Angiolini Inquiry

At the earliest opportunity, and by September 2024 at the latest, police forces should ensure that they have a specialist policy on investigating all sexual offences, including so-called 'non-contact' offences, such as indecent exposure.

The Angiolini Inquiry asked police forces to adopt specialist policies on investigating sexual offences. In an October 2026 update, the Cabinet Office reported that the College of Policing had produced a framework to support forces in developing combined or standalone policies (Cabinet Office, Oct 2026). In December 2025, the inquiry found that 26 per cent of police forces had not yet implemented a specialist policy on investigating sexual offences, including non-contact offences, as of September 2025 (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By December 2024, the College of Policing, in collaboration with the National Police Chiefs' Council, should improve guidance and training on indecent exposure, in order to improve the quality of investigations and management of indecent exposure cases. In particular, the College of Policing should: a. review and update training, informed by crime statistics and research into the nature of indecent exposure and its impact on victims; b. review and update the guidance for police officers to improve the handling of indecent exposure cases; c. include guidance on appropriate resourcing for investigations; and d. ensure that guidance and training reflect the Sentencing Council guidelines, which recognise factors indicating increased harm and culpability. This activity should be informed by the results of Recommendation 4 below.

The Inquiry recommended improved guidance and training for police on indecent exposure. In October 2026, the Cabinet Office reported that the College of Policing published a new e-learning module and supporting guidance on indecent exposure and other non-contact sexual offences in January 2025, but the update did not mention resourcing guidance or Sentencing Council guidelines (Cabinet Office, Oct 2026). In December 2025, the Inquiry found that while guidance had been produced, not all officers had completed the training, calculating that approximately 45 per cent of headcount in England and Wales had done so (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

With immediate effect, the Home Office, Ministry of Justice, College of Policing and National Police Chiefs' Council should work together to conduct a fundamental review of the way masturbatory indecent exposure is treated within the criminal justice system. The review should focus on: recognising the seriousness of the offence; identifying it as an indicator of disinhibition by perpetrators; and understanding and addressing the wider issue of sexual precursor conduct so as to prevent victimisation, improve the response to victims when it occurs and bring more offenders to justice.

The Inquiry asked the Home Office to review criminal justice responses to masturbatory indecent exposure. In October 2026, the Cabinet Office reported that the government had completed a review of police responses to non-contact sexual offences, including masturbatory indecent exposure, but did not mention the wider criminal justice system, adding that an update would be provided in due course (Cabinet Office, Oct 2026). In December 2025, the inquiry found that draft findings from Home Office engagement with 13 police forces had been shared with it in September 2025 and were being reviewed by ministers (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025). In December 2024, Jess Phillips, Minister for Safeguarding and Violence Against Women and Girls, stated that research focused first on policing before examining other criminal justice agencies (Jess Phillips MP, Dec 2024).

With immediate effect, the Home Office, in collaboration with the College of Policing, should commission research to establish if there is an evidence-based link between active masturbatory indecent exposure and subsequent contact offending. Where relevant, findings should then be used to shape policy, training and guidance for police officers investigating indecent exposure cases (as per Recommendation 2).

The Inquiry asked the Home Office to study links between indecent exposure and contact offending. In October 2026, the Cabinet Office reported that the Government has undertaken research into offending patterns of individuals suspected of non-contact sexual offences, with an update to follow in due course, though police policy, training, and guidance were not mentioned (Cabinet Office, Oct 2026). Earlier, the Inquiry found in December 2025 that the department was gathering information from police forces on convicted and suspected sexual offenders, aiming to finish analysis by the end of 2025 (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025). In December 2024, Jess Phillips MP, Minister for Safeguarding and Violence Against Women and Girls, stated that the department was expanding the research scope to explore offending patterns linked with sexual offending (Jess Phillips MP, Dec 2024).

