These 3 changes would improve dental assisting
Dental assistants are passionate about what they do, and they aspire to have long careers in the field.
“I wouldn’t have changed my job as a dental assistant for the world,” says Kelley. “I have met some wonderful patients over 40 years and now I am taking care of third generations of families. I have worked for two amazing dentists over my career. Not many people can say they have stayed in this business for as long as I have.”
The rewarding aspects of dental assisting are clear — from building relationships with patients and transforming smiles to working closely with a team. But the profession doesn’t come without obstacles.
“Being a dental assistant is a fun and rewarding job,” says Faiza. “I just wish some offices would also pay us more, as assistants bring a lot of value to dental offices but are underpaid in comparison to inflation and the amount of profit offices make.”
Some dental assistants also feel underappreciated for their valuable contributions.
“I love what I do, but unfortunately, it’s a career that can leave you questioning why you did it if you don’t find an office that’s supportive and values you,” says Viktoria.
Ongoing issues are causing many dental assistants to question their futures in the profession. According to DANB’s 2026 Dental Assistants Salary and Satisfaction Survey, about one in three dental assistants aren’t sure they want to stay in the field long term.
With the dental assisting profession at a crossroads, it’s clear that changes are needed. But what are the solutions? Here’s where dental assistants want the profession to head next — and what’s needed to get there.
More uniformity
Each state dental board sets the education and training requirements for dental assistants, as well as the duties they’re allowed to perform and the different levels they can practice at.
That means there are 50 different sets of regulations for dental assistants — which leads to inconsistencies from state to state.
Some states, for example, require DANB certification to perform certain duties or attain specific job titles. Others do not. Some states have education and training standards for dental assistants to take x-rays, while others only require a dentist’s supervision.
There is also a large variation in job titles and career growth opportunities for dental assistants.
Many states have multiple levels for dental assistants, allowing them to climb the career ladder and pursue new opportunities such as expanded functions. But some states have no other levels beyond a basic “dental assistant” job title. This means that dental assistants who want to grow in their careers may not have clear options to pursue, which can lead to career stagnation.
Yet many dental assistants are still being asked to perform more duties without a promotion, new job title, or additional compensation. These factors can culminate in dental assistants feeling burned out, ultimately causing some to leave the profession.
“I loved dentistry, but the burnout is real,” says Britt. “I’m currently going to school and plan on entering into nursing.”
These issues have increased calls for uniform, national dental assisting standards on social media and elsewhere. A 2024 report from DANB showed that 83% of dentists and dental assistants support states adopting similar laws, regulations, and scopes of practice to create more uniformity for the dental assisting profession.
Encouragingly, work is already underway to make this a reality.
The Dental Assisting Professional Model was developed by representatives from leading dental organizations in 2025 to create a shared, nationwide understanding of what dental assistants do and how they can advance. It’s a framework that outlines proposed dental assisting levels, functions, pathways for education and training, and considerations for implementation.
Since being published, the professional model has earned endorsements from several leading dental organizations, including the American Association of Dental Boards (AADB), American Dental Assistants Association (ADAA), American Dental Education Association (ADEA), Association for Dental Safety (ADS), and more.
This year, the Dental Assisting National Board (DANB) has met with additional leaders across dentistry — including organizations such as the National Network for Oral Health Access (NNOHA) and Association of Dental Support Organizations (ADSO), as well as leaders in Pennsylvania, Florida, West Virginia, California, and Oregon — to promote the professional model as a solution to workforce issues.
Better pay and benefits
Dental assistants play a pivotal role in the practice, performing numerous duties to keep the office on track — such as offering chairside assistance to the dentist, sterilizing exam rooms and instruments, taking x-rays, restocking supplies, and making patients feel comfortable.
But some dental assistants do not feel properly compensated for these efforts.
“Many dental assistants leave the field in pursuit of a higher paying and more valued position,” observes Natalie.
According to the Dental Assistants Salary and Satisfaction Survey, pay is the top workplace factor for dental assistants. When asked what would encourage them to stay in the profession, better pay was overwhelmingly the top answer.
The report shows the median hourly pay for Certified Dental Assistants (CDAs) is $28 per hour, and the median for non-certified assistants is $24 per hour. But pay can vary widely, from $14 to $50 per hour, based on a dental assistant’s location, experience, practice type, and credentials.
