Why Dentists Replace Their Dental Accountant in the New Year

The New Year is a natural checkpoint for every dental practice. Many practice owners use this moment to ask whether their current accounting services are supporting real financial goals or simply filing a tax return. At Dental Accounting Group, these conversations often begin when dentists want a deeper level of insight and responsiveness. Dentists frequently seek a partner who understands dentistry, communicates proactively, and delivers clear financial statements that lead to better decisions for patient care and practice growth.

Why do dentists change accountants?

Dentists change accountants when communication is slow, reports are unclear, and advice is limited to tax season. Practices need timely answers, accurate bookkeeping, and guidance that reflects the realities of the dental industry. When that does not happen, practice owners start the year with a new plan and a new advisor.

Common triggers for switching in a dental practice

Most dentists cite delays and lack of responsiveness as the primary issue. Questions about payroll timing, vendor payments for dental supplies, or tax estimates cannot sit for days. A same-day or 24-hour communication commitment matters because small timing issues compound into larger cash flow problems and missed deductions.

Another common driver is feeling treated like a tax return instead of a business owner. Dental practice accounting is not one-size-fits-all. A practice owner needs a certified public accountant who understands financial transactions specific to production, collections, merchant fees, and insurance adjustments. That knowledge shows up in accurate bank statements, clean reconciliations, and reports that make sense.

Many practices also move on when their accountant cannot explain results. If a report lists numbers without context, there is no bridge between data and decisions. Custom dental accounting reports should clarify the bottom line, highlight risks to financial stability, and show a path to financial success, not leave you guessing.

Communication delays cost real money in a dental practice

Late responses create operational friction. When payroll questions linger, staff confidence slips. If vendor payments are delayed, relationships with suppliers suffer. When tax planning conversations occur after the year closes, deductions go unrealized. Timely replies protect cash flow, strengthen dental practice management, and relieve stress for dentists who want to stay focused on patient care instead of chasing answers.

At Dental Accounting Group, responsiveness is an operating standard. We provide relationship-based accounting support with clear follow-up and practical next steps. That includes direct answers to time-sensitive items and a steady cadence for month-end close, tax planning touchpoints, and KPI reviews. Communication that arrives when you need it supports a successful dental practice day to day.

What should a dental accountant communicate regularly?

A dental accountant should provide monthly financial statements, a straightforward cash flow view, progress toward financial goals, and clear next steps for taxes and payroll. They should flag variances, explain significant financial transactions, and confirm that bank statements are reconciled. They should also document deadlines so nothing is missed.

Beyond timing, content matters. Reports should reflect dental practice accounting details, not generic categories. Production and collections should be easy to track. Overhead should be organized so you can see dental supplies, lab fees, and staffing costs clearly. When data mirrors the way a practice operates, decisions become simpler and more confident.

How often should a dentist hear from their CPA?

Dentists should hear from their CPA at least monthly, with additional touchpoints each quarter for tax planning and anytime a question arises. Your cpa should set expectations for response times and deliverables so you know when to expect answers, documents, and next-step recommendations throughout the year.

That regular cadence reduces surprises. It creates room for planning instead of scrambling. It also ensures your accountant understands your calendar, from hygiene schedules to insurance deposit timing, so advice aligns with the realities of dentistry and your local market.

Tailored reporting leads to better decisions for practice owners

Generic accounting often hides what matters most to dentists. Custom financial reporting built for the dental industry highlights the drivers of your bottom line and provides an accessible view of cash flow. When bookkeeping organizes revenue and expenses the way a practice operates, owners can spot trends and act quickly.

For example, consistent categorization of financial transactions helps you evaluate profitability and plan for the right inventory of dental supplies. Accurate payroll mapping supports staffing decisions and seasonal scheduling. Clear month-end reports free you to focus on dentistry while staying confident that the numbers behind patient care are current and reliable.

From transactional accountant to relationship-based partner

Many dentists are moving from compliance-only firms to partners who provide ongoing strategic guidance. Relationship-based accounting support means you have a team that understands context, not just line items. It also means an advisor who anticipates questions, educates your team, and sits beside you when big decisions arise, such as expansion, equipment purchases, or adjusting compensation models.

Dental Accounting Group serves dentists exclusively. That focus shows up in our dental-specific bookkeeping, custom reporting, practice analytics and KPI tracking, and education and training for practice owners. Strategic advisory for practice owners turns data into action, and our same-day or 24-hour communication commitment keeps decisions moving. The result is financial stability and momentum that matches your vision for growth.

