IRS Phasing Out Paper Checks on September 30

In March 2025, the White House issued an Executive Order on Modernizing Payments to and from America’s Bank Account (essentially the IRS’s system for payments and refunds). As part of this effort, the U.S. Treasury announced that, starting September 30, 2025, it will no longer send paper checks for IRS payments. From that date forward, refunds and other federal tax payments will only be issued electronically.

For dental practice owners, this may not feel like a big shift since you’re probably already paying and receiving funds electronically. However, it’s important to understand what’s happening and how to help family members who may still rely on paper checks prepare for the change.

Why the Change Is Happening

This particular shift is part of a broader government initiative to modernize payments. Electronic transfers are faster, more secure, and more cost-effective than paper checks, and they also reduce the risk of mail theft, fraud, or lost payments, something that has grown in recent years.

What It Means for You

  • Refunds: If you typically get your IRS refund by check, you’ll need to provide direct deposit details or another electronic option going forward.
  • Payments: While details are still emerging, the IRS is expected to encourage or even require more electronic tax payments. 
  • Exceptions: Some taxpayers, such as individuals without bank accounts or those facing specific hardships, may still be able to request paper checks, but these allowances will be rare.

Why We’re Sharing This

While this change may not affect you directly, we want to ensure everyone is as informed as possible. You may have family members, especially older relatives, who still depend on paper checks. For them, this shift could feel like a big adjustment. Passing along this information now gives them time to prepare before the next tax season and allows them to set up direct deposit or look into alternatives like prepaid debit cards.

What To Do Now

  • Confirm your bank information with the IRS if you normally get refunds. You can confirm or update your bank account information through secure IRS tools like Direct Pay, EFTPS, and the IRS Online Account.
  • Encourage family members who still depend on paper checks to talk to their bank or financial advisor about electronic options.
  • Stay informed: The IRS is expected to release additional guidance on payment acceptance and exceptions over the coming days. We will do our best to keep you updated as new information is released.

Note For Those Yet to File Their 2024 Tax Return

If you have not yet filed your 2024 tax return, but plan to before the October 15 deadline, keep in mind that the new rules will apply to you. Beginning September 30, 2025, IRS refunds will only be issued electronically, and any balance due will be paid the same way. If you don’t provide valid banking information for your refund, you risk delays or even having the payment held until those details are confirmed.

At the end of the day, this change is about making the system faster and more secure. If you have any questions or want help, just let us know. We are here to help make this transition as seamless as possible. 

Podcast Recap: Key Metrics Every Dentist Should Track for Practice Success

In a recent episode of Beyond Bitewings, host Ash welcomed CJ Carroll from Dental Intelligence to talk about something many practice owners wrestle with: turning mountains of practice data into meaningful, actionable insights.

CJ works with more than 12,000 practices across the country and has seen firsthand how analytics can drive growth when used the right way. While every practice collects information through its management software, whether Dentrix, Eaglesoft, or Open Dental, most of that data stays buried. Dental Intelligence helps surface it in a clearer, more user-friendly way.

What Analytics Can Reveal

CJ highlighted a few key performance indicators (KPIs) that can shine a spotlight on both strengths and weak spots in a practice:

  • Hygiene reappointment percentage: A measure that can make or break long-term patient retention.
  • Provider pulse: A breakdown of production by provider, showing where inefficiencies or training opportunities might exist.
  • Morning huddles: Reports designed to prepare the team for the day’s patients, making conversations more focused and productive.

For owners, these numbers also tie directly into compensation agreements with associates, helping ensure arrangements are fair and financially sustainable.

Accuracy Matters

As CJ explained, analytics are only as good as the data that goes in. One common mistake is leaving old treatment plans open in the system. While some practices think they need to “clean house” before using an analytics platform, CJ suggests the opposite: let the software expose those gaps so they can be addressed systematically over time.

Growing Without More Marketing Spend

A surprising takeaway was that many practices already have untapped growth potential sitting in their systems. Dental Intelligence often reveals outstanding treatment that hasn’t been scheduled or patients who haven’t been back in 18 months. Instead of sinking more money into marketing, a practice can reactivate these patients and see significant production gains.

