New Vetting Policy to be launched in phases
On 3 November 2025, the first phase of the new Vetting Policy comes into effect for all new appointments and disclosures.
As we work to make sure Fire and Emergency is a safe, positive and inclusive place for everyone, vetting will play an important role to keep our people safe.
“The Vetting Policy will be introduced in phases over the coming months. This work is complex, and we want to give everyone time to understand the processes, and what’s expected of you”, says Janine Hearn, Deputy Chief Executive People.
Key dates
| Date | Phase |
| 3 November 2025 | Vetting Policy in effect for all new appointments (paid and volunteer) and disclosures. |
| 9 February 2026 |
Vetting Policy in effect for those who meet the event-based requirements. Amnesty for self-disclosures begins for people in Tier 1-4 roles, Group Managers, Volunteer Brigade Leaders, and Ahikura practitioners. |
| May/June 2026 (tbc) |
10-year re- vetting will begin for people in Tier 1-4 roles, Group Managers, Volunteer Brigade Leaders, and Ahikura practitioners. Amnesty period ends. |
The timeframes for implementation of 10-year re-vetting for other roles will be announced in due course.
The Vetting Policy applies to everyone including employees (permanent, fixed term and casual), volunteers and contractors/consultants, along with prospective employees, volunteers, contractors/consultants and secondees from other organisations.
Two types of vetting will be undertaken: a Police vetting process for frontline/operational roles and a Ministry of Justice criminal record check for all other roles. Where someone holds a dual role, for example as an employee in a non-operational role and also a volunteer, then the broader Police vetting process will be followed.
Phased implementation
The first phase covers the prospective employee and volunteer groups of people via the new appointments process.
The next phase, which will roll out in February 2026, will see the Vetting Policy come into effect for those who meet event-based requirements. These include people appointed or seconded for a period of three months or more, into a new role that involves people leadership, has a broad span of influence, or has access to sensitive or confidential information.
All other dates, and the roll out sequence for other groups of employees and volunteers will be announced in due course.
“Regular vetting and re-vetting of all our personnel will help Fire and Emergency to keep our people safe, build a trusted and positive organisational environment, and maintain the high levels of trust the public has in us”, adds Janine.
Read more on the Vetting Policy and Processes Portal page.