What to evaluate when replacing your accounting services

Use this short checklist to assess fit as you consider a new advisor for the New Year:

  • Dental industry expertise and exclusive focus on dentistry.
  • A certified public accountant who provides accessible explanations and education.
  • Clear monthly financial statements and reconciled bank statements.
  • Accurate, dental-specific bookkeeping and documentation of deductions.
  • Proactive tax planning that aligns with cash flow and your financial goals.
  • Payroll coordination and support with reliable timelines.
  • Practice analytics and KPI tracking with custom financial reporting.
  • A relationship-based model with a stated response commitment and clear next steps.

A strong partner will help you lead with clarity. The right accountant equips you to make decisions confidently, protect the bottom line, and drive financial success on a predictable schedule.

Getting started with a plan that supports dentistry all year

If the past year felt reactive, use this moment to reset. Begin with a conversation about your goals, your current process, and the reports you rely on. Ask for a demonstration of monthly close, tax planning workflow, and how cash flow is monitored. Request examples of how recommendations are delivered and tracked so you can hold the team accountable.

Take the First Step Toward Better Dental Accounting Support

Choose a dental accountant who understands dentistry, values timely communication, and delivers clarity you can act on. 

Schedule a conversation today with Dental Accounting Group to start the New Year with organized books, clear reports, and a partner invested in your dental practice.

Understanding your sales and use tax obligations in Washington State is essential for maintaining compliance and avoiding costly penalties. Whether you operate a dental practice, professional services firm, or retail business, staying current with these requirements can save you significant time and money.

This guide breaks down everything you need to know about Washington’s sales and use tax system, including recent legislative changes that took effect in late 2025.

Understanding Sales and Use Tax in Washington

What Is Sales Tax?

Sales tax is imposed on retail sales of most goods and certain services in Washington State. When your business sells taxable items or services to customers, you must collect the applicable sales tax at the point of sale and remit it to the Washington Department of Revenue (DOR).

The combined state and local sales tax rates vary by location, ranging from 6.5% (the state base rate) to over 10.5% in some areas, such as parts of King County. It’s important to apply the correct rate based on where the sale occurs.

What Is Use Tax?

Use tax serves as the counterpart to sales tax. It applies when your business purchases taxable goods or services from out-of-state vendors (or in-state vendors who fail to charge sales tax) and uses those items in Washington.

The use tax rate equals the sales tax rate that would have applied if the purchase had been made locally. Business owners are responsible for self-reporting and remitting use tax on their Combined Excise Tax Return.

Who Is Subject to Sales and Use Tax?

Washington businesses are generally subject to sales and use tax obligations if they meet any of the following criteria:

       Have a physical presence in Washington (office, employees, inventory, or business location)

       Meet the economic nexus threshold of $100,000 or more in gross receipts sourced to Washington in the current or prior year

       Sell taxable goods or services to Washington customers

       Purchase items or services for use in Washington without paying sales tax

Special Considerations for Dental Practices and Service Businesses

While professional dental services are generally not subject to sales tax, practices must still collect sales tax on certain retail items sold to patients, such as oral care products sold over the counter. Additionally, dental practices must pay use tax on business purchases where applicable, including acquired assets when buying a practice.

Service businesses like dental practices are also subject to a state (and sometimes city) Business and Occupation (B&O) tax on gross receipts. This typically ranges from 1.5% to 2%, depending on the location of the business and whether there is an applicable city tax rate.

Recent Changes: ESSB 5814 and New Sales Tax Categories

Effective October 1, 2025, Washington’s ESSB 5814 extended retail sales tax to several new categories that may significantly impact your business operations.

Advertising Services Now Subject to Sales Tax

The new law broadly defines taxable advertising services as “all digital and nondigital services related to the creation, preparation, production, or dissemination of advertisements.” This encompasses a wide range of activities, including:

       Website development and design

       Logo design and branding

       Search engine optimization (SEO) services

       Acquisition of advertising space

       Consulting and advice on advertising methods

Live Presentations and Speaking Engagements

Seminars, workshops, and continuing education events where participants attend in-person or via real-time telecommunication are now subject to sales tax. This has important implications for professionals who receive compensation for speaking engagements—they must now collect and remit sales tax to the Department of Revenue.

What Remains Exempt

Several advertising-related categories remain exempt from sales tax:

       Radio and television advertisements

       Newspapers

       Fixed signage such as billboards

       In-store displays

Outside of these specific exceptions, the State generally assumes that anything related to advertising is subject to sales tax.

What to Look For: Ensuring Compliance

While vendors are responsible for collecting sales tax, many may not yet be aware of the new rules—particularly if you work with out-of-state vendors. Here’s what you should do:

1.    Review your advertising invoices to verify whether sales tax is being charged.

2.    Contact vendors who aren’t charging sales tax to understand their reasoning. They may have a valid exemption (such as minimal presence in Washington) or may have inadvertently omitted the tax.