Using Data for Smarter Management

Beyond tracking growth and retention, analytics can support bonus structures or compensation plans by tying completed tasks to actual production. That makes it easier for owners to evaluate whether incentive programs are really working.

Your practice already has the numbers it needs to grow. The challenge is translating that information into action. As CJ and Ash discussed, analytics can be a powerful tool for making better decisions, boosting patient retention, and supporting team performance without the guesswork.

AI May Be Clever, But Not for Your Finances

Artificial intelligence gets a lot of hype. It can generate quick answers, summarize complex topics, and even pass the INBDE that kept you up at night with flashcards. But when it comes to your personal finances or the financial health of your dental practice, it’s a risky gamble.

According to the recently released Access to Professional Services report, 22% of Americans who turned to AI for medical advice ended up with wrong information, and 19% actually lost money after following its financial recommendations. Even more surprising, 51% of consumers admit they already use AI for financial advice, while another 27% are considering it.

Let’s pause on that for a second. Nearly one in five people lost money because they trusted an algorithm with their personal finances, and yet more than half are still doing it. That’s not efficiency; that’s wishful thinking.

Why AI Isn’t Enough

Here’s the problem: AI doesn’t know you. It doesn’t know your goals, your risk tolerance, your family obligations, or the years you’ve poured into building a dental practice. It just pulls from the internet, a place that, let’s be honest, isn’t exactly known for nuance or universal accuracy.

Sure, AI can spin out generic advice that looks good on the surface. But when the stakes involve your livelihood, your retirement, or the future of your practice, “generic” is the last thing you need. What works for a stranger online may not work for you, and the cost of getting it wrong can be steep.

The Case for Human Advice

Working with an experienced advisor isn’t about paying for information; it’s about paying for interpretation. At Edwards & Associates, we help you sort out what matters in your unique situation, anticipate problems before they derail your plans, and adjust strategies as life (and the market) changes. That’s something no algorithm can do, no matter how sophisticated it seems.

At the end of the day, your financial future deserves more than cut-and-paste advice. Don’t leave it in the hands of a machine. Work with people who know you, understand your practice, and can help you chart a path with confidence.

Don’t Let Bad Tax Advice Drill Into Your Finances

Dentists are no strangers to misinformation. Patients walk in with something they read on the internet about whitening hacks or miracle cavity cures, and you have to set the record straight. The same thing is happening with taxes, only the consequences can be far more expensive.

The IRS recently sounded the alarm about a wave of misleading tax tips spreading on social media. These aren’t just minor misunderstandings; they can lead to audits, rejected claims, and stiff financial penalties. As James Clifford, Director of Return Integrity and Compliance Services, explained: “People who follow this advice could end up with rejected claims and a penalty of up to $5,000 in addition to any other penalties that might apply.” So far, the agency has imposed more than 32,000 penalties, costing taxpayers more than $162 million. That’s a high price to pay for taking advice from a TikTok video.

It’s easy to see how these schemes hook people. Who wouldn’t want to believe there’s a hidden credit that could reduce your tax bill? But just like those too-good-to-be-true dental “hacks,” tax shortcuts you see online can do more harm than good.

The Lure of Fake Deductions

The most common scams promise credits that most taxpayers simply don’t qualify for. A few of the recent offenders include:

  • Fuel Tax Credit: This is real but reserved for very narrow uses like farming equipment or off-highway machinery. Most dentists driving to and from the office don’t qualify.
  • Pandemic-Era Leave Credits: Any claims for sick or family leave credits expired well before 2025 and are no longer available to most taxpayers. 
  • Employee Retention Credit (ERC): Designed for businesses hit by pandemic-related disruptions, but it has also expired. There were so many people filing under questionable circumstances that the IRS permanently paused new claims. 
  • R&D Tax Credits: Unless you’re inventing new dental technology in your spare time, you are very unlikely to qualify for this credit. Practice improvements will not count as “research and development.”
  • Charitable Deduction Scams: You must donate to IRS-qualified organizations to claim this deduction. Inflating donations or picking unqualified groups won’t fly, even if online promoters say otherwise. If you are unsure whether a nonprofit qualifies, we can help verify it for you. 

