Housekeeper Job Description Guide (2025) — Template

Publish a compliant, high‑performing housekeeper job description in minutes so you can hire with confidence. A housekeeper maintains a clean, safe, and orderly environment by performing routine and deep cleaning, restocking supplies, and following health and safety standards across guest rooms, patient areas, or private residences.

Last updated: 2025-12-06 • Author: [Your Name], SHRM-SCP | Former Hospitality & EVS Operations Leader

Sources referenced: U.S. Bureau of Labor Statistics (BLS), OSHA, CDC/EPA List N, ISSA/GBAC

What Does a Housekeeper Do? (Fast Definition + Core Duties)

Decide faster by aligning on scope: a housekeeper cleans, sanitizes, and organizes spaces, inspects quality, and supports a safe environment for guests, residents, patients, or households.

The role can be:

• Guest‑facing (hotels, senior living)
• Clinical (EVS in hospitals)
• Private (residential/live‑in)

Procedures are governed by setting‑specific SOPs and regulations. In practice, housekeepers manage daily turns, periodic deep cleans, waste handling, and inventory—often measured by rooms/hour or square footage/hour. Use this shared definition to tighten your housekeeper job description and set clear expectations.

They use approved chemicals and tools (e.g., EPA List N disinfectants, HEPA vacuums, microfiber systems) to reduce pathogens and dust while protecting surfaces. High performers communicate professionally, follow checklists, and document work or incidents to meet quality audits. In your JD, keep the definition concise to attract the right applicants quickly and to improve job board matching.

Core responsibilities at a glance

• Clean, sanitize, and restock rooms, bathrooms, and common areas per SOPs.
• Perform floor care: sweep, mop, vacuum (HEPA), spot clean, and periodic deep cleaning.
• Handle laundry/linen: collect, sort, wash/dry/fold, and track par levels.
• Remove trash and bio/regulated waste where applicable; replace liners and segregate per policy.
• Disinfect high‑touch surfaces using EPA List N products and correct dwell times.
• Replenish amenities and supplies; report low inventory and equipment faults.
• Follow safety standards: PPE use, chemical labeling (SDS), sharps awareness, and ladder safety.
• Document work, report maintenance issues, and follow lost‑and‑found and privacy protocols.

How to Write a Housekeeper Job Description (Step-by-Step)

Write a stronger housekeeper job description—and hire faster—by stating scope clearly, setting measurable expectations, and keeping compliance language crisp.

Start with a role summary that names the setting (hotel, hospital/EVS, private household). Then list responsibilities, requirements, schedule, pay/benefits, and how to apply. Close with EEO/ADA and screening language to build trust and reduce risk while meeting legal obligations.

Avoid inflated requirements that deter qualified talent; housekeeper roles are typically skills‑based and trainable. Calibrate productivity expectations to your site (rooms/hour or square feet/hour). Include shift patterns and differentials so candidates can self‑select. Use the template below to copy‑paste, then customize to your location and setting.

1) Job title and role summary

• Use a clear, setting‑specific title: Housekeeper, Room Attendant (Hotel), Environmental Services (EVS) Housekeeper (Hospital), Residential Housekeeper, Live‑in Housekeeper.
• Add employment type and schedule: Full‑time, Part‑time, Seasonal, Overnight, Weekend.
• Summarize impact in 2–3 sentences: who they serve, where they clean, and quality/safety expectations.

2) Responsibilities (with setting-aware variations)

• Daily cleans: bathrooms, floors, dusting, high‑touch disinfection, trash removal.
• Room turns/terminal cleans: follow SOPs, checklists, and sign‑offs; restock supplies/amenities.
• Laundry/linen handling and inventory checks; basic supply ordering or counts.
• Report and tag maintenance issues; follow lost‑and‑found and privacy protocols.
• EVS/healthcare: isolation rooms, PPE use, biohazard handling, spill response, and log sheets.
• Private household: fine surface care, wardrobe/linen care, vendor coordination, pet‑safe practices.
• Periodic deep cleans and floor care (e.g., extraction, burnishing) as trained.

