DIRECT ACCESS - Guidance to BSDHT Members Direct Access came into effect from 1 May 2013. But what does it mean for Dental Hygienists and Dental Therapists? The GDC have published guidance notes on the subject and these are repeated from page 3 of this document.   

Click to download BSDHT Guidance on Direct Access

Direct Access Guidance

The publication of Peer Review in General Dental Practice in 2018 led to the formation of 11 peer review groups which were funded by the Shropshire and Staffordshire LDN and supported by the North Staffordshire, Shropshire and South Staffordshire LDCs.

This was a local policy document that provided the governance and funding structure for setting up peer review groups in the Shropshire and Staffordshire region.

To date, over 60 peer review group meetings have taken place and over of 120 hours of CPD. Although this demonstrates a level of success for peer review in the local area, it was understood that more practices could be involved in the scheme; there are over 200 NHS dental practices in Shropshire and Staffordshire.

In addition, there was a lot of variation in how each group operated. For example, one group had 25 participants whilst another had 8. Furthermore, verifiable CPD certificates were not always provided and the number of meetings per cycle ranged from 3 to 6.

Click the links below to download the Peer Review for the Dental Team: National Toolkit (separate documents)                                                                                                                                                                                            

Peer Review for the Dental Team Resources

Peer Review for the Dental Team Quick Reference Guide

Peer Review for the Dental Team National Toolkit July 2022

Peer Review for the Dental Team National Toolkit - How to set up a funded peer review

Peer Review for the Dental Team National Toolkit - 10 Steps to running a peer view group

Peer Review for the Dental Team National Toolkit

Employers have a responsibility under the Equality Act 2010 to make reasonable adjustments to an employee’s role or working conditions if they have a disability which puts them at a disadvantage.

Under that Act, menopause is covered under three protected characteristics: age, sex and disability discrimination.

Compensation under the Equality Act is uncapped – claimants can claim for loss of earnings and loss of pension; they can also issue proceedings against individuals in the workplace, who may then have personal liability for any compensation awarded.

The Health & Safety at Work Act 1974 covers working conditions when experiencing menopausal symptoms.

Under the Employment Rights Act 1996 a dismissed employee with two years’ service with a practice can claim unfair dismissal.

Employees who resign can claim that the behaviour and conduct of their employer led them to resign – “constructive dismissal”

Click the link below to download the BADN Menopause Policy and sample template                                                                                                                                                                                            

BADN Menopause Policy

Please see updated Covid 19 Guidance as of November 2022 

Covid 19 Guidance - November 2022

Covid Guidance as of November. Click to download BSDHT Guidance on Covid 19 (as of November 2022 

Click here: Covid Guidance