Dishwashers Workforce Benchmarks: 2026 Data

Understanding workforce dynamics is a foundational element for effective talent management, particularly in occupations characterized by recurring hiring needs. The role of dishwashers, classified under O*NET-SOC 35-9021.00, represents a critical support function across a vast array of industries, primarily within the food service and hospitality sectors. Employers in these industries frequently encounter the need to recruit and integrate new personnel into these roles. This research article provides an evidence-led analysis of the dishwasher workforce, leveraging the most recently available national data to establish key benchmarks for employers. By examining the total job count, projected annual openings, and median wage, organizations can develop more informed strategies for recruitment, retention, and overall workforce planning.

The data presented herein are derived from authoritative sources such as the O*NET (Occupational Information Network) system and the U.S. Bureau of Labor Statistics (BLS), ensuring a robust and standardized understanding of this essential occupation. These benchmarks offer a macro-level perspective that can aid employers in anticipating demand, structuring compensation, and understanding the scale of the labor pool for dishwashers as of August 2026.

Understanding the Dishwasher Workforce (O*NET-SOC 35-9021.00)

The occupation of "Dishwashers" is formally identified by the ONET-SOC code 35-9021.00. This standardized classification is crucial for consistent data collection and analysis across various labor market information systems. The ONET system, a primary source for occupational data, details the typical tasks associated with this role, which generally include cleaning dishes, silverware, and cooking utensils, maintaining kitchen work areas, and assisting with food preparation as needed (O*NET occupation summary for 35-9021.00, 2026). These tasks underscore the essential nature of the role in maintaining hygiene and operational flow within food service establishments.

For employers, a clear understanding of the occupational definition ensures that recruitment efforts are aligned with the actual requirements and responsibilities of the role. This standardization also allows for reliable comparisons of workforce data across different regions and time periods, facilitating more accurate benchmarking.

Current Employment Landscape: Total Jobs

As of 2024, the United States accounted for 477,700 jobs classified under the dishwasher occupation (O*NET occupation summary for 35-9021.00, 2026). This figure represents the total stock of positions within this occupation across the nation at that specific point in time. It is important to interpret this number as the aggregate count of occupied or available positions, rather than a count of unique individuals, as some workers may hold multiple jobs or work part-time.

The magnitude of this workforce, nearly half a million jobs, highlights the widespread demand for this role across the diverse landscape of food service operations. These operations range from restaurants and cafeterias to institutional food services in hospitals and schools. For employers, this benchmark indicates the overall scale of the talent pool and the foundational importance of dishwashers to the functionality of a vast segment of the economy. Understanding this total job count provides context for the volume of annual openings and the overall competitive landscape for talent within this occupation. It also underscores the systemic nature of the role within the broader service industry, indicating a persistent need for a substantial workforce to support daily operations.

This national figure serves as a baseline for understanding the occupational presence. While local market conditions will invariably introduce variations, the national job count provides a critical reference point for assessing the relative size and ubiquity of the dishwasher occupation within the national labor market (Occupational Employment and Wage Statistics, U.S. Bureau of Labor Statistics, 2026).

Projected Openings: Anticipating Future Demand

A key metric for employers facing recurring hiring needs is the number of projected annual openings. For dishwashers, national data project 76,800 annual openings (O*NET occupation summary for 35-9021.00, 2026). This figure is a forward-looking estimate that encompasses both new jobs created due to economic growth and, more significantly for this occupation, replacement needs arising from workers leaving the occupation. The U.S. Bureau of Labor Statistics (BLS) provides detailed projections that inform these estimates, considering factors such as industry growth and occupational mobility (Occupational Projections and Worker Characteristics, U.S. Bureau of Labor Statistics, 2025).

The substantial number of projected annual openings, representing approximately 16% of the total 2024 job count, is a critical indicator for employers. This high proportion strongly suggests that the dishwasher occupation experiences a significant rate of turnover. Workers may leave the occupation for various reasons, including advancement to other roles, retirement, or shifts in personal circumstances. Consequently, employers in sectors reliant on dishwashers must anticipate a continuous and high volume of recruitment activity simply to maintain current staffing levels.

From a strategic workforce planning perspective, this benchmark necessitates a proactive and ongoing recruitment strategy rather than a reactive one. Organizations cannot afford to wait until vacancies arise; instead, they should implement continuous talent attraction and pipeline development initiatives. The consistent need to fill approximately 76,800 positions annually underscores that recruitment for this role is not a periodic task but an integral, perpetual operational function. This benchmark also highlights the importance of understanding the underlying causes of turnover within individual organizations to potentially mitigate some of the replacement demand through enhanced retention efforts. The projected openings data provides a clear signal about the persistent demand and the dynamic nature of the dishwasher workforce.

Compensation Benchmarks: Median Annual Wage

Compensation is a pivotal factor in attracting and retaining talent. For dishwashers, the national median annual wage was $34,810 as of 2025 (ONET occupation summary for 35-9021.00, 2026). Understanding the median wage is crucial for establishing competitive pay structures. The median wage represents the point at which half of the workers in an occupation earn more and half earn less. This statistical measure is often preferred over the average (mean) wage in labor market analysis because it is less susceptible to being skewed by a few extremely high or low earners, thereby providing a more representative picture of typical earnings for the majority of workers in the occupation (National wages for 35-9021.00, ONET OnLine, 2026).

