We are a progressive occupational health provider based in Northwich, Cheshire.

Taking a great pride in what we do, we place an emphasis on quality, not quantity and getting our services right. We are nurse led, with a multi-skilled approach and we have super smart technology to support everything we do.

We have grown considerably in the last couple of years with great client feedback and we are expecting to grow some more, expanding our services from the educational sector into other areas and this is an exciting time for us.   Please take some time to get to know us at www.smartclinic.com

The role

We are looking for a self-motivated, enthusiastic Occupational Health Nurse Advisor, to work with us to support us in the delivery of our services. We can accommodate a part time, or full time role. We can accommodate remote or hybrid working based out of our office in Northwich, Cheshire (dependent on location).

The role reports to Team Leader/Occupational Health Manager and a SCPHN(OH) qualification would be preferred, but an occupational health specific qualification is required.

Behaviours and values

We are looking for someone with energy and drive, to take a pride in their work and be responsible and accountable for our client outcomes. Smart Clinic values diversity and inclusion and welcomes applications from candidates with diverse backgrounds

Experience

• Strong case management skills
• At least 2 years’ experience in an occupational health setting
• Qualification on occupational health (SCPHN or similar)
• Computer literate with practical skills, all our reports typed
• Effective organisational and time management skills
• Sound communication skills with ability to work independently within a small team

Responsibilities

You will be undertaking case management and pre-placement assessment via telephone assessment or via our video platform.

Training will be provided for the video platform.

You are required to keep clear and accurate records, using our system, ensuring records are always kept confidentially and securely.

We will expect you to contribute to the internal clinical audit process, continuously evaluating your own practice and contributing towards the practice of others.

Adherence to our KPIs always is key to our service delivery. We ask you to work cooperatively with our colleagues and clients and respect the skills, expertise and contributions of others.

Salary and benefits

The salary will be competitive and in line with the candidate’s experience.

Our flexible schedule allows you to set your work hours, to start early or start late. We can accommodate full time or part time (with a minimum of 0.6 FTE).

You will have access to the same services we provide our clients, including EAP, physiotherapy, counselling, optical care, and a virtual GP.

Company pension

Support with CPD, training and annual NMC fee reimbursement. Holiday begin at 20 days per annum + a duvet day and increase incrementally with service.

To apply

To apply, please send your CV and covering letter to clientsupport@smartclinic.com
We will require photographic evidence of identification for interview, with a copy of your NMC statement and the successful candidate will also undergo a DBS check.

Like any supplier, if you’ve had a bad experience with an occupational health provider, you’re understandably going to be reluctant to make a long-term financial commitment to a new one any time soon.

It makes sense, and is probably the best commercial decision for your organisation.

Being tied into a contract can mean setup fees, monthly retainers, data-processing charges, and other ongoing costs. These costs are undesirable at the best of times, but they’re particularly frustrating when you’re paying them to a provider you feel is underperforming.

This is something we observe often. Occupational health is a sector with a wide variety of provider quality, and we regularly hear from HR teams about challenging experiences where advice has lacked speed, balance, impartiality, or cost-efficiency.

Fortunately, there’s an alternative to a retainer: a pay-as-you-go occupational health model, often referred to as ad-hoc occupational health.

Not all occupational health companies offer this. Some don’t like to work in such a transactional way—especially with smaller clients who may only need the service once or twice. It also requires a provider to have enough confidence in its own service to trust that clients will return, even without being tied into a contract.

This is exactly our philosophy at Smart Clinic. We want you to have the flexibility to use whichever occupational health provider works best for you. If that’s us, we’re thrilled. If it’s not, we don’t want you to be stuck in a contract you’re trying to escape.

Getting started is simple: register your pay-as-you-go occupational health account and you’re ready to go. Smart Clinic services are then available whenever you need them—and in the meantime, it costs you nothing.

You’ll see our price list when you sign up. It’s fully transparent, with no hidden fees. We hope this gives your organisation the flexibility, clarity, and trustworthy ad-hoc occupational health service it needs to restore your confidence in occupational health.

1. Mr P Walker v Openreach Ltd — How neurodiversity and long-term absence must be managed with OH input

In June 2025, an Employment Tribunal ruled in favour of Mr Walker — finding that his dismissal by his employer Openreach Ltd was unfair and amounted to unlawful treatment arising from disability.

