chief Inspector issued body armour or other personal protective equipment, including ‘appointments’ are required to always wear it whilst outside of a police building or in the ‘custody envelope’ unless specific managed restrictions or risk assessments apply.

3.18 Detectives, other non-Uniformed Officers and Police Staff

Individuals wearing plain clothes for their role should ensure that their standard of dress and appearance reflects the same high standard required of uniformed colleagues. The entire policy must be complied with; however some specific considerations are detailed in this section.

An ID card must be on display while on police premises (remove visible identification when away from police premises) and consider the appropriateness of the lanyard. (See 3.9)
Dress in business wear which is smart and clean. Business suits or an appropriate smart jacket are the expected forms of dress whenever you are in a public facing role, representing the force at events or at court. Where a jacket or suit is worn as business attire, a tie must be worn unless summer relaxation rules apply or a medical/PPE reason prevents it. Shorts are not considered as business wear and are not permitted.

During declared summer periods (1 May – 30 September), ties and jackets are optional for non-formal duties. Shirts may be worn open neck with the top button undone. Supervisors may require ties/jackets for professionalism in specific engagements.

All clothing worn by non-uniformed officers and staff should look professional and smart in a business environment and not clothing that would look more in keeping with a non-work-related social event.

Where an individual chooses to wear a dress or a skirt, the item of clothing should not be too short so as to look inappropriate in a professional working environment. A specific length is not defined; however, it will be appropriate for a line manager to discuss this with the employee if it is felt that the length is not deemed professional or business like, or for operational business reasons.

Individuals engaged in covert operations where their identity must be concealed may dress to suit the circumstances with the relevant risk assessment.

Where the job undertaken requires alternative wear, ‘T’ shirts or polo shirts with logos (other than a small and inoffensive company name) will not be permitted; neither will the exposure of midriff skin due to cropped/short tops. The wearing of trainers, jeans or ‘leisure wear’ such as tracksuits or jog pants/leggings will not be acceptable other than in circumstances where they are appropriate for the working environment. For example: Where the joining instructions of a course allows or when staff are involved in office moves; certain pre-planned searches; ‘dirty/installation work’ where overalls or protective clothing are not required, or covert duties.

Police officers in detective roles can wear issued uniform if they prefer.

3.19 Court Attendance

The following must be observed when attending court:

Report your arrival to relevant court staff.
When called to give evidence you should enter the court, bowing on the way in to acknowledge the Coat of Arms.
Enter the witness box and introduce yourself clearly with your full name, rank/staff position and operational location base.
When addressing a Crown Court Judge or answering their questions please ensure you refer to them as “Your Honour”.
When addressing a District Judge or answering their questions, please ensure you refer to them as “Judge”.
When addressing a Magistrate or answering their questions please ensure you refer to them as “Your Worship”.
Where questions are put to you by Counsel or legal advocates, please address answers to the jury where appropriate.

When attending any court officers and staff must adhere to our Professionalism Standards. The only dress codes that are acceptable are:

Uniform officers/staff – To wear full operational uniform correctly with Velcro patches displayed on the fleece. Tunics will only be provided by uniform stores if directed by the judiciary. Hats must be worn but taken off to enter the courtroom. A utility belt or tac vest and standard appointments must also be worn. Tasers and firearms are not permitted unless on express permission of the judge.

There may be occasions when, as a matter of judicial discretion, the wearing of appointments will not be appropriate. These should be identified at ‘plea and direction’ stage and instructions conveyed to the officer by CPS prior to attendance at Court.

Additionally, in the exceptional cases where an officer is required urgently at Court, when off duty, the wearing of appointments may be waived in the interests of expedient attendance at Court.

Plain clothes officers/staff – Plain clothes officers/staff are asked to wear smart business attire, specifically a suit. A tie should be worn with the suit.

See His Honour Judge Gratwicke video
See the Court Guidance Standard leaflet

The usual standard of dress for Coroner’s Court will be ‘normal operational uniform’ as for Magistrates’ and Crown Courts (see above). However, utility belts and appointments will only be worn after the officer has sought permission from HM Coroner/Coroner’s Officer.

The wearing of ceremonial uniform at any hearing or court process will only take place with the authority of the officer’s Head of Department.

3.20 Wearing of Police Uniform at Public Events Whilst Off Duty

Officers wishing to wear uniform at a public or private event whilst off duty must make a request in writing to the Head of Department stating the date, time and where the event will be held as well as a full description of the general nature of the event.

Officers should be reminded that approval does not include the authority to carry the following:

Baton
Handcuffs
PAVA Spray
Airwave Radio
Taser

Where the application is in response to a nationally organised event, a risk assessment will have been completed identifying control measures to reduce the risk to officers engaging in such activity. The risk assessment should be brought to the attention of the officer and a copy attached to the application. In the event that a risk assessment has not been completed or is otherwise not available, a full risk assessment will be completed by the applicant’s line manager.

