Why Young Dentists Quit

Why Young Dentists Quit

Ethics, broken promises, and toxic practice culture


Thread summary: This sprawling Dentaltown discussion captures a raw, wide-ranging look at the ethical, professional, and contractual tensions between associate dentists and practice owners, especially in the early years of an associate’s career.

It began with a young associate describing clear clinical negligence by the owner—missed canals, untreated caries, failed bridges—raising the question of whether to confront the owner or report him to the board. Many respondents agreed the work described was concerning but advised caution. Some encouraged documentation and leaving quietly, warning that whistleblowing can backfire. Others pointed out that selective caries removal and differing clinical judgment are common in dentistry, though others condemned the owner’s apparent prioritization of profit over patient care, especially with Medicaid populations.

A recurring theme was disillusionment: many associates felt powerless, disrespected, micromanaged, or unsupported, especially when they’re expected to grow the practice with little help, poor schedules, no marketing, and often lower pay than hygienists. Some shared similar experiences of toxic environments, vague promises of ownership that never materialize, and unethical or dismissive behavior by senior dentists. Others noted that female and younger associates often face added disrespect from staff and owners.

On the flip side, several veteran owners expressed frustration with associates who leave without notice, show little loyalty, or treat patients indifferently. There’s a shared lament that dental schools don’t prepare either side for the realities of the associate-owner dynamic. The phrase “associate mentality” came up often, used both as a critique of short-sighted associates and as a reflection of systemic issues in the profession.

The discussion also expanded into advice on navigating contracts, non-competes, compensation structures, lab fees, red flags when job hunting, and the importance of written agreements. A major cautionary note was sounded about relying on verbal promises, especially about ownership or non-compete waivers.

Overall, this thread paints a sobering but honest picture: many associate-owner relationships are marred by unmet expectations, ethical gray zones, and poor communication. Success depends on mutual respect, clear contracts, and transparency—but most of all, on both sides understanding that dentistry is as much a business as it is a profession.


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