For employers, this $34,810 median wage serves as a national benchmark for compensation. It provides a baseline for evaluating current pay scales and for setting competitive offers to attract applicants. While this is a national figure, it offers a valuable reference point against which organizations can compare their own compensation practices. Factors that may influence actual wages in specific contexts include the type of establishment (e.g., full-service restaurant versus fast-food establishment), the geographic location, the level of experience required, and the specific duties assigned beyond basic dishwashing tasks (Occupation details for 35-9021.00, O*NET OnLine, 2026).

When developing compensation strategies, employers can use this median wage to ensure their offerings are broadly competitive within the national labor market for this role. Deviation significantly below this median may lead to difficulties in attracting and retaining qualified candidates, particularly in a high-turnover environment. Conversely, offering wages at or above the median can enhance an organization's attractiveness as an employer. It is an important component of a broader strategy aimed at stabilizing the workforce and reducing the frequency of recruitment cycles.

Implications for Employer Workforce Strategy

The comprehensive benchmarks for dishwashers provide actionable insights for employers managing workforces with recurring hiring needs. These national data points, when understood within their specific contexts, can inform several critical aspects of workforce strategy.

Recruitment Volume and Velocity

The projection of 76,800 annual openings signifies a consistent and high volume of recruitment required for the dishwasher occupation. This is not merely a cyclical demand but a perpetual need driven largely by replacement. Employers cannot approach recruitment for dishwashers as an intermittent activity. Instead, a continuous recruitment pipeline is essential. This implies the need for robust applicant tracking systems, ongoing candidate sourcing initiatives, and streamlined onboarding processes to manage the high velocity of new hires. Organizations should analyze their own internal turnover rates for this role and compare them to the national projections to gauge the intensity of their specific recruitment challenge. A higher internal turnover rate than suggested by national averages might indicate internal factors that warrant investigation.

Retention Challenges and Strategies

The high volume of annual openings often correlates with significant turnover. While some turnover is natural, high rates can be costly in terms of recruitment expenses, training time, and potential disruptions to operational efficiency. Employers should interpret the projected openings as a signal to invest in retention strategies tailored to the dishwasher role. These might include reviewing work conditions, providing clear pathways for advancement (where applicable), offering competitive benefits, fostering a positive work environment, and ensuring adequate training and support. Understanding the motivations for workers leaving the occupation, whether for better pay, different work environments, or career progression (Education and Training Assignments by Detailed Occupation, U.S. Bureau of Labor Statistics, 2025), can help employers design more effective retention programs. The goal is to reduce the replacement component of the annual openings through strategic engagement and support for existing staff.

Compensation Strategy and Competitiveness

The national median annual wage of $34,810 provides a crucial benchmark for compensation. Employers should evaluate their current wage structures against this median to ensure competitiveness. Offering wages significantly below the median may hinder talent attraction, especially given the persistent demand for this role. Conversely, wages at or above the median can serve as a key differentiator, enhancing an organization's ability to attract and retain a stable workforce. It is important to consider the total compensation package, including benefits, when assessing competitiveness. While national data provides a macro view, organizations should also monitor local wage conditions, if available, to fine-tune their compensation offerings. However, the national median acts as a foundational reference point for determining fair and sustainable compensation.

Workforce Planning and Operational Resilience

Integrating these benchmarks into broader workforce planning models enables organizations to anticipate staffing needs more accurately. Knowing the total job count helps in understanding the scale of the occupation, while projected openings inform the continuous nature of recruitment. The median wage guides compensation budgeting. By proactively planning for the ongoing demand for dishwashers, employers can mitigate the risks associated with understaffing, such as reduced service quality, increased workload on existing staff, and potential operational bottlenecks. This forward-looking approach to workforce management, informed by reliable data, enhances organizational resilience and operational stability within sectors heavily reliant on these roles (Industry Occupation Matrix by Occupation, U.S. Bureau of Labor Statistics, 2025).

Measurement Design Considerations

While national benchmarks are invaluable, employers must also consider their own internal measurement designs. The national data provides a "snapshot" of the labor market at specific points in time (e.g., 2024 jobs, 2025 wages). Organizations should establish internal metrics to track their own hiring velocity, turnover rates, and compensation competitiveness specific to the dishwasher role. This internal data, when analyzed in conjunction with national benchmarks, provides a more granular and actionable understanding of their unique workforce challenges. The national data serves as a critical external reference point for validating internal trends and identifying areas where local conditions or organizational practices may diverge from broader patterns.

Findings and limitations

The analysis of the dishwasher workforce, based on 2026 data, reveals several key benchmarks crucial for employers. Nationally, there were 477,700 jobs for dishwashers in 2024. The occupation is projected to have 76,800 annual openings, indicating a significant and continuous demand for new hires, largely driven by replacement needs. The median annual wage for dishwashers was $34,810 in 2025, providing a key benchmark for compensation strategies. These figures highlight the substantial scale of the occupation and the persistent operational requirement for these roles across various industries.

