6 free templates by setting: hotel, laundromat, care facility, healthcare, apartment, and general, each with the OSHA chemical-safety and FLSA non-exempt guidance the generic templates skip. Download as DOCX.
A laundry attendant washes, dries, folds, and processes laundry and linens, but the role looks different depending on where it sits. A hotel attendant keeps rooms stocked with clean towels; a laundromat attendant serves customers and runs the payment system; a care-facility laundry aide handles resident clothing under infection-control rules. Writing the posting well starts with naming the setting.
These six templates cover the common settings: hotel or motel, laundromat or coin-op, laundry aide for assisted living and skilled nursing, hospital or healthcare linen, apartment or property, and a general version. Each is ready to use, with the OSHA chemical-safety and FLSA classification details that generic templates leave out. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A laundry attendant washes, dries, folds, and processes linens, and the role is hourly and non-exempt under the FLSA, since manual work can never be exempt. The job varies by setting: hotel, laundromat, care facility (a laundry aide), healthcare, or apartment. The federal occupation reports a median near $33,800 a year (about $16.25 an hour). Chemical-safety rules apply everywhere; bloodborne pathogen rules apply in care and healthcare settings. Download six templates as DOCX, by setting.
What a Laundry Attendant Does
A laundry attendant handles the full laundry cycle: washing, drying, folding, sorting, and distributing linens and garments, while keeping the work area clean and the chemicals handled safely. The work is physical and hands-on, and it relies on consistency and attention to detail more than on prior experience.
The federal occupation is laundry and dry-cleaning workers (51-6011), an hourly, non-exempt role found across hospitality, healthcare, care facilities, and commercial laundry. What changes across settings is the emphasis: customer service in a laundromat, infection control in a care facility, room-readiness in a hotel. The templates here are organized by setting so you can match the posting to your operation rather than adapt a generic block.
Settings and Variations
The same title covers meaningfully different jobs depending on where the work happens. These six settings cover where laundry attendants are actually hired, with the duties and compliance that fit each.
Setting
Focus
Compliance note
Hotel / motel
Room linen and towels
Hazard communication
Laundromat / coin-op
Customer service, payment
Hazard communication
Laundry aide (care)
Resident items, infection control
Bloodborne pathogens
Hospital / healthcare
Clinical linen
Bloodborne pathogens
Apartment / property
Shared laundry amenity
Hazard communication
General
Any laundry setting
Setting-specific
The care and healthcare settings carry bloodborne pathogen obligations; the others center on chemical safety. Pick the row that matches your operation and use the matching template.
Duties and Responsibilities
Laundry attendant duties cluster into four areas: washing and processing, linen and inventory, chemicals and equipment, and safety and compliance. A strong job description picks the specific responsibilities from each area that match your setting, rather than listing every possible task.
Washing and processing
Wash, dry, fold, and sort laundry
Operate commercial washers and dryers
Sort and treat stained or soiled items
Linen and inventory
Stock and distribute clean linen
Track linen and supply inventory
Label and return resident or guest items
Chemicals and equipment
Measure and use detergents safely
Follow Safety Data Sheet handling
Monitor machines and report repairs
Safety and compliance
Wear required PPE
Handle contaminated linen per protocol
Keep the work area clean and safe
A laundromat role adds customer service and payment; a care role adds labeling and infection control. For a structured way to scope the role to your setting, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by setting. The core structure is the same across all six, but each emphasizes the duties, schedule, and compliance that fit a specific kind of laundry role. Use this guide to choose the closest fit, then adjust.
Hotel / Motel
Hospitality linen
The most common version: wash, dry, fold, and distribute linens and towels so rooms stay guest-ready. Often shift and weekend work alongside housekeeping.
Laundromat / Coin-Op
Customer-facing
For a coin or card laundromat: assist customers, run wash-dry-fold service, handle payment, and keep machines and the facility clean and safe.
