Welcome to the 2025 State of HR in Dentistry Report, a comprehensive analysis of the current state of human resources and employee management in the dental industry. This report is based on a recent survey of more than 1,500 practices in the United States. This annual survey is conducted by HR for Health, a leading provider of HR solutions for dental practices and dental support organizations (DSOs) nationwide. The purpose of this report is share the data and industry trends uncovered by the survey, and identify the HR and management solutions and strategies to overcome them.
The dental industry continues to face HR challenges that grow in complexity each year. Recruiting skilled professionals remains a high priority, yet many practices are struggling to retain their talent amid a competitive landscape. Additionally, maintaining compliance with federal, state, and local regulations is becoming increasingly difficult as laws evolve, especially for smaller practices that lack dedicated HR resources. This report is designed to help dental HR professionals navigate these issues with actionable insights, expert guidance, and real-world examples from practices just like yours.
In the following sections, we will present the key findings and insights from our survey data, as well as real-world examples of how HR for Health has helped dental practices overcome their HR challenges. We hope that this report will serve as a valuable resource for practice owners, managers and HR professionals in the dental industry.
As part of the 2025 State of HR in Dentistry report, HR for Health surveyed dental practices across the United States to gain insights into how they operate their internal HR practices and compliance. The results were eye-opening, revealing the challenges that HR professionals in the dental industry face on a daily basis. From managing employee benefits and compliance to recruiting and retaining top talent, dental organizations have a lot on their plate when it comes to HR.
Let’s Dive In
Half of the respondents identified employee performance as their top HR pain point.
With 50% identifying employee performance as their biggest HR pain point and 27% of respondents reporting they aren’t conducting regular performance reviews, it’s clear that many dental practices are missing out on opportunities to enhance productivity and employee satisfaction. Performance reviews play an essential role in helping team members understand their strengths, identify areas for improvement, and align their personal goals with the practice’s objectives. Without these structured conversations, employees may feel adrift and uncertain about their roles, which can lead to disengagement and subpar performance. Regular reviews also give employers a chance to address issues before they become bigger challenges, fostering a proactive approach to performance management.
In addition, performance reviews serve as a foundation for establishing a culture of accountability and growth. Employees who receive feedback on their work feel more connected to their roles and more motivated to improve. For practices struggling with performance issues, implementing consistent, meaningful reviews can be a game-changer. HR for Health provides tools, templates, and resources that make it easier to establish and maintain a review process that works for each unique practice. By committing to regular evaluations, dental practices can improve team morale, boost productivity, and create a more engaged workforce that contributes positively to both the patient experience and practice growth.
31% of our respondents said employee engagement was one of their most challenging HR and compliance issues.
Employee engagement is a critical yet often overlooked aspect of running a successful dental practice. This year, 31% of respondents indicated that employee engagement is one of their most challenging HR and compliance issues. Engaged employees tend to be more productive, more likely to stay long-term, and provide better patient care. However, when engagement is low, practices may experience higher turnover, reduced productivity, and lower morale across the team. Without focused efforts to boost engagement, employees can feel undervalued and disconnected from their roles, leading to burnout and ultimately impacting the overall success of the practice
Improving engagement doesn’t always require large investments or drastic changes; often, small but consistent efforts can make a meaningful difference. Simple strategies like open communication, regular check-ins, and recognizing individual achievements can significantly enhance engagement levels.
22% of dental organizations rarely or never update their employee handbooks and policies.
Employee handbooks are a cornerstone of compliance and clear communication in dental practices. However, 22% of practices reported rarely or never updating their handbooks, and an additional 5% don’t have a handbook at all.
This is a concerning trend, as failing to update employee handbooks and policies can lead to compliance issues and legal disputes down the line. HR professionals in the dental industry should be aware of the need to update their employee handbooks and policies at least annually, or more frequently if there are significant changes in HR laws and regulations.
At HR for Health, we work with dental organizations to create customized employee handbooks and policies that are up-to-date and compliant with HR laws and regulations. We understand that staying on top of changing regulations and laws can be a challenge, which is why we offer a range of solutions to help dental organizations stay compliant and up-to-date with HR practices.
Practices reported that 14% dental hygienists stayed for one year or less.
High turnover among dental hygienists remains a pressing issue, with 14% leaving within their first year. This high rate of departure disrupts patient care, increases hiring and onboarding costs, and places added strain on remaining team members who must adapt to frequent changes in the team. Early turnover also affects patient relationships, as continuity of care is important for building trust and providing consistent service. Retaining hygienists and other key staff members is crucial to maintaining a stable and productive practice, and this begins with understanding the root causes of turnover and addressing them proactively.
Dental hygienists often cite factors such as competitive pay, growth opportunities, work-life balance, and a positive work environment as reasons for staying in a role. By focusing on these areas, practices can create a supportive workplace that not only attracts talent but also encourages long-term commitment.
40% of the practices surveyed reported not conducting exit interviews when employees were offboarding.
Our survey shows that 40% of dental practices are not conducting exit interviews, which means they’re missing out on crucial insights into why employees leave. Exit interviews provide a unique opportunity to gather candid feedback on various aspects of the practice, including workplace culture, management practices, and potential areas for improvement. Without these insights, practices may continue to face turnover and dissatisfaction without a clear understanding of the underlying issues. Conducting structured exit interviews can help identify trends, allowing practices to take targeted actions to improve employee retention and job satisfaction.
An effective exit interview process goes beyond simply asking why an employee is leaving; it also delves into their experience, highlights what worked well, and uncovers what could be improved. This feedback can be invaluable for informing HR practices and making adjustments that benefit remaining staff and attract new talent. HR for Health offers tools and templates for conducting meaningful exit interviews that generate actionable insights. By making exit interviews a standard practice, dental organizations can address root causes of turnover, create a more positive work environment, and ultimately improve retention and staff satisfaction
At HR for Health, we understand the unique challenges that dental practices face when it comes to HR management, compliance, and employee relations. That’s why we offer a range of solutions designed specifically for dental organizations, from customized employee handbooks and policies to compliance audits, training, and more.
Our team of HR experts has years of experience working with dental practices of all sizes and specialties, and we are dedicated to providing personalized and effective solutions that meet the unique needs of each client. Whether you are looking to outsource your HR tasks, create customized policies and procedures, or receive ongoing guidance and support, we have the expertise and resources to help you succeed.
We believe that by partnering with HR for Health, dental practices can streamline their HR tasks, reduce the risk of costly compliance issues and employee claims, and free up valuable time and resources to focus on patient care and practice growth. Our solutions are tailored to the specific needs of dental practices, and we work closely with our clients to ensure that they are receiving the support and guidance they need to operate efficiently and successfully.
If you are interested in learning more about how HR for Health can help your dental practice succeed, please contact us today. We would be happy to provide you with a customized consultation and show you why we are the best option for dental practices looking to improve their HR function and grow their business.
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