However, these findings are subject to certain limitations that necessitate a bounded interpretation. Firstly, the data points reflect specific timeframes (2024 for jobs, 2025 for wages, and ongoing projections), which, while the most recent available at the time of this publication (August 2026), introduce inherent data lags. The labor market is dynamic, and conditions can evolve. Secondly, all provided figures are national aggregates. While they offer a valuable macro-level understanding, they do not account for regional or local variations in job availability, demand, or wage levels. Local factors such as the cost of living, specific industry concentrations, or regional economic conditions can cause significant deviations from national averages.

Therefore, while these national benchmarks provide a robust foundation for strategic workforce planning, they should be supplemented with more localized data and internal organizational analytics where available. They serve as a powerful guide for understanding the general landscape but are not prescriptive for every specific hiring decision or local market condition. The interpretation of these benchmarks should focus on understanding broad trends and the scale of the challenge rather than precise, granular predictions for individual establishments.

Conclusion

The dishwasher workforce represents a substantial and continuously demanded segment of the labor market, characterized by a significant number of jobs and a high volume of projected annual openings. The 477,700 jobs in 2024 and 76,800 projected annual openings underscore the critical role dishwashers play in supporting extensive food service and hospitality operations nationwide. The $34,810 median annual wage in 2025 provides a vital compensation benchmark for employers.

For organizations with recurring hiring needs in this occupation, these benchmarks necessitate a proactive and data-informed approach to workforce strategy. This includes establishing continuous recruitment pipelines, developing targeted retention initiatives to mitigate turnover, and structuring compensation competitively against national standards. While national data provides a foundational understanding, employers are encouraged to integrate these insights with their internal operational data to refine their strategies. By systematically addressing the dynamics revealed by these benchmarks, organizations can enhance their ability to attract, retain, and manage a stable and effective dishwasher workforce, thereby contributing to overall operational efficiency and resilience.

Data sources and methodology

The data and benchmarks presented in this article are derived from highly reputable and authoritative sources in labor market information: the O*NET (Occupational Information Network) system and the U.S. Bureau of Labor Statistics (BLS).

ONET OnLine, sponsored by the U.S. Department of Labor, is a comprehensive database of occupational information. It provides detailed summaries, tasks, knowledge, skills, and abilities for various occupations, utilizing the Standard Occupational Classification (SOC) system for consistent identification. The ONET system frequently integrates and presents data from the BLS, which is the principal federal agency responsible for measuring labor market activity, working conditions, and economic measures in the U.S. economy.

Specifically, the figures for total jobs, projected annual openings, and median annual wages are consistent with ONET data, which itself draws heavily from BLS programs such as the Occupational Employment Statistics (OES) and the Employment Projections program. The use of the ONET-SOC 35-9021.00 code ensures that the occupational definition is standardized across these data sources, allowing for reliable and comparable analysis. The publication dates of the source materials indicate the recency of the data used in this analysis, reflecting the most up-to-date information available at the time of this article's publication.

Sources

1. O*NET occupation summary for 35-9021.00, O*NET OnLine, 2026.

2. National wages for 35-9021.00, O*NET OnLine, 2026.

3. Occupation details for 35-9021.00, O*NET OnLine, 2026.

4. Occupation tasks for 35-9021.00, O*NET OnLine, 2026.

5. Occupational Projections and Worker Characteristics, U.S. Bureau of Labor Statistics, 2025-08-28.

6. Education and Training Assignments by Detailed Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.

7. Industry Occupation Matrix by Occupation, U.S. Bureau of Labor Statistics, 2025-08-28.

8. Occupational Employment and Wage Statistics, U.S. Bureau of Labor Statistics, 2026-05-15.

9. Work activities for 35-9021.00, O*NET OnLine, 2026.

10. Work context for 35-9021.00, O*NET OnLine, 2026.

Frequently asked questions

What is O*NET-SOC 35-9021.00? This is the standardized occupational code for "Dishwashers" as classified by the O*NET (Occupational Information Network) system, which is based on the Standard Occupational Classification (SOC) system. It ensures consistent identification of occupations across various labor market data sources.

Why is it important to know the number of projected annual openings? The number of projected annual openings provides a forward-looking estimate of the total number of positions that will become available each year, including both new jobs and those needing to be filled due to workers leaving the occupation. This metric is crucial for employers to anticipate and plan for ongoing recruitment efforts.

How does a median wage differ from an average wage? The median wage is the point at which half of the workers in an occupation earn more and half earn less. It is less susceptible to being skewed by a few very high or very low earners, often providing a more representative picture of typical earnings compared to an average (mean) wage.

Can these national benchmarks be used for local hiring decisions? While national benchmarks provide a valuable macro-level understanding, they should be supplemented with local market data for tactical hiring decisions. Local factors such as cost of living, regional demand, and specific industry concentrations can cause significant variations from national averages.

What is the publication date of this article? This article was published on August 13, 2026. Data points within the article are cited with their respective reference years (e.g., 2024, 2025) to reflect the most recent available information at the time of publication.