What happened

• Mr Walker had been diagnosed with ADHD (alongside anxiety and depression), which was disclosed to Openreach.
• Occupational Health was eventually consulted in mid-2023, and recommended that he was unfit for his then desk-based role but potentially capable of alternative work (e.g., field engineering, where he had prior experience).
• Despite the OH findings, the employer dismissed him instead of offering a suitable redeployment. On appeal, he was offered a “trainee-level” role far below his prior grade — a solution he reasonably rejected.

Tribunal’s decision and lesson for employers

• The Tribunal accepted Walker was a “disabled person” under the Equality Act 2010.
• It found unfair dismissal and “unfavourable treatment arising from disability” because the employer failed to meaningfully engage with OH recommendations or explore suitable adjustments or redeployment.
• However, the Tribunal did not uphold a claim of direct disability discrimination (i.e., it did not find bias or malice).

Employer takeaway: neurodiversity and long-term absence must be treated as serious disability-related issues, not “conduct problems.” Involving OH early, acting on their recommendations and genuinely considering redeployment or reasonable adjustments is vital to avoid unfair dismissal claims.

2. Blewitt v Mach Recruitment Ltd — Treating ill-health as “inconvenient” is a legal minefield

Another striking 2025 decision saw a former senior director awarded almost £190,000 after his dismissal following a serious illness.

What happened

• In 2020, Mr Blewitt suffered a cardiac arrest, leaving him with a hypoxic brain injury that impaired memory, cognition, caused fatigue and anxiety.
• After some return to work, his employer dismissed him in September 2022, citing “ill-health” — but without meaningful consultation, adjustments or OH involvement.
• The dismissal was done remotely, with no proper process, documentation or follow-up.

Tribunal’s decision and lesson for employers

• The Tribunal found the dismissal unfair and discriminatory. It concluded that management had “wholly failed” to engage in a reasonable process or treat his health needs seriously.
• The high payout (c. £187,585) underscores the financial risk in treating serious health conditions as a nuisance or inconvenience.

Employer takeaway: serious health events — even when they impact senior, long-term staff — must trigger a robust and empathetic OH-driven process. Failure to consult OH or to consider adjustments/redeployment before dismissal can result in very significant tribunal awards.

3. Croner‑i Ltd v Mrs E Neal (2025 Tribunal) — Poor OH handling and generic HR advice is not a safe strategy

In a 2025 judgment involving Croner‑i Ltd, the Tribunal ruled that the employer had discriminated against a disabled employee and unfairly dismissed her.

What happened

• Mrs Neal disclosed a hearing impairment to the employer. Rather than conduct a meaningful consultation or refer her to OH, the employer placed her on a performance plan. (Impact HR)
• There was no real effort to explore “reasonable adjustments” (for example, support with hearing, adjusted workload or communication method).
• She was then dismissed without the employer ever engaging occupational health or documenting a proper process.

Tribunal’s decision and lesson for employers

• The Tribunal found discrimination and unfair dismissal. The “scripted” HR advice or standard dismissal process was insufficient when disability was involved — the employer still carried full liability.
• This demonstrates that outsourcing HR advice or relying on standard procedures does not relieve an employer’s duty under the Equality Act 2010 to consider reasonable adjustments and engage with health concerns properly.

Employer takeaway: generic or outsourced HR guidance — without proactive OH referral or tailoring — is a dangerous shortcut. Employers must treat health disclosures seriously, consult OH where appropriate, and document every step.

The common thread — and what smart employers do differently

What unites these rulings is not the type of illness or impairment involved — but the failure by employers to engage occupational health meaningfully, or to act on OH recommendations properly. The message is clear:

• OH should be consulted promptly, at the earliest practical juncture.
• Recommendations from OH — whether about redeployment, adjustments, or role suitability — should be taken seriously and implemented where reasonable.
• Every step should be documented: meeting minutes, correspondence, decisions, adjustments — all carefully recorded.
• Employers must recognise that “health-related performance issues” are often disability-related, and cannot simply be treated as misconduct or poor performance.

When employers follow these practices, OH becomes more than a box-checking exercise — it becomes a strategic tool to manage risk, retain valued staff, and demonstrate duty of care.

So…

The 2025 tribunal cases show that Occupational Health is not a “nice to have” — it is a critical safeguard against legal risk. Where OH is ignored or undervalued, employers run very real risks: unfair dismissal claims, disability discrimination findings, and substantial financial penalties.