Laundry Aide (Care)
Assisted living, skilled nursing
For a care community: process resident clothing and linens with accurate labeling, infection control, and respect for residents. Bloodborne pathogen rules apply.
Hospital / Healthcare Linen
Clinical linen
For a hospital or clinic: process linen to infection-control standards, handle contaminated laundry safely, and follow bloodborne pathogen precautions.
Apartment / Property
Residential amenity
For an apartment or residential property: keep shared laundry rooms clean and operational, service machines, and maintain a safe resident amenity.
General Laundry Attendant
Any setting
The flexible baseline: wash, dry, fold, and process laundry in any setting. Adapt the duties and compliance note to your specific environment.
Match the Template to the Setting
Hotel or motel: Hotel / Motel. Coin or card laundromat: Laundromat / Coin-Op. Assisted living or skilled nursing: Laundry Aide. Hospital or clinic: Hospital / Healthcare Linen. Apartment or residential property: Apartment / Property. Any other setting, or unsure: General Laundry Attendant. The care and healthcare versions add the bloodborne pathogen handling the others do not need.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, a compliance note where relevant, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Hotel, laundromat, care aide, healthcare, apartment, and general. All in one DOCX.
Template 1: Hotel / Motel Laundry Attendant
The most common version: wash, dry, fold, and distribute linens and towels so rooms stay guest-ready, often on a shift and weekend schedule alongside housekeeping.
Hotel / Motel Laundry Attendant Job Description
HOTEL / MOTEL LAUNDRY ATTENDANT JOB DESCRIPTION
Company: __ (property name)
Location: __
Reports to: __ (Housekeeping / Laundry Supervisor)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (hourly)
Pay range: $_____ to $_____ per hour
ABOUT [PROPERTY NAME]
[One or two sentences about your hotel or motel and the laundry and
housekeeping team the attendant will join. Note shift and weekend
expectations.]
JOB SUMMARY
[Property Name] is hiring a Laundry Attendant to wash, dry, fold, and
distribute linens and towels so our rooms are always guest-ready. You
will operate commercial laundry equipment, keep linen stocked, and help
housekeeping run smoothly.
KEY RESPONSIBILITIES
•Wash, dry, fold, and sort linens, towels, and bedding
•Operate commercial washers, dryers, and pressers
•Sort and treat stained or damaged items
•Stock and distribute clean linen to housekeeping
•Measure and use detergents and chemicals safely
•Keep the laundry area clean and organized
•Track linen inventory and report shortages
•Follow safety and chemical-handling procedures
REQUIRED QUALIFICATIONS
•No experience required; training provided
•Reliable, punctual, and detail-oriented
•Able to follow instructions and safety procedures
•Physically able to stand, bend, lift, and push carts (up to [25] lbs)
•Available for [shift / weekend / holiday] schedule
Template 3: Laundry Aide (Assisted Living / Skilled Nursing)
For a care community: process resident clothing and linens with accurate labeling, infection control, and respect for residents. Bloodborne pathogen rules apply.
Laundry Aide Job Description (Assisted Living / Skilled Nursing)
LAUNDRY AIDE JOB DESCRIPTION (ASSISTED LIVING / SKILLED NURSING)
Company: __ (community / facility)
Location: __
Reports to: __ (Housekeeping / EVS Supervisor)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (hourly)
Pay range: $_____ to $_____ per hour
JOB SUMMARY
[Community Name] is hiring a Laundry Aide to process resident and
facility laundry in our assisted living / skilled nursing community.
You will wash, dry, fold, and return resident clothing and linens,
follow infection-control procedures, and treat residents with care and
respect.