By March 2025, the Home Office, together with the National Police Chiefs' Council, should launch a public campaign to: a. raise awareness about the illegality/criminality and legal consequences of any type of indecent exposure and boost the confidence of victims to report cases of indecent exposure to ensure that more offenders are brought to justice; and b. increase publicity around the relevant legislation in order to encourage reporting of unsolicited photographs sent of genitals with the intention to cause harm, distress or humiliation and to discourage perpetrators from doing so.

The Inquiry recommended that the Home Office launch a public campaign tackling indecent exposure criminality. In October 2026, the Cabinet Office reported that the government had worked with policing to highlight the seriousness of exposure and used the ENOUGH campaign to increase awareness of abusive behaviours including cyberflashing (Cabinet Office, Oct 2026). In December 2025, the Angiolini Inquiry found that the National Police Chiefs' Council had issued an awareness campaign toolkit in July 2025, and reported department advice that a national communications campaign would launch by early 2026 (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025; Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025). Earlier, James Cleverly confirmed the department's acceptance of the recommendation in a March 2024 written statement to the House of Commons (James Cleverly response, Mar 2024).

By September 2024, the National Police Chiefs' Council, in collaboration with all force vetting units, and building on the results of the recent data-washing exercise, should conduct a review of the circumstances of all allegations of indecent exposure and other sexual offences recorded on the Police National Database and the Police National Computer against serving officers. This is to identify, investigate and ultimately remove those officers found to have committed sexual offences from all police forces.

The Inquiry recommended reviewing all sexual offence allegations recorded against serving police officers. In October 2026, the Cabinet Office reported that the recommendation had been closed, describing the April 2026 creation of a National Police Chiefs' Council (NPCC) Vetting Hub and work on a Continuous Integrity Screening tool to remove offending officers (Cabinet Office, Oct 2026). In December 2025, the Angiolini Inquiry found that an earlier historic data wash identified 461 individuals who were referred to an appropriate authority (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025). Both bodies noted that introducing the continuous screening tool remains subject to funding (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025; Cabinet Office, Oct 2026).

With immediate effect, the College of Policing, in collaboration with force recruitment, should ensure that every new candidate applying to become a police officer in any police force undergoes an in-person interview and home visit. This should be designed to provide a holistic picture of the candidate and a better understanding of the candidate's motivations for joining the police and their dedication to serving the public. In particular, this should include the following: a. An in-person interview with the candidate to ensure that face-to-face contact is made with the recruiting force before the vetting or onboarding of the candidate is progressed. b. A visit to the residence of all new candidates. This should be used as another opportunity, in advance of vetting enquiries, to engage with the candidate, relevant family members or other occupants of the residence, wherever possible. c. An integrity questionnaire, used as part of the in-person home visit, to explore fully the candidate's personal attitudes and values, including increased scrutiny of the candidate's motivations and suitability for joining the police. d. Corresponding guidance and training for home visits must be developed to ensure that the visits will enable a better sense of the candidate's character, rather than judge living arrangements or socio-economic status.

