❓ WA Parliamentary Question on Notice regarding police recruitment, retention, and reasons for resignation within the WA Police Force, including initiatives to support officers in regional and remote locations.
AnsweredQoN 408Legislative Council
QuestionView source ↗
As at 12 August 2025, I ask: (a) how many new sworn police officers have been recruited in Western Australia the past six months; (b) how many officers have left the WA Police Force in that time (including resignations and retirements); (c) what is the current total number of sworn officers, and how does this compare to the same date six months ago; (d) what reasons are recorded in the exit survey for officers resigning (such as burnout, mental health, or family support); and (e) what initiatives are in place to retain experienced officers, particularly in regional and remote locations?
AnswerView source ↗
Answered
16 September 2025
Responded by
Minister for the Environment representing the Minister for Police
Response time
9 days
(a) 313, from 13 February 2025 to 14 August 2025.
(b) 214, from 13 February 2025 to 14 August 2025.
(c) 13 February 2025 – 7,273
14 August 2025 – 7,359
(d) The voluntary exit survey allows individuals to select from a range of reasons for separation, mainly related to lifestyle considerations.
(e) General initiatives include:
· Competitive salary - wage increase of 12.75% over three years following registration of the WA Police Force Industrial Agreement 2024 ;
· Flexible working arrangements;
· Career break policy, which allows a career break of up to 12 months for police officers at or below the rank of sergeant upon completion of 12 consecutive years of service as a police officer within the WAPF;
· Police officers receive an incapacity leave of absence (paid sick leave) to enable ill and/or injured officers to recover in an appropriate timeframe, taking into account general practitioner and/or specialist medical advice;
· Provisions for medical claims related to work and non work-related injuries and/or illness as well as the Police Compensation Scheme.
· Psychological services, peer support; and Health and Wellbeing support; and
· Career development and recognition of service to the WA Police Force and community.
In addition, specific Regional/Remote initiatives include:
· Subsidised and free rent;
· Air conditioning subsidy;
· District allowance;
· On-call allowance;
· 44-hour week;
· A one-off financial attraction incentive payment for specified locations;
· Attraction and retention allowance;
· Provisions for claims relating to work and non work-related injuries and/or illness, there is paid travel time for regionally based officers seeking medical attention during their ordinary hours, up to 40 hours per annum.
· Consideration is able to be given to the reimbursement of non work-related medical costs, where they may not meet the required assessment criteria, based on the availability of services provided in regional locations. This ensures that officers based at these locations are not disadvantaged and can receive a level of benefit in line with what is prescribed in the Industrial Agreement.
· Property allowance when selling or purchasing real estate due to transferring to or from regional Western Australia;
· The Home Owner Subsidy Scheme is being introduced in the next quarter to provide home loan subsidies as an alternative to rental subsidies;
· ‘Regional Western Australia only’ sergeant rank promotion process;
· Brevet ranks - long term higher duties opportunities;
· In situ development opportunities – relieving, secondments, training and development;
· Additional leave for specified locations;
· Travel concessions and travel days; and
· Free pass to the coast for specified locations.
Note: 13 February 2025 and 14 August 2025 are the closest payroll dates to the request to reflect a six-month period
(b) 214, from 13 February 2025 to 14 August 2025.
(c) 13 February 2025 – 7,273
14 August 2025 – 7,359
(d) The voluntary exit survey allows individuals to select from a range of reasons for separation, mainly related to lifestyle considerations.
(e) General initiatives include:
· Competitive salary - wage increase of 12.75% over three years following registration of the WA Police Force Industrial Agreement 2024 ;
· Flexible working arrangements;
· Career break policy, which allows a career break of up to 12 months for police officers at or below the rank of sergeant upon completion of 12 consecutive years of service as a police officer within the WAPF;
· Police officers receive an incapacity leave of absence (paid sick leave) to enable ill and/or injured officers to recover in an appropriate timeframe, taking into account general practitioner and/or specialist medical advice;
· Provisions for medical claims related to work and non work-related injuries and/or illness as well as the Police Compensation Scheme.
· Psychological services, peer support; and Health and Wellbeing support; and
· Career development and recognition of service to the WA Police Force and community.
In addition, specific Regional/Remote initiatives include:
· Subsidised and free rent;
· Air conditioning subsidy;
· District allowance;
· On-call allowance;
· 44-hour week;
· A one-off financial attraction incentive payment for specified locations;
· Attraction and retention allowance;
· Provisions for claims relating to work and non work-related injuries and/or illness, there is paid travel time for regionally based officers seeking medical attention during their ordinary hours, up to 40 hours per annum.
· Consideration is able to be given to the reimbursement of non work-related medical costs, where they may not meet the required assessment criteria, based on the availability of services provided in regional locations. This ensures that officers based at these locations are not disadvantaged and can receive a level of benefit in line with what is prescribed in the Industrial Agreement.
· Property allowance when selling or purchasing real estate due to transferring to or from regional Western Australia;
· The Home Owner Subsidy Scheme is being introduced in the next quarter to provide home loan subsidies as an alternative to rental subsidies;
· ‘Regional Western Australia only’ sergeant rank promotion process;
· Brevet ranks - long term higher duties opportunities;
· In situ development opportunities – relieving, secondments, training and development;
· Additional leave for specified locations;
· Travel concessions and travel days; and
· Free pass to the coast for specified locations.
Note: 13 February 2025 and 14 August 2025 are the closest payroll dates to the request to reflect a six-month period
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