For dental practice owners and associates alike, falling for one of these “strategies” doesn’t just delay your refund; it can also result in penalties that eat into your hard-earned income.

Why Dentists Are Particularly at Risk

Running a practice or working as an associate often means long hours and little time to dig into the fine print of tax law. It’s tempting to lean on what you see shared by colleagues or on social platforms. But what worked (or appeared to work) for someone else could land you in serious trouble. Just as every patient case is different, every tax situation is unique.

Another danger? Unscrupulous tax preparers. Some promise outsized refunds, but don’t sign the return themselves. This is a huge red flag that you might be working with a “ghost preparer.” If the IRS comes calling, you’ll be left holding the bag. Others may use your information for identity theft.

The Case for Professional Guidance

The reality is simple: tax law is complex, and dentists face unique challenges when balancing personal and practice-related finances. From equipment depreciation to managing associate pay, your situation is nothing like the “average” taxpayer’s. That’s why advice pulled from Facebook or a message board is more likely to cause problems than provide solutions.

When you work with a qualified CPA who knows dentistry, you get:

  • Tailored advice that factors in your practice’s structure, your long-term goals, and your family’s financial picture.
  • Protection from penalties that could far exceed any short-term gain from a dubious deduction.
  • Accountability and peace of mind because your return is signed, accurate, and backed by someone who will stand by you if questions arise.

Stay Smart, Stay Safe

Just like patient care, your finances deserve expertise, not quick fixes. The internet may be full of “hidden” tax tips, but the only truly reliable path is working with a professional who understands both the IRS and the business of dentistry.

Don’t let misinformation eat away at your bottom line. If you’re unsure about a credit, deduction, or strategy you’ve heard about online, check with us before making a move. We are happy to help!

Podcast Recap: What Should Dental Students Know About the Business Side Before Graduating?

In a recent Beyond Bitewings episode, Ash sat down with David Mitchell, Meija, a D3 dental student at Texas A&M, to discuss what dental students really need to know before entering the profession. While most of dental school focuses on clinical training, the conversation highlighted how critical it is to also prepare for the business and financial realities of running or joining a practice.

Mitchell, who earned an accounting degree before attending dental school, shared his curiosity about the practical steps new dentists should take to be ready for life after graduation. Ash’s first piece of advice was to recognize that no one succeeds alone. He emphasized the importance of building a team of experts early on, including professionals such as CPAs, lenders, and legal advisors, who can help navigate decisions about location, financing, and contracts. While it’s possible to research these topics independently, having trusted advisors makes it easier to sort through information and apply it to your unique situation.

Location and financing topped the list of early concerns for aspiring practice owners. Ash noted that choosing the right place to live and work impacts not only a dentist’s professional success but also their family life. Financing is another hurdle, and knowing what terms, structures, or lenders make sense for a new practice is often best evaluated with expert guidance. Building these relationships before graduation helps new dentists hit the ground running.

The discussion also turned to associate agreements. Too often, new graduates sign contracts without fully understanding compensation models, restrictive covenants, or exit clauses. Ash urged dental students to have these agreements reviewed by experienced professionals who know what’s typical for a given market. Negotiating for terms that reflect fair compensation and realistic restrictions can make a significant difference in long-term career flexibility.

Financial literacy was another recurring theme. From setting aside money for taxes to starting retirement savings early, new dentists must shift quickly from the world of student loans to managing real income. Ash stressed the value of working with financial professionals to create plans for debt repayment, tax compliance, and long-term savings. Starting early with even modest contributions can harness the power of compounding growth over time.

Finally, Mitchell asked about the differences between corporate dentistry (DSOs) and private practice. While Ash acknowledged there are benefits to both, he explained that DSOs, driven by investors, often prioritize efficiency and volume, which can sometimes reduce time spent with patients. This model may not suit every dentist, particularly those who value longer patient interactions. As the profession continues to evolve, understanding these differences will help new dentists choose the path that aligns best with their personal and professional goals.

How IRS Staffing Cuts & System Strain Impact Taxpayers

Most dentists don’t spend much time thinking about how the IRS runs until something goes wrong. But when staffing levels are cut and outdated technology struggles to keep up, the ripple effects land directly on taxpayers and their advisors.