3.    Self-report use tax on your Combined Excise Tax Return if vendors legitimately cannot charge sales tax.

The Combined Excise Tax Return

Washington does not have a state income tax. Instead, businesses file a Combined Excise Tax Return that includes:

       Business & Occupation (B&O) Tax – A gross receipts tax on business activities

       Retail Sales Tax – Tax collected from customers on taxable sales

       Use Tax – Self-reported tax on out-of-state or untaxed purchases

       Other applicable state and local taxes

All registered Washington businesses must file this return, even if they had no business activity during the reporting period. This is known as a “no business activity” return.

Filing Frequencies and Due Dates

The Department of Revenue assigns filing frequencies based on your estimated annual tax liability:

Filing Frequency

Business Size

Due Date

Monthly

Higher volume businesses

25th of following month

Quarterly

Mid-range businesses

Last day of month after quarter

Annual

Smaller businesses

April 15 / January 31

Note: Due dates falling on weekends or holidays extend to the next business day.

Late Filing and Payment Penalties

Timely filing is crucial to avoid escalating penalties. Here’s what you can expect if you miss your deadlines:

Timing

Penalty

After due date

9%

After last day of following month

19%

After 2nd month following due date

29%

Interest (2025 rate)

7% annually

Additionally, interest accrues at approximately 7% annually (2025 rate) on unpaid tax balances.

Next Steps for Your Business

Staying compliant with Washington’s sales and use tax requirements requires ongoing attention, especially with the recent legislative changes. We recommend reviewing your current practices, auditing your vendor invoices for proper tax collection, and ensuring your bookkeeping processes capture any use tax obligations.

If you work with a bookkeeping team, make sure to notify them of any invoices requiring use tax treatment so they can properly record the expense and include the tax on your next excise tax return.

Disclaimer

This article is for informational and educational purposes only and should not be construed as specific accounting, legal, or tax advice. Tax laws and interpretations may change, and specific situations may warrant different approaches. The information provided herein does not create a client relationship and is not a substitute for professional consultation. Please consult with a qualified accounting professional to discuss how these requirements apply to your specific circumstances.

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Questions?  Please email us at ma**@*****ds.com or call us at 425.216.1612

3015 112th Ave NE, Suite 210

Bellevue, WA  9804

 

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How to Complete Your 401(k) Annual Census: A Step-by-Step Checklist

If your company sponsors a 401(k) plan, submitting accurate annual census data to your Third-Party Administrator (TPA) is one of the most important tasks in your retirement plan administration process. This data drives everything from employer match calculations to required 401k compliance testing—and delays can lead to costly errors.

In this guide, we’ll walk you through exactly what information your TPA needs and how to ensure your TPA census submission is complete and on time.

What Is a 401(k) Annual Census?

A 401(k) annual census is a comprehensive report of employee data that your TPA uses to:

  • Perform required compliance testing (ADP, ACP, top-heavy tests)
  • Calculate employer matching contributions accurately
  • Determine participant vesting percentages
  • Identify highly compensated employees (HCEs) and key employees
  • Prepare your plan’s annual Form 5500 filing

The census includes data for all employees—not just those participating in the plan—because eligibility and testing requirements apply company-wide.

What to Include in Your 401k Census Checklist

While specific requirements may vary based on your plan document, most TPA census submissions require the following categories of information.

  1. Employee Identifying Information

For every employee on your payroll during the plan year, provide:

  • Full legal name
  • Social Security number or employee ID
  • Date of birth
  • Original date of hire (even if the employee was rehired)
  • Termination date and/or rehire date, if applicable
  • Current employment status (active, terminated, retired, deceased, on leave)
  1. Compensation Data

Compensation figures are critical for employer match calculations and compliance testing. Be sure to use the compensation definition specified in your plan document, which may differ from W-2 wages.

  • Gross compensation for the plan year
  • Bonuses, overtime, and commissions (if tracked separately per plan terms)
  1. Hours and Service Information

Hours worked are essential for determining eligibility and vesting. Even salaried employees may need hours tracked depending on your plan’s requirements.

  • Total hours worked during the plan year
  • Hours for part-time and salaried/exempt employees
  1. Ownership and Related Party Information

This information is used to identify highly compensated employees (HCEs) and key employees for 401k compliance testing.

  • Ownership percentage for each owner
  • Family relationships to owners (spouse, child, parent, grandparent)
  • Controlled group or affiliated service group details, if applicable
  1. Deferral and Contribution Data

Include payroll-related contribution information:

  • Pre-tax deferral amounts by employee
  • Roth deferral amounts by employee
  • Catch-up contributions for employees age 50 and older
  • Loan repayments processed through payroll (if applicable)

Common 401(k) Census Mistakes to Avoid

Even experienced plan sponsors can make errors in their retirement plan census submissions. Watch out for these common pitfalls:

  • Omitting terminated employees — They must still be reported for the plan year.
  • Using the wrong compensation definition — Always refer to your plan document.
  • Excluding hours for salaried employees — Many plans still require this data.
  • Outdated ownership percentages — Update after any business changes.
  • Late submissions — This delays compliance testing and contribution calculations.

