Sanitation jobs aren’t as easy as they appear on paper. Yes, there are often no technical requirements and extensive experience required—but without sanitation workers, our facilities and environment would be a mess.
The sanitation industry also experiences high turnover rates; not surprising, as sanitation work is often entry-level and doesn’t get the same pay rates as other jobs.
But that doesn’t mean companies should do nothing. On one hand, keeping employees satisfied and engaged helps them achieve better careers; and on the other, it lowers company costs.
The Cost of Turnover for Sanitation Departments
According to HR Drive, the average turnover cost for blue-collar jobs can reach one-third of their annual salary.¹ If you’re offering $35,000 annually, this can reach up to $11,000 per employee.
For sanitation jobs, turnover can get really costly. It’s not just salaries you’re covering; you’re investing in recruitment, onboarding, and training. Not to mention the other hidden costs of turnover. Here’s how the costs add up:
1. Recruitment and Advertisements
Posting jobs takes time and resources. Even with ready templates, job boards aren’t always free. HR teams need to contact networks or staffing agencies. They need to find ways to connect with applicants. All of this takes time. Additionally, if you need urgent staffing, you might decide to set up ads for your open positions, adding to the cost.
2. Interviews and Assessments
Now comes the hard part. Interviews take a lot of time as you sift through pages of applicants. Depending on your open positions, this can quickly add up and overwhelm your HR teams. From resume reviews, background checks, interviews, and offer stages, your teams need to focus on finding new hires instead of diverting attention to other core functions.
3. Onboarding and Training
Sanitation jobs may not be as technical as other blue-collar jobs; however, safety compliance is just as vital. You’ll need to integrate new hires effectively into your organization to help them understand your safety protocols, internal processes, job-specific tips, and established practices.
4. Productivity Dips
New hires often take weeks or even months to become fully productive members. Before your new staff can contribute at the same pace, your teams will suffer from productivity dips—and with high turnover rates, this can have a negative effect on your organization.
5. Lower Morale
Nobody likes to lose their work friend. The time invested with coworkers is something that can’t be organically replicated. Furthermore, losing a team member means adding to your remaining members’ workload. If constant turnover occurs during peak seasons, employee exhaustion can lead to disappointment and frustration. It could even trigger others to leave their jobs for better opportunities.
6. Safety and Compliance Risks
If you mix a newly trained team and overworked staff, your entire sanitation team is at risk of more accidents. Aside from physical dangers, there’s the risk of non-compliance. Depending on the violation, compliance errors could cost between $4,000 to $1.9 million, according to Food Processing.²
Why Do Sanitation Workers Leave?
Sanitation is a physically demanding job, but as crucial as any department in maintaining a healthy, thriving business. Aside from long hours, employees have to work night shifts to maintain cleanliness and safety. Here are the main reasons that sanitation workers might resign from their jobs.
- Lack of career growth. Regardless of their circumstances, most workers don’t want to stay at a dead-end job.
- Low pay or limited benefits. The average salary of a sanitation worker tends to be lower than that of other industrial roles. While many employers offer above-minimum wages, this may still not be enough to keep employees, especially if other negative factors impact their experience.
- Poor working conditions. Inadequate breaks, unhealthy and unethical business practices, a lack of robust equipment, or extremely hot/cold environments can push employees to seek better work conditions.
- Inconsistent schedule or mandatory overtime. Sanitation is often performed around the clock, and scheduling can be tricky. In turn, this creates an unhealthy environment that could stress workers.
- Lack of recognition. Unlike sales or marketing departments, sanitation employees often don’t receive credit. Working long hours, nights, and weekends can be physically taxing, and a lack of recognition, encouragement, and approval may push them to their limit.
Read more: Putting People First: Why Prioritizing the Employee Experience is Key to Long-Term Business Success
How Can I Keep My Sanitation Workers from Leaving?
The good news is, turnover in sanitation jobs can be addressed. Companies can implement proven strategies to reduce churn and build a stronger, more loyal workforce. Here’s how.
1. Create a positive work environment.
Nobody likes to work in poor conditions. Sanitation jobs can be messy, but the workplace doesn’t have to be.
- Provide the right equipment, safety materials, and fully functioning tools.
- Ensure proper ventilation.
- Offer benefits that help employees hydrate and areas to get fresh air.
- Consider ergonomic equipment to improve worker posture.
- Give adequate breaks.
- Maintain an organized, clean, and clutter-free space.
The goal is to provide support so workers can perform their jobs well.
Read more: The Science of Employee Well-Being: How to Promote Longevity and Satisfaction in the Workplace
2. Offer competitive packages.
Aside from offering above-minimum wages, consider providing an attractive benefits package. Include basic benefits like:
- Paid time off
- Health care access
- Meal or transportation allowances
- Night shift differentials
- Flexible schedules or rotating shifts
- Attendance bonuses and other incentives
Read more: 2025 Salary Guide: Key Compensation Insights for the Light Industry
3. Create career pathways.
Even in the sanitation industry, most workers want to achieve better opportunities to improve their livelihood and lifestyle. The easiest, most obvious path is to get promoted to a leadership role. Alternatively, you can help hone their skills.
Provide training and upskilling opportunities to help them advance their career. Sanitation doesn’t have to mean stagnation. If a worker wants to pursue different roles or industries, they can be given opportunities to grow.
4. Recognize and reward their contributions.
Celebrating milestones is a great motivator for workers. Look at their safety records, work efficiency, or individual initiatives. The goal is to highlight their wins, no matter how small.
You don’t always have to make a grand gesture or conduct a company-wide event. However, making employees’ achievements public can boost their confidence and morale.
- Post their contributions in your regular newsletters.
- Congratulate them on your internal messaging platforms or social media.
- Offer small bonuses or gift cards.
5. Listen to your workers.
Understand your workers’ concerns—whether it’s about their schedules, outdated tools and equipment, safety problems, or internal disputes. Make sure they feel heard and valued as part of the organization, and not just a managed part of the business.
To make things easier, you can dedicate feedback channels for their concerns. Make it anonymous to encourage honest feedback. Make sure to address problems raised and provide as much support as possible. While you may not be able to attend to everyone, assisting with their concerns shows that you care about their well-being.
Partner with a staffing agency that understands sanitation needs.
Horizon America specializes in matching companies with sanitation employees and other light industrial roles. As a dedicated staffing agency, Horizon America can provide support to both employers and employees to ensure the perfect fit and lessen employee turnover.
In addition to providing qualified sanitation staff, we also offer tips and best practices to maximize your teams. Whether you need temporary or full-time staffing, we can help with your staffing needs.
Contact us today to learn more about the positions we fill.
References
- “Study: Turnover costs employers $15,000 per worker.” HR Dive, 11 Aug. 2017, https://www.hrdive.com/news/study-turnover-costs-employers-15000-per-worker/449142/
- “Sanitation is not simply an added cost.” Food Processing, 30 Apr. 2018, https://www.foodprocessing.com.au/content/processing/article/sanitation-is-not-simply-an-added-cost-360683921