We saw this vividly during the COVID-19 years: mailrooms backed up, phone lines overwhelmed, and millions of paper-filed documents literally shredded. Unfortunately, even today, the IRS is still working with decades-old computer systems and a shrinking workforce. That combination makes routine tax administration harder than it should be, and it shows.

Longer Waits and Slower Processing

For dental practice owners expecting refunds, requesting transcripts for a business loan, or trying to resolve a tax notice, patience will be required. Reduced staffing means:

  • Refund delays can stretch for weeks or months beyond normal timelines.
  • Loan application slowdowns when lenders can’t get timely IRS transcripts to verify income.
  • Tax notices drag on, with responses and resolutions sometimes taking months or years.

Fewer Ways to Reach Real Help

Calling the IRS has never been easy, but reduced staff only makes it worse. Hold times of 30–60 minutes used to be considered long; now, taxpayers often face dropped calls or phone lines that simply aren’t staffed.

On the paper side, even though electronic filing has expanded, the IRS still requires many documents to be mailed. When those pile up, processing lags, and sometimes correspondence goes missing altogether. That leaves taxpayers in limbo, waiting for updates that may never come without repeated follow-ups.

The Cost to Small Business Owners

For busy dental professionals, the biggest hidden cost of IRS delays is time. When an issue drags on, accountants and advisors have to chase down answers, resend documents, and make repeated attempts to get clarity. That extra effort translates into higher costs for taxpayers, especially when something simple gets stuck in the system.

Why This Matters for Dental Practices

Dental practices often need timely IRS documentation to move forward with loans, refinancing, or business expansions. Delays can disrupt cash flow planning and add stress to already complex business decisions. And when the IRS is slow to process credits, refunds, or responses to tax notices, it ties up both money and attention you’d rather devote to your patients.

Looking Ahead

Ideally, government leaders would reduce tax complexity and restore IRS staffing and systems so that taxpayer services remain effective. However, under current plans, the IRS is facing deep operating and enforcement cuts, with no clear indication that Congress will reverse course anytime soon. It remains crucial for taxpayers, especially small business owners, to prepare for extended response times and reduced service levels:

  • File electronically whenever possible.
  • Keep thorough records in case correspondence is misplaced.
  • Build in extra time for loans or financial transactions that require IRS transcripts.

As your advisors, we’ll keep monitoring IRS developments and advocate for solutions that make the system work better. In the meantime, know that we’re here to help you navigate delays and reduce stress wherever possible.

Why Remitting Payroll Taxes on Time Is Critical

As a dental practice owner, your focus may be on patients, but the IRS requires just as much attention to payroll taxes. These aren’t just another line item; they’re legally classified as “trust fund taxes.” That means when you withhold federal income tax, Social Security, and Medicare from your employees’ paychecks, you’re holding those funds on behalf of the government. In the eyes of the IRS, failing to send them in promptly is more than a mistake. It’s theft, and the consequences include fines, criminal charges, and even prison time.

Real-World Cases: Payroll Tax Non-Compliance Comes at a High Cost

The IRS has made it clear that no business owner is too small or too specialized to be held accountable. Here are just a few examples.

  1. Nevada Dentist: A licensed pediatric dentist pled guilty to failing to remit payroll taxes, proving that even small dental practices face criminal enforcement.
  2. Virginia Business Owner: A Chester, VA, business owner was sentenced to two years in prison for withholding payroll taxes from employees’ wages but failing to send them to the IRS.  
  3. New Hampshire CEO: A tech company CEO in New Hampshire withheld but never paid millions in payroll taxes between 2014 and 2021. He received a 2½-year sentence and had to pay restitution exceeding $639,000. 
  4. Florida Payroll Provider: In an example of someone who definitely knew better, a payroll company owner diverted client tax funds for personal use and was sent to prison for more than four years. 
  5. Reality TV Personality: Peter Thomas, of The Real Housewives of Atlanta, was sentenced to 18 months and ordered to repay $2.5 million for failing to pay employment taxes across several businesses.  

