Laundry and Dry-Cleaning Workers Workforce Benchmarks: 2026 Data

This article presents a comprehensive analysis of workforce benchmarks for laundry and dry-cleaning workers, identified by ONET-SOC code 51-6011.00. Utilizing the most current data available from authoritative sources such as ONET OnLine and the U.S. Bureau of Labor Statistics (BLS), this report provides critical insights for employers managing recurring hiring needs and seeking to understand the dynamics of this specific labor market. The information presented herein is intended to support strategic workforce planning, recruitment, and retention efforts by offering a national perspective on employment levels, projected openings, and compensation. This analysis is published on August 13, 2026.

Understanding the occupational landscape

The occupation of laundry and dry-cleaning workers encompasses individuals responsible for operating and maintaining washing, dry-cleaning, pressing, and other laundry equipment. Their work is fundamental to various sectors, including commercial laundries, dry-cleaning establishments, hotels, hospitals, and other institutions requiring textile care. The O*NET-SOC 51-6011.00 classification provides a standardized framework for understanding the scope and characteristics of this workforce across the United States.

According to O*NET data, the total employment for laundry and dry-cleaning workers was recorded at 202,600 jobs in 2024 [1]. This figure represents the estimated national employment level for this occupation, providing a baseline for understanding the scale of the workforce. For employers, this number indicates the overall availability of talent within the national labor pool, serving as a critical piece of information for market sizing and competitive analysis. While a national aggregate, it contextualizes the demand and supply dynamics at a broader level.

Beyond the current employment figures, the projection of future workforce needs is essential for long-term strategic planning. O*NET data indicates 31,900 projected annual openings for laundry and dry-cleaning workers [1]. These projected annual openings are a crucial metric for employers experiencing recurring hiring needs. It is important to understand that this figure is not solely attributable to new job creation due to economic growth; rather, it primarily accounts for replacement needs. Replacement needs arise from workers leaving the labor force due to retirement, career changes, or other factors, necessitating new hires to maintain existing employment levels. For an occupation with 202,600 jobs, 31,900 annual openings represent a substantial proportion of the workforce requiring replacement or expansion each year. This suggests a dynamic labor market with consistent demand for new talent, highlighting the importance of robust and continuous recruitment strategies.

Compensation is another pivotal factor in attracting and retaining talent. The median annual wage for laundry and dry-cleaning workers was $34,890 in 2025 [2]. The median wage is a statistical measure where half of all workers in the occupation earn more than this amount and half earn less. It offers a representative view of typical earnings, often providing a more stable indicator than an average wage, which can be skewed by outliers. For employers, this benchmark informs compensation strategies, helping to ensure competitive wage offerings that align with national standards and aid in attracting qualified applicants. Understanding this median wage is crucial for budgeting and for positioning an organization effectively within the labor market.

The nature of work and its implications for employers

The specific tasks, work activities, and work context associated with laundry and dry-cleaning workers provide further insights into the operational realities and skill sets required. O*NET details the typical responsibilities and environment for this occupation, which are highly relevant for employers designing job descriptions, training programs, and retention initiatives.

Laundry and dry-cleaning workers perform a variety of tasks that are central to the operation of textile care facilities. These tasks often include sorting articles to be cleaned, operating washing or dry-cleaning machines, pressing garments and other articles, and inspecting items for cleanliness and damage [4]. They may also be responsible for minor repairs, stain removal, and the proper handling of chemicals and machinery. The nature of these tasks implies a need for attention to detail, adherence to safety protocols, and a practical understanding of equipment operation.

The work activities for this occupation involve a blend of manual dexterity, operation and control of equipment, and physical exertion. Key work activities include handling and moving objects, inspecting equipment, structures, or material, and controlling machines and processes [9]. These activities underscore the physical demands of the role and the importance of operational efficiency. For employers, this means considering the physical capabilities of applicants, implementing ergonomic practices, and providing thorough training on equipment use and maintenance to ensure both worker safety and productivity.

The work context of laundry and dry-cleaning workers often involves specific environmental and interpersonal conditions. Workers typically operate in environments where they are exposed to contaminants, hazardous conditions, and noise [10]. They often work indoors, near others, and may perform repetitive motions. The work can be physically demanding, requiring standing for long periods and lifting heavy items. The work context also highlights the importance of safety training, the provision of personal protective equipment, and the implementation of clear operational procedures to mitigate risks. Understanding these conditions helps employers create a supportive and safe working environment, which can significantly impact worker satisfaction and retention.