3) Requirements and qualifications

• Prior housekeeping or janitorial experience preferred; will train for entry‑level.
• Ability to read SOPs, labels/SDS, and follow checklists; basic mobile/app proficiency.
• Background screening aligned to role sensitivity (see compliance section).
• Valid driver’s license for roles with travel or errands (if essential—avoid unnecessary barriers).
• Eligibility to work; reliable attendance and schedule flexibility.

4) Skills and competencies

• Technical: chemical dilution/use, dwell times, microfiber/HEPA techniques, floor care basics.
• Soft skills: time management, attention to detail, customer service, confidentiality.
• Safety: PPE, ergonomics, ladder/step‑stool safety, bloodborne pathogen awareness (EVS).
• Organization: room sequencing, cart setup, inventory accuracy.

5) Schedule, shifts, and work environment

• Specify coverage needs: days, evenings, overnights, weekends/holidays, on‑call.
• Note typical pace and environment: guest‑facing vs clinical vs private home.
• Clarify site access expectations: key control, after‑hours work, or live‑in arrangements.

6) Compensation, differentials, and benefits

• List a realistic pay range based on local data; include shift/overnight and weekend/holiday differentials.
• Outline benefits: healthcare, PTO, retirement, commuter, uniforms, meals, housing (live‑in), bonuses.
• Note merit increases or productivity bonuses tied to quality audits or attendance.

7) Compliance: EEO/ADA, background checks, at‑will/union notes

• Include a standard EEO statement and reasonable accommodation language.
• State FLSA status (typically non‑exempt) and at‑will status or CBA if unionized.
• Describe right‑sized screening (e.g., background check post‑offer, role‑relevant only) and any required health screenings for clinical settings.

8) Application instructions and screening workflow

• Tell candidates exactly how to apply (ATS link, resume optional, quick questions).
• Outline the steps and timeline: application review, phone screen, on‑site, offer, pre‑employment checks.
• Share response expectations (e.g., “We respond within 5 business days”) to improve conversions.

Copy‑Ready Housekeeper Job Description Template

Ship this posting today by pasting and customizing the brackets to your setting. Keep responsibilities to 8–12 bullets and requirements to the essentials to broaden your qualified pool.

Full JD template (generic, ready to customize)

Job Title: Housekeeper (Hotel/EVS/Residential)

Location: [City, State] | Employment Type: [Full‑time/Part‑time/Seasonal] | Schedule: [Days/Evenings/Overnights; Weekends/Holidays as needed]

FLSA Status: Non‑exempt

About the Role

[Company/Household Name] is hiring a Housekeeper to keep our [hotel floors/patient areas/private home] clean, safe, and welcoming. You’ll follow SOPs and checklists to clean, sanitize, restock, and report issues so our guests/residents/patients enjoy a consistently excellent experience.

Key Responsibilities

• Clean and sanitize rooms, bathrooms, and common areas; disinfect high‑touch surfaces using EPA List N products.
• Perform floor care: sweep, mop, vacuum (HEPA), spot clean, and periodic deep cleans.
• Replenish amenities and supplies; maintain organized carts and storage areas.
• Handle laundry/linen: collect, wash/dry/fold, and track par levels.
• Remove trash and, where applicable, segregate bio/regulated waste per policy.
• Report maintenance issues; follow lost‑and‑found and privacy procedures.
• Use PPE and follow safety protocols, labels/SDS, and ergonomic best practices.
• Complete logs/checklists and meet daily productivity and quality targets.

Requirements and Qualifications

• Prior housekeeping/janitorial experience preferred; we train for success.
• Ability to read/follow SOPs and use basic mobile apps or task systems.
• Reliable attendance and schedule flexibility; ability to lift up to [30–40] lbs and stand/walk for shifts.
• Background check post‑offer consistent with law and job duties; valid ID/work authorization.
• For EVS roles: bloodborne pathogen training required post‑hire; hospital vaccination policies may apply.