By contrast, employers who embed OH early, act on its advice, and maintain transparent, documented processes are far better equipped to navigate health-related issues effectively and fairly — protecting both their staff’s wellbeing and the organisation itself.

Let’s consider what OH actually does.

There are two aspects to the purpose of OH; firstly there’s the clinical assessment (that’s the ‘health’ bit in ‘occupational health’). This means that primarily, these are assessments of employees’ health, including their medical history, medication, symptoms, functional ability, social context and much more. It’s what we, in the industry, call the biopsychosocial approach. Secondly, there’s the consideration of how the individual’s health affects them at work, if at all (that’s the ‘occupational’ bit).

So in other words, occupational health providers are assessing the impact of health on someone’s work.

Why do you need this in HR?

As an employer you have a duty of care to your employees. Legislation such as the Health and Safety at Work Act (1974), and the Equality Act (2010) make it clear that employers have an obligation to ensure that employee health and wellbeing is being protected wherever possible, and if someone has a disability that you’re doing what you reasonably can do to help the employee overcome any disadvantage suffered as a result of their disability. This is called ‘reasonable adjustments’.

Health can impact someone’s ability to work normally. This could be long-term, it could be short-term. It could be through something easily measurable, such as attendance rates or target-related performance, or something less measurable, like behaviour at work or attitude.

Whatever the case may be, you as an employer need the output from your employees to be of a certain standard. Regular absences, poor performance or unpredictable behaviour can be problematic for an employer, and in these sorts of cases they are typically managed via your internal procedures, such as absence management policies, performance improvement plans and even disciplinary procedures for instance.

However if health conditions, and perhaps even disabilities are part of the cause for this, then you need to consider these before doing any sort of ‘management’ action – the case law on this is very clear. And because you’re (presumably) not a medical professional, this isn’t really something you can do. And you certainly aren’t independent either unfortunately.

So seeking advice from a specialist independent clinician like an occupational health nurse will provide you an independent view on what impact (if any) their health condition is having on their work, and anything you can do to support the employee. It will give a view on what the employee needs (rather than what the employee wants), and help you to ensure you are providing the employee every opportunity to be successful within your organisation.

So in summary, occupational health is providing you independent, clinical advice, that helps to ensure the employee is being treated fairly in relation to their health conditions, whilst ensuring an employer isn’t inadvertently discriminating against an employee or making adjustments that may not even be required.  

So we’ve pulled together all the review scores for some key occupational health companies from independent review sights TrustPilot and Google, and used these to rank the top 10 best-rated providers.

Only companies with 10 or more reviews across TrustPilot and Google have been included, and the scores across both have been averaged to calculate their ranking.

This article should only be used for information purposes, and you should do your own research too, but this will hopefully save you a little time in the process. YIn the meantime, you may also find this short webinar on procuring occupational health useful.

Top rated: Smart Clinic

For the third year in a row, Smart Clinic are the top rated occupational health provider on both Google (5.0) and TrustPilot (4.9), based on a combined total of more than 500 reviews.

Smart Clinic is a national, SEQOHS-accredited occupational health provider established in 2015.

2. Express Medicals

Express Medicals are an occupational health and D&A company, establised in 1996 by Dr Dan Hegarty.

They get excellent reviews on both TrustPilot (4.8) and Google (4.9).

3. Global OHS

Global OHS is based in Brighton and provides medicals, health surveillance, management referrals, immunisations and other health and wellbeing services. They have a rating of 4.7 on TrustPilot and 5 on Google.

4. Concept Occupational Health

Based in Northern Ireland, and also serving the Republic of Ireland, Concept Occupational Health is a growing occupational health company with excellent reviews, scoring 4.6 on TrustPilot and 5 on Google.

5. All Health Matters

All Health Matters is an employee-owned occupational health and private GP company. It scores 4.5 on TrustPilot and 5 on Google.

6. Medwyn

Medwyn is an occupational health provider that has been operating since 1988. They’re a small company based in Surrey and led by Dr Stewart Tomlinson, and score 4.5 and 4.1 on TrustPilot and Google, respectively.

7. Occupational Health Assessment Ltd

Occupational Health Assessment Limited is a SEQOHS accredited provider of rapid advice to employers on health-related matters. It scores 3.8 on TrustPilot and 4.6 on Google.

