From Restaurants to Root Canals: Payment Transparency Lessons for Dental Practices

The Case

In August 2025, a part-time waiter at The Ivy took legal action after getting less than £100 for 43 hours of work, despite the tip pool topping £31,000. He claimed the distribution system — run via an external “tronc” administrator — was so unclear that it breached the Employment (Allocation of Tips) Act 2023.

Why Dentistry Should Care

While dentistry doesn’t deal in tips, many practices use shared revenue or percentage-split arrangements. These might include:

• Associate dentists working on a commission split.

• Hygienists receiving a percentage of treatment fees.

• Bonus schemes for nurses, receptionists, or treatment coordinators.

If the calculation isn’t transparent and documented, disputes can arise — and legal risk follows.

Key Lessons for Dental Practices

1. Transparency in pay calculations — Show associates and staff the numbers: treatment income, deductions, agreed percentages.

2. Clear written policies — For any shared or pooled income, have a documented, agreed allocation method.

3. Legal alignment — While tipping law doesn’t directly apply to dentistry, the principle of disclosure and fairness under UK employment law certainly does

The Risk

When people can’t see the link between the practice’s income and their own pay packet, suspicion builds. In The Ivy’s case, that suspicion is now heading to a tribunal.

The Drill Down

Think of payment transparency like patient consent:

• It’s not just the right thing to do;

• It’s your best legal defence;

• And it builds trust across your team.