Short version: Landscaping & Groundskeeping Workers (BLS 37-3011, roughly 1.2 million people) earn between $15 and $24 an hour nationally, with a mean around $18 an hour and mean annual wage close to $37,500. Entry mowing-crew laborers start at $15–$17; crew leaders on commercial or golf-course crews reach $20–$28; certified pesticide applicators, irrigation specialists, and ISA arborists frequently earn $25–$35+. What pushes you up the band: certifications, commercial/institutional employers, warm-climate year-round work, and equipment ownership. What anchors it: pure residential mow-and-blow, single-season northern climate, no certifications, and cash-only pay structures.
National mean hourly$18.50BLS OES 2025 estimate
Typical hourly range$15–$2410th–90th percentile band
Mean annual wage$37,500Full-time equivalent
Crew leader premium+$3–$8/hrOver base laborer
On this page
The national pay band
The Bureau of Labor Statistics tracks Landscaping and Groundskeeping Workers under occupation code 37-3011. As of the 2025 OES release, roughly 1.2 million people work in the role across residential landscape crews, commercial property maintenance, golf courses, cemeteries, universities, hospitals, municipal parks departments, HOAs, and boutique design-build firms. The wage band is one of the wider in skilled labor because employer type, certification, and climate matter more than raw years of experience.
Nationally, the wage bands look like this. The 10th percentile — often first-year laborers on residential crews in low-cost metros — sits around $14.80 an hour, or roughly $30,800 a year at full-time hours. The 25th percentile — early-career crew members with a season or two under their belt — sits near $16.10 an hour, or $33,500 annually. The median is $18.50, or $38,500. The 75th percentile — crew leaders, small-crew foremen, and specialty-certified workers — reaches $22.40 an hour, or $46,600. The 90th percentile — senior crew leaders on high-end residential or commercial accounts, arborists, and specialty applicators — crosses $27.90 an hour, or $58,000+.
Those numbers understate two categories: cash side-income on residential crews (which many workers don't report and which BLS doesn't capture) and the total-compensation value of municipal, university, and hospital jobs (which typically add 30% to 40% in benefits value that doesn't show up in the hourly wage).
Pay by state
State variation is the single biggest driver of your take-home rate after employer type. The top five states in mean hourly wage are usually Hawaii, Washington, Massachusetts, California, and New York — driven by high cost of living, strong municipal parks systems, and dense commercial real estate. The bottom five states are typically Mississippi, Louisiana, Arkansas, West Virginia, and Alabama, where cost of living is lower and residential-market pricing anchors wages.
| State | Mean hourly | Mean annual (FTE) | Notes |
|---|---|---|---|
| Hawaii | $22.30 | $46,400 | Year-round work, resort-driven demand, high cost of living |
| Washington | $21.50 | $44,700 | Strong municipal parks, tech-corporate campuses, Seattle metro |
| Massachusetts | $21.20 | $44,100 | University demand, HOA density, seasonal snow-removal add-on |
| California | $20.80 | $43,300 | Wide range — LA, SF, San Diego at top; Central Valley much lower |
| New York | $20.40 | $42,400 | NYC metro premium; upstate substantially lower |
| Connecticut | $20.10 | $41,800 | Strong residential estate market, HOA maintenance |
| New Jersey | $19.80 | $41,200 | Dense HOA market and estate residential |
| Colorado | $19.10 | $39,700 | Denver metro leads; strong municipal parks systems |
| Illinois | $18.90 | $39,300 | Chicago metro premium; strong golf-course network |
| Florida | $17.20 | $35,800 | Year-round work compensates for lower hourly |
| Texas | $17.10 | $35,600 | Wide variation — Austin/Dallas high, rural Texas at floor |
| Georgia | $16.90 | $35,200 | Atlanta metro leads; year-round south of I-16 |
| Arizona | $16.70 | $34,700 | Phoenix & Tucson resort/HOA demand; year-round work |
| North Carolina | $16.40 | $34,100 | Charlotte and Raleigh metros drive the mean |
| Tennessee | $16.10 | $33,500 | Nashville metro leads; rest of state lower |
| Mississippi | $15.20 | $31,600 | Low cost of living, residential-dominant market |
Pay by employer type
Two workers with the same experience and the same certifications can earn very different wages depending on who signs the check. This is the biggest lever you actually control after certification.
