Buying or Selling a Dental Practice
Whether you’re purchasing or selling a dental practice, it’s likely to be one of the most significant financial decisions you’ll ever make.
That’s why it’s essential to appoint a solicitor with the right expertise who can make sure that both you and your business effectively manage every potential risk, and that all formalities surrounding the transfer are properly completed on time.
Key Considerations When Buying or Selling a Dental Practice
1. Heads of Terms
This document sets out the main points of the proposed deal — essentially an “agreement to agree.” It’s not always essential in dental transactions, and the sale remains subject to contract until all details are finalised. Until then, either party may still walk away.
If a holding deposit is involved, it’s wise to have clear documentation outlining the conditions for payment and repayment. Heads of Terms can also include an exclusivity period during which only the buyer may proceed with the purchase.
2. Due Diligence
It’s crucial to fully understand what you’re buying — and the risks that come with it. This process should include a detailed review of the seller’s responses to due diligence enquiries and a report on the findings. Any concerns should be followed up on to ensure there are no unwelcome surprises post-completion, and where risks can’t be avoided, appropriate legal protections (such as warranties and indemnities) should be secured.
For sellers, buyer’s enquiries should be answered swiftly, thoroughly, and accurately. As due diligence can take several months, managing the process carefully to prevent unnecessary delays is key— especially where exclusivity periods or loan drawdown deadlines are involved.
Your legal expert should work alongside your accountant to analyse the practice’s income — including any capitation schemes, NHS contract targets, and fee-per-item private income.
3. Clinical Risk
For buyers, it is important to identify and minimise any specific risks revealed during due diligence, as well as those typically associated with practices of a similar type.
For sellers, negotiating to reduce your exposure to these risks as much as possible is key, while still ensuring the transaction progresses smoothly and without delay.
4. NHS Contracts
For individual or partnership-held NHS contracts, the partnership route can be used to transfer the contract to the buyer, making sure all required notices are served correctly, within the proper timeframes, and to the right recipients.
When the NHS contract is held by a company, it transfers automatically with a share sale, since the company remains the contract holder. However, the GDS contract terms should be carefully reviewed to confirm compliance with any obligations to notify NHS England of a change in control — or to seek approval beforehand, if required.
For buyers, your solicitor should also advise you on UDA/UOA performance levels and ensure they’re protected against any clawback connected to the GDS/PDS contract.
5. Employees and Clinicians
In share sales, all staff and associates are typically employed by the company, meaning there’s no change in employment relationships after completion. It is important that the relevant contracts during due diligence are reviewed to confirm this.
For individual or partnership sales, staff and associates are usually engaged by the sellers directly and must be transferred to the buyer. Employed staff transfer automatically under TUPE (unless they opt out). Your solicitor should provide clear advice to ensure all employees are treated fairly and lawfully during the transition.
The position with self-employed clinicians is more complex — and advice on this when the sale agreement is being prepared is key.
If confidentiality is a concern, it is important to consider discreet communication, often limited to private email addresses and outside of practice hours.
Some buyers also prefer the seller to remain as an associate temporarily — helping with a smooth handover or protecting goodwill. Here you can consider arranging for part of the purchase price to be deferred based on performance and assist with drafting the associate terms.
6. CQC
Every dental provider in England must hold a valid Care Quality Commission (CQC) registration. It’s a criminal offence to operate without one.
Additional CQC applications are often required to transfer NHS contracts. For example, using the partnership route may require a corresponding CQC partnership registration to temporarily hold the NHS contract during the transition.
Because CQC applications can take time, it’s crucial to start the process as early as possible. DR Solicitors works with several specialist CQC service providers and can assist with any registration issues, whether you’re buying or selling.
7. Property
Every dental practice needs premises — which means there’s almost always a property component to the transaction, from buying or selling a freehold, assigning a lease, to taking on a new lease. Sometimes sellers retain ownership of the property and instead grant a lease to the buyer, keeping it as an investment. In other cases, the property may be held in a SIPP, requiring specialist handling. Your solicitor should coordinate all aspects of the property transfer to align with the business sale.
It is also important to ensure the premises meet the high regulatory standards expected of a dental practice.
