Free mover job description templates for moving companies, with 1099 vs W-2, FMCSA, FLSA Motor Carrier, and OSHA safe-lifting guidance. Download as DOCX.
6 free templates for moving companies, each with the 1099 versus W-2, FMCSA, FLSA Motor Carrier, and OSHA safe-lifting guidance the generic templates skip. Download as DOCX.
A mover loads, transports, and unloads household goods and furniture for people and businesses on the move. For a moving company, hiring one well means more than listing duties: you have to decide W-2 versus 1099, get the FMCSA and CDL requirements right for drivers, and understand the FLSA Motor Carrier overtime rules. Those compliance points are exactly what generic templates leave out, and where the cost of a mistake is highest.
These six templates cover the trade: a residential and furniture mover, a mover/driver, an office and commercial mover, a piano and specialty mover, a lead mover or crew chief, and a 1099 independent contractor agreement outline. Each is ready to use, with the classification, FMCSA, and OSHA guidance the generic templates skip. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
A mover loads, transports, and unloads furniture and household goods. The role is hourly and non-exempt, with a median near $38,940 a year (May 2024). The biggest decisions generic templates skip are 1099 versus W-2 classification (a notorious moving-industry trap), FMCSA and CDL rules for interstate drivers, and the FLSA Motor Carrier overtime exemption. Download six templates as DOCX, by type, with the compliance built in.
What a Mover Does
A mover loads, transports, and unloads furniture and household goods, packing and protecting items, carrying heavy objects with proper technique, securing loads, and providing customer service on moving day. Some movers also drive the truck. The work is physically demanding, team-based, and carries some of the highest injury rates of any occupation.
The federal occupation that covers movers is laborers and freight, stock, and material movers, hand (53-7062), and the O*NET profile lists the related job titles. Note that this occupation also includes warehouse and stock laborers, so benchmark to moving specifically. The templates here are organized by type so you can match the posting to the kind of moves you do.
Types of Mover
Moving roles split by what gets moved and whether driving is involved. These six templates cover the variations moving companies hire for, plus a contractor agreement for genuinely independent workers.
Type
Focus
Engagement
Residential / furniture mover
Household goods
W-2, hourly
Mover / driver
Moving plus driving
W-2, CDL or non-CDL
Office / commercial mover
Business relocations
W-2, hourly
Piano / specialty mover
High-value items
W-2, higher pay
Lead mover / crew chief
Crew leadership
W-2, premium
1099 contractor mover/driver
Independent contractor
1099 (if genuinely independent)
Most moving hires are W-2 hourly employees. Use the 1099 agreement only for a genuinely independent contractor, since misclassification is the most expensive mistake in this trade.
Duties and Responsibilities
Mover duties cluster into four areas: loading and moving, transport and driving, safety on the job, and customer and team. A strong job description picks the specific responsibilities that match the type of mover you are hiring, rather than listing every possible task.
Loading and moving
Load and unload furniture and goods
Pack, wrap, and protect items
Secure items in the truck for transport
Transport and driving
Drive the truck safely where assigned
Plan and follow the route
Inspect the vehicle and report issues
Safety on the job
Use safe-lifting technique to prevent injury
Watch for struck-by and trip hazards
Wear steel-toe boots and required PPE
Customer and team
Provide courteous customer service
Work as part of the crew
Complete inventory and paperwork accurately
A mover/driver weights toward transport and driving; an office mover toward careful equipment handling. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by type. The core structure is the same across the moving roles, but each emphasizes the duties, licensing, and compliance that fit. The 1099 agreement is different: a contractor outline, not a job description. Use this guide to choose, then adjust.
Residential / Furniture Mover
W-2, hourly base role
The core version for a local moving company: load, transport, and unload household goods as a non-exempt hourly employee. The most common hire.
Mover / Driver
CDL or non-CDL
Combines driving the truck with crew work. Includes the CDL, USDOT, and FLSA Motor Carrier overtime notes that apply when driving is involved.
Office / Commercial Mover
B2B relocations
For business moves: office furniture, equipment, and files, often after hours, with workstation disassembly and inventory tracking.
Piano / Specialty Mover
Skilled, higher pay
For pianos and high-value items: specialized equipment, rigging, and white-glove care. Skilled work that pays above general moving.
Lead Mover / Crew Chief
Seniority, crew leadership
Runs the move on site: leads the crew, handles the customer and dispatch, and works alongside the team. A step up from general mover.
1099 Contractor Agreement
Independent contractor
Not a job description but a contractor agreement outline, with the IRS classification note built in. Use only for genuinely independent contractors.
Match the Template to the Hire
Standard household moves: Residential / Furniture Mover. Someone who also drives the truck: Mover / Driver, and read the CDL and FMCSA notes. Business relocations: Office / Commercial. Pianos and high-value items: Piano / Specialty. Leading a crew: Lead Mover / Crew Chief. A genuinely independent contractor: the 1099 Agreement, and read the classification note first.