| Employer type | Typical hourly range | Benefits & extras |
|---|---|---|
| Residential mow-and-blow crew (small owner-operator) | $14–$19 | Cash side-work variable, no benefits, single season in the north |
| Boutique residential design-build shop | $18–$26 | Some benefits at >10-crew shops, higher-skill trajectory |
| Commercial property maintenance (BrightView, Yellowstone, Ruppert) | $16–$24 | Formal benefits, PTO, healthcare, 401k, promotion path |
| HOA / condo association crews | $17–$25 | Steady contracts, direct-employee variants pay best |
| Golf course crew (semi-private) | $16–$22 | Seasonal in north, benefits at established courses |
| Golf course crew (high-end private) | $18–$30+ | Full benefits, education stipend, promotion path to superintendent |
| Cemetery groundskeeping | $17–$24 | Year-round, stable, government or nonprofit benefits |
| Municipal parks & recreation | $18–$28 | Pension, full healthcare, PTO, job security — highest total comp |
| University or hospital grounds | $18–$26 | Tuition benefit (university), strong healthcare, pension in many states |
| Corporate campus (in-house) | $19–$28 | Corporate benefits, holidays, stable schedule |
Pay by role & specialty
Laborer / crew member
The entry-level rung. First-year workers on residential crews typically earn $14 to $17. A second and third season, plus a spray-crew or irrigation-crew assignment, pushes to $17 to $20. A CDL for equipment hauling adds $1 to $2 an hour.
Crew leader / foreman
Responsible for a 2- to 5-person crew, daily route, and customer-facing quality. Pay typically runs $19 to $28 depending on employer type. Commercial and institutional crew leaders sit at the top; residential mow-crew leaders at the bottom.
Pesticide applicator
State-certified applicators (varies by category — turf, ornamental, right-of-way) command a premium because they can legally apply restricted-use products. Pay typically runs $20 to $30 with a state license; combined applicator/crew leader roles can reach $32.
Irrigation technician / specialist
System install, repair, and audit — often includes controller programming, backflow-prevention testing, and drip conversion. Pay typically runs $22 to $32. Certifications from the Irrigation Association add materially to the number.
Arborist / tree crew
Tree climbing, pruning, removal, and stump grinding. Ground crew often starts at $18 to $22; certified climbers earn $25 to $35; ISA Certified Arborists command $30 to $45+ and can move to consulting.
Assistant golf course superintendent
The path from crew to management at golf courses. Assistant supers at semi-private courses earn $22 to $30; private clubs commonly pay $28 to $42 plus housing or membership benefits at some clubs.
Landscape designer / design assistant (non-degree)
Design-build shops that develop crew members into design roles typically pay $22 to $30 for design-assistant work. This is one of the strongest promotion paths from field into salaried work.
Certifications that pay
Certifications are the single most controllable lever on your wage. Each one below adds materially to your hourly rate when a professional employer is signing the check. Small residential owner-operators often don't pay a premium for certifications; commercial, institutional, and specialty employers almost always do.
| Certification | Issuer | Typical premium | Notes |
|---|---|---|---|
| State pesticide applicator (category-specific) | State ag dept | +$2–$5/hr | Required to apply restricted-use products; annual CE typically required |
| Landscape Industry Certified — Technician (LIC-T) | NALP | +$2–$4/hr | Broad-based industry standard; recognized by most commercial employers |
| Certified Irrigation Technician (CIT) | Irrigation Association | +$3–$5/hr | Install and service |
| Certified Landscape Irrigation Auditor (CLIA) | Irrigation Association | +$4–$6/hr | Water-use audits; municipal contracts often require |
| ISA Certified Arborist | ISA | +$5–$10/hr | Tree assessment, care, and consulting |
| ISA Tree Risk Assessment Qualified (TRAQ) | ISA | +$3–$5/hr | Municipal and insurance-related work |
| Backflow prevention certification | ABPA or state | +$2–$4/hr | Required in many states for irrigation |
| CDL Class A or B | State DMV | +$1–$3/hr | Equipment hauling, larger trucks |
| OSHA 10 / 30 | OSHA-authorized trainer | +$0.50–$2/hr | Site-safety compliance; often required for institutional work |
| Bilingual (English + Spanish) | — | +$1–$3/hr | Crew leader roles specifically; not a certification but priced like one |
Know your band before you accept an offer.
Marqee's Salary Analyzer shows exactly where your hourly rate, overtime multiplier, and total comp sit for your metro, employer type, and certifications — plus a negotiation script tailored to your offer.
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The northern-tier seasonal pattern
In the northern half of the country — from Portland-Bangor down through the Great Lakes and the Rockies — landscaping is a strong seasonal business. Full-time crew hours run from mid-March or April through late October or early November, often 45 to 55 hours per week during peak (May through July). November through March is either off, reduced (2 to 3 days a week), or converted to snow-removal work if your employer has a snow division. On residential-only crews without a snow division, expect a 4- to 5-month off-season with no paycheck.
What this means for annual take-home: a $22-an-hour crew leader working 45 hours a week for 32 weeks brings home roughly $31,700 before overtime — even though the hourly rate suggests $45,700 annualized. Snow-removal contracts, plow subcontracting, or a winter side-job are how northern-tier landscapers make up the gap.
The southern-tier year-round pattern
Florida, Texas, Arizona, California, Georgia, and most of the Gulf South run year-round schedules with steady 40-hour weeks. Peak seasons (spring and early fall) may push to 45 or 50 hours, but there's no true off-season. Full-year hours make southern-tier employers competitive on total take-home even at lower hourly rates.