KEY RESPONSIBILITIES
•Wash, dry, fold, and sort resident clothing and linens
•Label and track resident-specific items accurately
•Follow infection-control and handling procedures
•Handle soiled and contaminated linen safely per policy
•Operate commercial laundry equipment
•Use detergents and chemicals safely per label and SDS
•Wear required PPE and follow safety procedures
•Treat residents with dignity and respect
REQUIRED QUALIFICATIONS
•High school diploma or equivalent preferred, not always required
•Reliable, kind, and detail-oriented
•Comfortable working around older adults
•Physically able to stand, bend, lift, and push carts (up to [25] lbs)
•Available for [shift / weekend] schedule
TRAINING AND COMPLIANCE NOTE
Handling contaminated laundry in a care setting falls under the OSHA
Bloodborne Pathogens standard (29 CFR 1910.1030): contaminated laundry
is bagged where used and not sorted or rinsed there, and staff wear
gloves and PPE. Plan for bloodborne pathogen and Hazard Communication
chemical training. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour
To apply, send your resume to __.
[Community Name] is an equal opportunity employer.
Template 4: Hospital / Healthcare Linen Attendant
For a hospital or clinic: process linen to infection-control standards, handle contaminated laundry safely, and follow bloodborne pathogen precautions.
Reports to: __ (Property Manager / Maintenance Lead)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (hourly)
Pay range: $_____ to $_____ per hour
JOB SUMMARY
[Property Name] is hiring a Laundry Attendant to maintain the laundry
facilities at our apartment or residential property. You will keep
shared laundry areas clean and operational, service machines, and
ensure a safe, well-maintained amenity for residents.
KEY RESPONSIBILITIES
•Clean and maintain shared laundry rooms and machines
•Monitor machines and report or coordinate repairs
•Restock supplies and handle the payment system
•Keep laundry areas safe, clean, and orderly
•Process property linens if required
•Use cleaning chemicals safely per label and SDS
•Respond to resident questions about the facility
•Report maintenance and safety concerns
REQUIRED QUALIFICATIONS
•Reliable, organized, and customer-friendly
•Comfortable with light maintenance and a payment system
•Able to work independently
•Physically able to stand, bend, lift, and push carts (up to [25] lbs)
•Available for [shift / weekend] schedule
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour
To apply, send your resume to __.
[Property Name] is an equal opportunity employer.
Template 6: General Laundry Attendant
The flexible baseline: wash, dry, fold, and process laundry in any setting. Adapt the duties and compliance note to your specific environment.
General Laundry Attendant Job Description
GENERAL LAUNDRY ATTENDANT JOB DESCRIPTION
Company: __
Location: __
Reports to: __ (Supervisor / Manager)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Non-exempt (hourly)
Pay range: $_____ to $_____ per hour
JOB SUMMARY
[Company Name] is hiring a Laundry Attendant to wash, dry, fold, and
process laundry and linens. You will operate laundry equipment, keep
the work area clean and safe, and ensure clean items are ready when
needed. This is a hands-on, reliable, detail-focused role.
KEY RESPONSIBILITIES
•Wash, dry, fold, and sort laundry and linens
•Operate washers, dryers, and folding equipment
•Sort and treat stained or soiled items
•Measure and use detergents and chemicals safely
•Keep the laundry area clean and organized
•Track inventory and report shortages or repairs
•Wear required PPE and follow safety procedures
•Move and distribute clean items as needed
REQUIRED QUALIFICATIONS
•No experience required; training provided
•Reliable, punctual, and detail-oriented
•Able to follow instructions and safety procedures
•Physically able to stand, bend, lift, and push carts (up to [25] lbs)
•Available for [shift / weekend] schedule
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
OSHA Safety and FLSA Classification
This is the part the generic templates skip, and it is the part that protects a small operator: the straightforward FLSA non-exempt classification, the chemical-safety rules that apply everywhere, heat stress, and the setting-specific bloodborne pathogen handling.
