Dental hygienists and dental therapists play an increasingly important role in the UK dental workforce. They contribute to prevention, periodontal care, routine treatment and wider patient access, helping dental practices manage demand while allowing dentists to focus on more complex clinical needs.
However, recruiting and retaining the right dental hygienists and therapists can be challenging, particularly for practices competing for experienced professionals or trying to expand preventive and therapist-led services.
At the same time, the latest General Dental Council (GDC) data shows that the number of registered hygienists and therapists is growing significantly. This creates an important distinction: growth in the number of registered professionals does not necessarily mean that every practice or region has easy access to the workforce it needs.
In 2025, the GDC reported 11,292 registered dental hygienists and 8,661 registered dental therapists, with the number of hygienists increasing by 11% and therapists by 21% over the year.
So, is there really a shortage of dental hygienists and therapists in the UK? What is driving recruitment difficulty, and what can practices do to attract and retain these professionals?
This guide examines the current workforce picture and what it means for dental hygienist and dental therapist recruitment in the UK.
Is There a Shortage of Dental Hygienists and Therapists in the UK?
There is not a simple nationwide shortage that can be measured solely by the number of GDC-registered professionals. The UK has seen substantial growth in registered hygienists and therapists, but recruitment challenges can still occur because workforce availability varies by location, working pattern, employment model, clinical role and sector.
For example, GDC working-pattern data shows that many hygienists and therapists work on a self-employed, locum or agency basis, while a significant proportion of hygienists work primarily in private dentistry. This can make it harder for individual practices to secure the exact availability, experience or working pattern they need.
What Is Happening to the UK Dental Hygienist and Therapist Workforce?
The overall number of registered dental care professionals has been increasing.
According to the GDC's latest figures, as of 17 August 2026 there were:
- 11,407 dental hygienists
- 8,824 dental therapists
- 1,340 orthodontic therapists
on the UK register.
The longer-term trend is also notable. In 2023, there were 9,177 registered dental hygienists and 5,558 dental therapists. By August 2026, those numbers had increased to 11,407 and 8,824 respectively.
This demonstrates significant growth in the registered workforce.
However, registration numbers alone do not tell practices how many professionals are available for recruitment in their local area.
A professional may:
- Work part-time
- Work across multiple practices
- Work as a locum
- Work through an agency
- Work predominantly in private dentistry
- Hold more than one professional title
- Spend some of their time in non-clinical work
These factors can create local recruitment pressures even when national registration numbers are increasing.
Why Are Dental Practices Still Finding Recruitment Difficult?
Several factors can contribute to recruitment challenges.
1. Workforce Availability Is Not Evenly Distributed
The number of registered professionals across the UK does not mean that every region has the same level of workforce availability.
A practice in a major city may compete with numerous employers for experienced hygienists and therapists, while a rural practice may struggle to attract candidates willing to travel or relocate.
This means that local workforce supply can be more important than national registration numbers when planning recruitment.
2. Working Patterns Affect Available Capacity
Working patterns are an important part of the workforce picture.
GDC analysis found that 68% of responding dental hygienists were self-employed, locum or agency workers, while 27% were employed. More than two-thirds of hygienists working in clinical roles were in the private sector.
This does not necessarily indicate a shortage.
Instead, it shows that practices may need to think differently about recruitment.
A practice looking specifically for a full-time employed hygienist, for example, may be competing for a smaller pool of candidates than a practice offering flexible self-employed sessions.
Dental Therapist Recruitment Is Becoming More Important
Dental therapists can play an important role in increasing capacity within dental practices.
Their scope of practice allows appropriately trained and registered professionals to undertake a range of preventive and restorative treatments within their competence and regulatory requirements.
This can help practices develop more efficient models of care.
The NHS England analysis of the Dental Recovery Plan found that dental therapist participation in NHS care has increased, with the growth in therapist-led courses of treatment continuing after reforms introduced in 2022.
This makes dental therapist recruitment increasingly relevant to practices looking to expand their workforce and improve patient access.
The Number of Dental Therapists Is Growing Rapidly
The growth in the therapist workforce has been particularly notable.
