Laundry and Dry-Cleaning Workers

Laundry and Dry-Cleaning Workers corresponds to U.S. 51-6011.00: operating or tending washing or dry-cleaning machines to clean industrial and household cloth items, suede, leather, fur, blankets, curtains, bedding and carpets, including stain removal and dyeing. China's official attachment, National Occupational Standard for Laundry Workers (2007 Revision), defines washing, dry-cleaning, stain removal, care and pressing of fabrics and leather, with five levels from Level Five junior worker to Level One senior technician and a basic education level of junior secondary school completion. Verify the older assessment standard, current employer recruitment and equipment authorization separately. Overlapping Chinese and U.S. tasks do not establish one-to-one statistical equivalence. U.S. 2025 annual pay at the 10/25/50/75/90 percentiles is USD 27,440, 30,360, 34,890, 37,560 and 43,190; official hourly rates are USD 13.19, 14.60, 16.78, 18.06 and 20.77. The newer BLS series for exact occupation 51-6011 projects employment from 204,900 in 2025 → 213,700 in 2035, growth of 4.3%; the table lists a net increase of 8,700 and 28,200 average annual openings, including growth and replacement, which are neither net new jobs nor current vacancies. Endpoints and net change retain the table's rounding; do not rewrite net change using the endpoint difference.

O*NET U.S. sample: standing 70%, repetitive motions 60% and hand use 49% continually; equipment-paced work is extremely important for 47%, time pressure occurs daily for 49%, and 49% have some decision freedom. Controlled indoor settings occur daily for 78%, continuous contact for 53%, daily face-to-face discussion for 51%, continual bending/twisting and walking for 40% each, daily PPE59%, and proximity within arm's reach for 36%. A typical week is 40 hours for 68% and under 40 for 29%, with fixed schedules for 89%. These figures do not establish widespread seasonal or part-time work or inevitable peak-season pressure; verify specific shifts and task protection separately.

Research inputs | RC, interest scores R90/C54/E9/S6/A3/I0; interest strength is not ability. The page is marked Bright. The general O*NET Job Zone1—2 description usually indicates high school/GED, although some jobs do not require it, experience from little or none to several months or a year, OJT from days to a year, and SVP<6. BLS lists no formal educational credential and short-term on-the-job training as typical for this occupation. These statistical descriptions are neither every employer's requirements nor promises of independent operation. Top industries explicitly lists 2025 other services except public administration at 48%, accommodation and food services at 21%, and health care and social assistance at 17%. The remaining 14% is 100 minus these three shares and is only a remainder; do not guess unlisted industries. U.S. 2025 annual pay at the 10/25/50/75/90 percentiles is USD 27,440, 30,360, 34,890, 37,560 and 43,190; official hourly rates are USD 13.19, 14.60, 16.78, 18.06 and 20.77. The newer BLS series for exact occupation 51-6011 projects employment from 204,900 in 2025 → 213,700 in 2035, growth of 4.3%; the table lists a net increase of 8,700 and 28,200 average annual openings, including growth and replacement, which are neither net new jobs nor current vacancies. Endpoints and net change retain the table's rounding; do not rewrite net change using the endpoint difference. The older O*NET series shows employment of 202,600 in 2024 → 213,500 in 2034, growth of 5% (details category 5%—6%) and 31,900 average annual openings; keep this separate from the newer series and do not add them.

This job first checks: objects (garments and fabric items, care labels and fabrics, laundry solvents and detergents, washing and pressing equipment); inputs (item and order information, care labels and stain conditions, chemical and equipment instructions, safety and protection requirements); and deliverables (sorting and process records, equipment and chemical use records, quality inspection and packaging results, explanations of exceptions and rewashing). Treat anything unverified as pending verification; experience or intuition cannot replace label and material assessment.

Assess the work loop in four steps: verify inputs (confirm items, labels and materials) → define task boundaries (work within authorization and equipment capability, without independently treating unfamiliar fabrics) → execute and record (wash, dry and press according to procedures and retain records) → review and escalate (stop and report immediately if labels are doubtful, fabrics are damaged, chemicals spill or equipment malfunctions). A complete loop requires verifiable labels, materials and equipment programs, rather than merely checking whether an item looks clean.