5 Tips for a Smooth TPA Census Submission

  1. Request your TPA’s census template early — Each TPA may have specific formatting requirements.
  2. Coordinate with your payroll provider — Many payroll systems can export census data in the required format.
  3. Review data for accuracy before submitting — Double-check compensation figures and employee counts.
  4. Include all employees — Even those who didn’t participate or who terminated during the year.
  5. Submit as early as possible — This allows time for questions, corrections, and timely filings.

Why Timing Matters for Your 401k Plan Administration

Your TPA manages census data for many plans simultaneously during peak filing season. Submitting your 401(k) annual census promptly ensures your plan receives the attention it needs and helps avoid:

  • Delayed employer contribution calculations
  • Rushed compliance testing that may miss errors
  • Late Form 5500 filings and potential penalties
  • Additional stress during an already busy time

Next Steps

Completing your 401k census checklist doesn’t have to be overwhelming. Start by contacting your TPA to confirm their specific requirements, then work with your payroll provider to gather the necessary data.

If you have questions about preparing your retirement plan census or need assistance with your 401k plan administration, contact your TPA for guidance.

Disclaimer: This article is provided for general informational and educational purposes only and does not constitute legal, tax, or professional advice. Plan requirements vary based on individual plan documents and applicable regulations. Please consult with your TPA, legal counsel, or qualified retirement plan advisor for guidance specific to your situation. This content is intended to assist with understanding 401(k) census requirements but does not guarantee compliance with ERISA, IRS, or DOL requirements.

401(k) Annual Census Submission Checklist: Click Here to access a copy of the below checklist resource in PDF format.

Use this checklist to ensure you submit complete and accurate census data to your Third-Party Administrator (TPA). Timely submission helps ensure accurate contribution calculations, proper compliance testing, and on-time Form 5500 filing.

Section 1: Employee Identifying Information

Provide the following for ALL employees—not just plan participants:

 

Employee Identifying Information

Full legal name

Social Security number (or employee ID)

Date of birth

Date of hire (original hire date, even if rehired)

Date of termination, if applicable

Date of rehire, if applicable

Employment status (active, terminated, deceased, retired, on leave)

Section 2: Compensation Data

Compensation must match the definition in your plan document, which may differ from W-2 wages:

 

Compensation Data

Gross compensation for the plan year (per plan document definition)

Bonus amounts (if tracked separately per plan terms)

Overtime pay (if tracked separately per plan terms)

Commissions (if tracked separately per plan terms)

Section 3: Hours and Service Information

Hours are required for eligibility and vesting calculations, even for salaried employees:

 

Service Information

Total hours worked during the plan year

Hours tracked for salaried/exempt employees (if required by plan)

Hours for part-time employees

Section 4: Ownership and Related Party Information

Required for highly compensated employee (HCE) and key employee testing:

 

Ownership Information

Ownership percentage for each owner

Family relationships to owners (spouse, child, parent, grandparent)

Any changes in ownership during the plan year

Controlled group or affiliated service group information (if applicable)

Section 5: Deferral and Contribution Data

Provide payroll-related contribution information:

 

Contribution Data

Pre-tax deferral amounts by employee

Roth deferral amounts by employee

Catch-up contributions (for employees age 50+)

Loan repayments processed through payroll (if applicable)

Section 6: Before You Submit

 

Final Review

Verify ALL employees are included (including terminated employees)

Confirm compensation definition matches plan document

Review ownership percentages for accuracy

Use TPA’s preferred format or template

Submit data to TPA ASAP to ensure timely filings

Helpful Tips

Contact your TPA early to request their specific census template.

Coordinate with your payroll provider to export data in the required format.

Don’t forget terminated employees — they must be reported for the plan year.

Submit early to allow time for questions and corrections.

Questions? Contact your TPA for assistance.

Disclaimer: This checklist is provided for general informational and educational purposes only and does not constitute legal, tax, or professional advice. Plan requirements vary based on plan documents and applicable regulations. Please consult with your TPA, legal counsel, or qualified retirement plan advisor for guidance specific to your plan. This document is intended to assist with compliance but does not guarantee compliance with ERISA, IRS, or DOL requirements.

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Questions?  Please email us at ma**@*****ds.com or call us at 425.216.1612

3015 112th Ave NE, Suite 210

Bellevue, WA  9804

 

STUDY CLUBS

If you would be interested in having us speak at one of your upcoming Study Club events, we would be happy to do so. Online meetings are available.  Contact our office for more details: ma**@*****ds.com