How to write a construction worker or laborer job description that attracts the right candidates: duties, requirements, physical demands, schedule, pay and a template you can copy and adapt.
Construction employers often struggle to find reliable workers. A vague posting, such as “laborer needed, call this number,” attracts few serious applicants. A clear description tells candidates what the job really involves, what you offer and why they should choose you. It also helps you screen consistently and, because it defines essential functions, supports decisions about reasonable accommodations under disability laws. See job description template for a general format.
EZTime digital HR forms let you send, sign and file employee documents online.
| Section | What to write |
|---|---|
| Job title | Clear and standard: Construction Laborer, General Construction Worker, Carpenter Helper |
| Company and project types | Who you are and the kind of work: residential, commercial, roads, remodels |
| Location and travel | Where the work is, whether sites change, transport expectations |
| Duties | The main tasks, in plain language |
| Requirements | Must-have qualifications: age, licenses, certifications, experience |
| Preferred qualifications | Nice-to-have skills that are not required |
| Physical demands and conditions | Lifting, standing, heights, weather, noise, PPE |
| Schedule | Start times, days, overtime and seasonal patterns |
| Pay and benefits | Pay range or rate and key benefits; required in some states and cities |
| How to apply | Simple steps and what happens next |
About us: [Company] builds [residential homes / commercial buildings / remodels] in [area]. We have [number] crews and a strong safety record.
What you will do:
Requirements: At least 18 years old; able to lift [50] pounds and work outdoors in all weather; reliable transportation to job sites; willingness to wear required PPE; [OSHA 10-hour construction card preferred / required within 30 days].
Schedule: Monday to Friday, [6:30 a.m. to 3:00 p.m.], with occasional Saturdays. Overtime paid at time and a half for hours over 40 per week.
Pay: $[X] to $[Y] per hour depending on experience. [Benefits].
How to apply: [Apply online / call / visit]. We respond within [2] business days.
List duties in order of how much time they take. Use action verbs and plain language. Be specific about tools and equipment where it matters, for example “operate a plate compactor and jackhammer” rather than “use equipment.” Avoid vague phrases like “other duties as assigned” as the main description, though a short catch-all line at the end is common.
Only list requirements that are genuinely needed for the job. Unnecessary requirements, such as a high school diploma for a role that does not need one, reduce your applicant pool and can create legal risk if they screen out protected groups without a business reason. Common legitimate requirements include:
Job description checklist complete.
Post where construction workers actually look: job boards, your website, local trade schools and apprenticeship programs, community organizations and your current crew’s networks. Referral bonuses often bring the most reliable hires. To stand out, mention what matters to workers: steady year-round work, predictable start times, overtime opportunities, training and paths into a trade, well-maintained equipment and how quickly you pay.
A job description is also a safety message. OSHA’s own figures explain why fall safety deserves a line:
A sample line: ‘Work at heights is part of this role. We provide fall protection equipment and training, and we expect you to use it every time.’ It sets expectations, signals that you take safety seriously and attracts candidates who do too.
Construction is physical, and candidates should know what to expect. Describe the demands concretely: lifting and carrying up to a stated weight, standing and walking for most of the shift, bending, kneeling and climbing ladders, working at height, outdoors in heat, cold and rain, around noise and dust, and wearing PPE such as hard hats, safety glasses, gloves and steel-toe boots. Honest descriptions reduce early turnover from people who did not understand the job.
Several states and cities now require pay ranges in job postings. Even where not required, including pay attracts more applicants. Make sure the posting reflects how you actually pay: non-exempt construction workers must receive overtime for hours over 40 in a workweek, and travel between job sites during the day is generally paid work time. On public projects, prevailing wage rules may set minimum rates. See travel time pay rules and FLSA overtime rules.
| Role | Add or change |
|---|---|
| Carpenter helper | Measuring, cutting and fastening materials; reading basic plans |
| Concrete laborer | Formwork, placing and finishing concrete, rebar tying |
| Demolition laborer | Selective demolition, debris removal, hazard awareness, respiratory protection |
| Site cleaner | Daily cleanup, waste sorting and disposal; see the site cleaning checklist |
| Foreman | Crew supervision, daily planning, time approval and reporting; see construction foremen |
A clear job description should feed directly into onboarding: safety orientation, PPE issue, site rules and how to clock in. See construction training and onboarding. EZTime lets new crew members clock in on site by phone or NFC tag from day one, with hours tagged to the right job.
Construction workers and laborers prepare and clean sites, move materials, assist skilled tradespeople, dig and backfill, set up scaffolding and barricades under supervision and operate hand and power tools, following site safety rules.
Job title, company and project types, location, duties, required and preferred qualifications, physical demands and conditions, schedule, pay range and benefits and how to apply.
Typically being at least 18 for hazardous construction work, physical ability to do the job with or without accommodation, willingness to use PPE and, depending on the role, safety training such as OSHA 10 and a valid driver’s license.
Several states and cities require pay ranges in job postings. Even where not required, including pay generally attracts more applicants.
Describe them concretely: maximum lifting weight, standing and walking time, climbing, working at height, weather exposure, noise and required PPE.
Federal OSHA does not require OSHA 10 for all workers, but some states, cities and many employers and project owners do. If your projects require it, say so in the job description, or say you will provide the training.
Pay depends on region, trade, union status and experience. Use local BLS wage data and current job postings to set a competitive range, and include it in the posting where pay transparency laws apply.
EZTime handles digital forms, e-signatures and job site clock-ins, so new crew members are ready before they arrive.