Janitorial Wages in Massachusetts (2026)

Massachusetts janitorial workers earn the highest statewide mean and median of $21.43/hr (BLS OEWS May 2024, SOC 37-2011 — O*NET LocalWages MA) among the 10 states in this batch, placing it alongside Washington state at the top of the national wage distribution for this occupation. The state minimum wage remains at $15.00/hr under G.L. c. 151, §1 — the final step of the "Grand Bargain" reached in January 2023 — with no further state-level increase scheduled as of Q2 2026. The $6.43/hr gap between the floor and the statewide median is among the widest in this batch, reflecting the outsized influence of SEIU 32BJ's Boston master agreement, which sets wage floors well above the statutory minimum for approximately 12,000 union-covered commercial cleaners.

Statewide Wage Overview (BLS OEWS May 2024, SOC 37-2011)

The statewide mean equals the median at $21.43/hr, driven predominantly by the Boston metropolitan area which represents 70–75% of Massachusetts cleaning employment. Massachusetts employs approximately 55,000–65,000 janitors statewide. The Boston market's combination of dense Class A commercial real estate (financial district, Back Bay, Seaport), major research universities and hospitals (Harvard, MIT, Mass General, Brigham and Women's), and SEIU 32BJ's strong organization creates uniquely elevated wages for this occupation.

Wage Percentile Distribution (BLS OEWS May 2024)

The 10th percentile at $16.95/hr — nearly $2/hr above the state minimum of $15.00/hr — confirms that Massachusetts cleaning wages are entirely market/union driven, with the statutory floor essentially non-binding for this occupation. The $1.63/hr jump from 10th to 25th is narrow, reflecting a compressed lower tail. The dramatic jump from 75th to 90th percentile ($5.17/hr) reflects the substantial premium for senior, supervisor, and union-rate workers in Boston's Class A commercial buildings and major campus accounts. The 90th at $28.25/hr is second only to New York in this batch.

Submarket Variation: High and Low Metro Areas

Boston–Cambridge–Newton MA-NH MSA dominates at a median $22.23/hr (10th: $17.08, 25th: $18.00, 75th: $23.17, 90th: $28.36) — reflecting the deep SEIU 32BJ penetration in downtown Boston, Cambridge's biotech/university cleaning market, and the Newton/suburban office corridor. Massachusetts nonmetropolitan area ($21.24/hr median) is surprisingly high, reflecting the strong statewide labor market and spillover from the Boston metro's wage norms. Barnstable Town (Cape Cod) reaches $20.96/hr median — resort and seasonal tourism cleaning premiums. At the low end, the Providence–Warwick RI-MA MSA (Massachusetts portion) trails at $17.95/hr, reflecting Rhode Island's lower wage norms pulling down this cross-state metro. Pittsfield (Berkshires) posts $18.62/hr — the most economically isolated Western Massachusetts market.

State Minimum Wage 2026 and Scheduled Increases

• Current rate: $15.00/hr (G.L. c. 151, §1; this rate was reached on January 1, 2023 as the final step of the "Grand Bargain" negotiated in 2018). No further increases are scheduled under current law as of Q2 2026.
• Tipped employees: Massachusetts service rate for tipped employees: $6.75/hr (plus tips to bring total to $15.00/hr). Commercial janitors are not tipped employees and receive the full $15.00/hr floor.
• Proposed legislation: A Massachusetts legislative proposal (referenced by Fisher Phillips, 2023) would increase the minimum wage from $15.00 to $20.00/hr by 2027 in $1.25/hr annual steps. As of Q2 2026, this bill remains in legislative committee and has not been enacted. Budget conservatively for potential increases if multi-year contracts extend to 2027.
• No local minimum wage ordinances: Massachusetts cities and towns are not permitted to set minimum wages independently above the state rate. There is no Boston city minimum wage — the $15.00/hr state rate applies uniformly statewide. The effective market floor in Boston is set by SEIU 32BJ CBA terms, not by local ordinance.

Workers' Compensation — Class 9014 Rate (Massachusetts)

Massachusetts workers' compensation is regulated by the WCRIBMA (Workers' Compensation Rating and Inspection Bureau of Massachusetts) — Massachusetts is NOT a competitive rating state; rates are set by the Bureau and all carriers must use the same loss costs. Class code 9014 (Janitorial Services by Contractors) applies in Massachusetts. Based on WCRIBMA rate filings effective July 1, 2024, the approximate base rate for class 9014 in Massachusetts is estimated at $2.50–$3.20/$100 payroll — above the national NCCI average, reflecting Massachusetts's elevated workers' compensation claim costs and medical costs. Loaded labor cost at $21.43/hr base: add FICA/FUTA $1.71, WC ~$0.55–$0.70/hr, general liability, benefits, and overhead — total loaded approximately $35–$43/hr for non-union Boston accounts. SEIU 32BJ-covered accounts with the full benefit package run $45–$58/hr total loaded — the highest in this batch alongside New York.