Skills and Competencies

• Detail orientation, time management, and customer service mindset.
• Safe chemical use, correct dwell times, microfiber/HEPA techniques; floor care basics.
• Discretion and confidentiality, especially in guest rooms and private homes.

Schedule and Environment

• [List shifts, weekends/holidays, on‑call or live‑in expectations].
• Work involves frequent bending, reaching, pushing carts up to [X] lbs, and occasional ladder/step‑stool use.

Compensation and Benefits

• Pay range: [$X.XX–$Y.YY/hour], plus [shift/weekend/holiday] differentials where applicable.
• Benefits: [Medical, dental, vision], paid time off, [401(k)/retirement], uniforms, [meals/housing if live‑in], bonuses.

EEO/ADA Statement

[Company] is an Equal Opportunity Employer. We celebrate diversity and are committed to providing reasonable accommodations to applicants with disabilities. To request an accommodation, contact [email/phone].

Employment and Background Screening

This position is non‑exempt and, absent a collective bargaining agreement, employment is at‑will. Offers may be contingent on role‑relevant screening (e.g., background check consistent with law) and, for healthcare roles, required vaccinations or health clearances.

How to Apply

Apply at [link] or email [address] with “Housekeeper – [Location]” in the subject. We review applications daily and aim to respond within 5 business days.

Tip: For SEO and job board distribution, keep your title simple (Housekeeper or Room Attendant) and include the city.

JSON‑LD JobPosting (optional for your careers page)

{
  "@context": "https://schema.org",
  "@type": "JobPosting",
  "title": "Housekeeper",
  "description": "Maintain clean, safe, and welcoming spaces by cleaning rooms and common areas, disinfecting high-touch surfaces, handling linen, and following safety protocols. Use EPA List N disinfectants and HEPA vacuums; meet daily productivity and quality targets.",
  "datePosted": "2025-12-06",
  "employmentType": "FULL_TIME",
  "jobLocation": {
    "@type": "Place",
    "address": { "@type": "PostalAddress", "addressLocality": "City", "addressRegion": "ST", "addressCountry": "US" }
  },
  "hiringOrganization": { "@type": "Organization", "name": "Company Name", "sameAs": "https://example.com" },
  "applicantLocationRequirements": { "@type": "Country", "name": "US" },
  "baseSalary": { "@type": "MonetaryAmount", "currency": "USD", "value": { "@type": "QuantitativeValue", "minValue": 17, "maxValue": 22, "unitText": "HOUR" } }
}

Optional clauses (privacy/NDAs for private households)

• Confidentiality: “Employee will maintain strict confidentiality regarding family schedules, finances, and personal information.”
• NDA: “A mutual nondisclosure agreement will be signed upon offer; breaches may result in termination.”
• Security and access: “Role requires key/code access; background screening and reference checks will be conducted post‑offer.”
• Live‑in terms: “Housing provided includes [room/board]; on‑call expectations and time‑off will be scheduled in advance.”

Setting‑Specific Duty Variations

Choose the bullets that match your environment so candidates understand daily reality. Tailoring these duties in your housekeeper job description improves applicant fit and reduces early turnover.

Hotel/Resort housekeeping

• Turn guest rooms to brand standards; average [12–18] rooms/shift, depending on size/complexity.
• Reset amenities, minibar, and collateral; handle guest requests and do‑not‑disturb etiquette.
• Coordinate with front desk/engineering; report maintenance and safety hazards promptly.
• Deep clean rotations: upholstery, drapery, vents, grout, and mattresses.
• Handle lost‑and‑found with chain of custody; respect guest privacy.

Hospital/Healthcare (EVS)

• Perform terminal and isolation room cleans using contact times and correct PPE.
• Segregate and dispose of regulated medical waste per policy; manage sharps awareness.
• Clean patient care equipment surfaces (non‑clinical); follow hand hygiene protocols.
• Document cleans in logs/EMR‑adjacent systems as required; support infection prevention audits.
• Respond to spill codes and discharge turns to meet throughput goals.

