Policies

At Stonydelph Dental Practice, we're committed to making your experience a comfortable, fair and respectful as possible. We know that every patient is unique, and we aim to treat each individual with care and understanding.

Our team understands that everyone has different needs, and we strive to provide a supportive environment for nervous patients, children, those with additional needs and anyone who may need extra time.

Appointments & Cancellations.

We kindly ask for patients to give at least 24 hours notice if you need to cancel or reschedule an appointment. This allows us to offer the time to someone else in need. Missed appointments or short notice cancellations may incur a fee.

Payment Policy.

NHS patients - All payments should be made on the day of appointments.

Private patients - Deposits may be asked to be able to book your appointment in. Payments should be made on the day of your appointment, unless arranged otherwise.

Confidentiality.

Your privacy is very important to us. All patient records are handled in accordance with data protection regulations, and your information will never be shared without your consent.

Feedback & Complaints.

We're always looking for ways to improve. If you have any feedback - positive or otherwise - please let us know. If something hasn't met your expectations, we encourage you to speak to Denise Harvey, our Practice Manager.

Here are a few of our own policies we hold at Stonydelph Dental Practice

Wellbeing & Mental Health Policy

Mental health issues affect many people. Mind, the mental health charity, suggests that 1 in 6 workers are
dealing with a mental health problem such as anxiety, depression or stress. This can seriously impact their
ability to work at their best and productivity and morale in the workplace can suffer.

Businesses function better when staff are healthy and motivated, therefore if an employer can provide
support to staff suffering from mental health issues, it can help them recover. It also helps to make
employees feel comfortable knowing if they have issues, they will be supported rather than disciplined.
There are several signs which may suggest a person is struggling with a mental health problem, although it’s
always wise not to jump to any conclusions until the staff member has been spoken with.

These include:

Increased lateness due to over-sleeping or being constantly tired
Changes in behaviour towards staff members or patients
Reduction in productivity or quality of work
Reduced sense of humour, easily irritated
Increase in smoking or drinking habits
Decreased appetite

It is important to have a discussion with staff as early as possible if you are concerned. It doesn’t have to
be in a formal setting but letting them know as a manager you are there to help and support may help
them to address their issues before they escalate.
Mental wellbeing can be discussed during an annual appraisal using the mental health questionnaire as a
base for discussion and it will be considered in back to work interviews following periods of sickness.
For further guidance, please speak to Denise Harvey, or visit mind.org.uk/work.

Menopause Policy

Section 2 of the Health and Safety Work Act 1974 requires employers to ensure ‘the health and safety and
welfare at work’ of all employees.

The Workplace (Health, Safety and Welfare) Regulations 1992 place an overriding duty on employers to
make workplaces suitable for the individuals who work in them.

The Management of Health and Safety at Work Regulations 1999 require the employer to undertake a
suitable and sufficient assessment of risks and take action to prevent exposure to risks.
Appropriate information/support will be provided to all staff with regards to the menopause.
Work conditions will be reviewed to take account of the difficulties that some women experience during
the menopause.

Reasonable adjustments will be considered where necessary.
We have policies that allow work adjustments such as flexible working, sickness absence procedures that
allow women time off if needed for health appointments, or more breaks to help them during this
temporary time of their menopausal transition.

There is increase awareness ensuring that women and men feel supported and comfortable in discussing
the menopause in the workplace.

Risk assessments are carried out for staff member during the menopause which consider the specific
needs of menopausal women and ensure the working environment will not make their symptoms worse.
The assessments addresses welfare issues, such as toilet facilities, access to cold drinking water,
temperature and ventilation.

Further guidance and advice https://www.nice.org.uk/guidance/ng23