Key facts
- Employment in services to buildings and dwellings, the BLS industry that includes janitorial contractors, reached a record 2,316,900 in March 2026. It stood at 2,311,000 in September 2026, a preliminary figure (BLS via FRED).
- The median age of janitors and building cleaners was 46.7 in 2025, compared with 42.1 for all employed workers. Just 98,000 janitors were 16 to 19 and 180,000 were 20 to 24, while 527,000 were 55 to 64 (BLS CPS Table 11b).
- BLS projects about 321,800 openings a year for janitors and building cleaners through 2035, mostly to replace workers who leave the occupation (BLS Occupational Outlook Handbook).
- Janitors earned a median $17.71 an hour in May 2025. Those employed in services to buildings and dwellings earned a median $17.21.
- Industry research has put frontline cleaning turnover between 100% and 400% a year before 2020, estimated at 3.6 times the national average (CleanLink). The industry’s 2024 labor report says turnover rates “continue to climb” (CleanLink, Frontline Labor Reports 2024).
Cleaning contractors know the problem firsthand: crews turn over constantly, and every open shift is harder to fill than the last. The federal data shows why. The janitorial workforce is aging, far fewer young people are entering it than older workers are approaching retirement, and the occupation has to replace hundreds of thousands of workers every year just to keep current crews staffed.
This report pulls together the most recent official numbers on janitors and building cleaners and on the contractors who employ them. It covers employment through September 2026, wages through May 2025, and worker demographics for 2025. Each source is linked where it first appears and listed in full at the end.
Cleaning contractors need more workers than ever
Cleaning contractors have more positions to keep filled than at any point on record. Employment in services to buildings and dwellings hit 2,316,900 in March 2026, the highest level in the series. In February 2020, before the pandemic, the figure was 2,187,400. It fell to 1,924,500 in April 2020, then recovered and kept climbing.
Every month of 2026 has landed between 2,303,500 and 2,316,900, and the preliminary September figure of 2,311,000 is 123,600 above February 2020. For a contractor, that means more crews, more shifts and more positions that have to be refilled every time someone leaves. Every new account you win adds to that number.
That demand isn’t going away. The Occupational Outlook Handbook says “the continued need for clean and healthy spaces is projected to support demand” for janitors and building cleaners. The pressure on contractors is finding enough people to do the work.
You’re competing with schools, hospitals and government for the same workers
Cleaning contractors aren’t the only employers hiring janitors, and they aren’t the highest-paying ones. Services to buildings and dwellings employ 35% of janitors and building cleaners. Schools and colleges employ another 17%, healthcare and social assistance 7%, government 5%, and another 5% are self-employed.
The pay gap between these employers is consistent. In May 2025, the median hourly wage for janitors was $20.76 in government, $18.63 in education, $18.35 in healthcare, and $17.21 in services to buildings. Contractors paid the least of the four.
The spread across the whole occupation is wide. The lowest-paid 10% of janitors earned less than $13.77 an hour in May 2025, and the highest-paid 10% earned more than $24.17. The overall median was $17.71 an hour, or $36,840 a year.
For a contractor, this means a worker who leaves your crew doesn’t have to leave the occupation at all. The same skills are in demand at a school district or hospital down the street, and at the median, those employers pay more per hour. Your competition for labor includes your own clients’ in-house cleaning staff. Losing a worker to a client’s in-house team also means losing someone who already knows that building.
An aging workforce, and too few young workers to replace it
Janitorial jobs are open to almost anyone, and contractors still can’t find enough people to fill them. The Occupational Outlook Handbook lists no formal education requirement for janitors and building cleaners and no prior work experience, and training happens on the job over a short period. Certification isn’t required, though the handbook notes it “may make applicants more appealing to employers.”
The work is physical. Janitors “spend most of the day walking, standing, or bending while cleaning,” and they “often move or lift heavy supplies and equipment,” according to the handbook. That matters more as the workforce ages.
And it is aging. Janitors’ median age was 46.7 in 2025, against 42.1 for all employed workers, and maids and housekeeping cleaners came in at 46.2. The age breakdown shows where the gap comes from.
Of the 2,341,000 employed janitors and building cleaners in 2025, 527,000 were between 55 and 64, the largest of any age group in the occupation. Another 242,000 were 65 or older. By comparison, only 98,000 were between 16 and 19, and 180,000 were between 20 and 24.
The overall U.S. workforce looks very different. Its largest age groups were 35 to 44, with 37,036,000 workers, and 25 to 34, with 36,276,000. For janitors, the 55 to 64 group was larger than any group under 45, which means the people closest to retirement outnumber the younger workers who would replace them.