DR Solicitors collaborates with trusted professionals across the dental sector — including accountants, IFAs, finance brokers, valuers, architects, and business advisers — and we can connect you with the right experts for your specific needs.

News
DR Solicitors strengthens corporate healthcare offering with appointment of new partner
Specialist healthcare law firm DR Solicitors has announced the appointment of Paul Edels as a Partner, further enhancing its national corporate healthcare practice and expanding its expertise across the dental, pharmacy, and care home sectors.
With more than 15 years’ experience as a corporate healthcare lawyer, Paul joins from Bermans and acts for both buyers and sellers in a wide range of corporate and asset transactions. His work spans dental practice sales and acquisitions, pharmacy and care home transactions, and corporate restructures, as well as associate dentist contracts, partnership and shareholder disputes, and procurement matters.
Paul’s experience extends beyond healthcare into advising corporate purchasers and sellers across multiple industries, including construction, care homes, opticians and nurseries. He also represents healthcare providers in complex dispute matters, such as procurement challenges and claims against the NHS Business Services Authority.
Drawing on his background in investment and product development, Paul takes a commercially pragmatic approach to legal advice – combining technical precision with real-world understanding.
Paul will lead the firm’s Corporate Healthcare Team, supported by senior corporate paralegal Paul Rabbette, to further strengthen the firm’s capabilities in handling complex transactions and strategic advisory work across all healthcare disciplines.
Daphne Robertson, Founder and Partner at DR Solicitors, said: “Paul’s deep sector knowledge and extensive experience in corporate healthcare make him an exceptional addition to our firm. His appointment reinforces our commitment to providing the highest level of specialist legal advice to healthcare professionals and organisations nationwide. With his expertise across dentistry, pharmacy, and care homes, Paul will play a pivotal role in supporting our clients and expanding our national reach.”
Paul Edels, Partner at DR Solicitors, added: DR Solicitors is a firm recognised for its exceptional focus and reputation in healthcare law. The opportunity to work alongside such a highly respected team allows me to continue supporting clients across the healthcare sector with the commercial insight and legal rigour they need to thrive.”
Headquartered in Guildford, DR Solicitors advises healthcare professionals across the UK. The firm acts for more than 2,500 clinical practices, over 250 Primary Care Networks and numerous healthcare institutions and LMCs nationally.
Paul’s appointment comes after DR Solicitors recently reported its average annual growth of consultants at more than 40 per cent year-on-year, taking the total to 26. DR Solicitors was one of the first legal firms to develop a consultant-based operating model and has also been on of the first to integrate into a multi-disciplinary business advisory group.
DR Solicitors is part of the Dow Schofield Watts Group, following its acquisition in November 2024. The Group supports ambitious owner-managed businesses with deal advisory, tax, investment, business recovery, and legal services.

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Why I chose to replace big law with consultancy work
Elizabeth Duan, director of legal services at DR Solicitors, shares how stepping away from a career in large law firms and becoming a consultant has enabled her to shape her career with both ambition and flexibility.
After qualifying as a solicitor in 2014 I practiced in commercial real estate for a decade. I trained and worked at a few large corporate firms, advising on everything from care home developments to restaurant chain administrations and film studio deals. The work was complex and rewarding and taught me what it means to be a solicitor.
Despite the experience that came with working in a large corporate, it wasn’t without challenges. At any moment, I was expected to be an expert across multiple sectors which, despite giving me a breadth of knowledge, left me feeling that I was lacking the opportunity to carve out my own specialisms.
The ceiling of big law
When I started my career, I made a goal to reach senior associate. Making partner wasn’t something that particularly appealed to me – it’s no secret that in these firms your work can very quickly take over your life, with early starts, late finishes into the early hours and constant targets all leaving very little time outside of work for anything else.
I made senior associate in between having two children. After returning from maternity leave with my second child and at the end of 2023, I left private practice as I knew that I needed something different, and after doing some research, I found out more about the consultancy model and, subsequently, DR Solicitors. The opportunities this model presented felt like the perfect fit for me and the lifestyle I wanted to shape.