Benefits landscape
Residential mow-and-blow shops typically offer no benefits — the wage is the wage. Boutique design-build shops with more than 10 employees often add PTO, some healthcare contribution, and a Simple IRA or 401k. Commercial property-maintenance companies (BrightView, Yellowstone, Ruppert, Davey) provide full benefits packages including healthcare, dental, vision, PTO, and 401k with match. Municipal, university, and hospital groundskeeping jobs typically carry the strongest benefits — public-employee pensions, full healthcare, generous PTO, and often tuition support (universities) or hospital-employee discounts.
How to negotiate a real number
Before the interview
Know three numbers cold. Your target hourly (based on this page's data for your state, employer type, and certifications). Your walk-away hourly (below which you'll decline). Your total-compensation target (hourly plus benefits value plus overtime hours) — this matters especially for institutional jobs. Have proof of your certifications ready to show, and a one-page résumé with the account or property portfolio you've managed.
The offer conversation
If the initial offer is below your band, ask for a specific dollar amount, not a range. "I was looking for $24 an hour based on my LIC-T certification, my four years of crew leader experience, and the market for Denver metro. Can we work toward that number?" Employers who can't move on base often move on:
- Overtime multiplier or minimum weekly overtime — "Guaranteed 8 hours of OT weekly during peak."
- Tool or fuel allowance — $50 to $200 a month for personal tools or truck use.
- Certification bonus — a one-time $500 to $1,500 bonus when a certification is earned.
- Spring bonus or return bonus — $500 to $2,000 for returning after the off-season (a northern-tier retention lever).
- Start-time premium — $1 to $3 per hour for a 5 or 6 a.m. start.
- Company vehicle or per-diem — moves total comp meaningfully.
Common salary mistakes
Frequently asked questions
Nationally, landscaping and groundskeeping workers earn between $15 and $24 an hour, with a mean hourly wage near $18 and a mean annual wage close to $37,500 (BLS OES, 2025 data). Entry-level laborers on residential mowing crews commonly start at $15 to $17. Crew leaders on commercial-property or golf-course crews typically earn $20 to $28. Pesticide applicators and irrigation specialists with certifications frequently reach $25 to $35.
Hawaii, Washington, Massachusetts, California, and New York top the list, all with mean hourly wages above $21 in 2025. Metros like San Francisco, Seattle, Boston, San Jose, and New York City often add another $2 to $4 an hour on top of state means for experienced crew leaders. States like Mississippi, Louisiana, and Arkansas anchor the bottom, with means closer to $15 an hour.
It depends on the employer and the climate. Southern-tier states (Florida, Texas, Arizona, California, Georgia) run year-round schedules with full-time hours. Northern-tier states have a strong seasonal pattern — full-time April through October, reduced or off in November through March unless the employer runs a snow-removal division. Municipal parks, universities, and hospitals maintain year-round groundskeeping crews at steady pay.
State pesticide applicator certification typically adds $2 to $5 an hour. Irrigation certifications (Certified Irrigation Technician, Certified Landscape Irrigation Auditor) add $3 to $6. Landscape Industry Certified — Technician (LIC-T) through the National Association of Landscape Professionals adds $2 to $4 with most professional employers. ISA Certified Arborist (for tree-focused crews) can add $5 to $10 an hour.
Come with numbers. Show accounts-managed (properties, square footage, revenue), crew size, retention on your crew, callback or complaint rate, and any certifications. Offers below your band should be met with a specific counter — a target hourly rate, a truck or fuel allowance, or a share of overtime multiplier. Employers who won't move on base often move on start-time premium, tool allowance, or a spring bonus.
Municipal parks and cities typically pay $18 to $26 an hour with strong benefits (pension, healthcare, PTO). Golf courses range widely — semi-private courses often pay $16 to $20 for greenskeepers and $22 to $28 for assistant superintendents, while high-end private clubs can pay $30+. Cemeteries often sit between $17 and $22 with year-round work. Universities and hospitals sit in the $18 to $24 band with benefits packages that beat commercial landscaping.
Commercial pays more base but often less variable. Residential (mow-and-blow crews, boutique design-build shops) typically pays $15 to $22 hourly with more tip and cash-side variability, often shorter seasons in cold climates. Commercial (HOA, corporate campus, Class-A property management) pays $18 to $28 hourly with steadier hours, formal benefits, and a clearer promotion path to crew leader and site manager.
Want to move up your band with a real strategy?
The difference between the 25th and 75th percentile in this occupation is roughly $6.30 an hour — or $13,000 a year at full-time hours. Marqee is a Career Concierge: a real person maps your certifications, identifies the employers in your metro paying the top of the band, tailors your résumé to their exact posting language, and negotiates your offer with you.
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