How Much To Pay Cleaning Employees

There’s no single, sure-fire way to build a successful cleaning business, but if a company is profitable and growing, it likely has a cleaning staff that is paid fairly and competitively. Structured pay attracts the best workers, helps retain top talent, and reduces turnover and the cost of hiring and training.

Fair pay = happy employees = good service = happy clients.

Furthermore, following local, state, and federal labor laws protects your business from legal trouble and makes you a credible employer in the cleaning industry.

This guide discusses the factors that affect cleaning employee wages and explains how to calculate a fair pay structure, retain staff, and remain profitable. By the end, you’ll have practical tips for creating a pay system that balances employee satisfaction, legal compliance, and business success.

Plus, Aspire’s tools do the hard work for you so you can focus on growing your cleaning business.

What factors influence cleaning employee wages?

Paying cleaning employees involves balancing competitive pay with business profit. Several factors determine the right pay structure for your cleaning staff. Knowing these will help you attract and retain the best and stay competitive in the cleaning industry.

1. Location. Pay rates for professional cleaning differ by region. Because of the cost of living, cleaning employees in New York will earn more, while those in smaller towns will earn less. Research local wage trends so your pay matches your market.

2. Industry standards. The cleaning industry has benchmarks for hourly rates and pay structures. Because of the size and complexity of their work, commercial cleaning companies pay more than residential cleaning businesses. To be competitive, stay up to date with industry averages.

3. Competition. Check job postings on Indeed or Glassdoor to see what others are offering. Pay a little above market rate, and you’ll be the employer of choice and reduce turnover.

4. Employee experience. Years of experience in specific cleaning tasks – deep cleaning, carpet cleaning, window cleaning, etc. – warrant higher pay. Skilled employees clean faster and better, improving customer satisfaction and profit margins. Review your current employees' performance to determine raises and ensure experienced staff are paid fairly.

5. Certifications and specialized skills. OSHA compliance or expertise in using specialty cleaning products and equipment (e.g., mopping or vacuuming large areas) can justify higher pay rates. These skills improve service quality and attract higher-paying clients.

6. Type of cleaning services. Different cleaning services require different skill levels. For example, deep or commercial cleaning jobs require more skill than standard house cleaning services. Adjust your pay rates according to job complexity and type of cleaning.

7. Economic factors. Minimum wage laws and inflation affect cleaning employee wages. Monitor changes in labor costs and adjust pay rates to stay compliant and profitable.

Considering these factors, you can create pay structures that motivate your employees and match the market.

How can you calculate a fair wage for your employees?

Calculating a fair wage is key to attracting and retaining good cleaning employees. A structured approach ensures that pay matches employee satisfaction and the growth of your cleaning business. 

Follow these steps to calculate and implement a fair and competitive pay system.

Step 1. Research industry standards and regional wage data

Check average wages for cleaning employees in your area on the Bureau of Labor Statistics (BLS), Glassdoor, or Indeed. Look at roles relevant to your business's services, such as whether you employ residential or commercial cleaning staff. 

Consider location pay rates, as cities pay more than rural areas. Also, consider hours worked, including overtime, and how it affects compensation and labor laws.

Step 2. Understand your local labor laws

Check federal, state, and local minimum wage laws. Take note of other legal requirements, overtime pay rates, and breaks.

Monitor changes to labor laws; non-compliance can result in penalties and reputation damage.

Step 3. Assess the role’s complexity and required skills

Review the tasks involved with the job description. Is it routine cleaning like vacuuming, mopping, and dusting, or does it require special tasks like window or carpet cleaning? 

Consider certifications like OSHA training that can justify a higher hourly rate. Adjust pay according to the complexity of the cleaning services, such as deep cleaning versus standard house cleaning.

Step 4. Account for employee experience and performance

Create a pay structure with experience levels, from entry-level cleaners to experienced professionals.

To encourage good work, include a performance-based raise and bonus system. Make sure your framework motivates employees to improve and rewards long service.

Step 5. Factor in benefits and incentives

Do you want to offer a comprehensive compensation package, including health insurance, retirement plans, or paid time off? 

A good benefits package is critical to attracting and retaining high-quality employees, whether you offer annual bonuses or other incentives. Calculate the monetary value of these benefits to see how they affect your budget.