Dishwashing direction | The core output is cleaned tableware and utensils returned to their places. This occupation handles fabric items and garments and involves material and stain assessment; different objects and processes mean the roles cannot be interchanged by title alone.

Comparison with janitors and cleaners | The main scope of 37-2011 is premises cleaning and waste handling, excluding housekeeping and domestic cleaning. This differs from laundry workers' garment washing and dry-cleaning equipment processes; verify responsibilities by code and work object.

Comparison with housekeeping and domestic cleaning | 37-2012 performs light cleaning in homes or commercial premises such as hotels and hospitals: making beds, replenishing linens, cleaning rooms and halls, and vacuuming, potentially including sorting and folding clothing. This occupation's specialized washing and dry-cleaning equipment processes have a different scope; a transfer is not automatic.

Comparison with pressers | 51-6021 presses and shapes items by hand or machine. Laundry workers also wash, dry-clean, remove stains and dye. Pressing tasks overlap, but overall scopes differ and do not automatically grant each other operating authorization.

AI boundaries and verifiable trials for laundry workers

Insufficient evidence: This round did not establish generative AI adoption, efficiency gains or pay causation for laundry workers. Conventional equipment programs, barcodes and order tracking are not generative AI. A trial can organize fictional item-count records, checking each against the original cards; do not generate real chemical formulas or equipment parameters or release items based on the output.

Evidence note | ILO global task exposure is not adoption in this occupation, and NIST general risks are not laundry-worker measurements. This round's O*NET hot technologies lists 4 software products in U.S. 2025 job postings: Excel, Office and Word each below 1%, with no Windows share provided. Mentions do not establish use or generative AI adoption; do not enter 0 for an unreported share.

Difference note | The AC simulated item cards can be used to compare accuracy, omissions and time spent. Do not assert in advance that standardized processes have accelerated or that invoking programs equals generative AI.

Responsibility chain | Verify the basis for item orders, labels and materials, process authorization and quality separately, retaining versions. AC text suggestions must be checked against the original six item cards; a missing label cannot be inferred.

Transition | Practice item counts, pending label checks and process records first, then trial approved information tasks; do not promise efficiency gains.

Task trial | Only organize the AC simulated item counts and groups, verifying a total of 6, a draft excess of 1 and C1 pending verification; do not recommend real chemical ratios, temperatures or equipment programs.

Physical control | Actual item condition and safety require real inspection; model suggestions do not prove washing occurred. For unknown labels or spills, pause and refer to the employer's trained, authorized personnel for verification.

Occupational title comparison | China's official attachment, National Occupational Standard for Laundry Workers (2007 Revision), defines washing, dry-cleaning, stain removal, care and pressing of fabrics and leather, with five levels from Level Five junior worker to Level One senior technician and a basic education level of junior secondary school completion. Verify the older assessment standard, current employer recruitment and equipment authorization separately. Overlapping Chinese and U.S. tasks do not establish one-to-one statistical equivalence.

Provincial occupational and industry references | The Hunan human resources authority's 2023 enterprise sample reports laundry-worker wage levels at the 10/25/50/75/90 percentiles of 2.81/3.19/3.40/3.93/5.02 ten-thousand yuan/year (published 2024-10-18). This is a provincial enterprise sample, neither nationwide figures nor 2026 quotations. The original page gives no sample size or pay components for this row; do not infer take-home or starting pay. NBS resident services, repairs and other services overlaps with laundry and dyeing tasks but covers many other occupations; laundries in hotels and pharmaceutical companies may fall under different categories. Do not substitute U.S. industry shares for China.

Insufficient evidence: This round did not establish nationwide Chinese laundry-worker pay percentiles or starting pay strictly corresponding to U.S. 51-6011.00. The Hunan human resources authority's 2023 enterprise sample reports laundry-worker wage levels at the 10/25/50/75/90 percentiles of 2.81/3.19/3.40/3.93/5.02 ten-thousand yuan/year (published 2024-10-18). This is a provincial enterprise sample, neither nationwide figures nor 2026 quotations. The original page gives no sample size or pay components for this row; do not infer take-home or starting pay. For related resident services, repairs and other services, 2025 urban non-private and private annual average pretax pay is 70,226 and 52,059 yuan/year respectively, excluding individual businesses and freelancers. Keep the two types separate rather than combining them into a pay range; industry references do not replace occupational pay.

