Towards the end of last year, the Fair Work Commission (FWC) quietly released changes to the Health Professionals and Support Services Award 2020 that will reshape how dental assistants are classified and paid.
This move is part of a broader Fair Work push to correct gender‑based undervaluation across several professions. Dentistry has been on that list for a while, and over recent months the Commission has sifted through submissions from unions, industry bodies, the ADA and even individual dentists who took the time to speak up about the realities of running and working in a modern practice.
The outcome? A significant overhaul of the award structure for dental assistants, and one that every practice manager will need to navigate sooner rather than later.
The current award includes a number of levels for dental assistants, but Levels 1, 2 and 4 are now being scrapped. Anyone currently sitting in those levels will be shifted to new classifications. Additionally, dental assistants currently on Levels 5, 6 and 7 may also be automatically reclassified.
Good news for dental assistants, these shifts come with wage increases. Depending on where someone is currently classified, the uplift could range from about 4 percent through to 14 percent. To prevent practices feeling the shock of these steep rises, they will be rolled out in two stages: the first on 1 April 2026, and the second on 1 January 2027.
From April 2026, every dental assistant will need to be mapped across to their new classification, guided by FWC’s translation table below.
Payroll systems will then need to be updated to reflect the new minimum rates. If you’re already paying above award and plan to continue doing so, you’re largely unaffected but it’s still worth checking that your current rates stay ahead of the new minimums.
For most practices, this will mean higher wage costs. The bigger question is where that extra cost lands. Practices with pricing freedom will likely pass on increases over time, especially given the relatively inelastic demand for routine dental care. But for high‑end or discretionary work, or for dentists tied to preferred‑provider arrangements and fixed rebates, absorbing part of the increase may be unavoidable.
The new structure kicks in from the first full pay period starting on or after 1 April 2026.
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Cutcher & Neale are here to help you navigate these changes with clarity and confidence. Speak to our trusted advisors today to secure your complimentary consultation.