The recommendation calls for mandatory in-person interviews and home visits for all prospective police recruits. In October 2026, the Cabinet Office reported that forces are carrying out in-person interviews, the College of Policing continues to develop a values-based question set, and findings from home visit pilots are being analysed (Cabinet Office, Oct 2026). In December 2025, the Angiolini Inquiry found that four volunteer forces had piloted home visits, but stated that disagreement remained over national implementation and the way forward was unclear (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By June 2024, the College of Policing, in collaboration with force vetting units, should take further steps to prevent those unsuitable for policing from joining the policing profession. This should include further developing the Vetting Code of Practice, Authorised Professional Practice on Vetting, and other guidance on recruitment and vetting practices in order to prevent those who commit sexually motivated crimes against women and those otherwise unsuitable for policing from holding the office of constable. In particular, recruitment and vetting policy, processes and practices must be developed in the following areas: a. Applicants should be required to undergo an assessment of their psychological suitability for the role (which is not just a questionnaire). b. There should be more robust use of the Police National Database during vetting, including as a tool to reveal unreported adverse information about applicants to ensure that potential risks are not missed. In particular, the Database should be used when individuals attempt to move between forces. c. Any individual identified as having a conviction or caution for a sexual offence should be rejected during police vetting. This should be clearly outlined in the Vetting Code of Practice and reflected in the Authorised Professional Practice on Vetting, which should consider all contact and non-contact sexual offences. d. The Authorised Professional Practice on Vetting should be amended to make it clear that military and/or Ministry of Defence checks should be carried out on all applicants who have served as military reservists. e. There should be a fundamental review of the link between debt, mental health, vulnerability to corruption and suitability to be a police officer, to inform vetting decisions. Detailed consideration should be given to the amount of unsecured personal debt held by officers, and rules should be amended to mandate officers to report any significant changes in debt to vetting teams. In addition, the rules should require applicants and officers to provide further insight into their finances, including any payday loans, when requested during the vetting process. f. There should be increased rigour in relation to checks for authorised firearms officers, to ensure that vetting standards are met, as well as the introduction of a psychological assessment and an appropriate process for seeking feedback from supervisors or line managers to determine suitability for the role. g. No police officer should be onboarded, even if only for initial training, before all vetting is complete. In addition, each officer's force vetting should be completed before their National Security Vetting is initiated. All force vetting information should be passed to National Security Vetting officers for consideration.

The Inquiry asked the College of Policing to strengthen police recruitment and vetting practices. In October 2026, the Cabinet Office reported that guidance had been updated regarding sexual offences, military reservists, personal debt, and the Police National Database, while work remained ongoing on psychological assessments, armed officer vetting, and information sharing agreements with UK Security Vetting (Cabinet Office, Oct 2026). Earlier, in December 2025, the Angiolini Inquiry found that the recommendation's complexity had delayed progress, with four elements outstanding towards a completion date in 2026 (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By March 2025, the College of Policing, in collaboration with force vetting units, should take steps to improve the quality and consistency of police vetting decision-making. This should include encouraging the use of greater professional rigour and curiosity when investigating lines of enquiry, in order to prevent those who commit sexually motivated crimes against women and those otherwise unsuitable for policing from joining the policing profession. These steps should include the following: a. Recruiting forces should be able to request that unresolved allegations discovered during vetting processes be reinvestigated. b. In collaboration with the National Police Chiefs' Council, a national vetting capability should be created, as an advisory function, to provide another layer of confidence in instances where complex vetting investigations and decisions are required. In such cases, forces should approach the national vetting function to seek proposed lines of enquiry and ensure that they are following an agreed, standardised approach when considering complex cases. c. Consideration should be given during vetting to any information or intelligence about police officers being reported missing, regardless of how quickly such reports were closed. d. Forces must ensure that force vetting units are complying with and practising Section 6.2 of the College of Policing Authorised Professional Practice on Vetting (2021), which states that force vetting units must record the results of vetting enquiries; the rationale for refusing, suspending, withdrawing or granting clearance, including with restrictions; and where adverse information has been revealed and considered. This is to ensure that an audit trail is recorded to give the force confidence in decisions made at the time and to allow future vetting officers to constructively scrutinise vetting enquiries and outcomes.

The Inquiry asked the College of Policing to improve police vetting decision-making quality and consistency. In an October 2026 update, the Cabinet Office reported that the recommendation was addressed through revised Authorised Professional Practice on Vetting, published guidance on missing officers, and a National Police Chiefs' Council (NPCC) Vetting Hub established in April 2026 (Cabinet Office, Oct 2026). Earlier, the Angiolini Inquiry found in December 2025 that the recommendation was partially implemented, noting that an advisory national vetting capability had not yet been created (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

With immediate effect, all recruiting forces should have regard to the new Vetting Code of Practice, which requires the parent force to provide all relevant information requested about the transferee to enable an effective assessment of risk by the force conducting a full re-vet of the transferee.

