Modernising the role of dental assistants

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Workforce shortages, inconsistent training, and high turnover are straining the dental sector—yet the answer might be as simple as modernising the role of dental assistants. By Marina Williams

Dental assistants are ready, willing and able to do more in the clinic, says Martin Thomas, CEO of the Dental Assistants Professional Association (DAPA). But he believes without an overhaul of some national standards and clearer career pathways, their potential remains restricted.

“In a time of widespread shortages and increasing patient demand, we need every member of the team working to the top of their skills,” Thomas says. “Dental assistants are highly adaptable and vital to how clinics run. With the right support, advanced training, and recognition, they can do more.”

Expanding dental assistant (DA) scope could help stem industry workforce shortages and deliver clinical and economic benefits.

Jobs and Skills Australia reports an annual loss of 1800 roles from the profession, while an ADA-DAPA workforce survey cites low pay, poor recognition and limited career progression as key reasons for attrition. It’s also been widely reported that rural vacancies remain high.

Two-thirds of survey respondents claim they’re keen to upskill for tasks in such areas as taking impressions and applying fluoride varnish.

“Delegating appropriate tasks to well-trained dental assistants frees up dentists for complex procedures and improves workflow and patient access,” Thomas says.

The 2024 ADA dental insights report cites boosting DA numbers as a business priority in the next 12 months, with forecasts that demand for dentists and therapists will reach 1900 by 2027. 

“Given that the demand for dentists and therapists is predicted to grow over the next three years, there’s no evidence that the growth of the DA workforce to support this demand has been considered,” Thomas says. “The DA workforce will also need to grow by at least seven per cent.”

DAPA is advocating for national minimum training standards, including a modernised Certificate III, micro-credentials, and an Advanced Diploma in Dental Assisting. A 2024 Coursera report shows 97 per cent of universities say micro-credentials improve employability, with 68 per cent planning adoption within five years.

Aukse Lavers, DAPA’s membership engagement officer in Sydney, believes the dental assistant role deserves recognition as a genuine career path.

After more than five years chairside and now in a training role, Lavers is clear on the issue. “Every patient deserves to know the person caring for them is trained.”

Lavers began her career in oral health in 2018, retraining at 30 after leaving hospitality. She quickly advanced in general and orthodontic practices. “Dental assistants already do so much that goes unrecognised—patient communication, infection control, clinical set-up, post-care instructions,” she says. “We’re often the first and last person a patient sees. That trust brings them back.”

Now at DAPA and completing a Certificate IV in Training and Assessment, Lavers says, “We’re not trying to replace dentists. We’re supporting them—and that support should be trained, valued and visible.”

Her experience reflects the reality for many in the workforce, Thomas adds. “There’s an entire cohort of assistants already working who are hungry for more,” he says. “With digital tools, simulation-based learning, and targeted micro-credentials, we can upskill quickly and effectively.”

International models offer a potential blueprint. In the US and Europe, Expanded Function Dental Assistants (EFDAs) perform tasks such as intraoral scanning, oral health education, infection control and minor procedure support under general supervision. At one US community clinic, the addition of two EFDAs generated 88 extra appointments and AUD$15,000 in monthly revenue. Another US study on expanding DA scope reported productivity gains.

Thomas stresses that upskilling would be optional for assistants, but it is strongly encouraged.

“Stronger teams are more efficient, more engaged, and deliver better care,” he says. “Dentistry is still stuck in the mindset that being a DA is a stepping stone. We need to see it as a profession in its own right—with pathways, credentials and respect.”

DAPA is trialling blended pre-employment and traineeship models with government workforce grants.

“Not every practice has to jump on board immediately,” Thomas says. “But we need a framework that allows those who want to lead to get started.”

Corporate providers like Pacific Smiles and Bupa Dental are already expanding DA responsibilities through internal training. “It’s not just about revenue; it’s about workflow, access and staff morale,” Thomas says.

“Regulatory bodies such as ADA and Ahpra would likely need to endorse changes in scope and accountability frameworks. National consistency will take collaboration, but with strong leadership across the sector, meaningful reform could begin within two to three years.”

Public health and Aboriginal medical services are also extending DA roles into outreach and education, Thomas says, with assistants delivering oral health promotion, triage, and community engagement. “It’s not about replacing dentists—it’s about ensuring the whole team works efficiently and safely.”

National change will require reviewing scope of practice guidelines, supervision models, and possible legal protection of the DA title. Currently, anyone can use the title regardless of training, which Thomas says is outdated. “We’ve seen this happen in pharmacy and veterinary nursing. It’s time for dental to catch up.”

DAPA is working with ADA Victorian Branch on a pilot project to improve recruitment and retention.

“There’s no appetite to over-regulate. But we do need clarity—and trust. Dentists need confidence that assistants are trained, capable and accountable. When that happens, delegation increases—and so does productivity.”

To help build that future workforce, DAPA has launched a four-week pre-employment program that offers prospective assistants insights before enrolling, with graduates receiving units of competency and priority access to traineeships.

“We want to reduce churn by making sure people know what they’re signing up for,” Thomas says. “It’s about building a pipeline of skilled assistants who want to stay.”

Ultimately, he says, elevating the profession is essential. “We can’t keep running clinics like it’s 2005. This is about working smarter, not harder—so we can deliver better care to more Australians.”