The Dentist Workforce Is Shifting: What 2026 Data Means for Private Practices and Hiring
The dental workforce continues to evolve, and new data from the ADA’s Health Policy Institute highlights several trends that every practice owner, office manager, and recruiter should be watching closely. While private practice remains the dominant model in dentistry, the profession is experiencing demographic and structural shifts that will directly influence hiring, retention, and long‑term planning.
Below is a breakdown of the most important insights from the latest workforce report—and what they mean for practices navigating today’s competitive staffing landscape.
Private Practice Still Dominates the Profession
According to the latest ADA data, 83 percent of dentists continue to work in private practice. Only 10 percent practice in corporate or DSO settings. Despite the growth of large dental groups, independent practices remain the backbone of the profession.
For practice owners, this reinforces the importance of maintaining strong recruiting pipelines. The majority of dentists still prefer the autonomy and culture of private practice, but competition for top candidates remains high.
Ownership Remains Strong Despite Industry Consolidation
Seventy‑seven percent of dentists are owners or partners. This is a significant indicator that private practice ownership continues to be a core professional goal, even as DSOs expand their footprint.
For associates, this trend shapes expectations around mentorship, partnership tracks, and long‑term career growth. For owners, it underscores the need to clearly communicate pathways to leadership and equity when recruiting.
A Retirement Wave Is Approaching
The report highlights a growing concern: a significant portion of the dental workforce is nearing retirement age. As more dentists transition out of practice, shortages will intensify—especially in rural and underserved areas.
This shift has several implications:
- Increased demand for locum tenens coverage
- More competition for experienced associates
- Greater urgency around succession planning
- Rising pressure on compensation and benefits packages
Practices that prepare early will be better positioned to maintain continuity of care and avoid costly staffing gaps.
General Dentists Make Up the Vast Majority of the Workforce
General dentists account for 83 percent of the profession. This aligns with current hiring patterns, where most practices are seeking full‑time general practitioners to support patient demand.
For specialists, this distribution highlights continued opportunities in markets where specialty care remains underserved.
Full‑Time Work Is Still the Norm
Eighty‑nine percent of dentists work full time, while only 11 percent practice part time. This is an important consideration for practices hoping to hire part‑time associates. The pool is limited, and part‑time roles often require more competitive compensation or scheduling flexibility to attract candidates.
What These Trends Mean for Hiring in 2026
The data paints a clear picture: private practices remain strong, but workforce pressures are increasing. Practices that adapt early will have a significant advantage.
Key strategies include:
- Building relationships with candidates before openings arise
- Offering flexible scheduling where possible
- Strengthening compensation and benefits packages
- Using locum coverage to maintain production during transitions
- Streamlining the hiring process to avoid losing candidates to faster‑moving competitors
As the workforce continues to shift, proactive staffing strategies will be essential for long‑term stability.
Final Thoughts
The dental profession is changing, but private practice remains resilient. By understanding the trends shaping the workforce and preparing for the challenges ahead, practice owners can position themselves for success in a competitive hiring environment.
If your practice needs support with recruiting, locum coverage, or long‑term staffing strategy, now is the time to take action and Proxi is ready to help!