The Inquiry asked recruiting forces to follow the Vetting Code of Practice for transfers. In an October 2026 update on the recommendations dashboard, the Cabinet Office stated that this recommendation has been addressed through the Authorised Professional Practice on Vetting (Cabinet Office, Oct 2026). In a December 2025 report, The Angiolini Inquiry recorded that the National Police Chiefs' Council (NPCC) confirmed the recommendation has been implemented in full (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By December 2024, the College of Policing, in collaboration with force vetting and recruitment units, should ensure that information-sharing practices, including data retention policies, are strengthened in order to prevent those who commit sexually motivated crimes against women and those otherwise unsuitable for policing from remaining in, or moving across, the policing profession. In particular, there should be a focus on the following information: a. Previous failures to achieve vetting should be recorded by all forces and flagged to recruiting forces. This should also trigger a re-vet with the current or recruiting force. b. A shared agreement should be made about the quality, relevant and necessary content, and sources of information that will be provided in a reference for a future force, also known as a 'shared referencing protocol', with directed questions that must be answered (for example, regarding any past disciplinary or honesty/integrity issues). Information to be shared as part of the protocol should be covered within the relevant forces' fair processing notices. The protocol should apply to all transfers and applications to police forces from individuals in the uniformed services, including: the Ministry of Defence (including the Army, the Royal Air Force and the Royal Navy, as well as their respective reserve forces); fire and rescue services; HM Prison and Probation Service; other police forces; and relevant government agencies, such as Border Force or Immigration Enforcement. This is to improve forces' access to – and ability to use – the totality of information they hold about officers in order to prevent, detect and deal with those likely to commit offences. c. As per Recommendation 8(b), there should be expanded access to and use of the Police National Database, including as a tool for revealing relevant uninvestigated adverse information about officers. d. Any adverse information or intelligence (developed or otherwise) should be passed by the current Professional Standards Directorate to the receiving Professional Standards Directorate for any officers transferring. No decisions on their appointment should be made until that intelligence has been reviewed, recorded and closed and the vetting units have had time to consider it. If the recruiting force identifies adverse information as a result of the vetting process, this should be shared with the current force for consideration and potential action.

The Inquiry asked the College of Policing to strengthen police information-sharing and vetting practices. In October 2026, the Cabinet Office reported that intelligence-sharing between professional standards directorates had been addressed through the Authorised Professional Practice on Vetting, while force migration to the CoreVet platform was continuing, a national shared referencing protocol was targeted for early 2027, and continuous integrity screening remained subject to funding (Cabinet Office, Oct 2026). Previously, in December 2025, the Angiolini Inquiry found that progress on three of the four sub-recommendations depended on external organisations or IT systems, risking delays of up to two years (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

With immediate effect, police forces should convey to all existing and prospective officers and staff that they must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. These circumstances include, but are not limited to: recruitment, vetting, aftercare, transfer, promotion, role change, returning to policing and maintaining standards. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold. Updated fair processing notices concerning changes to processing of personal data should be provided prior to any new processing taking place, including data-sharing.

The Angiolini Inquiry recommended notifying police personnel that their privacy rights can be fettered. In October 2026, the Cabinet Office reported that a new Code of Ethics establishes these higher standards and that Authorised Professional Practice on Vetting clarifies impingements on privacy rights, though updated fair processing notices were not mentioned (Cabinet Office, Oct 2026). In December 2025, the inquiry found that the measure had been reported complete following the publication of the code, with the College of Policing continuing to work with forces to embed it (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By December 2024, the College of Policing, in collaboration with all force vetting units, should develop a stronger approach to force vetting aftercare in order to monitor an individual effectively throughout their career with the police and be aware of any change in circumstances as soon as possible to ensure that potential risks/red flags are identified and assessed. In particular, that approach should include the following: a. Mandatory, randomised re-vetting should be introduced, as an additional layer to standardised vetting periods, for police officers and staff, akin to randomised drug-testing. b. In addition to police officers and staff being required to declare any material changes in their circumstances within a managed system, such as a human resources system, supervisors, or anyone with concerns relating to behaviour, welfare or performance, should report them to Professional Standards Departments at any point. c. Professional Standards Departments should systematically exchange relevant and necessary information with vetting and counter-corruption units to consider information disclosed by any individual, and any action necessary.