8. Insight Workplace Health

An occupational health provider with clinics accross Wales and mobile screening units. The company scores 3.5 on TrustPilot and 4.8 on Google.

9. Medigold

Medigold Health are also one of the largest occupational health businesses and acquired Health Management, another large occupational health provider, in 2023. Medigold were founded in 1998 by Dr Mike Goldsmith and is now managed by his son, Alex Goldsmith.

Medigold has a number of Google review pages, with the highest one scoring 3.8, and this year sees a slightly improved TrustPilot rating of 4.4.

10. Latus Group

Latus Group are an occupational health provider who have grown by acquisition recently. They score 4.9 on TrustPilot but 2.5 on Google.

Feedback validation

Smart Clinic are an occupational health business, so we know that we’re not independent. For that reason we have ensured that everything presented in this page is purely factual, and the reviews only use independent review sites with complex validation methods.

Feedback has been gathered from TrustPilot, Google, Feefo and Reviews.io.

All data is correct as of 28th November 2025.

Only companies with 5 or more ratings / reviews have been included for validation.

Their ranking in this list has been calculated using their average score across all sites that match the above criteria.

Glassdoor and Indeed have specifically been excluded from this, as these generally relate to employee experience rather than clients.

It means that for all pay-as-you-go cases, you have a central record of any invoices that have been raised, as well as their payment status.

Since we are now managing the invoicing via our own, custom-built portal, this gives us greater flexibility with our invoicing options. For instance if you want invoices to be sent to a different place, or grouped according to business unit, we may be able to achieve this.

How it works (if you’re interested)

Recipients

We have two types of recipients; administrators on the account, and ‘invoice only’ contacts.

An administrator is someone who can login, make referrals, see case statuses, and all the other great things you can do with an admin account – typically this would be someone from an HR department for example. By default, administrators will also receive copies of invoices, however you can ask us to turn this off for you if you’d like. Even if we turn off invoice notifications, you can still access invoices from the admin area anyway in case you ever need to.

An invoice only contact is someone who has no access to the admin client area at all, but who will still receive copies of invoices. Typically this would be someone from your accounts team.

If you need anyone adding, removing, or adjusting, with either of the above permissions, please contact us.

Invoice details

We will never include the names of those referred to us on an invoice. This is to protect an individual’s confidentiality in line with data protection legislation (for example if an invoice is sent to someone in the accounts team, it’s not appropriate for the accounts team to know who has and hasn’t been referred for health reasons). However the invoice will include a case reference number, also known as a case ID, which can be easily cross referenced on your admin client area as required.

Invoice regularity and grouping

This new feature also allows us to group multiple cases onto a single invoice, something that historically wasn’t possible for most clients. Therefore this should make processing invoices considerably easier for both you and us, as it means fewer invoice transactions.

Similarly, if you have a more complicated account structure where you have multiple accounts (for instance multiple regions setup separately, multiple schools in a trust, or multiple businesses in a group) we can also invoice by ‘group’ or by each individual account. If you have a preference on this, please let us know.

Purchase orders

You can provide us with two types of purchase order.

You can have a single purchase order for all cases, which will appear at the top of all invoices. If you would like this, please contact us to inform us what purchase order you want adding.

Alternatively (or additionally) you can have a purchase order unique to each individual case. If this is required, please supply this when prompted during the referral and it will appear on your invoice as requested.

Payment terms

Just a reminder that our payment terms are 30 days. This was agreed to as part of your agreement with us when you created your account and remains our fixed payment terms.

We would kindly ask that you stick to these payment terms, and we reserve the right to suspend access to the service and charge interest to any clients who exceed 30 days.

Finally

Thank you for making it this far. We appreciate invoicing isn’t the most exciting part of the process, so we hope this makes things a little easier and smoother for you, and helps to make your experience with Smart Clinic even better!

If you need clarification on any of the points above, please contact us on hello@smartclinic.com.

Employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for disabled employees, which includes many neurodivergent individuals. Beyond legal compliance, making these adjustments is key to fostering an inclusive, productive, and mentally healthy workplace.

Why Reasonable Adjustments Matter

From an occupational health perspective, failing to support neurodivergent employees can lead to stress, burnout, and disengagement. Conversely, appropriate adjustments can enhance performance, reduce sickness absence, and promote retention. It’s not just about “leveling the playing field”—it’s about recognising and valuing different ways of thinking.

