Minneapolis–St. Paul–Bloomington, MN-WI

Janitorial Wages in Minneapolis–St. Paul–Bloomington, MN-WI (2026)

Last updated Q2 2026 · Authored by the Opora Editorial Team · Source: BLS OEWS May 2024 + Minnesota Minimum Wage Act (Minn. Stat. § 177.24) + Minneapolis Minimum Wage Ordinance

Minneapolis-St. Paul-Bloomington spans Minnesota and Wisconsin and has one of the most sophisticated janitorial labor markets in the Midwest. BLS OEWS May 2023 data records the median hourly wage for SOC 37-2011 at $18.31, mean $19.17, annual mean $39,870 — among the highest in the Midwest and above the national median of $16.84. This premium reflects strong SEIU Local 26 density, Minnesota's comparatively generous minimum wage structure, and a robust commercial real estate market. The SEIU Local 26 commercial janitorial CBA (effective March 2024 through 2027) sets the full-time general cleaner rate at $20.00/hr, rising to $21.25 in 2026 and $21.80 in 2027 — well above the BLS MSA median, which reflects the full market including non-union accounts.

SEIU Local 26: The Twin Cities' Contract Framework

SEIU Local 26 is Minnesota's Property Services Union, representing over 8,000 janitors, security officers, and window cleaners in the seven-county Twin Cities metro. The union's Commercial Janitor CBA 2024–2027, effective March 16, 2024, establishes: Full-Time General Cleaner at $20.00/hr; Tier 1 Part-Time at $18.30/hr; Tier 2 Part-Time at $16.28/hr; Tier 3 cleaners at $16.20/hr full-time — all increasing annually through 2027. The CBA requires buildings over 250,000 square feet to be staffed at 100% full-time cleaners by January 1, 2025, preventing part-time-heavy models designed to minimize benefit costs. A provision requires wages to remain at least $0.50 above the applicable Minneapolis or St. Paul minimum wage ordinance.

Two-State MSA: Minnesota-Wisconsin Cross-Border Dynamics

The MSA extends into Wisconsin's St. Croix and Pierce Counties, creating a multi-jurisdictional labor market. Wisconsin's minimum wage ($7.25/hr) is far below Minnesota's tiered minimum ($10.85/hr for large employers in 2024). SEIU Local 26's CBA covers the seven-county Minnesota metro regardless of where workers reside, so Wisconsin-resident workers performing work in Minnesota receive Minnesota rates. BSC operators serving Wisconsin-side accounts operate under Wisconsin jurisdiction only, where some deploy non-union workers at $13–$16/hr. The split requires careful payroll-jurisdiction tracking for operators with accounts on both sides of the St. Croix River.

Minnesota Earned Sick and Safe Time

Minnesota's ESST law, effective January 1, 2024, requires all Minnesota employers to provide accrued paid sick and safe leave at one hour per 30 hours worked, up to 48 hours per year for smaller employers and 80 hours for employers with 100+ employees. BSC operators with mostly part-time workforces must now track ESST accruals for all workers, including those working as few as 10 hours per week. The administrative requirement is manageable with payroll software but creates compliance risk for smaller operators using manual timekeeping.

Minnesota's PFAS Ban: Mandatory Chemistry Transition

Beginning January 1, 2025, Minnesota's Amara's Law (Minn. Stat. § 116.943) prohibited the sale, distribution, or use of cleaning products containing intentionally added PFAS — including floor waxes, floor polishes, and fabric treatments. For Twin Cities BSC operators, any floor finish or specialty cleaning product containing PFAS must be replaced with certified PFAS-free alternatives. Enforcement by the Minnesota Pollution Control Agency includes civil penalties of up to $30,000 per day of violation. National chemical manufacturers including Diversey, Betco, and Zep have been reformulating product lines, but BSC operators must verify PFAS compliance for every product through SDS review and supplier certification.

Mall of America and the Retail Giant Account

Mall of America in Bloomington — the largest U.S. shopping mall by total area at 5.6 million square feet including an indoor theme park, aquarium, and hotel — is the region's single most prominent retail cleaning account. Cleaning MOA requires a 24/7 operation with specialized floor-care (polished terrazzo corridors, sealed concrete, carpeted common areas), public restroom servicing across 50+ locations, and event support for 40+ million annual visitors. The MOA contract is held by a national BSC with SEIU Local 26 representation. Specialty floor-care crews operating ride-on auto-scrubbers and burnishers for terrazzo earn above SEIU scale. Holiday-season event cleaning can require surge staffing of 50–100 additional cleaners at premium rates.

Industry Mix: Financial Services, Healthcare, and Tech

Minneapolis-St. Paul's cleaning demand is diversified across a strong corporate base. Financial services (Wells Fargo Minneapolis, US Bancorp HQ, Allianz Life) generate large Class-A office demand in downtown Minneapolis and the Wayzata/Minnetonka corridor. Healthcare (Allina Health, Fairview Health, HealthPartners, M Health Fairview) creates institutional EVS demand with hospital-grade specifications. Technology (Medtronic HQ, Boston Scientific, Cargill, Target HQ, 3M Maplewood) adds corporate campus accounts with sustainability requirements often specifying PFAS-free, Green Seal-certified products. The stadium corridor — U.S. Bank Stadium, Target Center, Target Field, and Excel Energy Center — creates event-driven surge demand across all professional sports seasons.

Cost of Living and Wage Adequacy

The Twin Cities are more affordable than coastal metros but increasingly expensive for lower-wage workers. The MIT Living Wage Calculator estimates a single Minneapolis adult needs $24.47/hr — about $6.16/hr above the BLS median janitorial wage, though the 2024 SEIU CBA rate of $20.00/hr narrows that gap substantially for organized workers. HUD Fair Market Rent for a two-bedroom in the Minneapolis-St. Paul area runs approximately $1,400–$1,600/month (FY 2024). Minnesota's ESST, above-average union density, and relatively robust wage protections mean Twin Cities janitorial workers are in a comparatively stronger position than right-to-work state peers.

Top Employers and Compliance Landscape

ABM Industries, Aramark, and Able Services dominate the large institutional and corporate campus segments. Regional firms with strong Twin Cities roots include Carlson Building Maintenance and locally-owned BSCs serving suburban office parks in Woodbury and Minnetonka. SEIU Local 26 signatory contractors include members of the Minneapolis-St. Paul Contract Cleaners Association. The Twin Cities market combines high-volume institutional accounts (healthcare, financial services) with stringent compliance requirements — PFAS-free chemistry, ESST tracking — that make product documentation and compliance support a differentiating service value beyond price competition alone.

Primary sources

Review notice

This wage data is maintained by the Opora editorial team and last reviewed in Q2 2026. BLS OEWS data is released annually each spring; state and local minimum wages change at least yearly. Verify current rates with BLS, the relevant state labor department, and any applicable SCA wage determination before relying on a specific bid number. Opora does not provide legal or tax advice.