Insufficient evidence: This round did not establish generative AI adoption, efficiency gains or pay causation for laundry workers. AI and pay | Conventional equipment programs, barcodes and order tracking are not generative AI. A trial can organize fictional item-count records, checking each against the original cards; do not generate real chemical formulas or equipment parameters or release items based on the output. When job seeking, verify pay periods, hourly or piece rates, shifts and duties; do not promise that AI leaves pay factors unchanged.

U.S. pay reference | Uses BLS data presented by O*NET (May 2025) for the exact occupation 51-6011.00, with the 10/25/75/90 percentiles and hourly figures also provided.

U.S. 2025 annual pay at the 10/25/50/75/90 percentiles is USD 27,440, 30,360, 34,890, 37,560 and 43,190; official hourly rates are USD 13.19, 14.60, 16.78, 18.06 and 20.77. The newer BLS series for exact occupation 51-6011 projects employment from 204,900 in 2025 → 213,700 in 2035, growth of 4.3%; the table lists a net increase of 8,700 and 28,200 average annual openings, including growth and replacement, which are neither net new jobs nor current vacancies. Endpoints and net change retain the table's rounding; do not rewrite net change using the endpoint difference. The older O*NET series shows employment of 202,600 in 2024 → 213,500 in 2034, growth of 5% (details category 5%—6%) and 31,900 average annual openings; keep this separate from the newer series and do not add them.

Pay definition | OEWS covers regular employer-paid pretax wages, including incentive pay and production bonuses, but excluding overtime pay, nonproduction bonuses, employer benefits and self-employment. Percentiles are not starting pay, take-home pay or guaranteed annual earnings. Hourly pay is disclosed separately from the same source and is not described as a monthly equivalent.

Interpretation note | Percentiles do not guarantee annual earnings. O*NET reports a 40-hour workweek for 68%, under 40 for 29%, and fixed schedules for 89%; these figures do not support stating that part-time and seasonal work are generally common.

Industry definition | O*NET Top industries (2025): other services except public administration 48%, accommodation and food services 21%, and health care and social assistance 17%. The remaining 14% is 100 minus these three listed shares; specific remaining industries and pay are not listed. Verify industry shares, projected openings and current recruitment separately.

Check influencing factors | When job seeking, ask stores, industrial laundries, hotel laundries and pharmaceutical-company laundries about duties, equipment, shifts, pay periods and piece-rate conditions. This page's percentiles do not correspond to a specific employer.

Which interests, abilities and working styles matter more for laundry workers? This page discusses fit only through work samples and responsibility boundaries, without substituting personality labels for hiring eligibility or performance assessment.

Direct answer | Fit signals include willingness to keep checking processes against care labels and materials, ability to stand for long periods and perform repetitive movements, willingness to follow safety rules around chemicals and steam, and stopping equipment and reporting when labels are doubtful or equipment malfunctions. Personality labels are not the basis. Interest and personality tools can only help design trials, not judge hiring eligibility or performance.

Positive signals | You can sort and select processes by label and material; will complete training first and comply with approved processes and equipment permissions rather than devising formulas or parameters; and can identify fabric damage, color transfer or remaining stains and record rewashing.

Caution conditions | Risk signals include misreading care labels or materials, damaging fabrics through improper stain treatment, incorrect mixing or storage of solvents or detergents, missing protective equipment or inadequate ventilation, equipment overloading or incorrect programs, and color transfer from mixing items. If prolonged standing, repetitive movements or chemical contact are difficult to tolerate, weigh these as real costs.