FLSA: a laundry attendant is non-exempt and hourly
Classification is simple for this role. Laundry attendant work is manual, blue-collar work, which can never qualify for the white-collar exemptions under the Fair Labor Standards Act regardless of how the person is paid. That means a laundry attendant is non-exempt and entitled to overtime at one and a half times the regular rate for hours worked over 40 in a workweek. The Department of Labor is explicit that manual laborers and other blue-collar workers are entitled to minimum wage and overtime no matter how highly paid. Because laundry often runs in shifts, including evenings and weekends, track hours carefully and account for any shift differentials. Some states set higher minimum wages and additional overtime rules on top of the federal standard. This is general information, not legal advice.
Hazard communication: detergents and bleach are regulated chemicals
Laundry attendants use detergents, bleach, and solvents all day, which brings the work under the OSHA Hazard Communication standard (29 CFR 1910.1200). Employers must keep a Safety Data Sheet for each chemical, label containers correctly, and train workers on safe handling, dilution, and what to do in a spill or skin contact. Recognized hazards include unlabeled bottles, splatter when pouring, and skin reactions to detergents. State the chemical-safety and SDS expectations in the posting and build the training into onboarding, since this is a real and often-overlooked part of the role. This is general information, not legal advice.
Heat stress is a real hazard in commercial laundry
Commercial laundry rooms get hot, and the combination of heat from machines, humidity, and physical work can cause heat exhaustion or heat stroke. This is a recognized occupational hazard that a small operator should plan for: adequate ventilation, water and breaks, and awareness of heat-illness symptoms. While there is no single federal heat standard for every workplace, the general duty to provide a safe workplace applies, and several states have their own heat rules. Mention the working conditions honestly in the posting so candidates know the environment, and build heat-safety awareness into training. This is general information, not legal advice.
Bloodborne pathogens: it depends on the setting
Whether the OSHA Bloodborne Pathogens standard (29 CFR 1910.1030) applies depends on the setting. In healthcare and care facilities, and anywhere there is occupational exposure to blood or other potentially infectious material, contaminated laundry must be bagged or containerized where it was used and not sorted or rinsed there, and staff must wear gloves and PPE with training at hire and annually. OSHA has also applied this to settings like fitness centers where exposure exists. For a general-public laundromat or hotel without occupational exposure, OSHA has stated the standard normally does not apply. So the compliance burden is setting-specific: build it into the care-facility and hospital variants, and confirm whether it applies to yours. This is general information, not legal advice.
Chemical Safety Always; Bloodborne Pathogens by Setting
Laundry attendant roles start from reliability, attention to detail, and the physical ability to do the work, with experience as a plus rather than a requirement. Scale the requirements to the setting.
Requirement
What to look for
Experience
Usually none required; training provided
Reliability
Punctual, consistent, and detail-oriented
Physical
Able to stand, bend, lift, and push carts (around 25 lbs)
Safety
Willingness to follow chemical-handling procedures
Setting-specific
Customer service (laundromat); infection control (care)
Classification
Non-exempt, hourly; overtime over 40 hours a week
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Laundry Attendant Pay
Laundry attendants are paid hourly, with pay varying by setting, region, and experience. Set your range using government data as a baseline, then adjust for your local market.
Median Near $33,800 a Year (BLS)
The federal occupation, laundry and dry-cleaning workers, had a median wage of $33,800 a year, about $16.25 an hour, as of the May 2024 data, with national employment of about 202,600 (O*NET, drawing on BLS data). Market data corroborates the low-$30,000s range, with most sources placing typical pay in the mid-teens per hour.
Pay tends to run somewhat higher in hospitals and in states with higher minimum wages, and lower in some entry-level laundromat roles. The occupation is projected to grow faster than average, about 5 to 6 percent from 2024 to 2034, so a competitive, transparent pay range helps a small operator attract reliable staff.
Hiring for a Small Operation
A large hotel chain or hospital network runs laundry through an in-house department. A small motel, an independent laundromat, a small care community, or an apartment property does not. The owner or a manager writes the posting, screens applicants, and onboards the new hire, often between everything else they do.