6 Free Mover Job Description Templates
Download all six as a single Word document or copy individual templates. The job descriptions follow the same structure: company and job summary, key responsibilities, physical requirements, qualifications, and how to apply, with an EEO statement. The mover/driver and 1099 versions add a compliance note. Fill in the brackets and post.
Download All 6 Templates
Residential, mover/driver, office, piano, lead mover, and 1099 contractor agreement. All in one DOCX.
Use a 1099 agreement only for a genuinely independent contractor, not for
a worker you direct and control. The IRS publishes specific guidance on
classifying van operators in the moving industry, and helpers are almost
always W-2 employees. Misclassifying employees as contractors can mean
back taxes, penalties, and overtime liability. When the company controls
how, when, and where the work is done, the worker is an employee. This is
general information, not legal advice; confirm classification with a
qualified advisor.
SCOPE OF WORK
Contractor provides [moving / driving] services as an independent
business, including: __
INDEPENDENCE TERMS (SUPPORT CONTRACTOR STATUS)
•Contractor controls own schedule and methods
•Contractor may accept or decline individual jobs
•Contractor provides own equipment and vehicle [as applicable]
•Contractor carries own insurance and licensing
•Payment by [percentage / per-mile / flat rate]: $____________
•Contractor is responsible for own taxes (1099)
COMPLIANCE
•For interstate work, contractor maintains USDOT authority and insurance
•Contractor complies with FMCSA and hours-of-service rules as applicable
•W-9 collected; 1099 issued per IRS rules
SIGNATURES
Company: __ Date: ______
Contractor: __ Date: ______
This is a template outline, not legal advice. Have counsel review before use.
1099 vs W-2, FMCSA, FLSA, and OSHA
This is the part the generic templates skip, and it is the part that protects a moving company: the 1099 versus W-2 classification trap, the FLSA Motor Carrier overtime exemption, the FMCSA rules for interstate moves, and the OSHA injury picture. Get these right and you avoid the most expensive mistakes in the trade.
1099 vs W-2: the moving industry's classic trap
Moving is one of the most common settings for worker misclassification, and the cost of getting it wrong is high. Helpers are almost always W-2 employees, and a driver can be a 1099 contractor only when genuinely independent: paid by percentage, mile, or flat rate, free to accept or decline jobs, and using their own equipment. The IRS publishes specific guidance on classifying van operators in the moving industry. If the company controls how, when, and where the work is done, the worker is an employee, full stop. Misclassification exposure includes back taxes, penalties, workers' compensation gaps, and overtime claims, and large carriers have paid hundreds of millions to settle misclassification suits. This is general information, not legal advice.
FLSA: non-exempt, with a Motor Carrier twist
A mover is non-exempt and entitled to overtime at one and a half times the regular rate over 40 hours in a week. The wrinkle is the FLSA Motor Carrier overtime exemption: drivers, drivers' helpers, and loaders whose duties affect the safety of vehicles over 10,000 pounds in interstate commerce can be exempt from overtime. But the small-vehicle exception puts overtime back for work on vehicles of 10,000 pounds or less, and the exemption never applies to dispatchers, office staff, or those who only unload. Minimum wage always applies. This is a genuinely complex area, so apply the exemption carefully and only where it truly fits, and document your reasoning. This is general information, not legal advice.
FMCSA and CDL for interstate moves
If you move household goods across state lines, federal motor carrier rules apply. An interstate household-goods mover needs a USDOT number and operating authority, cargo and liability insurance (the federal minimum public liability for non-hazardous freight at or above 10,001 pounds is $750,000), a driver qualification file, and compliance with hours-of-service rules. A commercial driver's license is required for trucks over 26,001 pounds. Note that the FMCSA is moving to the USDOT number as the single carrier identifier, retiring the older motor carrier number. Build the driver qualification file and document collection into onboarding from day one. This is general information, not legal advice.
OSHA: lifting injuries are the real risk
Moving is physically demanding, and the workforce has some of the highest injury rates of any occupation. The biggest risks are overexertion from lifting and carrying, being struck by objects or equipment, and falls. The most common injuries are sprains, strains, and tears, especially to the back, shoulders, and knees. While moving is not governed by a single OSHA lifting standard, employers should follow recognized safe-lifting and ergonomics practices, provide training and team-lifting for heavy items, supply steel-toe boots and PPE, and build a safety culture. State the physical requirements honestly in the posting, and make safe-lifting training part of onboarding. This is general information, not legal advice.