The combination of the job count, projected openings, and median wage, alongside the detailed understanding of the work itself, paints a comprehensive picture for employers. The 31,900 projected annual openings against 202,600 total jobs implies an approximate annual replacement rate of 15.7%. This rate suggests that employers in this sector are likely to face consistent recruitment challenges, whether due to workers transferring to other occupations, retiring, or leaving the workforce for other reasons. This sustained need for new hires necessitates proactive and efficient recruitment pipelines.

For employers, this consistent demand means that investing in robust onboarding and training programs is paramount. The BLS provides data on education and training assignments by detailed occupation, which can guide employers in structuring effective development pathways for new hires [6]. While specific credentials may not always be required for entry-level positions, a structured approach to skill development can improve worker proficiency and long-term retention. Understanding the typical education and training pathways helps employers align their expectations and offerings with the broader labor market.

Furthermore, the industry occupation matrix from the BLS offers insights into which industries primarily employ laundry and dry-cleaning workers [7]. This information can help employers identify their competitive landscape for talent and understand the broader economic forces influencing the availability of workers. For instance, if a significant portion of these workers are employed in a specific industry that is experiencing growth, it could intensify competition for talent.

Strategic implications for workforce management

The detailed benchmarks for laundry and dry-cleaning workers provide a foundation for developing targeted workforce management strategies. For employers facing consistent turnover or high demand for these roles, a data-informed approach is critical.

The 202,600 jobs in 2024 represent the national scale of this workforce. While this number seems substantial, the 31,900 projected annual openings indicate a significant ongoing need for recruitment. This volume of openings suggests that employers cannot rely on sporadic hiring efforts. Instead, a continuous recruitment strategy, potentially involving partnerships with local training programs or community organizations, may be more effective. The consistent need for replacement also emphasizes the importance of understanding the factors contributing to turnover within individual organizations. While national data highlights the scale of openings, internal analysis can pinpoint specific reasons workers leave, allowing for targeted interventions.

The median annual wage of $34,890 in 2025 serves as a key reference point for compensation. Employers should evaluate their current wage structures against this national median. Offering competitive wages is often a primary factor in attracting new talent and retaining existing workers, particularly in occupations with frequent openings. Beyond base wages, considering benefits, work-life balance, and opportunities for skill development can further enhance an employer's attractiveness. The BLS Occupational Employment and Wage Statistics provide detailed wage data that can be further explored for regional variations, although this article focuses on national benchmarks [8].

Considering the work activities and context, employers should prioritize workplace safety and ergonomic design. The exposure to contaminants, noise, and the physically demanding nature of the work necessitate strong safety protocols and appropriate personal protective equipment. Investing in modern, efficient equipment can also reduce physical strain on workers, potentially improving job satisfaction and reducing injury rates. A safe and supportive work environment can be a powerful retention tool, especially in roles with inherent physical demands.

The occupational details also underscore the importance of effective training. Given that many of the tasks involve operating machinery and handling specific materials, comprehensive training programs are essential not only for productivity but also for safety. These programs should cover equipment operation, maintenance, safety procedures, and quality control. Ongoing training and skill development can also provide pathways for career progression within an organization, which can be a significant motivator for retention. While the O*NET data does not specify required credentials, it does outline the necessary skills and abilities, such as operation and control, monitoring, and quality control analysis [3]. Employers can leverage these insights to design relevant training modules.

Moreover, the understanding of "projected annual openings" as largely driven by replacement needs implies that a significant portion of this workforce is either transitioning out of the occupation or out of the labor force entirely. This dynamic means that employers are not just competing for a static pool of workers, but constantly needing to attract new entrants or re-entrants to the field. This necessitates a proactive approach to employer branding and outreach, ensuring that potential applicants are aware of the opportunities and benefits of working in the laundry and dry-cleaning sector.

The aggregated national data, while robust, serves as a benchmark. Individual employers should always contextualize these national figures with their specific local labor market conditions and organizational needs. However, the consistent demand indicated by the projected annual openings and the defined compensation benchmarks provide a clear starting point for strategic planning. By systematically analyzing these workforce benchmarks, employers can develop more effective recruitment, retention, and training strategies to stabilize their workforce and mitigate the challenges associated with high turnover.