Residential/private household

• Fine surface care (stone, wood, antiques), wardrobe/linen care, and organization.
• Coordinate vendors (window, carpet) and accept deliveries; maintain household supplies.
• Pet‑safe cleaning practices and occasional pet care; knowledge of fragrance‑free options.
• Discretion with valuables, guests, and family routines; support events as needed.
• Live‑in: manage boundaries, on‑call nights, and travel with household when required.

Senior living and long-term care

• Clean resident rooms with empathy and communication; respect mobility needs and belongings.
• Handle incontinence and sensitive waste discreetly; escalate health concerns appropriately.
• Support common areas between activities and mealtimes; minimize slip/fall risks.
• Coordinate with nursing and activities to schedule room access.

Office/commercial and schools

• After‑hours or early‑morning cleans; secure entry/exit and alarm procedures.
• Focus on high‑traffic touchpoints, restrooms, cafeterias, and classrooms.
• Periodic floor work during breaks/holidays; coordinate around events and testing.
• Badge/key control; report suspicious items and safety hazards.

Skills, Training, and Physical Requirements

Set expectations for capability and growth so candidates self‑select appropriately. Balanced lists prevent overstating degree requirements while signaling real‑world demands and safety needs.

Technical cleaning skills and equipment

• EPA List N disinfectants and dwell times; dilution control systems.
• HEPA vacuuming, microfiber protocols, and color‑coding to prevent cross‑contamination.
• Floor care basics: burnish, extract, scrub, strip/refinish (where applicable).
• Laundry systems: sorting, stain treatment, temperature settings, par levels.
• Basic CMMS/housekeeping apps for tasks, checklists, and reporting.

Soft skills and customer service

• Professional communication, empathy, and respect for privacy.
• Time/block planning, room sequencing, and prioritization under pressure.
• Teamwork with front desk, nursing, or household managers.
• Problem‑solving for spills, rush turns, and guest/patient requests.

Physical demands and safety

• Lift/push/pull up to [30–50] lbs; stand/walk for [6–8]+ hours; frequent bending and reaching.
• Ladder/step‑stool tasks for high dusting; safe body mechanics and cart handling.
• PPE use (gloves, masks, gowns) as setting requires; chemical label and SDS literacy.
• Adhere to OSHA basics: hazard communication, bloodborne pathogens (healthcare), and ergonomics.

Recommended certifications and training

• OSHA Bloodborne Pathogens training (healthcare/EVS).
• GBAC/ISSA or vendor trainings on infection prevention, floor care, and chemicals.
• HIPAA‑adjacent privacy awareness for EVS teams working in patient areas.
• First aid/CPR (optional, setting‑dependent); food handler card for cross‑trained roles.

Pay, Schedules, and Productivity Benchmarks

Anchor your pay and performance claims to credible data and practical ranges to boost applicant trust. The BLS “Maids and Housekeeping Cleaners” occupation (SOC 37‑2012) is the closest national benchmark; local rates vary by metro, union coverage, and sector.

For 2025 postings, reference the latest available BLS data and add locality and shift differentials. Calibrate productivity by room type and cleanliness level rather than a single flat number. Publish ranges paired with quality expectations.

National salary ranges and what affects pay

• Typical national hourly ranges: entry‑level $14–$18, experienced $18–$24; unionized or high‑cost metros may exceed this.
• Pay varies by setting: hospitals/EVS and luxury hotels often pay above budget hotels or small offices.
• Differentials: +$1–$3/hr for nights/overnights; +$1–$2/hr for weekends/holidays; bonus for rush turns or winter peak.
• Locality factors: cost of living, occupancy/census, union contracts, and specialty duties (terminal cleans).

Note: Verify current figures via BLS Occupational Employment and Wage Statistics and state labor sites; adjust ranges to your metro.

Pay by state (latest data)

• Higher‑paying states/metros commonly include: CA, NY, WA, MA, CT, NJ, DC.
• Competitive mid‑tier markets often include: CO, VA, MD, IL, AZ, OR, MN.
• Lower‑paying regions often include parts of: MS, AR, OK, AL, LA, WV.
• Always check your nearest metro OES data—city premiums over state averages can be significant.