Two Compliance Traps Unique to Moving
Moving is a notorious setting for 1099 misclassification, and the FLSA Motor Carrier overtime exemption adds a second layer: drivers and helpers on vehicles over 10,000 pounds in interstate commerce can be exempt from overtime, but the small-vehicle exception restores it. Interstate household-goods movers also need FMCSA authority and a $750,000 minimum liability. This is general information, not legal advice.
Movers start from physical capability, reliability, and a customer-friendly attitude, with driving credentials and specialty experience as add-ons. Scale the requirements to the type and seniority.
Requirement
What to look for
Physical
Lift around 50+ lbs repeatedly, stairs, all weather
Reliability
Punctual, dependable, team-oriented
Customer service
Courteous and professional with customers
License
Driver's license; CDL for trucks over 26,001 lbs
Safety
Follows safe-lifting and job-site safety practices
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.
Mover Pay
Movers are paid hourly, with pay varying by region, specialization, and experience. Set your range using government data as a baseline, then adjust for your local market and the role.
Median Near $38,940 a Year (BLS)
Per the May 2024 federal data, laborers and freight, stock, and material movers, the occupation covering movers, had a median wage of $38,940 a year, about $18.72 an hour, with the lowest 10 percent under $30,810 and the highest 10 percent above $53,180. Specialty work like piano moving and lead-mover roles pay above general moving.
The broader hand-laborer-and-material-mover group is projected to grow about 4 percent from 2024 to 2034, with steady demand for movers. Drivers with a CDL, specialty movers, and crew chiefs earn premiums, and tips can add to total pay on residential moves. Benchmark to your local market and the specialization rather than a single national figure.
Hiring Movers for a Small Company
The moving industry is one of the most fragmented in the country: nearly half of moving companies have fewer than five employees, and even the big brands run largely as local franchises and agents. The owner or a crew chief writes the posting, screens applicants, and onboards the new mover, often on the way to the next job.
Small Company, Real Compliance
A small moving company carries the same compliance weight as a large one, and the stakes are concentrated: the 1099 versus W-2 decision, the FLSA Motor Carrier overtime rules, FMCSA authority for interstate moves, and OSHA injury risk all apply. The advantage of a smaller operation is that it is simpler to set up a clean, compliant hiring and onboarding process once and keep it current. That is where FirstHR fits: e-signature for the offer letter and safety acknowledgment, onboarding workflows for I-9, W-4, and the DOT driver qualification file, training modules for safe lifting, and document management for CDL copies, medical certificates, and DOT records that need to stay audit-ready. FirstHR is an onboarding and HR platform, not a safety, FMCSA, or payroll system, 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 a fast, document-ready onboarding. Because moving runs on a tight schedule, carries injury risk, and involves DOT files for drivers, a smooth, repeatable process pays off every time you hire.
Send the offer
Confirm the hourly rate, non-exempt status, schedule, and the steel-toe boot requirement in writing, with an offer letter the new mover can e-sign.
Collect the right forms
I-9 and W-4 for an employee, or W-9 for a contractor, plus DOT driver qualification file, MVR, and drug-testing consent for drivers.
Train on safe lifting first
Safe-lifting and struck-by prevention training, plus hours-of-service basics for drivers, with a signed safety acknowledgment.
Store the records
Keep the signed offer, safety acknowledgment, CDL and medical certificate copies, and DOT files organized and audit-ready.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new mover a structured start. FirstHR connects the offer, the safety acknowledgment, e-signatures, safe-lifting training, the onboarding workflow, and document management for CDL and DOT files in one place so a small moving company can manage the full process from one system. FirstHR is an onboarding and HR platform, not a safety, FMCSA, or payroll tool, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A mover loads, transports, and unloads furniture and household goods, sometimes also driving the truck.
Use the template that matches the type: residential, mover/driver, office, piano/specialty, lead mover, or 1099 contractor.
The role is hourly and non-exempt, with a median wage near $38,940 a year, and specialty and lead roles pay more.
1099 versus W-2 is the moving industry's biggest trap: most movers and all helpers should be W-2 employees.
The FLSA Motor Carrier exemption can remove overtime for interstate drivers on vehicles over 10,000 lbs, but the small-vehicle exception restores it.
Interstate household-goods movers need FMCSA authority, a USDOT number, and a $750,000 minimum liability; CDL applies over 26,001 lbs.
Frequently Asked Questions
What does a mover do?
A mover loads, transports, and unloads household goods, furniture, and other items for people and businesses relocating. Day to day, that means packing and wrapping items to protect them, carrying and moving heavy objects using proper lifting technique, securing loads in the truck to prevent damage, disassembling and reassembling furniture, and providing courteous customer service on moving day. Some movers also drive the truck, which can require a commercial driver's license depending on vehicle weight. The work is physically demanding and team-based, often involving stairs, tight spaces, and all kinds of weather. Specializations include residential and furniture moving, office and commercial moves, and piano or specialty moving, each with its own skills and pay. This is general information, not legal advice.