Be sure to mention these when hiring to attract talent in a competitive market.

Step 6. Benchmark against competitors

Find out what other cleaning businesses in your area pay for similar roles. Adjust your pay slightly higher to attract and retain the best.

Use Thumbtack or local job site boards to get up-to-date information on independent contractors and potential employees.

Step 7. Evaluate your business budget

Make sure your pay structure fits your business budget. Overtime hours must be accounted for, as they can increase payroll costs and affect overall profitability. 

Review your profit margins to determine how much you can spend on payroll and avoid overspending on overhead costs. Balancing competitive pay with flat rates for cleaning costs will ensure long-term profitability, which is vital if you are a startup or small business.

Step 8. Create a transparent pay scale

Create a clear and fair pay structure that employees can see. Outline how raises, bonuses or promotions can be achieved. Transparency builds trust and employee satisfaction.

Step 9. Review and adjust regularly

Review your pay rates regularly to stay competitive and compliant with changing laws. Update your structure based on employee feedback, performance metrics, or market changes.

Regular reviews will keep your cleaning business an attractive employer while staying profitable.

How do minimum wage laws affect cleaning businesses?

Federal minimum wage laws set a national rate. 

State and local governments can set a higher minimum wage based on living costs in their area. For example, California has a higher minimum wage than the federal rate, and cities like New York have additional requirements.

Non-compliance with minimum wage laws can result in penalties, fines, or lawsuits. 

Cleaning business owners also need to consider overtime pay rules, which require employees to be paid 1.5 times the regular hourly rate for work beyond 40 hours a week.

Technology, like Aspire’s cleaning business software, simplifies payroll management. It ensures accurate pay calculations and compliance with wage laws. 

Stay informed about changes to these laws to stay profitable and protect your business.

Key points on minimum wage laws and cleaning businesses

• The federal government sets the base, but local rates are higher. Always follow the highest rate.

• Employees working over 40 hours a week must get 1.5 times their hourly rate.

• There are risks with non-compliance, including fines, legal action, and reputation damage.

• Fair pay raises employee satisfaction with their role, including good morale, reduced turnover, and better service delivery for clients.

Cleaning businesses can have a compliant, productive, and happy workplace by complying with minimum wage laws.

What is the average hourly rate for cleaning employees?

Determining the average hourly rate for cleaning staff in the US involves many factors, including job type and location. According to the US Bureau of Labor Statistics (BLS), as of May 2023, maids and housekeeping cleaners earned a mean hourly wage of $16.66.

However, wages can vary greatly depending on the cleaning role and region. Salaried staff receive the same monthly amount, which is more stable than hourly wages.

Average hourly wages by cleaning role:

• General cleaners’ average hourly wage is approximately $14.94.

• The average hourly wage for commercial cleaners is $11.50, with wages ranging from $9.20 to $15.10.

Regional variations:

Geographic location plays a significant role in wage differences. For instance, as of November 2024, the average annual salary for general cleaners in Birmingham, AL, is $28,900, while in New York, NY, it is $35,900.

These variations are due to the cost of living and local demand for cleaning services.

Understanding local wage data and industry standards enables employers to offer competitive packages that comply with labor laws and attract and retain good cleaning staff.

How do employee wages impact your business budget?

Employee wages are a significant expense for a cleaning business. 

Payroll costs include hourly rates, salaries, overtime, and additional benefits like health insurance or bonuses. For cleaning companies, payroll costs can be 45 to 50 percent of total revenue. The key is to balance offering competitive wages and being profitable.

Fair pay motivates cleaning staff and reduces turnover, which can save on hiring and training costs. However, overpaying can reduce profit margins and cash flow. Cleaning business owners need to calculate pay rates based on employee performance, overhead, and the type of cleaning services provided.

Accurate time tracking via end-to-end operational tools, like Aspire’s cleaning business software, can streamline payroll and unlock cost savings. Regularly monitoring your budget will also keep your cleaning business financially healthy and help you retain top staff.

• For typical cleaning businesses, payroll costs account for 45-50% of revenue. Going above this reduces profitability.

• High turnover means additional hiring and training costs. When employees leave for another job, you must hire and train again. Fair pay minimizes these risks.