Why This Matters for Your Practice

Payroll taxes are one of the most serious obligations you carry as a business owner. Even if you delegate payroll tasks to a staff member, accountant, or outside service, the IRS still holds you personally responsible.

Some owners convince themselves they’ll “borrow” from payroll tax funds to get through a tough month. But even a short delay counts as willful evasion in the eyes of the IRS. The result? Mounting penalties, damaged reputations, and, in the worst cases, criminal charges.

For dental practice owners already juggling patient care, staff management, and overhead costs, the added risk of payroll tax missteps is too great to ignore.

How to Stay Compliant

For most dental practices, the simplest and safest option is to partner with a reputable payroll provider, like ADP, that takes on the legal responsibility of calculating and remitting payroll taxes on time and in the correct amounts. Be sure to confirm that if the IRS ever issues a payroll-tax notice, they will handle the response at no additional charge. That shifts the risk away from your practice, so you and your team can focus on running the business and caring for patients, not trying to master the complexities of payroll law. And considering that IRS fines can be steep, as we established above, the cost/benefit ratio – and ability to sleep well at night – makes sense for most practices.

If you decide not to outsource, you’ll need to put strong guardrails in place to stay compliant:

  1. Fund immediately – Treat payroll tax liability as untouchable. Set the money aside as soon as payroll runs.
  2. Know your schedule – IRS deposit rules vary. Some practices remit monthly, others semi-weekly. Understand which applies to you.
  3. Automate where possible – Payroll software can reduce the risk of human error, but it won’t assume legal responsibility the way a provider like ADP does.
  4. Keep funds separate – Always store payroll taxes in a dedicated account so they are never mixed with operating funds.
  5. Act fast if you fall behind – The IRS offers options like installment agreements and voluntary disclosure, but only if you address problems quickly.

Remitting payroll taxes on time isn’t optional; it’s a legal non-negotiable. Whether you rely on a provider or manage it in-house, the key is to treat these funds as sacred. For many practice owners, outsourcing is the easiest way to eliminate the risk and sleep better at night.

If you’re ever unsure about your payroll tax process or if you’ve already fallen behind, reach out to us immediately. The cost of prevention is always lower than the cost of IRS enforcement, whether measured in dollars, reputation, or even freedom.

Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Rethinking Employee Benefits: A Strategic Move for Dental Practices

Running a successful dental practice today requires more than great clinical skills. It also means competing for talented hygienists, assistants, and administrative staff in a labor market where turnover is high and expectations have shifted. Salary will always matter, but for many employees, benefits are what make or break their decision to stay.

For dentists, that creates an opportunity: by choosing benefits that are both tax-efficient and resonate with employees, you can strengthen loyalty, reduce hiring headaches, and manage costs at the same time.

What Your Team Really Wants

Anyone running a dental practice knows firsthand that staffing challenges are real. National surveys show that employees consistently point to a handful of priorities when evaluating an employer:

  • Flexibility and balance – More workers want schedules that support their personal lives. While chairside roles can’t be remote, creative scheduling options go a long way.
  • Health coverage – Affordable, reliable health insurance remains non-negotiable for most employees.
  • Support for well-being – From mental health counseling to wellness stipends, employees expect resources that address stress and burnout.
  • Retirement planning – Economic uncertainty has younger employees thinking about their future sooner. Access to savings plans is a big differentiator.
  • Professional growth – Tuition assistance, CE support, and training stipends signal that you’re invested in long-term careers, not just filling today’s openings. Some practices are also offering a personal growth stipend that goes beyond CE, giving employees the freedom to invest in themselves in meaningful ways.
  • Time off and holidays – Paid time off, vacation, and holiday schedules remain among the most visible and valued benefits and can significantly impact loyalty.

Ignoring these priorities can be costly: research shows a majority of employees would consider leaving for another employer whose benefits better match their needs. For practices that can’t always match the salaries of DSOs, a tailored benefits package can level the playing field.

Where Taxes Come Into Play

Here’s the good news: many of the benefits employees value most qualify as fringe benefits under IRS rules. While not all are automatically tax-free, a surprising number either avoid being taxed to the employee and remain deductible for the practice

That dual advantage means you can invest in benefits that matter without putting a lot of extra pressure on your bottom line.