The GDC reported that registered dental therapists increased by 21% to 8,661 in 2025. Dental hygienists increased by 11% to 11,292 during the same period.
The August 2026 register figures show further increases, with 8,824 dental therapists and 11,407 dental hygienists registered following the latest renewal period.
However, there is an important consideration when interpreting these numbers.
The GDC reported that a significant proportion of new therapist and hygienist registrations in 2025 came from internationally qualified dentists joining the register with DCP titles through a route that has now closed.
Therefore, practices should not assume that the recent growth rate will continue at exactly the same level.
International Recruitment Has Also Influenced the Workforce
International recruitment has become increasingly important across UK dentistry.
The GDC's 2025 registration data showed that many internationally qualified dentists were joining the register, and some also joined with dental care professional titles.
This has contributed to the recent increase in registered hygienists and therapists.
For employers, international recruitment can therefore represent another potential source of talent. However, practices must ensure that candidates have the appropriate GDC registration, right to work and professional credentials for the role being offered.
Recruitment should always be based on the candidate's actual registration status and scope of practice rather than simply their overseas qualification.
Why Dental Hygienists Are Important to Practice Growth
Dental hygienists can contribute significantly to preventive care and periodontal management.
A strong hygiene service can help practices:
- Improve preventive care
- Support periodontal treatment
- Increase patient engagement
- Improve continuity of care
- Create additional clinical capacity
- Support dentists with appropriate aspects of patient management
For practices looking to improve patient retention and preventive care, recruiting the right hygienist can therefore be an important part of workforce planning.
Why Dental Therapists Can Help Address Workforce Pressure
Dental therapists can also help practices increase clinical capacity by delivering appropriate treatment within their scope of practice.
A well-integrated therapist can allow a practice to develop a broader skill mix rather than relying entirely on dentists for every aspect of routine treatment.
This can potentially help practices:
- Increase appointment capacity
- Improve access to appropriate care
- Support prevention
- Reduce pressure on dentists
- Develop team-based models of care
The key is ensuring that roles are designed around appropriate delegation, supervision and professional competence.
Recruitment Challenges for Dental Hygienists
Practices recruiting hygienists may face several challenges.
Competition for experienced professionals
Experienced hygienists may have multiple employment options, particularly in areas with strong private dental markets.
Preference for flexible working
Many hygienists work on a self-employed or locum basis, meaning practices may need to offer attractive sessional arrangements.
Location
Practices outside major population centres may need to offer additional incentives to attract candidates.
Patient demand
A practice expanding its hygiene service may need to recruit quickly to meet growing demand.
Recruitment Challenges for Dental Therapists
Dental therapist recruitment can present a slightly different set of challenges.
Some therapists may work across both hygiene and therapy roles. The GDC's working-pattern analysis found that 57% of responding therapists were working primarily as dental therapists, while 39% were working as dental hygienists.
This means employers should be clear about what they actually need when advertising a position.
For example, is the practice looking for:
- A therapist-focused role?
- A combined hygiene and therapy role?
- A prevention-focused clinician?
- A clinician to expand NHS capacity?
Clear job descriptions can improve candidate matching.
How Practices Can Attract Dental Hygienists and Therapists
Salary is important, but it is not the only factor candidates consider.
Practices can strengthen recruitment by offering:
Flexible Working
Flexible sessions can be particularly attractive to professionals who work across multiple practices.
Competitive Terms
Clear and competitive remuneration arrangements help practices compete for candidates.
Professional Development
CPD, training and career progression can make a role more attractive.
Modern Facilities
Good equipment and efficient practice systems can improve the candidate experience.
Supportive Culture
A positive workplace culture can be a major differentiator in a competitive recruitment market.
Clear Role Expectations
Candidates should understand exactly what they will be expected to do before accepting a position.
Retention Is Just as Important as Recruitment
A practice that repeatedly loses hygienists or therapists can find itself in a cycle of recruitment.
Improving retention can therefore be more cost-effective than constantly replacing staff.
Practices should consider:
- Regular feedback
- Fair working arrangements
- Flexible scheduling
- Career development
- Appropriate clinical support
- Recognition
- Team communication
- A positive working environment
Retention becomes particularly important when recruiting in regions where the available workforce is limited.