Trial activity | An AC paper exercise, about 40 minutes, entirely fictional and involving no equipment or chemicals: order AC01 contains A1—A3, 3 items total, with simulated label text 'Plan Alpha only'; AC02 contains B1—B2, 2 items total, with simulated text 'Plan Beta only'; C1 is 1 separate item with its label missing. Alpha and Beta are fictional classification codes only, not washing, dry-cleaning or real care symbols. The delivery draft incorrectly states 'AC01 four items, AC02 two items, C1 assigned to Alpha, seven items total, all processed and ready for delivery.' Check item counts, grouping, pending verification and delivery status against the original cards, correct the draft and write an unsent inquiry. Do not select real processes, mixing ratios or temperatures from these codes.

Conclusion | Activity preferences align more closely with a combination of Realistic and Conventional interests (O*NET interest code RC, including physical and mechanical/electronic work). Interest codes can only help design trials, not judge hiring eligibility or performance.

Personality boundaries | This round did not establish predictive validity of personality scales for laundry-worker performance. Do not infer hiring decisions, ability or equipment permissions from labels; continue checking against AC feedback records.

Conclusion | RIASEC or personality frameworks can only help formulate questions. They cannot replace employer training, chemical and equipment safety requirements or evidence of actual work performance in this occupation. No tool conclusion constitutes a hiring, licensing or authorization judgment.

Chemical exposure and workplace fire risk | First check each chemical's SDS and the employer's risk assessment, verifying ventilation, containment and task protection. Petroleum-based solvents can be combustible or flammable; PERC is not flammable but poses health hazards, and other combustible materials may still be present. If a spill occurs, stop affected work, stay away from the exposure area and notify the responsible person. Trained, authorized personnel must handle it under the emergency plan; untrained people must not enter to clean it up. Smell alone cannot establish safety.

Machinery, steam and maintenance risks | Operate according to equipment instructions and training; do not open dry-cleaning machine doors or perform maintenance while running. Before cleaning or maintenance, authorized personnel must confirm shutdown, cooling and applicable energy isolation; pause if protective measures are abnormal. Pressing stop does not isolate all energy sources, including steam and electricity.

Unknown fabric labels and incorrect processing | First verify care labels, materials and approved processes. Stop and await verification for unknown labels or fabrics, referring them to the trained responsible person. O*NET lists spot testing as a duty; this does not authorize untrained people to test solvents or use flames independently. Do not perform chemical sample tests without permission; record damage and processing status.

Item counts, batches and delivery risks | Use orders, item IDs and batch identifiers to verify separation and quantities, and recheck processing and quality status before delivery. Matching counts do not establish acceptable quality; the six AC items are simulated records only.

Ergonomics and strain | Use the CCOHS hotel case to assess bending, twisting, reaching and handling. Improve workstations and carts, reduce repeated handling, and verify wheel maintenance and rest arrangements. Rotation among similar tasks does not guarantee risk elimination; do not apply the case's loads and staffing to all jobs.

Entry and training | The general O*NET Job Zone1—2 description usually indicates high school/GED, although some jobs do not require it, experience from little or none to several months or a year, OJT from days to a year, and SVP<6. BLS lists no formal educational credential and short-term on-the-job training as typical for this occupation. These statistical descriptions are neither every employer's requirements nor promises of independent operation.

Entry check | Miyun human resources authority announcement dated 2026-07-22 for a 7-29 job fair: Boente Pharmaceutical sought 1 laundry worker, high school or above, with the original pay entry '4-6K'. That row does not specify currency, pay period, detailed duties or whether recruitment remains open in this round; do not add yuan/month. Verify specific processes, equipment and safety training with the employer separately.

Chinese skills and jurisdiction | China's official attachment, National Occupational Standard for Laundry Workers (2007 Revision), defines washing, dry-cleaning, stain removal, care and pressing of fabrics and leather, with five levels from Level Five junior worker to Level One senior technician and a basic education level of junior secondary school completion. Verify the older assessment standard, current employer recruitment and equipment authorization separately. Overlapping Chinese and U.S. tasks do not establish one-to-one statistical equivalence. OSHA2005 and NIOSH1997 are historical U.S. technical materials; CCOHS is a Canadian hotel case. They do not constitute current Chinese regulations or solvent authorization.

Qualification boundaries | Verify older skill-assessment applications, education, employer training, hiring, and equipment maintenance/operating permissions separately. Standards and courses alone do not demonstrate current permission to work.

