Food Workers Workforce Benchmarks: 2026 Data

StopHighTurnover Research presents an analysis of the "Food Workers, All Other" occupation (O*NET-SOC 51-3092.00) based on the latest available workforce data as of August 2026. This article provides essential benchmarks for employers in the food service sector with recurring hiring needs, offering insights into employment levels, projected demand, and compensation standards. Understanding these national statistics is crucial for developing informed talent acquisition and retention strategies in a dynamic labor market.

The "Food Workers, All Other" category encompasses a vital segment of the food service workforce, comprising individuals whose primary duties support food preparation and service but do not align with more specific occupational classifications such as cooks, servers, or fast food workers [1]. These roles are foundational to the smooth operation of various food establishments, including restaurants, cafeterias, catering services, and institutional food providers. The broad nature of this classification means that these workers often perform a diverse array of tasks, contributing to overall efficiency, cleanliness, and customer experience.

Workforce landscape overview

The most current data provides a comprehensive picture of the "Food Workers, All Other" occupation. As of 2024, the United States workforce included an estimated 173,500 jobs within this category [1]. This figure represents a significant component of the broader food service industry, highlighting the substantial number of individuals engaged in these essential support functions. The scale of this workforce segment underscores the continuous operational demand for these roles across diverse settings.

Looking forward, the occupation is projected to experience an average of 24,200 annual openings [1]. These projected openings are a critical indicator for employers, suggesting consistent demand for new talent. This figure accounts for both occupational growth and the need to replace workers who exit the labor force or transition to different occupations. For employers, a high number of projected annual openings typically signals a dynamic labor market characterized by ongoing recruitment requirements and potential challenges in talent retention if not strategically addressed. This projection period typically spans several years, providing an averaged annual estimate of future demand [5].

In terms of compensation, the median annual wage for "Food Workers, All Other" was reported as $42,290 in 2025 [2]. The median wage is a key benchmark, indicating that half of the workers in this occupation earned more than this amount, and half earned less. It provides a central tendency measure, offering employers a national reference point for structuring competitive compensation packages. It is important to note that this figure represents base wages and does not include additional benefits or total compensation [FAQ].

Understanding the "Food Workers, All Other" occupation

The O*NET-SOC 51-3092.00 designation for "Food Workers, All Other" is critical for employers to interpret accurately. As clarified in the frequently asked questions, this category specifically refers to workers in food preparation and service roles whose primary duties do not fit into more specific occupational categories, such as cooks, servers, or fast food workers [FAQ]. This broad classification implies a versatile role, often involving a range of support tasks vital to food service operations.

These support tasks can encompass various responsibilities, from assisting with basic food preparation, maintaining cleanliness and hygiene standards in kitchens and dining areas, to organizing supplies and equipment. Workers in this category might also be involved in dishwashing, waste management, or ensuring the availability of ingredients and utensils. The specific work activities and context can vary significantly depending on the type and size of the food service establishment [9, 10]. For instance, a food worker in a large institutional kitchen might focus on bulk preparation and sanitation, while one in a smaller cafe might have more direct customer interaction as part of their support duties.

The comprehensive nature of ONET data provides further insights into the typical responsibilities and requirements of this occupation. ONET outlines various aspects such as tasks, work activities, and work context, which collectively define the scope of these roles [4, 9, 10]. These details are instrumental for employers in developing precise job descriptions, identifying necessary skills, and designing effective training programs. The "All Other" designation often means that these roles require adaptability and a willingness to perform a variety of duties as needed, making them indispensable to the operational flexibility of many food service businesses.

Analytical implications for employers

For employers with recurring hiring needs, these national benchmarks offer several critical analytical implications that can inform workforce strategy.

Workforce scale and talent pool: The presence of 173,500 jobs in 2024 signifies a substantial, albeit broadly defined, segment of the food service workforce. This large number suggests a potentially accessible talent pool, but also implies significant competition for qualified candidates, particularly in densely populated areas or during peak seasons. Employers must consider the size of this national talent pool relative to their specific local market conditions, as regional variations can influence candidate availability and recruitment timelines. The scale also indicates a foundational role within the industry, meaning consistent demand for these types of workers.

Projected demand and turnover: The projection of 24,200 annual openings is a compelling statistic for workforce planning. This figure, representing an average over a projection period, highlights a continuous need for recruitment. It typically arises from a combination of new job creation due to industry growth and, more significantly, the need to replace workers who transfer to other occupations or exit the labor force [5]. For employers, this high rate of projected openings suggests a dynamic labor market with potentially high turnover. This necessitates robust and continuous recruitment pipelines, proactive retention strategies, and efficient onboarding processes to maintain adequate staffing levels. Understanding the drivers behind these openings,whether growth or replacement,can help employers tailor their recruitment messaging and retention efforts. If a significant portion is due to replacement needs, it points to the importance of improving job satisfaction, career pathways, and overall work environment to reduce attrition.

