Regulation 22: all you need to know

9 June 2025

As Crown Servants, police officers have limited protection around when and where they work, with most of this coming from Regulation 22 in the Police Regulations 2003.

Given the dedication you bring to the profession, being able to plan your personal life properly is the least you deserve – and that’s why it is so important to familiarise yourself with your rights and entitlements under this rule.

What is Regulation 22?

Police Regulation 22 affords police officers certain rights in relation to their duties, including when it comes to duty rosters. It specifies that duty rosters for all constables and sergeants (and part-time inspectors and chief inspectors) must be published in full at least three months in advance.

This will follow the publication of broader duty rosters, which cannot exceed intervals of 12 months, following consultation between respective chief officers and Suffolk Police Federation.

What information should my duty roster contain?

In addition to being published at least three months in advance, full duty rosters should set out the following:

What are my rights around public holiday duties?

Police Regulations afford an officer the expectation of a public holiday free from duty. Where that is not granted, you should be informed through your roster at least three months in advance and compensated with overtime or time off in lieu (TOIL) for your duties.

However, no officer is entitled to work a public holiday solely for overtime or TOIL, as staffing and budget control rest with the Chief Constable.

With approval from the appropriate chief officer, constables and sergeants may substitute a non-public holiday for a public holiday, except for Christmas Day.

 

 

Can my duty roster be changed after it is published?

Under Regulation 22, no alterations can be made to your duty roster once it has been published three months in advance, unless in one of the following circumstances:

What is considered an exigency of duty?

Exigencies of duty can relate to different areas of officer rights and regulations, but the term is most commonly used in reference to situations where unforeseen circumstances necessitate changes to duty rosters because they are not reasonably avoidable and all other options have been exhausted.

While it is not practically possible to produce an exhaustive list of potential circumstances, some examples include:

What is not considered an exigency of duty?

The underlying principle of exigencies of duty is that wherever policing demand can be foreseen in advance, officers should have their duties planned with good notice. 

In light of this, circumstances which would not fall under exigencies of duty include public celebrations such as Christmas, New Year, Halloween, and Bonfire Night, as well as planned events like music concerts and festivals.

The only way such events would qualify is if intelligence was received at late notice suggesting public safety could be significantly impacted.

What happens if my duty roster is changed due to an exigency of duty?

If you are required to work a rostered rest day due to an exigency of duty, you are entitled to the same compensation as usual for any cancelled rest day. 

• If your rest day is cancelled with more than 15 days’ notice, you are entitled to a re-rostered rest day.

What happens if my duty roster is changed due to an exigency of duty, but then I am no longer required?

If your rostered rest day is cancelled due to an exigency of duty, but you are then told you are not required to work:

The latest Quick Reference Guide produced by the Police Federation of England and Wales (PFEW) contains more information on many Police Regulations, including Regulation 22.

If you have concerns about your duty roster or are unclear about an exigency of duty, please contact the Federation office.