Tax-Savvy Benefits That Deliver

Consider how these common options can align with both staff satisfaction and tax efficiency:

  • Health Insurance – Premiums paid by the practice are generally deductible, while employees don’t pay tax on the coverage.
  • Retirement Plans – 401(k)s, SIMPLE IRAs, or similar plans allow deductions for the practice. Plus, small employers may qualify for tax credits to offset startup and administrative costs.
  • Continuing Education Support – Practices can provide up to $5,250 annually in tax-free educational assistance per employee, perfect for CE credits or skill-building.
  • Wellness & Mental Health Resources – Employee assistance programs may qualify as tax-free benefits and are increasingly seen as essential.
  • Commuter Benefits – Transportation and parking benefits are deductible up to IRS limits, reducing taxable income for employees.
  • Meals – Some meal expenses remain partially deductible under current IRS rules.

Why This Matters for Dental Practice Owners

When you design benefits with both employee demand and tax treatment in mind, you accomplish three things at once:

  1. You retain your best people. Turnover is expensive both financially and in patient experience.
  2. You manage costs strategically. Smart use of deductible benefits lowers your practice’s tax liability.
  3. You compete with larger employers. Even if you can’t match salaries, you can differentiate yourself with benefits that employees value deeply.

In today’s environment, benefits aren’t a “nice to have,” they’re a core part of your talent strategy. For dental practices, taking time to regularly evaluate both employee needs and tax implications can pay dividends in loyalty, profitability, and peace of mind.

If you have questions about the tax deductibility of benefits you are considering, let us know. We are happy to help. 

Podcast Recap: Attracting and Retaining Dental Talent with Employee Wellness and Retirement Benefits

On this episode of Beyond Bitewings, Ash sat down with Kelly Majdan of OneDigital and Power Through Wellness to explore how financial planning and personal well-being work together, especially for dental practice owners. Kelly’s core message: your long-term financial outcomes are closely tied to your long-term health. The healthier you are, the further your savings can stretch, and the more likely you are to enjoy the future you’re working toward.

A big portion of the discussion focused on 401(k)s for dental practices. Kelly debunked some common misconceptions, chief among them that plans are too expensive or administratively heavy to start. In reality, thoughtful plan design can begin simply (even with employee deferrals only), and many costs are deductible. Recent updates under SECURE 2.0 and state programs can also reduce startup costs or provide credits, and employers can add matching contributions later as cash flow allows.

Benefits aren’t just about tax savings either; they’re a recruiting and retention tool. As hiring stays competitive, especially for hygienists and experienced clinical staff, candidates increasingly expect retirement benefits. Kelly noted that today’s workforce is more financially literate and evaluates employers on total rewards, not just pay and bonuses. Offering a 401(k) signals stability and support. One option she recommended dental practice administrators consider is a student loan match provision. This allows employers to contribute to an employee’s 401(k) when that employee makes qualifying student loan payments, an attractive differentiator for teams carrying education debt. (Check out this article we wrote on this topic to learn more.)

The conversation also dug into burnout and the day-to-day realities of clinical work. Practice leaders can set the tone for wellness by making care accessible and practical; think on-site services (like periodic chiropractic adjustments), flexible ways to use existing benefits, and removing barriers that keep people from getting help. A simple but powerful step can be to simply ask your team what they need through quick surveys, then mine what your current benefit partners already offer before buying anything new.

For owners 10–15 years from retirement, Kelly emphasized the importance of building a coordinated plan now with your financial planner and CPA. Your 401(k) may be the anchor, but other tools, such as cash balance or supplemental plans, could play a role depending on goals, timeline, and practice transition plans. Early, steady preparation helps avoid a rushed exit and gives you time to align finances with the kind of post-practice life you actually want.

Ultimately, the episode framed “wealth and wellness” as two sides of the same coin. Investing in your health supports the life you’re saving for, and investing in your team’s financial health strengthens retention, engagement, and patient experience. If you have questions about any of these topics or how they apply to your practice, the Edwards & Associates team is here to help.