• Employee wages cover labor and associated costs, such as cleaning supplies, workers' compensation insurance, and equipment maintenance.

• The pay structure—hourly rate, flat fee, or commission—determines how you cover costs and maintain profit margins.

Strategies to balance fair pay and profitability include:

• Offer competitive but sustainable wages and base flat rates on industry standards and adjust for your market.

• Incorporate performance incentives into compensation by rewarding high-performing cleaning staff with bonuses or tiered raises.

• Use tools designed to improve efficiency, such as time-tracking apps and payroll software, to pay accurately without overpaying.

• Match service flat fees to labor costs to stay profitable.

Balancing employee wages and your cleaning business budget means operational efficiency and long-term growth. Let Aspire’s software do the work so you can focus on delivering top cleaning services.

What strategies can help you retain cleaning employees?

Retaining cleaning staff is key to good service and reducing turnover costs. Competitive pay and a positive work environment are key to motivating your cleaning staff. 

Providing perks like career growth opportunities and flexible hours makes employees feel valued and invested in your cleaning business.

Tips for retaining cleaning employees

• Offer competitive pay. Make sure your flat rates are at or above industry standards. Cleaning staff who feel fairly paid are likelier to be loyal and do their job efficiently, whether house cleaning or commercial cleaning.

• Provide flexible schedules. Flexible hours can accommodate employees' personal lives. For example, cleaning staff can choose shifts or work part-time if they have other commitments. Flexibility attracts and retains a diverse workforce.

• Invest in training and career growth. Provide regular training to improve cleaning skills, such as mopping or handling specialized cleaning products. Highlight career progression opportunities, such as moving into supervisory roles, to encourage long-term commitment.

• Recognize and reward performance. Give bonuses or employee recognition for great work. For example, reward your cleaning staff for doing a great job on demanding tasks like deep cleaning or window cleaning.

• Create a positive work environment. Encourage open communication and teamwork among staff. Regular catch-ups and feedback sessions make your cleaning staff feel heard and valued. Like family, a supportive environment where staff feel looked after can increase loyalty and job satisfaction.

Keeping your cleaning staff ensures consistent service delivery for customers while reducing high turnover costs. Focus on strategies that promote satisfaction and long-term commitment, and use tools like Aspire’s cleaning business software to help you achieve these goals.

How can Aspire simplify payroll and employee management?

Aspire’s cleaning business software has the tools to simplify payroll and employee management so your business runs smoothly. By streamlining and automating tasks, Aspire saves you time, reduces errors, and lets you focus on growth. 

• Record labor hours on the platform to streamline payroll processing, eliminating messy paper time cards and manual errors. 

Data integration is seamless, making payroll processing fast and accurate, even for large teams. With Aspire, cleaning business owners can pay their employees faster for the correct hours.

• Digital timesheets with geo-fenced clock-in and clock-out allow for real-time tracking of employee hours. Employees are paid accurately for their work, whether home cleaning, mopping, vacuuming, or deep cleaning. 

Owners can review time logs to improve productivity and payroll accuracy.

• Centralize shift scheduling, updates, and feedback to improve team communication. 

Employees get real-time notifications of schedule changes or new cleaning jobs, creating a more organized and connected workforce.

• Automate payroll, invoicing, and employee management to reduce errors,  administrative work, and time-consuming daily tasks for business owners.

Streamlining processes with features and functionality designed for the cleaning industry ensures that cleaning staff are paid on time, improving morale and retention.

Aspire lets cleaning business owners manage payroll and employees so they can focus on growing their business.

Back to you

Setting wages for your cleaning staff is key to your business success.

Competitive pay makes hiring employees easier, improves job satisfaction, and reduces turnover. Fair pay and a positive work environment empower exceptional service delivery to drive high customer satisfaction. 

Consider industry standards, location, and employee experience to create a pay structure that works for your staff and your bottom line. Tools like Aspire’s cleaning business software simplify payroll, scheduling, and labor management, freeing up time to focus on developing and implementing growth strategies.

Get started today and simplify your business.

Book a free demo with Aspire today and see how we can help you with payroll, time tracking, and communication. Give your team the tools they need.