How Recruitment Agencies Can Help
Specialist dental recruitment agencies can help practices access a broader candidate pool.
Depending on the recruitment model, agencies may support:
- Candidate sourcing
- CV screening
- Professional qualification checks
- GDC registration verification
- Interview coordination
- Locum recruitment
- Permanent recruitment
- International recruitment
This can be particularly useful when a practice has advertised repeatedly without finding an appropriate candidate.
Should Practices Recruit Hygienists or Therapists Internationally?
International recruitment can be considered where suitable candidates are available and the relevant registration and right-to-work requirements are met.
However, employers should not assume that international recruitment is automatically the answer to every staffing challenge.
A good recruitment strategy should consider:
- Local workforce availability
- Flexible working options
- Permanent versus locum requirements
- Candidate experience
- Training requirements
- GDC registration
- Right-to-work status
- Long-term retention
International recruitment works best when it forms part of a broader workforce strategy.
What Does the Future Look Like for Dental Hygienist and Therapist Recruitment?
The workforce is clearly changing.
The number of registered hygienists and therapists has grown substantially, while NHS policy has increasingly recognised the role of dental care professionals in expanding capacity.
At the same time, working patterns remain diverse, with many professionals working flexibly or across multiple roles and practices.
This means the future recruitment challenge may be less about simply "how many professionals are registered?" and more about:
Where are they working?
How many hours are they available to work?
What type of role do they want?
Which sector are they working in?
Are their skills aligned with the needs of individual practices?
These questions will become increasingly important for dental workforce planning.
What Dental Practices Should Do Now
Rather than waiting for a vacancy to become urgent, practices can take a proactive approach.
A practical recruitment strategy should include:
- Forecasting staffing requirements
- Building a candidate pipeline
- Offering flexible working
- Reviewing remuneration regularly
- Developing strong employer branding
- Investing in CPD
- Improving onboarding
- Tracking staff turnover
- Considering locum and permanent options
- Exploring international recruitment where appropriate
Practices that build relationships with candidates before they urgently need them may have a significant advantage.
Final Thoughts
The question of whether there is a dental hygienist and therapist shortage in the UK is more complicated than simply looking at registration numbers.
The GDC's latest figures show substantial growth in both professions, with 11,407 dental hygienists and 8,824 dental therapists registered as of August 2026.
At the same time, practices can still experience recruitment difficulties because workforce availability varies by geography, employment model, working hours, sector and professional preferences.
For dental practices, the solution is therefore not simply to advertise a vacancy and wait for applications. Successful recruitment increasingly requires flexible working arrangements, competitive terms, strong employer branding, professional development and proactive workforce planning.
As the role of dental hygienists and therapists continues to expand within UK dentistry, practices that develop a clear strategy for attracting and retaining these professionals will be better positioned to meet patient demand and build sustainable clinical teams.
Frequently Asked Questions
Is there a shortage of dental hygienists in the UK?
There are recruitment challenges for dental hygienists in some practices and regions, but the UK has also experienced significant growth in the number of registered hygienists. The GDC recorded 11,407 registered dental hygienists in August 2026.
Is there a shortage of dental therapists in the UK?
The number of registered dental therapists has increased significantly, reaching 8,824 in August 2026. However, individual practices can still experience difficulty recruiting therapists depending on location, working patterns and the type of role offered.
Why are dental practices struggling to recruit hygienists and therapists?
Recruitment difficulty can be influenced by location, competition between practices, flexible working preferences, employment models and the availability of professionals with the specific skills or hours required.
Are dental hygienists in demand in the UK?
Dental hygienists remain an important part of the UK dental workforce, particularly as practices place greater emphasis on preventive and periodontal care. The number of registered hygienists has also continued to grow.
Are dental therapists in demand in the UK?
Dental therapists have an increasingly important role in workforce planning and patient access. NHS England data has shown increased participation by dental therapists in NHS care, particularly following changes introduced in 2022.
How can a dental practice recruit a hygienist or therapist?
Practices can recruit through direct advertising, professional networks, recruitment agencies, locum providers and, where appropriate, international recruitment. A clear job description, competitive terms and flexible working options can improve candidate response.