Benefits of consultancy work
I joined DR Solicitors in January 2024 and haven’t looked back since. For the first time in my legal career, I had true flexibility to structure my work. The cases I work on at DR Solicitors are still challenging and nuanced, and as legally complex as the corporate deals that I worked on at the big firms, but they also come with the opportunity to focus on the areas that interest me and hone my specialisms.
The consultancy model gives me stimulating work that I am passionate about, without the rigid structures and sacrifices that come with big law. With two children, this flexibility is invaluable to me, and I no longer feel that I must choose between career progression and quality time with my family.
Progression that you can shape
After starting at DR Solicitors as a consultant solicitor, I am now the director of legal services at the firm and get to oversee the day-to-day operations of the firm with the responsibilities of managing our team of consultant solicitors, client relations, risk and compliance, implementing effective processes and driving new business generation.
Leaving the traditional route sharpened my ambition and made me more determined to create a career that challenged me professionally, while giving me the flexibility to carve out time for other aspects of my life that I value – my family and advocacy work for women’s rights.
I now get to harness the entrepreneurial drive that I’ve always had, channelling it into the running of the business, from management of a team to strategic decisions. In a big firm, these opportunities are traditionally only reserved for partners.
And unlike a large city firm, DR Solicitors provides consultants with a steady workflow and trusts us to focus on delivering expert advice to clients, without the pressures of billable hour targets or bringing in new clients.
Why the consultancy model works
Being a consultant allows experienced lawyers to work independently, shape their working days and have control over their careers. At DR Solicitors, we recruit experienced lawyers and provide a platform for those seeking more autonomy, while still being technically challenged. Most of our consultants don’t join us with experience as a contractor, but the model and framework ensure that they get the support they need to run their own business as a consultant. All of this means that it’s rare our consultants go back to big law after joining us.
Deciding to step away from big law and into consultancy isn’t a step back, but a route to a sustainable, successful and rewarding legal career.
How DR Solicitors can help
For more information or a free, no obligation call with one of the DR Solicitors team, please contact us.

News
Freedom and flexibility attract top legal talent to DR Solicitors
Healthcare legal specialist DR Solicitors has announced significant growth in its consultant network, underlining the popularity of its consultancy-led model.
The firm has reported the average annual growth of consultants at more than 40 per cent year-on-year, with a jump of a quarter in the last two months, bringing the total number to 26.
According to the Atlas report by Codex Edge, just 17 per cent of individuals joining UK-based platform firms were hired from UK Top 100 law firms last year. DR Solicitors is bucking that trend and consistently attracting top talent from these prestigious City firms, now making up 85 per cent of its team. Other consultants have often held partner or department-head roles, bringing deep sector expertise and experience.
Founded in 2003 as one of the UK’s first consultancy-led legal practices, DR Solicitors guides healthcare professionals through legal and regulatory complexity. Its pioneering platform model provides all the projects and support consultants need to thrive, while removing administrative burdens, enabling them to focus on delivering high-quality work with the freedom and autonomy to work the way they want.
The firm’s growth has accelerated since its acquisition by business advisory platform Dow Schofield Watts (DSW) in November 2024. Bringing together additional scale and resources, the partnership combines two pioneering platform-based models, providing consultants at DR with enhanced opportunities while strengthening DSW’s multidisciplinary offer.
Daphne Roberston, Founder of DR Solicitors, said: “We have been consulting-led from day one. Our model is unique in that we don’t expect our consultants to generate any of their own leads, nor be responsible for billing, compliance or admin. With 85 per cent of our solicitors having previously worked at Magic, Silver Circle and top-tier law firms, we truly are home to the brightest and best legal minds in the country.
“The rapid growth in our consultant base reflects the enduring appeal of this model and the strength of our reputation in the healthcare legal sector. With the backing of DSW, we are well placed to continue this trajectory.”
Elizabeth Duan joined as a consultant in 2024 before being appointed as DR Solicitors’ Director of Legal Services. She commented: “Having spent over a decade practising in the City as a commercial real estate specialist, I initially joined DR Solicitors as a consultant solicitor. This unique model gave me the chance to deliver the work I enjoy without the distractions of traditional practice.
“Beyond the freedom and flexibility the DR model offers, what stood out was the supportive culture and focus on excellence, which ultimately inspired me to take on a leadership role as COO. It’s an approach that attracts exceptional lawyers because it truly works.”