Some do not feel they are paid fairly, as the average dental assistant desires a 15% increase from their current wage. A pay increase in this range would bring dental assistants’ salaries more in line with minimum cost of living. Currently, the median pay for dental assistants is below the living wage in about 40% of states. Additionally, the typical raise that dental assistants receive — about 1-3% — is below the national inflation rate.
DANB’s report also highlights the close connection between fair compensation and job satisfaction. Among dental assistants who feel compensated fairly, 81% have high or very high job satisfaction — twice as high as dental assistants who are not happy with their pay and benefits (41%).
“My doctor gave me a $5 raise in June without having to ask for one,” shares Cecilia. “I’m very fortunate to have worked with her for 8 years now.”
Benefits are another key part of compensation, and it’s an area that is also lacking for some dental assistants. According to DANB’s report, about two in five dental assistants do not receive health insurance through their employers. Additionally, only one in three dental assistants receive dental insurance benefits.
DANB conducts the Dental Assistants Salary and Satisfaction Survey every two years to help bring transparency to dental assistant compensation, identify where gaps exist, and raise awareness about developing trends. The report is also meant to provide a compensation guide for dentists and practices, as well as give dental assistants a resource to start important conversations about pay with their employers.
Some dental assistants have used this data to successfully negotiate raises with their employers.
For example, Kishan used this salary data to help his colleagues receive raises. After researching pay trends and gathering feedback from his fellow dental assistants, Kishan determined that insufficient pay was a primary cause of turnover in his practice. He brought this information to his practice leaders and helped secure pay increases for the entire dental assistant team.
“I noticed the impact of low pay on their morale and retention. When assistants felt undervalued, it affected not only their job satisfaction but also the quality of care we provided,” says Kishan. “This inspired me to create a positive work environment where our team felt recognized and motivated. Ultimately, I believe that investing in our dental assistants will lead to a happier, more productive team and better patient outcomes.”
More appreciation
Like everyone, dental assistants want to feel appreciated by their employers. Salary is the most direct metric for an employee to evaluate how they’re valued, and dissatisfaction with pay is a key reason some dental assistants feel underappreciated.
But the issues go beyond compensation.
Dental assistants perform more than 200 key duties, according to DANB’s job analysis. For many, a simple “thank you” for all of this work can go a long way. But many dental assistants feel they are taken for granted by their employers, dentists, and teammates.
Some dental assistants also believe they’re viewed as “less than” other team members, despite their training, education, and undeniable contributions to patient care and practice profitability.
Feeling unappreciated has led some dental assistants to leave the field and contributed to a steady decrease in job satisfaction over the last decade. Around half of dental assistants reported high job satisfaction in 2026, according to DANB’s report. That’s a stark contrast from 2016, when job satisfaction was nearly 90% for CDAs and 80% for non-CDAs.
Additionally, only 43% of dental assistants feel valued by their employers — as recently as 2020, that number was over 70%. Nearly one in three dental assistants say they “often” think about leaving their current employers.
While these sentiments are concerning and seemingly becoming more widespread, they are not universal. There are many practices and dentists who do value their dental assistants. How do these employers show their appreciation to dental assistants?
Annual pay raises, production bonuses, strong benefits, and paid time off are tangible ways to let dental assistants know that they’re valued inside and outside the office. Employers can also provide support for training and education so their dental assistants have the skills and knowledge to keep up with the pace of the day and advance in their careers.
“I’m very fortunate the dentist I work for is very kind,” shares Stacy. “He thanks me many times throughout the day and tells me he appreciates what I do. I’ve been with him 13 years now. He respects us all, and we respect him. He’s a great guy to work with, and he pays well.”
It’s important for employers to recognize their dental assistants on a day-to-day basis, too. Whether practice leaders provide simple words of thanks or give specific praise for something a dental assistant did that day, it can go a long way. These small, informal moments provide regular reassurance to dental assistants that their impact and contributions are noticed and appreciated.
Ultimately, when practice leaders treat their dental assistants with the respect they deserve, it benefits the entire office. It not only cuts down on costly turnover, but it also improves loyalty, team cohesiveness, practice productivity, and — most importantly — patient care.