Who does the work
The janitorial workforce is more diverse than the workforce overall. In 2025, 36.2% of employed janitors and building cleaners were women and 35.6% were Hispanic or Latino (BLS CPS Table 11).
Immigrant workers are also concentrated in cleaning work. Building and grounds cleaning and maintenance occupations made up 7.0% of employment among foreign-born workers in 2025, compared with 2.7% among native-born workers (BLS, Foreign-Born Workers Table 4). That figure covers the broader cleaning and maintenance group, not janitors alone, and the 2025 averages leave out October, when the federal government shutdown stopped data collection. For employers, these figures describe who is already doing the work and where new workers are likely to come from. Recruiting, onboarding and supervision that work in Spanish as well as English, for example, reach a large share of the people who apply for these jobs.
More full-time positions to keep filled
Contractors aren’t just filling part-time shifts. Full-time employment in the occupation has grown steadily. The number of janitors and building cleaners working full time as wage and salary employees rose from 1,372,000 in 2020 to 1,655,000 in 2025 (BLS via FRED). The rise was gradual: 1,437,000 in 2021, 1,503,000 in 2022, 1,505,000 in 2023 and 1,569,000 in 2024. Since most janitors work full time, this is also the group whose departures leave the biggest holes in a crew’s schedule.
Schedules remain a defining part of the job. Office buildings are often cleaned when they’re empty, so many cleaners work evenings, and cleaners in 24-hour facilities work shifts that can include nights, weekends and holidays. Those hours make the jobs harder to recruit for and easier to leave, which adds to the turnover contractors deal with.
About 322,000 janitor jobs to refill every year
Janitor openings are projected at about 321,800 a year through 2035. The handbook says most of them will come from replacing workers who move to other occupations or leave the labor force, for example by retiring. That’s turnover at the scale of the whole occupation: workers walking out the door and new hires needed to take their place. For a cleaning contractor, nearly every opening you post is a seat someone else just left.
The age data points the same way. With 527,000 janitors aged 55 to 64 in 2025 and another 242,000 aged 65 and over, a large share of the current workforce is approaching the point where leaving the labor force becomes likely. And with only 98,000 janitors aged 16 to 19 and 180,000 aged 20 to 24, the younger workforce that would replace them is far smaller.
Pay is low by comparison with other work. Full-time janitors had median weekly earnings of $761 in 2025, while the figure for all full-time wage and salary workers was $1,204. Women working full time as janitors earned a median $666 a week, compared with $761 for men (BLS CPS Table 39).
Turnover in the cleaning industry
Turnover has long been one of the cleaning industry’s defining problems. Industry research put annual frontline turnover between 100% and 400% before 2020, which CleanLink’s 2024 coverage of the Building Service Contractor Frontline Labor Report estimated at 3.6 times the national average. The industry’s 2024 labor report says turnover rates “continue to climb.” BSCAI, the building service contractors’ trade association, tracks turnover in its member labor reports, including a 2024 Building Service Contractor Labor Report and a 2026 Mid-Year Labor Market Summary (BSCAI Reports).
At those rates, a contractor can end up replacing its entire frontline crew one or more times a year. Combined with roughly 321,800 occupation-wide openings a year and a thin pipeline of younger workers, turnover is a constant cost of doing business in commercial cleaning.
How to read these numbers
The figures in this report come from three different federal data programs, and they don’t all measure the same thing. Knowing the difference helps avoid comparing numbers that don’t line up. Mixing them up is how the same occupation ends up described with different totals in different reports.
The industry employment figures, including the March 2026 record of 2,316,900, count jobs at businesses classified in services to buildings and dwellings. They come from a monthly employer survey and are revised as more data comes in, which is why the September 2026 figure is labeled preliminary. Not everyone in that count is a janitor, and most janitors don’t work in that industry.
The occupation figures from the Occupational Outlook Handbook, including the 2,432,600 jobs, the $17.71 median wage and the 321,800 annual openings, cover janitors and building cleaners wherever they work. Because they follow the occupation rather than the employer, they include janitors on school, hospital and government payrolls as well as contractor crews.
The demographic figures, including median age, the share of women and Hispanic workers, and weekly earnings, come from a monthly survey of households. That survey counts people rather than jobs, which is why it finds 2,341,000 employed janitors in 2025 instead of 2,432,600. Both numbers are correct for what they measure.