The Inquiry called for randomised police re-vetting and stronger vetting aftercare to monitor officers. In October 2026, the Cabinet Office reported that the recommendation had been addressed in the Authorised Professional Practice on Vetting, with the National Police Chiefs' Council (NPCC) maintaining focus on randomised re-vetting through wider reforms and His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) inspecting whether forces undertake it (Cabinet Office, Oct 2026). Previously, in December 2025, the Angiolini Inquiry found that although the NPCC stated the recommendation had been delivered in full, mandatory randomised re-vetting had not yet been introduced (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

With immediate effect, every police force should commit publicly to being an anti-sexist, anti-misogynistic, anti-racist organisation in order to address, understand and eradicate sexism, racism and misogyny, contributing to a wider positive culture to remove all forms of discrimination from the profession. This includes properly addressing – and taking steps to root out – so-called 'banter' that often veils or excuses malign or toxic behaviour in police ranks.

The Inquiry recommended that every police force publicly commit to being anti-sexist, anti-misogynistic, and anti-racist. In October 2026, the Cabinet Office reported that the National Police Chiefs' Council (NPCC) committed to being anti-discriminatory in February 2025, and that the vast majority of forces had completed commitments to being anti-racist, anti-sexist, and anti-misogynistic or anti-discriminatory (Cabinet Office, Oct 2026). Earlier, in December 2025, the Angiolini Inquiry found that the national anti-discriminatory commitment had not been made or implemented by every police force in England and Wales (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

With immediate effect, all police forces should take action to understand and confront the barriers that police officers and staff face when reporting sexual offences committed by a person that they work with or in the workplace. This is in order to encourage victims, who are also police officers or police staff, to come forward and submit complaints, as well as to identify and remove those who are not fit for service. To do this, forces should: a. ensure, when a complaint is made, that sufficient and appropriate resources are dedicated to supporting the complainant, including maintaining anonymity where needed or requested, and ensuring an investigation is carried out as appropriate; b. address cultural barriers to reporting, such as re-victimising complainants by labelling or treating them as 'troublemakers'; and c. provide dedicated reporting processes for women in police forces who experience inappropriate behaviour related to their gender.

The recommendation calls for police forces to remove barriers to reporting sexual offences by colleagues. In October 2026, the Cabinet Office reported that national work continues to strengthen reporting, investigation, and victim support, the National Police Chiefs' Council (NPCC) is developing a National Culture Guide, and forces are adopting broader reporting models (Cabinet Office, Oct 2026). In December 2025, the Angiolini Inquiry found that progress had not been made as planned due to disagreements among forces, though the council introduced an assurance lead to evaluate progress alongside a joint culture strategy (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).

By September 2024, the College of Policing and the National Police Chiefs' Council should review and examine the conditions of female officers and staff in order to encourage more women to join the police and progress in policing careers. To ensure success, this should include a review of: a. working conditions that do not address the realities of modern working lives, including families where both parents are officers and share caring responsibilities; b. processes, training and refreshers for officers returning from parental leave; and c. kit, equipment and facilities designed largely by and for men.

The Inquiry asked the College of Policing to review conditions for female personnel. In October 2026, the Cabinet Office reported that the National Police Chiefs' Council (NPCC) Gender Portfolio continues work addressing female working conditions and uniform decisions, though parental leave processes are not mentioned (Cabinet Office, Oct 2026). Earlier, in December 2025, the Angiolini Inquiry found varying progress and disagreements across forces, noting that commitment to workplace equity for women still needed improvement (Rt Hon. Lady Elish Angiolini LT DBE PC KC, Dec 2025).