News
The Leng Review: Implications for Primary Care
The role of Physician Associates (PAs) has drawn significant attention in both medical and national press over the summer following the review undertaken by Professor Gillian Leng, the final version of which, along with its recommendations, was published in July 2025.
This article examines the review, paying particular attention to the implications for Physician Associates working in a primary care setting. It covers the main aspects of the review, the professional responses it evoked, and the implications going forward.
Overview of the Review
The aims and scope of the review were succinctly stated, yet necessitated a wide-ranging and lengthy review. As per the report’s introductory remarks,
“The principal aim of the review was to determine whether the roles of PA and AA were safe and effective as members of an MDT.”
To summarise the main conclusions of the review, Professor Leng stated there was no compelling evidence found either supporting or opposing the safety and outcomes associated with PA intervention; however, it was noted that they did tend to have longer consultations, tender more advice and were associated with fewer hospital admissions than GPs. Overall, Patient feedback was positive, but concerns were raised in 3 areas:
- Lack of clarity about the PA role, including identification and confusion with a doctor
- Barriers to care, for example, if a prescription was required
- Lack of confidence in whether they were seeing an appropriate medical professional
Doctors had their own separate concerns, particularly about supervision in practice, and differing understandings between PAs and doctors regarding appropriate clinical activities and boundaries. Issues relating to the regulation and training of PAs were also identified, among other matters. The results of an RCGP survey cited in the review found that 81% of respondents believed PAs had a negative effect on patient safety.
Key Recommendations
Ultimately, Professor Leng concluded there was no clear justification for abolishing the PA role, but recommended changes to address the identified issues and “effectively embed the PA and AA roles into the NHS workforce.” Key recommendations relevant to PAs in primary care included:
- PAs should be renamed Physician Assistants and have a certification route to prescribing and ordering non-ionising radiation tests.
- PAs should not see undifferentiated patients except as defined in national protocols.
- PAs should have two years’ experience in secondary care first, and should have a named doctor appointed as their supervisor.
- Doctors should receive training in line management and leadership, with allocated time for supervisory duties and effective service management.
Responses and Implications
The review has generated considerable debate amongst professionals, with Dr Tom Dolphin, chair of the BMA, stating the report, “laid bare the catastrophic failures in NHS leadership that have put patients at serious risk of harm… The blurring of lines between doctors and non-doctors, aided and abetted by the GMC, has been an unfolding disaster for all to see, and many doctors today will be relieved to see that they were right to raise the alarm”
On the PA side, the United Medical Associate Professionals (UMAP) stated in response, “We want to make it explicitly clear, that we DO NOT accept the recommendations of the Leng Review. The review is unable to substantiate a legitimate patient safety concern and relies on conjecture to fill this void without referencing any of the real-world data submitted by UMAPs and CMAPs which demonstrated MAPs’ track record of safety.”
Implementation of the recommendations is complicated, as the report represents proposals rather than binding legislation or regulatory guidance. Responsibility for delivery rests with the Department of Health and Social Care, with some aspects delegated to organisations such as NHSE, GMC, Royal Colleges, and Unions. Recent communications from NHSE to practices have reportedly confused previous guidance, further contributing to uncertainty.
The current position of NHSE in terms of implementing changes is to leave decisions regarding changes to local policy and HR advice, although there is no definition of who might provide this, risking inconsistency in advice across the UK. In response UMAP has advised its members not to sign any new or varied contracts and instead lodge a “letter of protest” with their manager or HR representative if asked to do so as a result of the review.
Conclusion
This is a very brief overview of some of the issues, but like much of NHS reform, it appears that whilst the aims may be admirable, it is in the detail and practicality of execution that matters fall down.
Practices should navigate these waters with care, as not only may there be matters of patient safety or provision of services to contend with, attracting regulatory attention, but any proposed variations to employee contracts or working conditions need appropriate consideration and advice, as contravention of employees’ rights could ultimately result in claims or legal action.
How DR Solicitors can help
For support navigating the implications of the Leng Review and its recommendations for your practice, contact DR Solicitors for expert guidance and planning.
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