Compensation strategy and competitiveness: The median annual wage of $42,290 in 2025 serves as a national benchmark for compensation. For employers, this figure is a critical reference point when setting wage scales for "Food Workers, All Other" roles. Offering compensation significantly below the national median may lead to difficulties in attracting and retaining talent, while offering above it could enhance competitiveness. However, it is crucial to remember that this is a national median and local market conditions, cost of living, and specific employer benefits packages can significantly influence competitive wage rates [FAQ]. Employers are advised to conduct local wage surveys to refine their compensation strategies, ensuring they remain competitive within their specific geographic areas. Furthermore, the median wage refers to base pay and does not encompass the full scope of total compensation, including benefits such as health insurance, paid time off, and retirement plans. These non-wage benefits play a substantial role in attracting and retaining employees and should be factored into an employer's overall compensation strategy [FAQ].

Measurement design and interpretation: The data presented originates from federal agencies like the U.S. Bureau of Labor Statistics (BLS) and O*NET OnLine. These organizations employ rigorous methodologies to collect and analyze labor market information. Job and wage data are typically derived from extensive surveys of employers and households, providing a snapshot of employment and earnings at specific points in time [8]. Occupational projections, on the other hand, are developed using complex economic models that forecast industry and occupational growth over a 10-year period, alongside estimates for replacement needs [5].

It is important to understand the units and cohorts involved. The "173,500 jobs" refers to the total employment count for O*NET-SOC 51-3092.00 in 2024, representing the total number of individuals employed in these roles across the country during that year. The "24,200 projected annual openings" represents an average expected number of job openings per year over a future projection period, typically from the base year of the projection (e.g., 2022-2032) [5]. The "$42,290 median annual wage" is the median earnings for the occupation in 2025, based on national data [2].

Bounded interpretation and limitations: While these national benchmarks provide valuable strategic insights, their interpretation must be bounded by certain limitations.

• Data lag: As noted in the FAQ, there is a standard lag between when federal agencies collect and publish labor market data. The 2024 job data and 2025 wage data are the most current officially published benchmarks available as of August 2026 [FAQ]. Employers must account for this lag, recognizing that real-time market conditions may have shifted slightly since the data collection period.
• National versus local: These benchmarks are national averages and may not perfectly reflect local labor market conditions. Wages, job availability, and applicant pools can vary significantly by state, city, or even neighborhood [FAQ]. Employers should use this national data as a starting point and supplement it with local market research to make precise hiring and compensation decisions.
• Projections as estimates: Projected annual openings are estimates based on economic models and historical trends. While they offer a strong indication of future demand, actual openings in any given year or specific location can fluctuate due to unforeseen economic shifts, changes in consumer behavior, or local business dynamics [FAQ].
• Wage scope: The median annual wage specifically refers to base wages and does not include the value of benefits or other forms of non-wage compensation. A comprehensive understanding of total compensation is necessary for evaluating competitiveness and ensuring fair pay.
• Broad occupational definition: The "All Other" category is inherently broad. While it allows for capturing a wide range of support roles, it also means that the specific duties and skill requirements can vary significantly between employers, even within the same occupation. Employers should define their specific job requirements clearly, rather than solely relying on the general O*NET description.

In summary, the national benchmarks for "Food Workers, All Other" provide a foundational understanding for employers navigating recruitment and retention in the food service industry. The substantial number of jobs, consistent projected openings, and a clear median wage offer critical insights into the scale and dynamics of this essential workforce segment. However, strategic application of this data requires careful consideration of its inherent limitations, particularly regarding data lag, national versus local applicability, and the comprehensive nature of compensation.

Findings and limitations

Findings:

• The "Food Workers, All Other" occupation (O*NET-SOC 51-3092.00) comprised 173,500 jobs nationally in 2024, indicating a significant and foundational segment of the food service industry.
• An average of 24,200 projected annual openings suggests a continuous and substantial demand for new hires, driven by both occupational growth and replacement needs within this category.
• The median annual wage for these workers was $42,290 in 2025, providing a national benchmark for compensation strategies.
• The occupation is characterized by versatile support roles in food preparation and service that do not fit into more specific categories, requiring adaptability and a range of general operational skills.

Limitations:

• Data timeliness: The job data is from 2024 and wage data from 2025, reflecting a standard lag in federal data publication. While these are the most current official benchmarks as of August 2026, real-time market conditions may have evolved.
• Geographic specificity: All presented data points are national averages. Local labor markets can exhibit significant variations in employment levels, wages, and demand, necessitating supplementary local research for precise decision-making.
• Projection accuracy: Projected annual openings are estimates based on economic models and historical trends. Actual openings in any given year or specific location may differ due to unforeseen economic shifts or local market dynamics.
• Compensation scope: The median annual wage refers strictly to base wages and does not include the value of benefits (e.g., health insurance, paid time off, retirement plans) or other forms of non-wage compensation, which are crucial components of a total compensation package.
• Occupational breadth: The "All Other" designation is broad, meaning specific job duties and skill requirements can vary widely among employers and locations, despite falling under the same O*NET-SOC code.