At Smart Clinic, we work with businesses across the UK to ensure occupational health policies are inclusive, compliant, and tailored to diverse needs. Below, we outline practical and reasonable adjustments employers can make to support neurodiverse staff.

Examples of Reasonable Adjustments for Neurodiverse Employees

1. Flexible Working Arrangements
   • Remote or hybrid working options
   • Flexibility with start and finish times
   • Breaks during periods of sensory or emotional overload
2. Modified Communication Styles
   • Providing written summaries after meetings
   • Allowing extra time to process information
   • Using clear, concise language in instructions
3. Workplace Environment Changes
   • Quiet zones or noise-cancelling headphones
   • Lighting adjustments to reduce sensory discomfort
   • Clear signage and decluttered workspaces
4. Role-Specific Adjustments
   • Customising job roles to focus on strengths
   • Reducing multi-tasking or interruptions
   • Structured routines and predictable tasks
5. Training and Awareness
   • Neurodiversity training for managers
   • Coaching and mentoring for neurodiverse staff
   • Promoting a workplace culture of empathy and inclusion

The Role of Occupational Health Providers

Partnering with a professional occupational health service like Smart Clinic ensures that adjustments are evidence-based, practical, and in line with current legislation. We provide:

• Workplace assessments for neurodivergent employees
• Expert guidance on reasonable adjustments
• Support with phased returns to work
• Mental health and wellbeing programmes tailored to neurodiversity

Our aim is to support both the employee and the employer, ensuring sustainable outcomes and reducing the risk of workplace stress or discrimination claims.

Final Thoughts

Making reasonable adjustments for neurodiverse employees isn’t just good practice—it’s smart business. With the right occupational health strategies, employers can unlock the potential of a diverse workforce and create a more inclusive, productive environment for all.

If you’re looking for expert guidance on supporting neurodiverse employees, Smart Clinic is here to help. Contact us today to learn more about our occupational health services and how we can support your team.

Smart Clinic offers short-term person-centred counselling.  All counselling sessions are client, rather than therapist led.  Your counsellor can help you to explore your feelings in relation to a specific problem or difficulty you are facing and focus on making changes.  The counsellor will offer a non-judgemental space where you can feel valued and respected. 

What is short term counselling?

Short term counselling is a talking therapy which allows you to explore your feelings and thoughts in relation to specific problem you are currently facing with the help of a professional counsellor. The counsellor will help you to focus your thoughts and feelings and explore what these personally mean to you.  Counselling can help you to gain a better understanding of yourself, or your situation.  Counselling does not focus on past issues.

Why do Smart Clinic complete an assessment?

Smart Clinic conduct an assessment for several reasons; this is mainly to ensure that short-term person-centred counselling is a suitable option for you.  As counselling involves the exploration of difficult and often painful emotions, it is important to ensure a clinically safe and ethical service to clients.  Smart Clinic follow National Institute for Health and Care Excellence (NICE) guidance stepped-care model to ensure suitability for short term interventions.  Where short-term interventions are not recommended, Smart Clinic will endeavour to offer signposting to more clinically suitable services.

Are sessions confidential?

All assessments and sessions are confidential; however, confidentiality can only be assured where there is no threat of harm to yourself or any third parties.

How long will the sessions last?

Sessions last for up to 50 minutes.  This includes 5 minutes for arranging a next session (where applicable).  Sessions will take place on a regular, usually weekly, basis.

Are there any expectations?

Smart Clinic want you to benefit from services offered to you and assure a professional and ethical service.  However, counselling requires a personal commitment on your part to engage fully in the therapeutic work, and of time; therefore, we ask that you ensure adequate privacy and availability for sessions.  Smart Clinic request that you give a minimum of 24 hours’ notice should you need to cancel or reschedule a session, and whilst we understand that things pop up from time to time, should you reschedule sessions on more than two occasions, we will request that you re-refer at a time when sessions are more achievable for you.  Should you fail to attend a session without giving cancellation notice, Smart Clinic will close your case, with any remaining sessions being forfeited. 

