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HR for Health makes HR easy, affordable, automatic, and legally compliant.
Our legal-approved blogs and guides show you how it’s done.
First, to answer the question we know you’re wondering: no, not every practice needs a full-time in-house HR person. But there’s a big difference between having a dedicated person on
What gets measured gets managed… but what exactly are you supposed to be measuring? Customizing clinical and non-clinical staff performance reviews gets you better insight and helps employees know how
Of all the states where it’s possible for commission-only pay schedules to go wrong, Washington tops the list. Washington minimum wage is currently $17.13 per hour, and many cities are
We ran risk assessments for 59 health and dental practice owners between October 2025 and April 20261, and we noticed the same kinds of compliance gaps coming up over and
Certification expirations have a way of sneaking up on you, don’t they? At the same time, you might be missing some of your employee’s most impressive learning experiences if you
[UPDATED 05/12/26] By federal law, you are required to verify that every new hire is legally authorized to work in the United States. That’s what Form I-9 is for, and
You and your team got into health, dental, optometry, or veterinary because you care about the patients. For a lot of people, that passion gets them pretty far into their
How do you get your team to care again? What does it take to make your team want to show up and do good work at your practice? You might
Work experience is one of the most valuable things you can offer someone. It opens up exclusive career opportunities, and now, many students and their sponsoring organizations want real-world work,
Federal law may not require employee handbooks, but it’s pretty risky to go without. We’ve seen countless dental practices finally start to thrive once they implement a well-structured employee handbook
Nobody ever warns you about how unhinged employee behavior can be. Most people are lovely to work with. They come in, do their jobs, and go home. But a few
Employees know when they’re being quiet fired. When that suspicion arises, employees usually quiet quit by doing the bare minimum. Sometimes they get the hint to dust off their LinkedIn,
Every practice owner knows that marketing is part of growing a patient base, so when they see their front desk manager’s smiling face, they might think, “Aha! Now that’s a
The risk isn’t just in hiring a dental associate — it’s also in not hiring one. Solo practitioners routinely cap out their production capacity without realizing it. An associate doesn’t
You don’t want to hire anyone dangerous to work with your patients, but your state may have background check laws that keep you from asking about convictions too soon. At
Retirement is expensive, and many workers are unprepared. That’s why in 17 states and counting, many (if not most) employers must now register with their state-required retirement program, or set
One in five states has pay transparency laws already, but if you’re in one that doesn’t have it yet, is there an advantage to keeping salary bands a secret? Is
It’s a lot of acronyms, and even when you know what they stand for, it’s still confusing. You’d think that when someone is sick and can’t come into work, that’d
Actually, it’s an employment law violation in all 50 states, but Florida’s independent contractor test is especially telling. Misclassifying an employee, even by accident, can be a serious problem. The
Lawmaking is fast, but AI is faster. So far, six states have laws about using AI in hiring, but at the rate things are going, we expect that to change