Built for the Small Operator
The templates here are written for exactly that reality: pick the version that matches your setting, fill in the brackets, and post, without translating a large facility's job description down to your size. The compliance still applies, chemical safety everywhere and bloodborne pathogens in care settings, but it is simpler to set up once and keep current with a structured onboarding and training process. That is where FirstHR fits: offer-letter e-signature, chemical-safety and bloodborne pathogen training modules, onboarding workflows, and document management for signed acknowledgments. FirstHR is an onboarding and HR platform, not a facilities or laundry-operations tool, and it does not run payroll, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding. Because laundry work involves chemicals and, in some settings, contaminated linen, getting training and acknowledgments handled before the first shift matters.
Send the offer
Confirm the role, hourly pay, shift, and non-exempt status in writing, with an offer letter the new hire can e-sign before day one.
Train on chemicals and safety
Hazard communication and, in care settings, bloodborne pathogen training, with a signed acknowledgment kept on file.
Run first-week onboarding
Paperwork, equipment, and a clear checklist for the first week, so a new attendant ramps up safely and fast.
Store the records
Keep signed training acknowledgments and the offer organized, since chemical and bloodborne pathogen training records must be kept.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, training acknowledgments, and onboarding workflow in one place so a small hotel, laundromat, or care operation can manage the full process, including the hazard communication and, where it applies, bloodborne pathogen training, from one system. FirstHR is an onboarding and HR platform, not a facilities or laundry-operations tool, and it does not run payroll, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A laundry attendant washes, dries, folds, and processes linens; the role is hands-on, hourly, and non-exempt.
Use the template that matches the setting: hotel, laundromat, care facility, healthcare, apartment, or general.
In care and healthcare settings, the role is a laundry aide and is covered by the OSHA Bloodborne Pathogens standard (29 CFR 1910.1030).
Chemical-safety rules (hazard communication, Safety Data Sheets) and heat-stress awareness apply in essentially every setting.
The federal occupation reports a median near $33,800 a year, about $16.25 an hour, and is projected to grow faster than average.
Onboarding is where safety gets handled: signed chemical-safety and, where applicable, bloodborne pathogen training acknowledgments.
Frequently Asked Questions
What does a laundry attendant do?
A laundry attendant washes, dries, folds, and processes laundry and linens, and keeps the laundry area clean, stocked, and safe. Day to day, that means operating commercial washers, dryers, and pressers, sorting and treating stained items, measuring and using detergents safely, distributing clean linen, and tracking inventory. The specifics depend on the setting. In a hotel, the focus is room linen and towels. In a laundromat, the role is customer-facing and includes wash-dry-fold service and the payment system. In a care facility, it involves resident-specific labeling and infection control. In healthcare, it centers on handling clinical linen to infection-control standards. Across all settings, the role is hands-on, physical, and reliant on following safety and chemical-handling procedures. This is general information, not legal advice.
What is the difference between a laundry attendant and a laundry aide?
The two titles describe similar work in different settings. Laundry attendant is the general term, used most often for hotels, laundromats, and commercial laundry, where the focus is processing linens and serving guests or customers. Laundry aide is the term used in assisted living, skilled nursing, and other care facilities, where the role adds responsibilities specific to that environment: labeling and tracking resident-specific clothing, following infection-control procedures, and handling contaminated laundry under the OSHA Bloodborne Pathogens standard. The core washing and folding work is the same, but the laundry aide role carries healthcare compliance duties that a hotel or laundromat attendant usually does not. Match the title and the template to your setting so the responsibilities and compliance fit. This is general information, not legal advice.
Is a laundry attendant exempt or non-exempt under the FLSA?
A laundry attendant is non-exempt and paid hourly. Laundry work is manual, blue-collar work, which can never qualify for the white-collar exemptions under the Fair Labor Standards Act regardless of how much the person is paid. That means a laundry attendant is entitled to overtime pay at one and a half times the regular rate for hours worked over 40 in a workweek. The Department of Labor is explicit that manual laborers and blue-collar workers are entitled to minimum wage and overtime no matter how highly paid. Because laundry often runs in shifts, including evenings and weekends, employers should track hours carefully and account for any shift differentials. Some states, such as California and New York, set higher minimum wages and additional overtime rules on top of the federal standard. This is general information, not legal advice.