Important things to consider:

Counselling is not just talking or offloading

Counselling is a professional and structured process with a focus on growth and change.  Clients often look for a place to talk about their thoughts, feelings and situation, however, may not need to enter a clinical process of counselling, often because they are not seeking a process of change; rather a confidential space to feel heard and supported.  Smart Clinic offer their helpline, which is available 24/7/365 on 0845 862 2113.  Additionally, you may access the Wellbeing hub provided by our employee assistance partner, Health Hero.  You may request a call from a counsellor (up to 30 minute duration) via the Health Hero Wellbeing hub, which can be accessed here  which may provide a helpful solution when looking to engage with a process of support rather than a professional process of change.

To create a new account, your organisation’s username is SmartClinic

and your organisation’s password is EAPsupport

Alternatively, your assessment session bookable via your Smart Clinic client area may provide you with sufficient support and information that you do not feel it necessary to proceed to counselling sessions at that time. 

 Counselling is not psychotherapy

Whilst both counselling and psychotherapy are talking therapies, they differ in scope, duration and the depth of exploration they undertake in addressing emotional difficulties.  Psychotherapy is usually offered over a longer-term basis, and explores deeper emotional, behavioural, and psychological patterns.  Psychotherapy often explores the root causes of problems, often stemming from past or childhood experiences, whereas counselling has firm footings with present issues, exploring feelings and thoughts in the “here and now” arising from current and present problems.  The focus with counselling is on examining the personal meanings of those feelings, facilitating the capacity for change and growth. 

Counselling is not cognitive behavioural therapy

Counselling focuses on understanding and exploring emotions relating to a current problem, whereas cognitive behavioural therapy is a structured, solution focused approach which examines how thought processes contribute to emotional distress and behavioural difficulties.  Cognitive behavioural therapy seeks to identify and change negative thought patterns and behaviours.  Cognitive behavioural therapy is a directive, goal oriented, psycho-educative model of therapy which facilitates new skills and coping techniques to challenge and transform current thinking patterns.

If you think that cognitive behavioural therapy might better suit your needs, Smart Clinic can offer access to our online cognitive behavioural therapy (cCBT) course for 12 months as an alternative to counselling sessions.

What about trauma?

Individuals having experienced or been exposed to any kind of trauma require a trauma informed approach to therapy.  Trauma can affect individuals in many ways, and it is imperative that the therapy approach avoids re-traumatisation.  Smart Clinic follow NICE guidance and recommends Step 4 specialist intervention services available via NHS talking therapy services. 

Do Smart Clinic offer specialist counselling services?

Smart Clinic offer short term counselling and interventions i.e., step 1 (self-help) and step 2 (low intensity) interventions.  Should you require longer term counselling, cognitive behavioural therapy, psychotherapy, specialist support or crisis intervention, Smart Clinic are unable to provide these services. 

This service is designed to provide more specialist clinical health advice to employers and employees who are experiencing mental health issues that may be impacting on them in the workplace, or affecting their ability to work normally.

The service is perfect for a wide range of mental health issues, regardless of whether there is a formal diagnosis or not’ It works in a similar way to our occupational health assessment service, but with three significant differences.

1. Two appointments

We will schedule an initial appointment with the member of staff. However as part of the price, we will also conduct a follow up review appointment with the individual some time later. This will typically be anywhere from 2 weeks, to 3 months after, depending on the current situation.

This is to check in with the member of staff and assess the progress, including any changes (and hopefully improvements) to their mental health, and therefore provide more up to date advice to the employer.

2. Psychometric screening

The service also includes psychometric screening relevant to the individual’s presenting condition(s) and symptoms. This could include screening for anxiety, depression, PTSD, drug and alcohol abuse, sleep issues and much more.

Where appropriate, the results of these screenings will also be presented on the management report to provide further background and evidence regarding the individual’s current mental health.

3. Mental health specific

This assessment is a specific mental health assessment. By focussing uniquely on any mental health concerns, we can explore any presenting conditions, symptoms and how they impact upon work in extensive detail.

Pricing

This service is priced at £250. This includes the screening(s), initial appointment and report, and follow-up appointment and report. We’ve worked hard to develop a service that represents exceptional value to our clients, and we hope you’ll agree this service is extremely competitively priced.

Non-attendance and late cancellation

With respect to any appointments that can’t proceed in instances such as non-attendance or late cancellation, the fee to rebook an initial appointment would be a further £160, and £90 for a review appointment (thereby saving you from having to pay the entire £250 again).

Packages

If your organisation is subscribed to our enhanced plus package, this service is available at no extra cost. Hooray!