Advice In Practice

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A1.1.1 When a practice is sold or otherwise disposed of, or when a particular practice association ends, registered dispensing opticians have a duty to ensure the continuing welfare of patients. In the case of closure, arrangements should be made for the transfer of patients’ records to another practice. When the practice is transferred, the public, and in particular existing patients, should be informed and the new owners identified. If it is not possible for the records to be transferred to another practice, rather than their being destroyed, records should be offered to the Primary Care Organisation (PCO) or a person nominated by the PCO.

 

 

A1.2.1 Employers may only request a DBS check when the role is legally eligible and the employee provides the necessary information to complete it. Requesting a Standard or Enhanced DBS check without legal entitlement is a criminal offence under the Police Act 1997.

Updated 26/01/26

 

A1.3.1 Employers may ask candidates to apply for a Basic Disclosure from the Disclosure and Barring Service (DBS) to support recruitment decisions. A basic DBS disclosure shows unspent convictions only.
There is no legal obligation for employers to request a DBS check unless the role requires it by law. For roles covered by the Rehabilitation of Offenders Act 1974, candidates are not required to disclose spent convictions, and employers must not take spent convictions into account.
Where a role is exempt from the Rehabilitation of Offenders Act, employers may lawfully ask about spent convictions and request a standard or enhanced DBS check, subject to DBS filtering rules.
If a candidate knowingly provides false information about unspent convictions, or fails to disclose information where disclosure is lawful and required, this may be treated as a disciplinary matter and could lead to dismissal. Employers are advised to make disclosure requirements clear during recruitment and within employment documentation.

Updated 26/01/26

A1.4.1 When employing those under 18 such as students on work experience, employers should be mindful of such issues as:

  • health and safety
  • confidentiality of data
  • insurance

 

 

A1.5 In the UK, individuals who meet statutory criteria may apply for and obtain a Gender Recognition Certificate (GRC) under the Gender Recognition Act 2004, which provides legal recognition of their acquired gender for most legal purposes and affords enhanced privacy protections in relation to gender history.

In line with the General Optical Council (GOC) Standards of Practice, eyecare professionals must treat all patients with dignity, respect and fairness, and must not discriminate unlawfully. Practitioners should communicate with patients in a respectful and person-centred manner, including using names, gender and pronouns in accordance with the individual’s expressed identity, regardless of whether a GRC has been obtained.

Patient information must be recorded, used and disclosed appropriately and lawfully, in accordance with the Equality Act 2010, the Gender Recognition Act 2004, and applicable data protection legislation. Registrants are responsible for ensuring that their practice environment and record-keeping arrangements support patient dignity, confidentiality and trust.

Last update 20/01/26