Janitorial workforce snapshot
| Metric | Figure | Data period |
|---|---|---|
| Janitor and building cleaner jobs | 2,432,600 | 2025 |
| Median hourly pay, all employers | $17.71 | May 2025 |
| Median hourly pay, services to buildings | $17.21 | May 2025 |
| Lowest 10% / highest 10% hourly pay | Under $13.77 / over $24.17 | May 2025 |
| Projected openings per year | About 321,800 | 2025-35 |
| Median age, janitors vs. all workers | 46.7 vs. 42.1 | 2025 |
| Janitors aged 55–64 / 65 and over | 527,000 / 242,000 | 2025 |
| Janitors aged 16–19 / 20-24 | 98,000 / 180,000 | 2025 |
| Share women / Hispanic or Latino | 36.2% / 35.6% | 2025 |
| Full-time janitors (wage and salary) | 1,655,000 | 2025 |
| Median weekly earnings, full time (janitors vs. all) | $761 vs. $1,204 | 2025 |
| Services to buildings employment, record high | 2,316,900 | Mar 2026 |
| Services to buildings employment, latest | 2,311,000 (preliminary) | Sep 2026 |
Frequently Asked Questions
How many janitors are there in the U.S.?
There were 2,432,600 janitor and building cleaner jobs in 2025, according to the Occupational Outlook Handbook. The household survey, which counts people rather than jobs, puts the number of employed janitors and building cleaners at 2,341,000 for the same year. The difference comes from the two methods: one counts positions, the other counts workers.
Is there a labor shortage in the cleaning industry in 2026?
Cleaning contractors face a growing gap between the workers they need and the workers coming into the field. Contractor employment hit a record 2,316,900 in March 2026, while the janitorial workforce is aging: 527,000 janitors are 55 to 64 and 242,000 are 65 or older, compared with just 98,000 aged 16 to 19 and 180,000 aged 20 to 24. With about 321,800 openings a year, mostly from workers leaving, contractors are hiring from a thin pipeline of younger workers.
What is the turnover rate for janitors and cleaning staff?
Frontline cleaning turnover has been among the highest of any industry. Industry research put it between 100% and 400% a year before 2020, an estimated 3.6 times the national average. The industry’s 2024 labor report says turnover rates continue to climb.
What is the average wage for cleaning workers in 2026?
As of May 2025, the median hourly pay for janitors and building cleaners is $17.71 per hour ($36,840 annually), with building service contractors paying a lower median rate of $17.21 per hour.
How old is the average janitor?
The median age of janitors and building cleaners was 46.7 in 2025, compared with 42.1 for all employed workers. The largest single age group in the occupation was 55 to 64, with 527,000 workers. Another 242,000 janitors were 65 or older.
Are janitorial jobs full time or part time?
Both are common, but most janitors work full time. In 2025, 1,655,000 janitors and building cleaners worked full time as wage and salary employees, up from 1,372,000 in 2020. Many work evenings, nights or weekends because buildings are often cleaned when they’re empty.
What industries employ the most janitors?
Cleaning contractors, classified as services to buildings and dwellings, employ 35% of janitors and building cleaners. Schools and colleges employ 17%, healthcare and social assistance 7%, and government 5%. Another 5% of janitors are self-employed.
Do janitors need training or certification?
No formal education or prior work experience is typically required, and training happens on the job over a short period. Certification isn’t required either. The Occupational Outlook Handbook notes that it can demonstrate competence and make applicants more appealing to employers.
Why do cleaning companies always have open positions?
Because workers keep leaving. About 321,800 janitor openings are projected each year, and most come from workers moving to other occupations or leaving the labor force, including through retirement. With the workforce aging and relatively few young people entering it, contractors are replacing departing workers faster than new ones arrive.
How many janitors will cleaning companies need to hire?
About 321,800 janitor and building cleaner positions are projected to open each year through 2035. Most of those openings come from replacing workers who leave or retire, not from new jobs. For contractors, that means hiring is continuous, and the competition for each new worker includes schools, hospitals and government employers that pay more.
Can cleaning companies sponsor workers for an EB-3 visa?
Yes. Roles that need less than two years of training can qualify under the EB-3 Other Workers category, which is capped at 10,000 visas a year, reduced by about 150 for FY2027 under NACARA. The October 2026 final action date for Other Workers is January 1, 2022 (State Department Visa Bulletin). The employer first files PERM labor certification, and the Department of Labor’s analyst review currently averages 336 days (DOL FLAG).
Where permanent sponsored workers fit
The data in this report points to a specific kind of labor gap. Janitorial work needs no formal credential and only short on-the-job training. Most openings come from workers leaving, and far fewer young workers are coming in to replace them. The occupation’s largest age group is 55 to 64. For employers who want part of their crew to stay for years rather than months, permanent employer sponsorship is one option that fits that profile directly.
The EB-3 Other Workers category covers jobs that need less than two years of training or experience, which includes most janitorial and building cleaning roles. The worker gets a green card, which means permanent residence, tied at the start to a full-time, year-round job with the sponsoring employer. That’s different from seasonal or temporary visa programs, which bring workers in for a set period and then require them to leave.