Conclusion

The "Food Workers, All Other" occupation (O*NET-SOC 51-3092.00) represents a substantial and persistently in-demand segment of the food service workforce. With 173,500 jobs nationally in 2024 and 24,200 projected annual openings, employers face continuous requirements for recruitment and retention. The 2025 median annual wage of $42,290 serves as a critical national compensation benchmark.

For employers with recurring hiring needs, these benchmarks underscore the importance of robust recruitment strategies capable of addressing consistent demand and potential turnover. Strategic compensation planning, informed by both national medians and localized market research, is essential for attracting and retaining talent effectively. While national data provides a valuable strategic overview, its application must be tempered by an understanding of data lag, the inherent variability of local markets, and the distinction between base wages and total compensation. By carefully considering these factors, employers can develop more precise and competitive workforce strategies tailored to the unique demands of the "Food Workers, All Other" occupational category.

Data sources and methodology

The data presented in this article is derived from authoritative federal labor market information sources, primarily the U.S. Bureau of Labor Statistics (BLS) and O*NET OnLine.

• O*NET OnLine: ONET (Occupational Information Network) is a primary source for detailed occupational information. It is sponsored by the U.S. Department of Labor and provides comprehensive data on worker characteristics, occupational requirements, and labor market conditions. ONET data on specific occupations, including job numbers, projected annual openings, and median wages, are compiled through a combination of employer surveys, occupational analyst input, and integration with BLS data. For this article, O*NET provided the foundational statistics for 51-3092.00, including total jobs, projected openings, and median wage, along with detailed occupational descriptions.
• U.S. Bureau of Labor Statistics (BLS): The BLS is the principal fact-finding agency for the U.S. government in the broad field of labor economics and statistics. The BLS collects, processes, analyzes, and disseminates essential statistical data to the American public, Congress, and other federal agencies. Key BLS programs that contribute to the data used in this article include the Occupational Employment Statistics (OES) program for wage and employment data and the Employment Projections (EP) program for occupational outlooks. These programs utilize extensive surveys of businesses and government agencies to gather detailed information on employment, wages, and projections of future job growth and replacement needs across various occupations.

The specific data points,173,500 jobs (2024), 24,200 projected annual openings, and a $42,290 median annual wage (2025),are direct figures from O*NET OnLine, which integrates BLS data. The publication dates of the source material reflect the most recent verified information available for analysis as of August 2026. The methodology relies on standard federal statistical practices for data collection, aggregation, and projection, ensuring a high degree of reliability for national benchmarks.

Sources

1. O*NET occupation summary for 51-3092.00, O*NET OnLine, 2026.
2. National wages for 51-3092.00, O*NET OnLine, 2026.
3. Occupation details for 51-3092.00, O*NET OnLine, 2026.
4. Occupation tasks for 51-3092.00, 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 51-3092.00, O*NET OnLine, 2026.
10. Work context for 51-3092.00, O*NET OnLine, 2026.

Frequently asked questions

What does "Food Workers, All Other" mean?

This designation (O*NET-SOC 51-3092.00) refers to workers in food preparation and service roles whose primary duties do not fit into more specific occupational categories, such as cooks, servers, or fast food workers. It is a broad category that covers a variety of support tasks in food service environments.

Why are the job and wage data from 2024 and 2025, if the article is from 2026?

Large-scale labor market data collection and reporting by federal agencies like the U.S. Bureau of Labor Statistics and O*NET OnLine involve extensive processes. This means there is a standard lag between when data is collected and when it becomes publicly available and verified. The 2024 and 2025 data points represent the most current, officially published benchmarks available for analysis as of August 2026.

How accurate are the projected annual openings?

Projected annual openings are estimates based on economic models and historical trends. They represent an average over a projection period (typically 10 years) and account for both occupational growth and replacement needs. While they provide a strong indication of future demand, actual openings in any given year or specific location can vary due to unforeseen economic shifts or local market conditions.

Can these national benchmarks be used for local hiring decisions?

National benchmarks provide a valuable strategic overview and a starting point for analysis. However, local labor markets can differ significantly in terms of wages, availability of workers, and specific demand. Employers are advised to supplement national data with local market research to make precise hiring and compensation decisions for their specific geographic area.

Do these benchmarks include benefits or total compensation?

The median annual wage of $42,290 refers to base wages and does not include benefits such as health insurance, paid time off, retirement plans, or other forms of non-wage compensation. Employers should consider their full compensation package when evaluating competitiveness.