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Introduction Studies show that changes to dental incentive structures and treatment timings impact behaviour among UK general dental practitioners (GDP). Since 1980, the British Dental Association (BDA) has conducted panel inquiries to understand the time taken to complete dental treatments, the most recent of these being the 1999 Heathrow Timings study.Aims Given significant changes to the UK general dental service (GDS) since 1999, this research aims to gain a refreshed understanding of the time involved to complete clinical treatments in the UK and gain insight into working hours.Materials and methods This study adopted a mixed-method research design, adapted from the BDA's Heathrow Timings study. Averages for 34 adult and 12 children's treatments were found using an online survey and group discussion with 15 GDPs.Results Overall, GDPs worked 35.23 hours per week, at an hourly rate of £39.94. Comparison to the Heathrow study in 1999 shows an increase in time to deliver multiple treatments, including clinical examinations, root canals, extractions, composite fillings, porcelain veneers, acrylic full dentures and children's extractions.Conclusion Overall, this study provides a current and updated insight into dental treatment times performed by GDPs in the UK and highlights a decrease in working hours and real-term earnings of GDPs over the past 20 years., (© 2024. The Author(s), under exclusive licence to the British Dental Association.)

Introduction Devon and Cornwall have been identified as 'dental deserts' with limited NHS dental access and high levels of oral health inequality. Challenges around recruitment and retention of the dental workforce have been acknowledged as an important contributory factor.Aims The aim of this research was to explore the experiences of dental practices within Devon and Cornwall in relation to recruitment and retention of the dental workforce.Method A self-administered, online questionnaire was used to explore various aspects of workforce recruitment and retention. The questionnaire included categorical rating scale and free-text question formats providing quantitative and qualitative data.Results In total, 106 dental practices responded to the survey, providing a response rate of 36%. The vast majority of respondents (94%) considered recruitment and retention to be a major barrier to delivering NHS services. Additionally, 77% of practices had a current staff vacancy, 57% had a dentist vacancy and 48% had a vacancy for dental nurses. Thematic analysis led to identification of four main themes which were considered to influence recruitment and retention: NHS system; economic challenges; logistics; and support networks.Conclusion A large number of dental practices in Devon and Cornwall are failing to operate at capacity due to workforce shortages, which is affecting access to services in both NHS and private practices. Recruitment and retention of dentists and dental nurses appears to be the most challenging factor, with NHS practices affected more than the private sector., (© 2023. The Author(s), under exclusive licence to the British Dental Association.)

Aims To provide information on the demographics and work patterns of the UK special care dentistry (SCD) specialist workforce.Design A self-administered electronic questionnaire.Setting All UK-based SCD specialists on the membership of the British Society for Disability and Oral Health and the British Society of Gerodontology.Materials and methods An electronic questionnaire was distributed to a potential 301 SCD specialists. Responses were descriptively analysed.Results One hundred responses (33%) were received. The majority of respondents were female (74%) and/or of white ethnicity (86%). Three-quarters (78%) were based in England and a third (37%) were based in South East England. Two-thirds (66%) worked in the community dental service. Forty-eight percent work part-time and 32% have had a career break. Forty-three percent are planning to retire by 2026 and approximately half (53%) plan to retire by 2031. A significant minority (44%) do not feel appropriately paid.Conclusions Workforce planners should anticipate the impact on specialist provision due to a combination of a predominantly female workforce with associated working patterns, an anticipated loss of numbers and experience, and the effect financial dissatisfaction may have on attracting trainees. Efforts should be made to increase racial diversity.