How much does a laundry attendant make?
Laundry attendants are paid hourly, with pay varying by region, setting, and experience. The federal occupation, laundry and dry-cleaning workers, had a median wage of $33,800 a year, or about $16.25 an hour, as of the May 2024 data, with national employment of about 202,600. Market data corroborates the low-$30,000s range, with most sources placing typical pay in the mid-teens per hour. Pay tends to run somewhat higher in hospitals and in states with higher minimum wages, and somewhat lower in some laundromat and entry-level roles. For a posting, benchmark to your setting and local market, and publish a pay range where required by law. The occupation is projected to grow faster than average, so a competitive rate helps attract reliable staff. This is general information, not compensation advice.
What OSHA rules apply to a laundry attendant?
Two OSHA standards commonly apply, plus a setting-specific third. First, the Hazard Communication standard (29 CFR 1910.1200) applies because attendants use detergents, bleach, and solvents: employers must keep Safety Data Sheets, label containers, and train workers on safe chemical handling. Second, heat stress is a recognized hazard in commercial laundry, so the general duty to provide a safe workplace means planning for ventilation, water, and breaks. Third, the Bloodborne Pathogens standard (29 CFR 1910.1030) applies in healthcare and care settings, and anywhere there is occupational exposure to blood or other potentially infectious material: contaminated laundry must be bagged where used and not sorted or rinsed there, with gloves, PPE, and training. For a general-public laundromat or hotel without exposure, OSHA has stated the bloodborne pathogens standard normally does not apply. This is general information, not legal advice.
Does a small laundromat or hotel have to follow the bloodborne pathogens rule?
Usually not, but it depends on whether there is occupational exposure. The OSHA Bloodborne Pathogens standard applies based on whether an employee can reasonably be expected to contact blood or other potentially infectious material, not on the size of the business. For a typical general-public laundromat or hotel laundry without that exposure, OSHA has stated the standard normally does not apply. In a healthcare facility, a care community, or a setting like a fitness center where exposure exists, it does apply, with the full requirements for handling contaminated laundry, PPE, and training. The Hazard Communication standard for chemical safety, however, applies in essentially all laundry settings. So a small hotel or laundromat still owes chemical-safety training even if the bloodborne pathogens rule does not apply. Confirm your specific obligations. This is general information, not legal advice.
Do you need experience to be a laundry attendant?
Usually not. Most laundry attendant roles are entry-level and provide on-the-job training, so the key requirements are reliability, attention to detail, the physical ability to do the work, and a willingness to follow safety procedures. Employers value punctuality and consistency over prior experience, since the equipment and processes can be taught quickly. Some settings have additional requirements: care facilities and hospitals may prefer a high school diploma and require background checks and infection-control training, and customer-facing laundromat roles benefit from basic customer-service skills and comfort handling payment. For a posting aimed at a wide candidate pool, state that no experience is required and training is provided, and focus the requirements on dependability and the physical demands of the role. This is general information, not legal advice.
What should a laundry attendant job description include?
Name the setting up front, whether hotel, laundromat, care facility, healthcare, or apartment, because it shapes the duties and the compliance. Include a short company summary, a job summary that makes the core washing and processing work clear, and responsibilities grouped into washing and processing, linen and inventory, chemicals and equipment, and safety and compliance. State the physical requirements honestly, the schedule including any shift or weekend work, and the FLSA non-exempt, hourly classification. The most valuable additions that generic templates skip are the safety expectations: hazard communication chemical training and Safety Data Sheets, heat-stress awareness, and, in care and healthcare settings, bloodborne pathogen handling. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
