Spoiler: You can’t rely on contracts to keep your team anymore—so what’s the new strategy?
Hiring has already been tough for dental practices across the country. Now, it's about to get even more competitive.
In 2025, a major change is coming that will impact how dental practices hire, retain, and protect their teams: The Federal Trade Commission (FTC) is banning most non-compete agreements.
Yes, really.
And no—you can’t ignore it.
Here’s what this change means for you, why it matters more than ever to have strong systems in place, and how you can future-proof your practice before the rule takes effect.
From how to present treatment to how to clean an op, there’s a clear SOP in place. That consistency doesn’t just improve efficiency... it builds trust, reduces mistakes, and makes onboarding a breeze.
In 2024, the FTC finalized a rule that bans non-compete clauses for most workers across all industries—including dental.
This rule is expected to go into effect in mid-to-late 2025 and will:
In short: you will no longer be able to prevent your team from leaving and working at (or opening) a nearby dental practice.
The most successful practices don’t do more, they do things better. They’ve built systems that support their people, processes that scale, and habits that protect their time and energy.
And the best part? You don’t need to start from scratch.
You just need the right tools, and the willingness to work on the business, not just in it.
If you're a practice owner or consultant, you’ve likely used non-compete agreements to:
With this new rule, you lose that layer of protection.
So what now?
Let’s walk through how this will change your approach to hiring and retention—and how to stay ahead of the curve.
Employees—especially skilled, experienced ones—will have more freedom to leave and go where they feel most supported. If your systems, culture, or expectations are unclear, your team may look elsewhere.
The fix: Make your practice the place people want to stay by building strong culture and clear systems.
With non-competes off the table, hiring competition will intensify. Dental offices and DSOs alike will be fighting for top talent—and candidates will know they have options.
The fix: Offer more than just a paycheck. Offer clarity, structure, and growth. That starts with onboarding and documented SOPs.
You won’t be able to hold someone to a contract—but you can hold onto them with clear communication, defined roles, and ongoing training that makes them feel valued and successful.
The fix: Build loyalty through leadership. People stay when they feel supported.
While non-competes are going away, certain non-solicitation and confidentiality clauses may still be enforceable—but they’ll need to be carefully crafted. Work with a dental-specific attorney to make sure you're compliant.
The fix: Review your employee agreements and have a plan to notify staff when the rule takes effect.
Here’s how forward-thinking practices are preparing now:
When you have systems, structure, and clarity in place, you’re not relying on fear or contracts to keep people—you’re giving them a reason to stay.
You can’t control labor laws.
But you can control how your practice operates from the inside out.
The end of non-compete agreements is a challenge—but also a huge opportunity. It's a chance to double down on culture, leadership, and systems that make your practice magnetic to the right people—and resilient no matter what changes come your way.
Need help building systems that retain great people (with or without a contract)?
👉 Schedule your 8-minute demo here.and let’s make your team stronger than ever—starting now.