Independent Contractors in Los Angeles Dental Practices

Dental practices in California must follow a unique regulatory framework. Owners across Los Angeles choose Polished Legal because we provide:

• Tailored classification guidance grounded in California employment rules
• Deep experience with Los Angeles dental staffing models
• Support across multi-location California practices
• Risk-mitigation strategies aligned with state-level enforcement trends
• Contract drafting designed for California’s strict corporate practice standards

We help Los Angeles practices create compliant structures that fit their staffing needs and long-term vision.

Los Angeles is home to one of the largest dental labor markets in the country, with many practices relying on contractors for flexible staffing. Locum coverage, mobile specialists, and hygiene support are common across LA’s competitive and high-volume environment.

California’s strict employment laws make it easy to blur the distinction between contractor and employee unintentionally. When a contractor works consistent hours, follows detailed practice protocols, or functions like staff, California regulators may view them as misclassified — even if both parties intended an independent role.

California’s ABC Test

Los Angeles practices are subject to California’s ABC test, which presumes a worker is an employee unless:

A) They are free from control
B) Their work is outside the practice’s usual business
C) They operate independently in their own profession

Important Exception for Licensed Dentists

Licensed dentists (including associates, locums, and specialists) are exempt from California’s ABC test due to a specific carve-out under the California Labor Code (§ 2778(b)(2)). For these providers, the older, more flexible Borello multifactor test applies. This means legitimate independent contractor arrangements with dentists remain possible in California — provided the relationship is carefully structured to show true independence in practice, not just on paper. Dental hygienists and other staff, however, remain fully subject to the strict ABC test and almost always must be employees.

Common Red Flags

• Assigning set clinical schedules
• Requiring participation in team training
• Fully integrating the provider into staff workflows
• Compensating in ways that mimic W-2 structures

Local regulators frequently audit LA health-care businesses, making compliance especially important.

Proper classification affects:

• California payroll tax compliance
• Malpractice and professional liability coverage
• Insurance credentialing tied to LA-area dental plans
• Practice sale transactions within the competitive Los Angeles market
• Record-keeping requirements for state audits

Misclassification is one of the most common compliance issues uncovered in California dental practices.

Strong agreements should reflect California laws and Los Angeles practice norms. They typically include:

• Scope of services
• Clinical independence language
• State-compliant compensation structure
• Malpractice coverage expectations
• Record-access and charting rules
• California-specific non-solicit considerations

Your agreement must align with how the relationship functions day to day — something regulators in California focus on.

We support LA-area practices by:

• Reviewing contractor relationships under California law
• Drafting compliant agreements tailored to your operations
• Advising multi-location practices expanding across LA County
• Preparing practices for state audits or insurance review
• Evaluating classification risks during practice acquisitions
• Updating agreements as California laws change