Findings and limitations

The analysis of 2026 data for laundry and dry-cleaning workers (O*NET-SOC 51-6011.00) reveals several key findings. The occupation comprised 202,600 jobs in 2024, indicating a substantial national workforce. A significant 31,900 projected annual openings underscore a consistent and high demand for new hires, largely driven by replacement needs. The median annual wage of $34,890 in 2025 provides a critical benchmark for compensation strategies. The nature of the work involves specific tasks, work activities, and work context that require attention to safety, equipment operation, and physical demands. The annual replacement rate, implied by the ratio of openings to total jobs, suggests a dynamic labor market with ongoing recruitment challenges for employers.

However, this analysis is subject to certain limitations. The data presented are national benchmarks and may not accurately reflect specific local labor market conditions, which can vary significantly in terms of employment levels, wage rates, and worker availability. The employment figures are from 2024, and the median wage is from 2025; while current at the time of publication, there is an inherent lag in data collection and reporting. Projections for annual openings are estimates and can be influenced by unforeseen economic shifts or changes in industry trends. Furthermore, while the data indicates the volume of replacement needs, it does not specify the underlying causes of worker departures (e.g., voluntary turnover, retirement, industry transfers), which would require more granular, organization-specific data. The median wage provides a central tendency but does not account for the full distribution of wages or the impact of factors such as experience, location, or specific employer benefits.

Conclusion

The workforce benchmarks for laundry and dry-cleaning workers in 2026 highlight a consistent demand for talent within this essential occupation. With 202,600 jobs and 31,900 projected annual openings, employers in this sector face an ongoing need for recruitment and retention strategies. The median annual wage of $34,890 serves as a crucial reference point for competitive compensation. Understanding the specific tasks, work activities, and work context of these roles further informs the development of effective training programs, safety protocols, and supportive work environments. By leveraging these national benchmarks, employers can make more informed decisions regarding workforce planning, contributing to more stable and productive operations in an occupation characterized by continuous hiring requirements.

Data sources and methodology

This analysis relies on publicly available, authoritative workforce data from the U.S. Department of Labor's ONET OnLine and the U.S. Bureau of Labor Statistics (BLS). ONET OnLine provides detailed occupational information, including employment levels, projected openings, median wages, and comprehensive descriptions of tasks, work activities, and work contexts for standardized occupations like O*NET-SOC 51-6011.00. The BLS contributes national wage data, employment projections, and information on occupational characteristics, education, and industry matrices.

The methodology involves synthesizing these verified data points to present a holistic overview of the laundry and dry-cleaning workers' labor market. Employment figures and wage data are sourced from the most recent available periods (2024 for jobs, 2025 for wages), while projected annual openings represent forward-looking estimates. The analysis focuses on interpreting these quantitative benchmarks within the context of qualitative occupational descriptions to provide actionable insights for employers. All claims are directly supported by the cited sources, and interpretations are clearly distinguished from factual data.

Sources

1. O*NET occupation summary for 51-6011.00, O*NET OnLine, 2026.
2. National wages for 51-6011.00, O*NET OnLine, 2026.
3. Occupation details for 51-6011.00, O*NET OnLine, 2026.
4. Occupation tasks for 51-6011.00, 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 51-6011.00, O*NET OnLine, 2026.
10. Work context for 51-6011.00, O*NET OnLine, 2026.

Frequently asked questions

What is O*NET-SOC 51-6011.00? O*NET-SOC 51-6011.00 is the standardized occupational code for laundry and dry-cleaning workers, used by the U.S. Department of Labor to classify and categorize occupations for data collection and analysis.

What does "projected annual openings" mean? Projected annual openings represent the estimated number of job openings expected each year for an occupation. This figure includes jobs created by employment growth and, more significantly for many occupations, replacement needs from workers who leave the labor force (e.g., retirement) or transfer to different occupations.

Is the median wage an average wage? No, the median wage is not an average. The median wage is the point at which half of all workers in an occupation earn more and half earn less. An average wage is the sum of all wages divided by the number of workers, which can be skewed by extremely high or low earners. The median typically provides a more representative picture of typical earnings.

Can I use this data for local hiring decisions? This data provides national benchmarks. While useful for a broad understanding, local labor market conditions, including wages and worker availability, can vary significantly from national averages. For precise local hiring decisions, it is advisable to supplement this national data with local labor market analysis if available.

How often is this data updated? O*NET data is regularly updated. BLS occupational projections are typically updated every two years, and Occupational Employment and Wage Statistics (OEWS) are updated annually with data collected semi-annually. The dates on the sources reflect the most recent updates used for this analysis.