The process has three main stages. First, the employer gets a prevailing wage determination from the Department of Labor and agrees to pay at least that rate. Next, it tests the local labor market and files PERM labor certification. DOL’s analyst review currently averages 336 days, and prevailing wage requests filed in June 2026 were being processed as of September 30, 2026. Finally, the worker waits for a visa number. The October 2026 Visa Bulletin is processing Other Workers cases with priority dates before January 1, 2022, under an annual cap of 10,000 visas, reduced by about 150 for FY2027.
Those numbers set realistic expectations. Sponsorship is a multi-year pipeline, not a way to fill next month’s open shifts. It works best for contractors with stable accounts, steady year-round demand and the planning horizon to start well before the workers are needed. The employer also takes on compliance responsibilities, including paying the prevailing wage and following labor certification rules.
A green card is also not a contract. Sponsored workers become permanent residents, so keeping them still depends on pay, schedules and how the crew is run, the same as with any other employee. Used alongside the other steps below, sponsorship can give a cleaning company a stable core of workers that its local hiring alone hasn’t been able to provide.
Firms that work with a sponsorship specialist such as eb3.work typically hand off these filings, but the timelines are set by DOL and the State Department, not by the employer or its advisers.
What This Means for Cleaning Contractors
Measure your own turnover. With industry turnover reported as high as 400% a year, knowing your own rate is the first step to bringing it down. Track them by site, by shift and by tenure, so you can see where churn concentrates and whether it’s early departures or long-time workers leaving. Once you have a year of data, you have a benchmark no published report can give you.
Benchmark pay against the employers you actually compete with. For the same role, services to buildings paid a median $17.21 an hour, compared with $18.35 to $20.76 in healthcare, education and government. Those are the employers your workers can move to without changing occupations. Know where your rates sit against the local school district and hospital, not just other contractors.
Design schedules for the workforce you have. With a median age of 46.7, physically demanding work, and evening and night shifts common in the occupation, predictable hours and manageable routes can matter as much as the hourly rate. Ask crews which shifts and routes are hardest to keep staffed, and start there. Small changes to routes and equipment can also reduce the physical strain on older workers.
Plan for retirements now. With 527,000 janitors aged 55 to 64 and 242,000 aged 65 or older, and replacement driving most openings, retirements are a predictable source of turnover rather than a surprise. Cross-training and promoting from within to lead and supervisor roles keep site knowledge from leaving with them. Knowing which long-time workers are likely to retire in the next few years lets you hire and train ahead of time.
Recruit where the workforce already is. More than a third of janitors are Hispanic or Latino, and cleaning work makes up a larger share of employment among foreign-born workers than native-born workers. Job postings, interviews and training offered in Spanish as well as English widen the pool. So do referral programs that reward current crew members for bringing in people they know.
Consider employer sponsorship for a permanent core crew. EB-3 Other Workers fits janitorial roles, which need no credential and only short training. It comes with a 10,000-a-year cap, a January 1, 2022 final action date, a PERM review averaging 336 days, and prevailing wage requirements. It’s a multi-year pipeline for firms planning ahead, not a quick fill, and it works best alongside the steps above rather than in place of them.
About EB3.work
EB3.work helps U.S. employers fill permanent, entry-level jobs through EB-3 visa sponsorship in the Other Workers category: roles like janitorial and building cleaning that need little formal education or prior experience. We work with employers in commercial cleaning, manufacturing and assembly, restaurants and quick-service, construction, industrial staffing and trucking.
We guide them through each stage of the process, from the prevailing wage determination and PERM filing to the I-140 petition, visa processing and the worker’s arrival and onboarding. We publish workforce data reports like this one because those employers’ hiring decisions start with the same question this report tries to answer: why the jobs keep coming open, and what it would take to keep them filled. Employers weighing sponsorship can use our free Prevailing Wage Calculator to see the minimum wage a sponsored role would require in their area.
Sources
- BLS Occupational Outlook Handbook: Janitors and Building Cleaners (last modified Aug 27, 2026)
- BLS Current Population Survey, Table 11b: Employed persons by detailed occupation and age, 2025
- BLS, Labor Force Characteristics of Foreign-Born Workers, Table 4, 2025
- FRED / BLS: Employed Full Time, Wage and Salary Workers, Janitors and Building Cleaners (LEU0254494300A)
- BSCAI Reports
- CleanLink: Report Evaluates Industry Turnover (March 25, 2024)
- U.S. Department of State: Visa Bulletin for October 2026
- U.S. Department of Labor: FLAG Processing Times (as of Oct 5, 2026)