Approval will not be granted where:

Attendance at the event could potentially be viewed as undermining the impartiality of the service.
No risk assessment has been completed, or the risk assessment identifies a disproportionate assessment of risk to the officer.
The views of any host force are not supportive of the application.

In the event that approval is granted, it will be on the understanding that the officer will be attending as a representative of their respective force. Officers will be expected to respond to any incident that they could reasonably be expected to and will be regarded as being on duty when dealing with any incident at the time of the event.

Any policing incidents that are witnessed or brought to the officer’s attention must be dealt with in an appropriate manner.

In all cases when approval is granted, uniform must be worn that is appropriate to the event, the risk assessment and the prevailing weather conditions, in order that the dignity of the uniform is maintained at all times. All officers attending such events are reminded of Health and Safety considerations and the importance of presenting an appropriate, professional image of policing.

3.21 Expectations during Teams Calls/Working from Home

When on duty, regardless of your location, these standards of appearance apply. If you are normally a uniformed officer or member of staff working from home and operating on Teams, then the standards for plain clothes/non-uniformed personnel apply.

You are also expected to have an Essex Police authorised background on your Teams background. These are accessible from the Internal Communication team SharePoint page.

3.22 Limited Duties

Uniformed officers on limited duties (whether restricted or adjusted) are required to wear their uniform unless there is a medical or operational reason why this cannot be achieved.

Alternative uniform or adjustments can be requested to assist. Where uniform cannot be worn for these reasons then the plain clothes standards still apply.

Managers and supervisors will be expected to ensure compliance and any individual failing to comply with this policy will be subject to disciplinary proceedings.

4.0 Equality Impact Assessment

EIA – August 2026

5.0 Risk Assessment

5.1 This procedure deals with the Standards of Appearance for any member of Essex Police is upheld and has been assessed as medium risk.

5.2 In addition, officers, staff and volunteers are reminded that compliance with this procedure and any governing policy is mandatory.

5.3 A failure to comply may compromise:

Public confidence and trust in Essex Police through standards of appearance not meeting expected professional levels.
Operational effectiveness, where inappropriate appearance or attire may hinder officers, staff or volunteers in performing their duties safely and efficiently.
Organisational reputation, particularly in public‑facing environments where perceptions of professionalism are essential.
Health and safety requirements, where non‑compliance with appearance standards introduces avoidable risks (e.g., unsafe footwear, jewellery, or equipment incompatibility).
Legal or procedural compliance, including failure to adhere to force policy, national guidance, or statutory obligations relating to uniform and appearance.

5.4 In addition, officers, staff and volunteers are reminded of the Code of Ethics and Five Pillars of Professionalism. Persistent failures or significant deviation from this procedure without cause could lead to disciplinary processes and outcomes for the individual concerned.

6.0 Consultation

The following were invited to consult during the formulation of this document:

Unison
Police Federation
Health & Safety
Head of Operational Change
PSD D/Superintendent
Risk
Policy
Superintendents Association
Strategic Force Crime & Incident Registrar
DPO/Temp Head of Info Management
Head of Operational HR
Support Network Chairs and Vice Chairs
Specials Command Essex
Essex Diversity and Inclusion Team
Head of Continuous Improvement
Innovation & Vital Signs Manager
Business Services Managers
Development Team Manager
Head of Contact Command
Head of Roads Policing
Director of Commercial Services
MESA
LGBTQ+ Network
Disability & Carers Network
Women’s Leadership Development Forum
Menopause Support
Parenting Network
Head of Estates
Head of Fleet
Head of Health & Wellbeing
Head of Media
Head of Criminal Justice
Head of Custody
Head of Health & Wellbeing
Head of Transport Services
LPA Chief Inspectors

7.0 Monitoring and Review

The Head of Professionalism will be responsible for monitoring the application of this procedure and will ensure that it is reviewed within 1 year of its date of publication.

Further, in line with the Equality Impact Assessment, any line manager taking performance or discipline actions as a result of poor standards of procedure should liaise with the Head of Professionalism to allow monitoring of any disproportionality or equality issues.

8.0 Governing Force policy.

Related Force policies or related procedures

8.1 Data Security

Essex Police have measures in place to protect the security of your data in accordance with our Information Management Policy – W 1000 Policy – Information Management.

8.2 Retention & Disposal of Records

Essex Police will hold data in accordance with our Records Review, Retention & Disposal Policy – W 1012 Procedure/SOP - Records Review, Retention and Disposal.

We will only hold data for as long as necessary for the purposes for which we collected. Victims/public should be reminded that Essex Police take the protection of personal data seriously as described in the privacy notice https://www.essex.police.uk/hyg/fpnessex/privacy-notice/.

9.0 Other source documents, e.g., legislation, Authorised Professional Practice (APP), Force forms, partnership agreements, (if applicable)

EIA – August 2026

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