How Hiring Your Children Can Cut Your Tax Bill

With the 2025 tax-planning season approaching, we know that many of you are looking for smart, legal strategies to reduce your tax burden. One option that’s easy to overlook but made more attractive under the One Big Beautiful Bill Act (OBBBA) is hiring your children.

How OBBBA Makes Hiring Your Kids a Smart Tax Move

The OBBBA permanently eliminated the dependent exemption but raised the standard deduction for single taxpayers to $15,750 in 2025 (up from $15,000 in 2024, with annual inflation adjustments). This change allows your child to earn up to $15,750 in W-2 wages tax-free if they have no other income, since the standard deduction fully offsets those earnings.

For dental practice owners, this opens the door to both family and practice benefits, as long as you pay a fair W-2 salary for legitimate, documented responsibilities. Common examples include managing your social media (and in some cases serving as models for those campaigns) or coordinating community events, but age-appropriate work like filing, office organization, janitorial work, or other support tasks may also qualify.

Here’s what this strategy can mean for you:

  • Avoid Federal Income Tax for Your Child – As long as their earnings stay within the standard deduction, they owe nothing in federal income tax.
  • Potentially Enjoy Payroll Tax Savings – If your practice is a sole proprietorship or a partnership with both parents as partners, wages paid to children under 18 are also exempt from Social Security and Medicare taxes.
  • Lower Your Own Taxable Income – Wages paid to your child are deductible to the practice, reducing taxable income and effectively shifting dollars into a zero-tax bracket.

Just like any other employee, your child must actually perform the work, and you’ll want to maintain job descriptions, timesheets, and payroll records to demonstrate the arrangement is legitimate.

Please Note: To use this strategy, children must be claimed as dependents on your tax return. The biggest payroll tax savings apply when they are under 18. Children 18 and older can still be employed, and their wages remain deductible, but payroll taxes will apply.

Hiring Your Kids: More Than Just Tax Savings

Hiring your children isn’t just about reducing your tax bill; it can also give them valuable work experience and bring fresh energy to your practice’s marketing and community engagement. With the right documentation and planning, it’s a compliant strategy that supports your practice, your family, and your long-term tax planning.

If you’d like to explore whether this strategy makes sense for your practice, our team is here to help during your upcoming tax-planning session.

Podcast Recap: Proven HR Solutions for Practice Owners

In a recent episode of Beyond Bitewings, host Ash from Edwards & Associates sat down with Michelle Griffin, CEO of Griffin Resources, to discuss the critical role human resources plays in helping dental and medical practices run more smoothly. From hiring and onboarding to compliance and culture, Michelle offered practical insights that any dental practice can benefit from, especially those without a dedicated HR professional on staff.

One of the key takeaways from the conversation was the importance of HR compliance. Michelle noted that nearly every aspect of HR is tied to local, state, or federal laws, and overlooking things like proper onboarding documents or I-9 forms can lead to serious issues. For multi-location or multi-state practices, it gets even more complicated, especially as labor laws can vary not only by state, but sometimes even by county.

She also cautioned practice owners about the risk of misclassifying employees, such as treating hourly workers as salaried or mislabeling staff as independent contractors. These decisions, often made for convenience, can expose practices to legal and financial liabilities down the line.

When the topic turned to mergers and acquisitions, Michelle stressed the need for clean, consistent HR records, especially when a practice is preparing to sell. Buyers often assess compliance risks during due diligence, and missing documents or unclear employee classifications can affect a practice’s valuation. She also shared some cautionary tales of fraud discovered during transitions, highlighting the need for strong internal controls, especially around payroll and benefits.

For practices looking to attract and retain top talent, Michelle encouraged owners to highlight their unique strengths. While a small office may not be able to compete with corporate benefits, many offer supportive environments, flexible schedules, and strong team dynamics, all things that can be just as important to job seekers. But keeping those team members long-term means living up to the promises made during recruitment and investing in their growth once they’re on board.

Finally, Michelle underscored the importance of empathetic leadership. The best practice owners she’s seen are the ones who treat their employees like people, not just resources. That includes understanding their goals, supporting work-life balance, and creating a culture where employees feel heard and valued.

If you’re a dental practice owner navigating people challenges, compliance headaches, or planning for a transition, this episode is a must-listen.