An AC paper exercise, about 40 minutes, entirely fictional and involving no equipment or chemicals: order AC01 contains A1—A3, 3 items total, with simulated label text 'Plan Alpha only'; AC02 contains B1—B2, 2 items total, with simulated text 'Plan Beta only'; C1 is 1 separate item with its label missing. Alpha and Beta are fictional classification codes only, not washing, dry-cleaning or real care symbols. The delivery draft incorrectly states 'AC01 four items, AC02 two items, C1 assigned to Alpha, seven items total, all processed and ready for delivery.' Check item counts, grouping, pending verification and delivery status against the original cards, correct the draft and write an unsent inquiry. Do not select real processes, mixing ratios or temperatures from these codes.

AC reference answer and four work samples: ① Count table: AC01=3, AC02=2, C1=1, total 6; the draft's 7 is 1 too many. ② Paper grouping: A1—A3 in Alpha, B1—B2 in Beta; C1 lacks a label and is listed separately pending verification, neither assigned to Alpha nor processed. ③ An unsent inquiry lists C1's original label, order association and authorized processing basis for the employer's responsible person to verify. ④ Revised delivery note: 'Six items total, classified on paper only; C1 pending verification. All actual washing and quality status is unverified; no processing or delivery has occurred.' Correct counts and categories do not prove clothing is clean or processing complete.

Seven-day plan, 20—30 minutes daily, on paper only: D1: copy orders and six item IDs; D2: verify 3+2+1=6 and the draft's excess of 1; D3: group Alpha/Beta by simulated text, leaving C1 pending verification; D4: read safety guidance and list no maintenance while running, with spills handled by trained personnel under the plan; D5: write the unsent inquiry and revise the delivery note; D6: ask a peer to check counts and unprocessed status, then revise; D7: assemble four work samples and verify the employer's equipment, chemicals, training, shifts and pay periods. The result is simulated work only; actual washing, dry-cleaning and pressing require separate training and authorization.

Transfer pathways | Before changing roles, list transferable capabilities (label and material identification, washing and pressing process control, safe chemical use, equipment operation and checks, quality inspection and records), then identify the new role's required qualifications and experience evidence. Moving toward pressing, linen-room management, equipment maintenance or sewing requires evidence specific to each role's equipment, management and technical skills.

Market signals and related directions for laundry workers: this page states observations only within the coverage of its sources.

Insufficient evidence: Exact nationwide Chinese demand for laundry workers has not been established; do not extrapolate from one announcement. The newer BLS series for exact occupation 51-6011 projects employment from 204,900 in 2025 → 213,700 in 2035, growth of 4.3%; the table lists a net increase of 8,700 and 28,200 average annual openings, including growth and replacement, which are neither net new jobs nor current vacancies. Endpoints and net change retain the table's rounding; do not rewrite net change using the endpoint difference. The older O*NET series shows employment of 202,600 in 2024 → 213,500 in 2034, growth of 5% (details category 5%—6%) and 31,900 average annual openings; keep this separate from the newer series and do not add them. A Miyun human resources authority announcement dated 2026-07-22 for a 7-29 job fair lists Boente Pharmaceutical seeking 1 laundry worker, high school or above, with the original pay entry '4-6K'. That row does not specify currency, pay period, detailed duties or whether recruitment remains open in this round; do not add yuan/month.

Newer employment projections | The newer BLS series for exact occupation 51-6011 projects employment from 204,900 in 2025 → 213,700 in 2035, growth of 4.3%; the table lists a net increase of 8,700 and 28,200 average annual openings, including growth and replacement, which are neither net new jobs nor current vacancies. Endpoints and net change retain the table's rounding; do not rewrite net change using the endpoint difference. Overall employment projections do not attribute changes to AI.

Transferable foundations | Work-order counts, process records, quality checks and safety awareness provide a basis for comparison, without demonstrating specialized kitchen, housekeeping, sewing or repair skills. Each target requires additional evidence of equipment, processes and responsibilities.

Capability gaps | Moving toward adjacent roles such as pressing, linen-room management, equipment maintenance or sewing requires evidence specific to their equipment, management and technical skills. Adjacency supports comparing directions, not automatic transfer or mutual recognition of qualifications.