{"id":512,"date":"2026-06-11T13:13:36","date_gmt":"2026-06-11T12:13:36","guid":{"rendered":"https:\/\/surgerywebtemp.org.uk\/p84665\/?page_id=512"},"modified":"2026-06-11T13:13:36","modified_gmt":"2026-06-11T12:13:36","slug":"practice-policies","status":"publish","type":"page","link":"https:\/\/surgerywebtemp.org.uk\/p84665\/practice-policies\/","title":{"rendered":"Practice Policies"},"content":{"rendered":"

GDPR Privacy Notice<\/a><\/p>\n

\n\t\t\t\n\t\t\t\tCovid-19 Privacy Notice<\/span>\n\t\t\t<\/summary>\n\t\t\t
<\/p>\n

The Information Commissioner recognises the unprecedented challenges the NHS and other health professionals are facing during COVID-19.<\/p>\n

The ICO (Information Commissioners Office) also recognise that \u2018Public bodies may require additional collection and sharing of personal data to protect against serious threats to public health.\u2019<\/p>\n

On 20th March 2020 the Secretary of State for Health and Social Care issued a Notice under Regulation 3(4) of The Health Service (Control of Patient Information) Regulations 2002 requiring organisations such as GP Practices to use your information to help GP Practices and other healthcare organisations to respond to and deal with the COVID-19 pandemic.<\/p>\n

In order to look after your healthcare needs during this difficult time, we may urgently need to share your personal information, including medical records, with clinical and non-clinical staff who belong to organisations that are permitted to use your information and need to use it to help deal with the COVID-19 pandemic. \u00a0This could (amongst other measures) consist of treating you; and enable us and other healthcare organisations to monitor the disease, assess risk and manage the spread of the disease.<\/p>\n

Please be assured that we will only share information and health data that is necessary to meet yours and public healthcare needs.<\/p>\n

The Secretary of State for Health and Social Care has also stated that these measures are temporary and will expire on 30th September 2020 unless a further extension is required.<\/p>\n

Please also note that the data protection and electronic communication laws do not stop us from sending public health messages to you, either by phone, text or email as these messages are not direct marketing.<\/p>\n

It may also be necessary to use your information and health data to facilitate digital consultations and diagnoses and we will always do this with your security in mind.<\/p>\n

If you are concerned about how your information is being used, please contact our DPO using\u00a0mhcc.ig@nhs.net<\/a>.<\/p>\n

<\/div>\n\t\t<\/details>\n

\n\t\t\t\n\t\t\t\tEquality and Diversity<\/span>\n\t\t\t<\/summary>\n\t\t\t
<\/p>\n

Staff and patients<\/h2>\n

The practice is committed to ensuring that, as far as is reasonably practicable, the way in which we provide services to the public and the way in which we treat our staff reflects their individual needs and does not discriminate against individuals or groups on any grounds.<\/p>\n

Equality and Diversity<\/h2>\n

The practice aims to promote equality and diversity and value the benefits this brings. It is our aim to ensure that all staff feel valued and have a fair and equitable quality of working life.<\/p>\n

Human rights<\/h2>\n

The Practice is committed to the principles contained in the Human Rights Act. We aim to ensure that our employment policies protect the rights and interests of our staff and ensure that they are treated in a fair, dignified and equitable way when employed at the Practice.<\/p>\n

Information governance<\/h2>\n

Any practice policy which impacts on or involves the use and disclosure of personal information (patient or employee) must make reference to and ensure that the content of the policy is comparable with the relevant statutory or legal requirement and ethical standards.<\/p>\n

Data Protection Act 1998 and the NHS Confidentiality Code of Practice<\/h2>\n

The Data Protection Act (DPA) provides a framework which governs the processing of information that identifies living individuals. Processing includes holding, obtaining, recording, using and disclosing of information and the Act applies to all forms of media, including paper and images. It applies to confidential patient information but is far wider in its scope, e.g. it also covers personnel records.<\/p>\n

The DPA provides a legal gateway and timetable for the disclosure of personal information to the data subject (e.g. Health Record to a patient, personal file to an employee). Whilst the DPA applies to both patient and employee information, the Confidentiality Code of Practice (COP) applies only to patient information. The COP incorporates the requirements of the DPA and other relevant legislation together with the recommendations of the Caldicott report and medical ethical considerations, in some cases extending statutory requirements and provides detailed specific guidance. This Equal Opportunities and Diversity Policy contains the following sections:<\/p>\n

    \n
  1. Introduction<\/li>\n
  2. Practice Statement<\/li>\n
  3. Recruitment and Selection<\/li>\n
  4. Employee relations<\/li>\n
  5. Zero Tolerance<\/li>\n<\/ol>\n

    Introduction<\/h2>\n

    The practice is committed to equal opportunities and to building a valued workforce whose diversity reflects our community. Our Equality and Diversity Policy takes into account all current UK and EU legislation and guidelines, including codes of practice from the Equality and Human Rights Commission.<\/p>\n

    This Equality and Diversity Policy has been written in accordance with current best practice and has been updated in line with the Equality Act 2010.<\/p>\n

    Practice statement<\/h2>\n

    Under the Equality Act 2010, it is against the law for a company to discriminate against anyone on the grounds of colour, age, sex, race\/nationality \u2013 including citizenship \u2013 ethnic or national origins, marital status, civil partnership, disability, sexual orientation, gender reassignment, any religion, or religious or philosophical belief.<\/p>\n

    It is also possible for employees to claim discrimination on a combination of two of these grounds. Similarly, if employees discriminate against a colleague or patient, the Practice could be held vicariously liable for their acts and be responsible for paying the compensation or damages to the victim of the discrimination.<\/p>\n

    If the Practice can prove that it has done all that was reasonable to prevent the discriminatory acts from occurring, then its liability can be reduced or eliminated. Having an equal opportunity policy and apprising all staff of its existence is one of the things that a reasonable employer should do. The Practice has the following policies in place which need to be read along with this Equality and Diversity policy:<\/p>\n