Landscaping Labor Shortage: What To Do About It

The landscaping labor shortage is driven by an aging workforce, low interest from younger workers, and immigration barriers. This makes it hard for companies to hire and keep reliable crews. To solve this, landscaping businesses can tap into trade schools, offer referral bonuses, use the H-2B visa program, and improve retention through better pay and career paths. Technology like SiteRecon’s job planning maps also helps crews do more with less—allowing businesses to stay productive and grow despite limited labor.

Securing and keeping qualified landscaping employees still remains the single biggest hurdle in the industry. Whether you're a small business owner or managing operations across multiple branches, chances are you've felt the strain—unfilled positions, overworked crews, and jobs you have to turn down simply because there’s no one to do the work.

But this challenge isn’t insurmountable. In this guide, we’ll break down why the landscape labor market is in crisis and more importantly, what you can do to build a stable, high-performing team, even in today’s tight labor environment.

1. The Landscape Labor Market Today

The numbers paint a stark picture. Landscaping companies across the U.S. are facing record-high job vacancy rates. A combination of an aging workforce, declining interest in trades among younger generations, and increased immigration restrictions has made it harder than ever to find reliable workers.

Add to that the seasonal nature of landscaping, and the physically demanding nature of the job, and you’re left with an industry struggling to attract and retain labor. The result?

• Skyrocketing landscaping labor cost
• Missed contract opportunities
• Crew burnout and declining service quality

This is no longer a temporary issue. It’s a structural problem that requires a strategic response.

2. Recruiting in a Tough Market

Let’s face it, posting on job boards and waiting for applicants isn’t enough anymore. Landscaping companies need to think outside the traditional hiring box. Here are some creative tactics that are working:

Partner with Local Trade Schools

Reach out to nearby vocational programs and high school career counselors. Many students are looking for hands-on, full-time work after graduation. By introducing landscaping as a viable career path early, you can build a pipeline of young talent.

Use Referral Bonuses

Your best employees often know people who would be a great fit. Offer cash or perks for referrals who stay 60+ days, it’s a cost-effective way to source quality hires.

Tap into Veterans Programs

Veterans bring discipline, work ethic, and a team mindset. Collaborating with local veterans' placement organizations can uncover highly reliable workers.

Leverage the H-2B Visa Program—Strategically

Yes, it’s bureaucratic. But with proper planning, H-2B can be a dependable seasonal labor source. Don't treat it as a panic-button option, set up your processes in advance and build relationships with experienced recruiters.

Write Better Job Posts

Most landscaping job descriptions read like a list of chores. Flip the script, focus on what employees gain from the job: career growth, training, a strong team, pride in visible work. Highlight benefits, culture, and purpose.

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Related Article: 10 Proven Customer Referral Program Ideas for Landscaping Businesses

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3. Retaining the Crew You’ve Got

Retention is often cheaper than recruitment, yet many companies lose good workers due to preventable issues. Here’s how to keep your crew loyal and engaged:

Stay Competitive with Landscaping Labor Rates

Don’t just match minimum wage. Benchmark your landscaping labor rates against competitors in your area. Offering $1–$2/hour more could save you thousands in turnover costs.

Create Clear Career Paths

Show employees how they can grow, from laborer to crew lead, then to supervisor or estimator. When workers see a future with your company, they’re less likely to leave.

Build a Culture That Keeps People Around

It’s not always about money. Weekly check-ins, crew lunches, or even birthday shoutouts can build a sense of belonging. Make your team feel seen and heard.

Offer Year-Round Stability

If possible, transition seasonal workers to full-time through snow removal, holiday lighting, or winter enhancements. Stability builds trust, and loyalty.

Invest in Training and Certifications

Give your team opportunities to improve their skills. Whether it’s pesticide licenses or equipment operation training, workers who feel invested in stick around longer.

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Related Article: How to Obtain Your Landscaping License in California?

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4. Do More with Less: Tech as a Force Multiplier

If hiring is hard, stretching your current team’s capacity becomes crucial. This is where technology can make a real difference.

SiteRecon’s Job Planning Maps: A Crew Optimizer

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With SiteRecon, you can use digital job planning maps to optimize crew routes, assign jobs more efficiently, and ensure every minute on the clock is productive. Benefits include:

• Less time driving, more time working: Reduce windshield time with optimized routing
• Balanced workloads: Assign jobs based on crew capacity, not guesswork
• Fewer mistakes: Crews get visual, easy-to-follow maps with property-specific geotagged notes
• Better customer experience: More consistent service, fewer delays

In a world where you can’t always add more people, this kind of tool helps you accomplish more with the people you already have.

5. Final Thoughts: The Road to Labor Stability

The landscaping labor shortage isn’t going away overnight. But that doesn’t mean you’re stuck.

By rethinking how you recruit, invest in retention, and leverage tools that make every crew member more effective, you can weather the storm and even scale your business.

After all, the companies that thrive in tough labor markets aren’t the ones who wait for the perfect employee to walk in, they’re the ones who build strong teams and smart systems.

FAQs

Why is there a labor shortage in the landscaping industry?

The landscaping labor shortage is driven by multiple factors: an aging workforce, limited interest among younger generations in manual outdoor work, restrictive immigration policies, and seasonal employment challenges. Together, these have created a persistent gap between labor demand and supply.

What are landscaping labor costs in 2025?

Landscaping labor costs vary by region and role, but on average, hourly rates for general laborers range from $16 to $25 per hour, with skilled roles or forepersons commanding higher pay. Rising demand and labor scarcity have pushed these rates upward in most markets.

How can I attract more landscaping employees?

To attract workers, use strategies like partnering with trade schools, offering referral bonuses, tapping into veterans’ organizations, and leveraging the H-2B visa program. Writing job postings that emphasize growth, stability, and culture also improves your chances of attracting the right candidates.

What’s the best way to retain landscaping employees?

Retention hinges on offering competitive landscaping labor rates, creating clear career paths, fostering a strong team culture, and providing year-round stability. Training, recognition, and regular communication also help build loyalty and reduce turnover.

How can technology help me deal with the labor shortage?

Technology like SiteRecon’s digital job planning maps helps you optimize crew routes, assign jobs efficiently, and reduce wasted time—enabling a smaller team to deliver more work with less stress. It’s one of the most effective ways to scale in a tight labor market.