Productivity metrics (rooms/hour, square footage/hour)

• Hotels: 12–18 stayover rooms/shift; 10–14 checkout rooms/shift; suites reduce counts.
• EVS: 1–2 terminal cleans/hour depending on isolation status and room size; 10–20 exam rooms/day.
• Offices/schools: 2,500–4,000 sq ft/hour for routine tasks; less for high‑soil or floor projects.
• Residential: 600–1,000 sq ft/hour depending on clutter, finishes, and laundry add‑ons.

Set targets as ranges, pair with quality thresholds, and adjust for occupancy, layout, and staffing mix.

Shift patterns for 24/7 operations

• 8‑hour shifts: Day (7a–3p), Evening (3p–11p), Night (11p–7a), with weekend rotations.
• 10/12‑hour shifts for hospitals to align with clinical teams; every other weekend coverage.
• Event/turn teams for hotels during peak check‑out windows; flex pools for surges.
• Holiday coverage schedule published quarterly with premium pay and volunteer sign‑ups.

Housekeeper vs Related Roles

Avoid mis‑hiring by matching title to scope and setting. Use the contrasts below in your JD or hiring brief to steer candidates and internal stakeholders toward the right role.

Housekeeper vs Janitor/Custodian

• Scope: Housekeeper focuses on rooms/guest or patient areas; custodian/janitor often covers building systems spaces and large common areas.
• Setting: Housekeeper is common in hotels, healthcare, and homes; custodian is common in schools, offices, and public facilities.
• Tasks: Housekeeper handles room turns/amenities; custodian handles larger floor work, event setups, and light maintenance.
• Equipment: Housekeepers use microfiber/HEPA and amenities carts; custodians use autoscrubbers, extractors, and ladders more frequently.
• Verdict: Hire a housekeeper for room‑centric, service‑forward work; hire a custodian/janitor for building‑wide, utility‑heavy coverage.

Housekeeper vs Cleaner/Maid vs Room Attendant

• Room Attendant: hotel‑specific housekeeper with strict brand SOPs and turn times.
• Maid/Cleaner: consumer term for residential roles; avoid in formal postings unless industry‑standard locally.
• Housekeeper: versatile term spanning hotel, EVS, and residential; best for broad job board reach.
• Tip: Use “Housekeeper” or “Room Attendant” for hospitality; “EVS Housekeeper” for healthcare; “Residential Housekeeper” for private homes.

KPIs and Performance Expectations to Include

Make success measurable by pairing productivity with quality and safety. Listing KPIs in the JD signals professionalism and reduces ambiguity during onboarding and performance reviews.

Quality scores, time-to-clean, inventory accuracy

• Quality audit score: 90–95%+ on room/area inspections.
• Time‑to‑clean: meet shift‑level targets (e.g., 12–18 rooms/day or 2,500–4,000 sq ft/hour).
• First‑time pass rate: <10% re‑clean rate on inspections.
• Inventory accuracy: ±5% variance on linens and consumables; no overstock in guest areas.
• Work order reporting: 100% of issues logged same‑shift.

Safety/compliance metrics

• PPE adherence: 100% in required zones; zero unprotected exposures.
• Incident rate: 0 recordable chemical exposures; reduced strain injuries via ergonomics.
• Training completion: 100% of required modules within 30 days of hire.
• SDS/label compliance: 100% correct chemical labeling and storage audits.

Screening, Interviews, and Onboarding Checklist

A simple, consistent hiring workflow lowers time‑to‑hire and improves retention. Keep steps transparent in your JD so candidates know what to expect and can prepare accordingly.

Interview question themes

• Behavioral: “Tell me about a time you handled multiple rush rooms—how did you prioritize?”
• Safety: “How do you use disinfectants safely and confirm dwell times?”
• Service: “A guest/patient refuses service—what do you do?”
• Technical: “Walk me through your cart setup and room sequence.”
• Integrity: “How do you handle found items or sensitive information?”

