Prison Officer Dismissed: Future Jobs, Vetting and References

In shortThere is no single list: the dismissal itself, the Exclusions Register, and vetting, barring and reference consequences each have their own decision maker and appeal.

People often talk about "being struck off" after a dismissal, as if there were one list. There is not.

None of this is automatic. The framework requires a decision by a Governor, Head of Unit or equivalent at Civil Service Grade 6 after a meeting with you, with written notice and a right of appeal. The decision-maker must consider proportionality, including the length and scope of the exclusion.

That is a real protection, and it is why it is worth engaging with the process rather than ignoring it.

The framework

The Exclusion from Working for HMPPS Policy Framework, issued on 14 October 2024 and in force from 1 January 2025, replaced the older PSI 42/2014 and PI 60/2014. It applies to staff dismissed for gross misconduct or for misconduct that poses an underlying safety or security risk, and to directly employed and non-directly employed staff. It also applies if you resign during an investigation, a point covered in our guide to resigning during an investigation.

In shortThe register records people excluded from working for HMPPS in any capacity, for up to ten years or indefinitely, decided on the balance of probabilities.

• LengthUp to 10 yearsOr indefinite; apply to end after at least 10 years, again after a further 5 if refused
• ScopeLocal, category or nationalOne establishment or unit, a category of establishment, or national
• TestBalance of probabilitiesDecision can be made in your absence

The register records people excluded from working for HMPPS in any capacity. A person who is suspended pending investigation can be temporarily excluded, so that they cannot take another HMPPS job while the matter is outstanding.

The framework lists the kinds of behaviour that bear on safety, security and trust. Gross misconduct is described in the framework by reference to examples such as theft, physical violence, gross negligence or serious non-compliance, and HMPPS counter corruption policy treats corruption as always gross misconduct.

The notice must tell you about your appeal right. Poor performance alone is not a reason. That matters because the same dismissal statistics that include conduct dismissals also include attendance dismissals, which are not about exclusion.

• Inappropriate relationships with prisoners or people on probation
• Conveyance of unauthorised items
• Unauthorised access to or disclosure of information
• Threatening or harassing behaviour
• Assisting an escape
• Anything leading to a criminal caution or prosecution, whether work related or not
• Serious security breaches involving keys, locks, radios, uniform or equipment
• A deliberate failure to act on information about contraband
• Violent or threatening behaviour at any time
• A breach of trust creating a security risk

In shortWhen an exclusion is reported vetting status is withdrawn, which can make it hard to work in any role that requires clearance; always declare everything on later applications.

Prison staff hold security vetting clearances, at least Counter-Terrorist Check level, and for some roles Security Check or Developed Vetting.

The HMPPS vetting policy, PSI 07/2014 (revised 20 February 2025), requires staff to report changes in circumstances during their employment, and Annex F lists, among other things, disciplinary procedures and security incidents including employer sanctions for code of conduct misconduct.

When an exclusion is reported, the framework says the vetting team withdraws the person's vetting status.

If you disagree with a vetting decision, the policy notes that appeals against some vetting decisions link to the exclusions appeal right, and that PSI 05/2015 covers reconsideration of central vetting decisions by exception.

We have not opened the text of PSI 05/2015, so ask your union rep or the vetting team how to challenge a decision. For a fuller explanation read security clearance withdrawn for prison officers.

In shortThe framework requires a DBS referral to be considered where there is a risk to children or vulnerable adults; a dismissal alone does not appear on a criminal record check.

Do not give false answers. Applicants who are dishonest at the application stage can be dismissed later for dishonesty, and the policy position in the public sector is that integrity is a core standard under the Civil Service Code.

DBS referral

The Exclusion framework says that a referral to the Disclosure and Barring Service must be considered where there is a risk of harm to children or vulnerable adults. A referral is a decision for the employer and, if made, the DBS decides whether to place the person on a barred list. We have not verified details of when HMPPS makes a referral, so do not assume one will or will not be made.

Criminal record checks

A criminal conviction or caution will appear on a standard or enhanced criminal record check, subject to filtering rules. If you are applying for roles in education, social care, health, policing or any regulated activity, you will be asked to disclose. That is a legal question that depends on the type of offence and the time that has passed, and we do not give general advice on whether a conviction is spent. Our guide to prison officer criminal conviction consequences covers the wider picture.

Dismissal without a conviction

It would not appear on a criminal record check. But you may still be asked on an application form why you left your last job, and a reference may be requested.

In shortHMPPS says dismissal for corruption may affect other public sector work; we could not verify any general civil service ban and do not say one exists or does not.

What can be said is that other departments and public bodies run their own recruitment checks, which commonly include references from previous employers and vetting. A dismissal for conduct may well be disclosed in a reference, and the new employer may consider it.

Whether a particular department will appoint someone with a conduct dismissal is a matter for that employer, and may depend on the nature of the conduct, how long ago it was and whether you have been honest about it.

If you are considering a career in a different field, consider roles that do not depend on vetting or on trust in the same way. Many former officers move into private security, logistics, construction, training or other sectors. Experience gained in a prison, such as de-escalation, report writing, working under pressure and teamwork, is transferable.

In shortHMPPS reference policy is not published; if you negotiate a settlement agreement, ask what the agreed reference will say and take independent legal advice before signing.

HMPPS reference policy is not published, so we cannot say what a reference from HMPPS will say about a dismissed officer. Employers normally have a duty to give a reference that is true, accurate and fair, but they are not generally obliged to provide one.

Records are another point. The HMPPS conduct policy says informal management records must not be kept on a person's personnel file, but formal outcomes are recorded, and vetting and exclusion records are held centrally.

If you want to see what is held about you, you can make a subject access request under data protection law. The detail of how HMPPS responds is not something we can verify.

If you believe the dismissal was unfair, remember the time limit: generally six months from the effective date of termination from 1 October 2026, after Acas early conciliation.

Succeeding at a tribunal does not necessarily reverse an exclusion decision, which is made under a different framework, so take advice on both tracks. See unfair dismissal tribunal claims for prison officers.

In shortTreat the next weeks as a project: the urgent items are time limits, so list them with dates and contact the POA at once.

If you have been dismissed or expect to be, treat the next weeks as a project. The most urgent items are time limits: the appeal against the dismissal, the 15 working day window to appeal any exclusion decision, and the tribunal time limit. Make a list with dates.

Contact the POA at once, and a solicitor if appropriate. Gather your documents: the dismissal letter, hearing notes, the investigation report, your contract, and your pension statement.

Then think about the longer term: pension (see misconduct and your pension), income, health and a plan for work.

Dismissal is a serious blow, and support from family, friends, the Employee Assistance Programme (while still employed), your GP and charities is legitimate and sensible. The what happens next after dismissal guide explains the sequence of events.

1. Write down every deadline: dismissal appeal, exclusion appeal (15 working days), Acas early conciliation and the tribunal limit.
2. Contact the POA and, where appropriate, a solicitor straight away.
3. Ask HMPPS in writing whether an exclusion process has been started and what level is proposed.
4. Request your pension statement and any reference position in writing.
5. Answer all future application questions honestly, with advice on wording.