Union Presence — SEIU 32BJ District 615 (New England)

SEIU 32BJ District 615 covers Massachusetts and Rhode Island (and extends into New Hampshire per voluntary recognition agreements). The Massachusetts/New England Janitorial CBA runs from November 16, 2023 through November 15, 2027 (Mass.gov CBA document) and represents approximately 12,000 workers in Massachusetts and Rhode Island. Key CBA provisions:

• Coverage territory: Commonwealth of Massachusetts and State of Rhode Island, with voluntary recognition coverage in parts of New Hampshire.
• Wage schedules: Five wage schedules based on geography — Metropolitan Boston (within 15 miles), and regional supplements for Worcester, Springfield/Western MA, and suburban zones (Appendix "A").
• Benefit fund contributions (2026): Health and Welfare trust contributions of approximately $1,440/month per eligible full-time employee; pension fund contributions step up annually through the contract.
• Training fund: $0.65/hr worked contributed to training fund (January 1, 2027: $0.70/hr).

Union density in downtown Boston financial district (State Street, Congress Street, South Station corridor) Class A office cleaning is estimated at 60–80%. Cambridge's biotech corridor (Kendall Square, Alewife) has substantial SEIU 32BJ coverage. Worcester, Springfield, and Western Massachusetts are significantly less union-dense in commercial cleaning.

Local Minimum Wage Premiums

Massachusetts does not permit local minimum wage ordinances above the state rate. The $15.00/hr state floor applies uniformly in Boston, Cambridge, Worcester, and all other municipalities. However, some Massachusetts municipalities and the Commonwealth itself impose living wage requirements on government contractors — these apply to cleaning contractors on public facility accounts and can range from $17–$21/hr in Boston-area municipal and state contracts.

The effective local wage premium in the Boston market is imposed by SEIU 32BJ CBA terms rather than a city ordinance — making it contractual rather than statutory. Non-union contractors bidding Boston accounts nonetheless face market pressure to approach union-scale wages to compete for and retain qualified workers.

What Contractors Should Bid Against

Loaded labor range: Western Massachusetts/Springfield non-union accounts price at $30–$37/hr total loaded. Boston-area non-union accounts outside SEIU 32BJ coverage run $35–$43/hr. SEIU 32BJ-covered Boston Class A office accounts require budgeting $45–$58/hr total loaded — the highest in this batch alongside New York City.

Key bid pitfalls:

• Sick leave accrual: Massachusetts Earned Sick Time Law requires employers with 11+ employees to provide 40 hours of paid sick time per year. This is a significant labor burden in cleaning operations with high turnover. Include sick pay accrual in labor cost models — it adds approximately 1.9% to total labor cost at $21.43/hr base.
• SEIU 32BJ successor accounts: If a cleaning company wins a contract at a building that was previously cleaned by a SEIU 32BJ signatory contractor, Massachusetts law and SEIU 32BJ's contract language may require the successor employer to retain workers and assume CBA obligations. Verify predecessor contractor status before bidding.
• High WC costs: Massachusetts WCRIBMA rates are above national average. The non-competitive rate structure means all carriers charge the same base rate — shopping for a lower rate requires focusing on experience modification and schedule credits rather than carrier shopping.
• PFML (Paid Family Medical Leave): Massachusetts PFML (Chapter 175M) requires employer contributions of approximately 0.88% of wages (rates adjust annually). For a $21.43/hr worker, this adds ~$0.19/hr to labor burden. Include in loaded rate calculations.

Cross-References

• OSHA Janitorial Requirements — Massachusetts
• Workers' Comp for Janitorial Contractors — Massachusetts (WCRIBMA Class 9014)
• Janitorial Contractor Licensing — Massachusetts

Primary Sources

• O*NET Local Wages — Massachusetts, SOC 37-2011 (BLS OEWS May 2024)
• DOL WHD State Minimum Wage Laws (Massachusetts $15.00/hr)
• SEIU 32BJ Massachusetts/New England Janitorial CBA 2023–2027 (Mass.gov)
• WCRIBMA — Workers' Comp Class Code Lookup (Massachusetts)
• SEIU 32BJ District 615 — New England

Authored by the Opora Editorial Team.