Top 5 dental assistant salary and satisfaction trends in 2024
As the dental assisting profession has dealt with labor shortages and high turnover in recent years, pay and job satisfaction have been put in the spotlight. DANB is committed to bringing awareness to these topics to keep the public informed and allow dental assistants to advocate for themselves. That’s why we’ve published the Dental Assistants Salary and Satisfaction Survey every two years since 2004. With the 2024 report now available, here are some of the top takeaways on dental assistant pay and satisfaction.
Higher pay leads to increased job satisfaction. 
Dental assistants want, and deserve, to be paid what they’re worth. It not only improves their quality of life outside the office, but it also makes them feel valued by their practices for their many contributions. Pay isn’t the sole factor that affects satisfaction; work-life balance and feeling part of a team are also important to dental assistants, according to DANB’s survey. But pay influences dental assistant job satisfaction more than any other component.
Eighty-five percent of dental assistants say higher pay would encourage them to stay in the profession longer. Additionally, Certified Dental Assistants (CDAs) who say they’re “very satisfied” with their jobs make a median wage of $28 per hour, while those who are “very dissatisfied” earn $22 per hour. This gap also exists for non-certified assistants. Those who are satisfied earn $23 per hour, and those who are dissatisfied earn $21 per hour.
Moreover, the difference in pay between dental assistants who feel fairly compensated and those who don’t is $4 per hour. CDAs who feel fairly compensated earn a median wage of $29 per hour, while those who do not receive $25 per hour. Non-certified assistants who believe they’re paid fairly make $25 per hour, and those who don’t get $21 per hour.
CDAs receive higher pay and more benefits. 
Like any professionals, dental assistants want to receive compensation that reflects their valuable contributions, helps them take care of their families, and shows they’re appreciated by their employers. There are many advantages to being certified, with one of the top benefits being the potential for higher compensation.
Since the first Dental Assistants Salary and Satisfaction Survey two decades ago, data has shown that dental assistants who are certified earn higher wages than those who are not. Results from this year’s survey show that the trend continues. CDAs earn a median wage of $26 per hour, which is 15% more than non-certified dental assistants ($22.50 per hour). CDAs also receive more employee benefits — including paid time off, paid holidays, retirement savings plans, reduced-fee dental care, and health insurance — than non-certified assistants.
Interested in becoming certified? Learn more.
Only half of dental assistants feel valued by employers.
Over 70% of dental assistants view their profession as a career, not just a job. However, one reason for high turnover in the field is a perceived lack of appreciation from employers. According to DANB’s survey, just 49% of dental assistants report that they feel valued by their practices. Within the last year, 14% of CDAs and 24% of non-certified assistants have changed jobs, with 40% citing lack of appreciation from their previous employer as a leading factor in their decisions.
What makes dental assistants feel more valued by their practices? Competitive pay and benefits are crucial, but they aren’t the only factors that matter. Dental assistants also want their employers to promote work-life balance, communicate effectively and transparently, respect them as oral health professionals, and encourage their professional growth.
Certification is particularly beneficial for entry-level assistants.
Across all years of experience, CDAs earn more than non-certified assistants. The difference is particularly notable for entry-level and early-career dental assistants. Among dental assistants with less than one year of experience, CDAs earn $22.25 per hour and non-certified assistants make $20 per hour. For those with 1-2 years of experience, hourly wages jump to $23 for CDAs and stay stagnant at $20 for non-certified assistants — that’s over $5,000 more per year!
This can make all the difference in whether dental assistants stay in the profession. A whopping 85% of dental assistants said higher pay would encourage them to stay in the profession longer. Additionally, 43% of dental assistants said they’d likely remain in the field longer if they received more growth opportunities, and 40% said more benefits would motivate them to stay. These are also key benefits of certification, as CDAs are more likely to be elevated into leadership roles and receive employee benefits.
Nearly half of assistants received a raise in the last year.
Dental assistants perform numerous duties, and their to-do lists have only grown larger as the industry deals with labor shortages. As such, many dental assistants have expressed a desire for higher wages. Many dental practices have responded by offering raises to their dental assistants. DANB’s survey shows that 48% of dental assistants have received a raise within the last year, and nearly 80% have seen a pay increase within the last two years. The majority of raises were between 1-3%, though about one-quarter of dental assistants received a raise between 4-6%. Another 14% got a raise of 7% or higher.
Many dental practices offer pay increases as part of their regular performance reviews; this is the top way dental assistants receive raises. Others got a raise by asking for one or as recognition for outstanding performance.
By rewarding dental assistants with raises, practices can decrease turnover and avoid potential revenue loss. Insufficient pay is the top reason dental assistants leave their practices or the profession altogether, which leads to decreased efficiency and additional costs for recruiting, hiring, and training replacements. The Financial Impact of Dental Assistants on the Dental Practice report found that increasing dental assistant salaries by 15% can actually help practices earn more revenue in the long run by offsetting turnover expenses and increasing productivity.