Overview
There are two common routes to employing someone who is working towards a dental nurse qualification: employing a trainee dental nurse or employing an apprentice dental nurse.
The traditional route involves employing a trainee dental nurse and enrolling them on a recognised dental nursing course while they work in the practice. Under this model, the practice and/or trainee are usually responsible for course fees, examination fees and any associated training costs. The training programme is generally more flexible, as it is not linked to apprenticeship funding requirements or a fixed apprenticeship standard. However, the trainee dental nurse must still complete the required qualification, workplace assessments and practical experience needed to become eligible for registration. The trainee dental nurse may also continue with their course if they leave your employment and work elsewhere.
Apprenticeships are structured, work-based training programmes that combine practical experience with formal learning and lead to nationally recognised qualifications. In dental practices, they are most commonly used to train dental nurses and provide an established route into the profession while supporting workforce development. Apprenticeships often benefit from government funding arrangements, which can significantly reduce training costs for employers.
However, employing an apprentice is not the same as employing a trainee dental nurse or another member of staff. Apprenticeship arrangements involve specific legal, contractual and funding requirements. Apprentices must complete a defined training programme, undertake off-the-job training and meet the requirements of the relevant apprenticeship standard. Training providers also play a more active role in supporting and monitoring progress throughout the programme.
Our employing apprentices in dental practices advice contains more information about this.
Both routes lead to a recognised dental nursing qualification and eligibility to apply for GDC registration. The main differences relate to funding arrangements, programme structure, documentation requirements, flexibility, duration requirements and the assessment processes involved.
When deciding which route is most appropriate, practices should consider their recruitment needs, available resources, training budgets and ability to support the learner throughout their programme.