Do movers need a CDL?
It depends on the truck. A commercial driver's license is required to drive a truck with a gross vehicle weight rating over 26,001 pounds, which covers many larger moving trucks. Smaller trucks and vans below that threshold generally do not require a CDL, so a mover or mover/driver operating a smaller vehicle may only need a regular driver's license. If the role involves driving across state lines, additional federal motor carrier requirements apply regardless of CDL status, including a USDOT number for the company, a driver qualification file, and hours-of-service rules. For a job description, state clearly whether the role requires a CDL based on your fleet, and whether interstate driving is involved. This is general information, not legal advice.
Should movers be classified as 1099 or W-2?
Most movers, and almost all helpers, should be W-2 employees, not 1099 contractors. Moving is a classic setting for worker misclassification, and the IRS publishes specific guidance on classifying van operators in the moving industry. A worker can be a genuine 1099 independent contractor only when truly independent: paid by percentage, mile, or flat rate, free to accept or decline jobs, and using their own equipment and insurance. If the company sets the schedule, directs how the work is done, and provides the truck and tools, the worker is an employee. Misclassifying employees as contractors can lead to back taxes, penalties, workers' compensation exposure, and overtime liability, and large carriers have paid hundreds of millions to settle such claims. When in doubt, classify as W-2. This is general information, not legal advice.
Is a mover exempt or non-exempt under the FLSA?
A mover is generally non-exempt and entitled to overtime at one and a half times the regular rate for hours over 40 in a workweek. The important exception is the FLSA Motor Carrier overtime exemption, which can apply to drivers, drivers' helpers, and loaders whose duties affect the safety of operating vehicles over 10,000 pounds in interstate commerce. However, the small-vehicle exception restores overtime for work on vehicles of 10,000 pounds or less, and the exemption never applies to dispatchers, office staff, or workers who only unload. Minimum wage applies regardless. Because this is a genuinely complex area that depends on vehicle weight, interstate status, and specific duties, apply the exemption carefully and document your analysis. This is general information, not legal advice.
What federal rules apply to interstate movers?
Moving household goods across state lines makes a company an interstate household-goods carrier subject to federal motor carrier rules. The company needs a USDOT number and operating authority, must carry cargo and liability insurance (the federal minimum public liability for non-hazardous freight at or above 10,001 pounds is 750,000 dollars), must maintain driver qualification files, and must follow hours-of-service rules. Drivers of trucks over 26,001 pounds need a commercial driver's license. The FMCSA is moving toward the USDOT number as the single carrier identifier. These requirements do not apply to purely local, in-state moves in most cases, though some states impose their own intrastate registration. Build the document collection and driver qualification file into your onboarding. This is general information, not legal advice.
How much does a mover make?
Movers are paid hourly, with pay varying by region, specialization, and experience. According to the May 2024 federal data for laborers and freight, stock, and material movers, the occupation that covers movers, the median wage was 38,940 dollars a year, about 18.72 dollars an hour, with the lowest 10 percent under 30,810 dollars and the highest 10 percent above 53,180 dollars. Specialty work like piano moving pays above general moving, and lead movers or crew chiefs earn a premium. Drivers with a CDL can earn more. Tips can add to total pay on residential moves. For a posting, benchmark to your local market and the specialization, and post a competitive hourly range, since reliable movers are in steady demand. This is general information, not compensation advice.
What is the difference between a mover and a driver?
A mover focuses on the hands-on work of loading, carrying, packing, and unloading goods, while a driver operates the moving truck. In a small moving company, the two roles are often combined into a mover/driver who both drives and does the physical moving work. The distinction matters for hiring because a driver role may require a commercial driver's license depending on truck weight, a clean motor vehicle record, and, for interstate work, a DOT medical certification and driver qualification file. A pure mover or helper who never drives the truck does not need those driving credentials. For a job description, decide whether you need someone who only moves, only drives, or does both, and state the license requirements accordingly. This is general information, not legal advice.
What should a mover job description include?
Start by deciding the type: residential or furniture, mover/driver, office or commercial, piano or specialty, or lead mover. Include a short company summary, a job summary that names the loading, transporting, and unloading work, and responsibilities grouped into loading and moving, transport and driving, safety, and customer and team. State the physical requirements honestly, including the weight a mover must lift, stairs, and weather, and name the steel-toe boot requirement. Set the FLSA non-exempt, hourly classification and a pay range. The most valuable additions that generic templates skip are the 1099 versus W-2 guidance, the FMCSA and CDL requirements for drivers, the FLSA Motor Carrier overtime note, and OSHA safe-lifting. Close with an equal opportunity statement and apply instructions. This is general information, not legal advice.
