Only 43% of dental assistants feel valued by employers, down from 72% in 2020, but practices can improve retention and satisfaction by supporting DANB certification, creating career pathways, and ensuring competitive compensation that keeps pace with cost of living.
- Only 43% of dental assistants feel valued by their employers, a significant decline from 72% in 2020, contributing to declining job satisfaction across the profession.
- Certified dental assistants (CDAs) report higher confidence, earn more competitive pay, and are more likely to stay with their employers and take on leadership roles.
- Typical raises of 1% to 3% annually haven't kept pace with inflation exceeding 4%, creating financial strain for dental assistants.
- The Dental Assisting Professional Model, published in 2025, provides a framework for career pathways and state uniformity to attract and retain assistants long-term.
Dental assistants remain a critical, in-demand member of the dental team. Over the next 10 years, dental assisting jobs are expected to grow at a faster-than-average rate. Meanwhile, about 1 in 3 dentists tried to recruit a dental assistant in the last three months, and 78% reported it was very or extremely challenging.
These trends show how essential dental assistants are and why it’s important to address current challenges so they can continue serving their teams and patients into 2027 and beyond.
Hanna Aranovich.
Recent research from the Dental Assisting National Board (DANB) points to three main issues facing the profession:
- Declining job satisfaction. Over the last 10 years, dental assistant job satisfaction has declined significantly. Today, only about half of dental assistants are satisfied with their jobs, and 1 in 3 aren’t sure how long they will stay in the profession.
- Lack of appreciation. Fewer than half (43%) of all dental assistants feel valued by their employers, down from 72% in 2020.
- Insufficient pay. Over the years, pay has not kept up with the cost of living in many areas. In the last year, the typical dental assistant’s raise was 1% to 3%, yet inflation often exceeded 4%.
Comments from dental assistants across social media reinforce the data: Dental assistants are looking for career growth opportunities and respect. “We need stronger recognition of credentials, clearer career pathways, and accountability from employers to compensate dental assistants for their education, experience, and skills,” said Derick, a dental assistant in Michigan.
Addressing these areas is a priority for 2027. Fortunately, there are solutions that can be implemented in both the short and long term.
Certification supports the workforce
Earning DANB certification helps dental assistants grow their careers and benefits dental practices. Dental assistants who earn DANB’s Certified Dental Assistant (CDA) certification benefit from higher confidence, more career opportunities, and a competitive edge when applying for jobs. Not only do CDAs report higher confidence than noncertified assistants, but that confidence is also linked to higher pay.
Practices can count on CDAs to be leaders. DANB data show that CDAs are more likely to be lead dental assistants, to train or supervise others, and to stay with the same employer. CDAs also report higher confidence and feel more capable of handling tasks and patients throughout the day, which benefits the entire dental team’s workflow.
Earning certification in 2027 is a milestone that benefits dental assistants, their teams, their practices, and their patients.
A professional model builds the future
Even if certification is not recognized or required in a state, dental practices are well served by investing in their dental assistants’ education and certification.
Developing career ladders in the practice creates the growth opportunities that dental assistants are seeking. Practices that encourage dental assistants to earn credentials and work to the top of their scope of practice, and that pay them accordingly, benefit from greater productivity and efficiency. These career opportunities also encourage dental assistants to contribute to and stay with the practice for the long term.
While creating growth opportunities at the practice level is important, the country also needs more uniformity. Today, each state approaches dental assisting differently, with different requirements and allowable duties. This causes confusion and makes it challenging for dental assistants who move to a new state to stay in the profession.
Dentists and dental assistants have voiced support for more uniformity and identified the need to improve career growth opportunities. It was for these reasons that the Dental Assisting Professional Model was created. Published in 2025, the model outlines dental assisting levels, functions, and pathways.
This landmark model, developed by representatives from across dentistry, provides a practical solution to the ongoing dental assistant workforce shortage.
The model supports the profession by creating a career road map to attract and retain more assistants, improving professional mobility from state to state and giving states and practices a flexible, adaptable framework that reflects the needs of dentistry.
The Dental Assisting Professional Model has earned endorsements from numerous leading dental organizations and companies that recognize its potential to strengthen the profession and build a consistent, qualified workforce.
Although introducing new models takes time, leaders in dentistry should use 2027 to explore the Dental Assisting Professional Model and how their state or practice can align more closely with its framework.
Addressing the ongoing concerns in dental assisting calls for both short- and long-term action: supporting education and certification, recognizing assistants’ contributions, and building a career growth pipeline that attracts and retains dental assistants into the future.
Editor's note: References are available upon request. Learn more about DANB's latest research findings in the video below.
Hanna Aronovich is the chief marketing and strategy officer for the Dental Assisting National Board, where she leads marketing, communications, education product development, and strategic initiatives. Previously, she worked in public relations and magazine publishing. She holds certification as a certified association executive and project management professional. Aranovich has a bachelor’s degree in English-writing from the University of Illinois at Chicago.
The comments and observations expressed herein do not necessarily reflect the opinions of DrBicuspid.com, nor should they be construed as an endorsement or admonishment of any particular idea, vendor, or organization.