Background checks and privacy considerations

• Right‑size screening to duties: basic criminal check post‑offer; MVR only if driving is essential.
• Residential roles: add NDA and reference checks; define boundaries for cameras and access.
• Healthcare: vaccination/health clearances per facility policy; keep PHI out of housekeeping logs.
• State/local laws: follow ban‑the‑box and FCRA disclosures; evaluate records relevant to the job.

First-30-days training plan

• Week 1: orientation, safety (PPE, SDS, hazard comm), cart setup, pairing/shadowing.
• Week 2: independent rooms with inspections; introduce deep cleans and laundry workflows.
• Week 3: specialty areas (isolation rooms/suites); quality audit and coaching loop.
• Week 4: productivity calibration; sign‑off on SOP checklists and spill response.

FAQs

Use these quick answers to close common gaps in your posting and boost candidate confidence. Each response is phrased for inclusion in a housekeeper job description or careers page.

Q: What EEO and ADA statements should I include in a housekeeper job description?

A: Include a standard EEO statement (no discrimination on protected classes) and reasonable accommodation language with a contact method. Example: “[Company] is an Equal Opportunity Employer. We provide reasonable accommodation to applicants with disabilities—contact [email/phone] to request assistance.”

Q: How do I set realistic housekeeper KPIs (rooms/hour, quality score) in the job description?

A: Publish ranges by setting (e.g., 12–18 rooms/shift for hotels; 2,500–4,000 sq ft/hour for offices) and pair with a 90–95% quality audit goal. Note that targets flex for occupancy, room type, and deep cleans.

Q: What background checks are appropriate and how should I word them?

A: Limit checks to job‑related needs and run post‑offer with consent: “Offer contingent on role‑relevant background screening consistent with applicable law.” Add MVR if driving is essential; add NDAs for private households.

Q: When should I hire a housekeeper vs a janitor or custodian?

A: Choose a housekeeper for room‑centric, guest/patient‑facing work; choose a janitor/custodian for building‑wide coverage, event setups, and heavier equipment/floor work.

Q: How should a live‑in or private household JD differ from a hotel JD?

A: Emphasize confidentiality, NDAs, fine surface care, pet‑safe products, vendor coordination, and housing/on‑call terms. Avoid hotel‑specific metrics like brand turn times unless relevant.

Q: What shift patterns work for 24/7 operations?

A: Standard 8‑hour rotations (days/evenings/nights) or 12‑hour teams in hospitals, with weekend and holiday rotations and differentials. Publish schedules and premium pay to reduce surprises.

Q: Which certifications matter in healthcare settings?

A: OSHA Bloodborne Pathogens, infection prevention basics (GBAC/ISSA or facility training), hand hygiene, and spill/biohazard response. Some systems require vaccination or TB testing.

Q: How do I state pay ranges, differentials, and benefits?

A: Provide a local hourly range plus premiums for nights/weekends/holidays and list core benefits. Cite that pay varies by setting and experience; link to your pay policy where possible.

Q: What physical demands should I include without deterring applicants?

A: Describe actual, essential functions (e.g., lift/push up to 40 lbs, stand for shifts, frequent bending) and commit to reasonable accommodations. Avoid non‑essential barriers.

Related Job Titles and Career Paths

Give candidates a growth path to improve retention and widen your applicant pool. Showing realistic next steps helps you attract career‑minded talent and supports internal mobility.

• Room Attendant, Laundry Attendant, Public Area Attendant, EVS Technician.
• Lead Housekeeper, Housekeeping Supervisor, EVS Lead, Floor Tech.
• Assistant Housekeeping Manager, Housekeeping Manager, EVS Manager.
• Facilities Coordinator, Operations Supervisor, Infection Prevention Aide (healthcare).

Citations and guidance

• BLS Occupational Employment and Wage Statistics: “Maids and Housekeeping Cleaners (37‑2012)”
• OSHA Hazard Communication and Bloodborne Pathogens Standards
• EPA List N: Disinfectants for Use Against SARS‑CoV‑2
• ISSA/GBAC training resources for cleaning and infection prevention

Note: Always align your JD with local laws and your organization’s policies; consult counsel for specific compliance questions.