What should a gas fitter job description include? (free template)

Duties and responsibilities.

Write the description before you advertise the job.

Under the Americans with Disabilities Act, essential functions are the fundamental duties of the position, not the marginal ones, and a written description prepared before advertising or interviewing is evidence of what is essential — a function can be essential because the job exists to perform it, because few employees are available to share it, or because it is highly specialised.

If you need the day-to-day definition of the role first, our guide to what a gas fitter does covers the job; this page stays on the employer's side of it.

Split the work the way your trucks actually run.

Natural gas, propane or both — the credentials can differ by state.

In-building fuel gas piping, appliance connection and service, or both.

Residential or commercial.

Service and repair calls, new construction and remodels, or both.

Scheduled maintenance or emergency call-outs.

A fitter who has spent the year setting and connecting appliances reads a posting for running new gas piping as a different job, and vice versa, so the split is the fastest signal your posting gives about fit.

Then list the duties that make the job what it is at your shop: running and supporting gas piping, setting and connecting appliances and equipment, pressure-testing lines and documenting the results, pulling permits and handling inspection paperwork, explaining repair options and pricing to customers, documenting every job in your field software, keeping truck inventory straight.

Fuel-gas work is code work, and naming the code is a competence signal.

NFPA 54 (ANSI Z223.1), the National Fuel Gas Code, sets minimum safety requirements for the design and installation of fuel gas piping systems in homes and other buildings — NFPA lists 2027 as the current edition, and the edition your jurisdiction enforces may be older.

Pressure-test requirements come from the adopted code; the 2024 International Fuel Gas Code, for one, requires a test pressure of not less than 1-1/2 times the proposed maximum working pressure and not less than 3 psig.

Say which code and edition your shop installs to, and your posting tells a fitter you will know a documented test from a guess.

Physical demands, stated plainly.

Before a conditional offer you may state the job's physical requirements — lifting a set weight, climbing ladders, working in tight spaces — and ask whether the applicant can meet them.

Putting them in the description does double duty: it tells candidates what the day costs their body, and it gives you compliant wording to screen on later.

Licence and certification requirements — worded exactly.

Never write a generic "must hold a state gas licence" line: licence and certification names differ by state, and a requirement that fits no state reads to a working fitter as an employer who has not checked their own market.

Our research found no national gas fitter licence: the standalone credentials it confirmed are state-issued, separate from the plumber licence, in Alabama, Alaska, Arkansas, DC, Louisiana, Maine, Maryland, Massachusetts, New Hampshire, New Mexico, North Carolina, Utah, Vermont and Virginia — and Texas regulates LP-gas through the Railroad Commission.

The exact class is the whole line.

Alabama licenses plumbers and gas fitters statewide at apprentice, journeyman and master levels.

Maryland licenses Plumber/Gas Fitters and separate Natural Gas Fitters — so "Journey Plumber/Gas Fitter" and "Journey Natural Gas Fitter" are two different credentials, and only one may match the work.

New Hampshire splits fuel gas fitters into five specialties plus a trainee — hearth system installation and service technician, domestic appliance technician, fuel gas installation technician, fuel gas service technician, and fuel gas piping installer — so name the specialty the job actually is.

Maine's Propane and Natural Gas Technician licence carries named authorities, such as appliance connection and service up to 500,000 BTU or large equipment over 500,000 BTU, so word the scope, not just the title.

The hours behind the licence are fuel-gas hours, and the posting can show you know it.

Louisiana's Natural Gas Fitter licence needs 3,000 hours of gas-fitting work when indentured (4,000 when not) plus an 80-question exam on the 2021 International Fuel Gas Code and a 30-minute practical; Alaska's Plumber Gas certificate of fitness requires 4,000 hours in the trade, at least 2,000 of them in fuel gas piping, earned while holding a trainee certificate.

A vague "years of gas experience" line gives those candidates nothing to answer to; the named credential and class is a line they can check themselves against.

Two edges change the wording on their own.

Propane is its own split: separate LP-gas credentials or regulators were found in Texas, Arkansas, Alabama, Maryland, Massachusetts, Vermont, Maine and Virginia, so a propane job names the propane credential.

And if the fitter works under your HVAC ticket, check the gas credential anyway: in New Hampshire, Utah, Vermont, Maine and Massachusetts, HVAC techs who work on gas-fired equipment need a separate state gas credential — in Utah, work on gas piping, combustion-air vents, exhaust venting or altitude derating of gas appliances requires a Certified Natural Gas Technician even for HVAC workers — and in New York City, gas piping for HVAC equipment is plumbing work under a Licensed Master Plumber, with a DOB Gas Work Qualification for workers doing the gas work.

If the hire may qualify after you hire them, say so: "[State] [licence name and class] (or ability to obtain within [N] days)" is an honest line, and name every certification exactly as the issuing body does.

Verify before you post.

Gas-fitter licensing is state- and city-specific, and it changes; the credentials named above are the ones our research confirmed, not a complete map.

Confirm the current requirements with your state licensing board — or the city or county that issues licences where licensing is local — and treat this page as employer information, not legal advice.

The confirmed credentials, with their hours and exams, are in our guide to how to hire a gas fitter.

Pay and pay-plan disclosure.

Post a real range — the low, the high, and how the plan works.

A number of states now require the range in the posting itself.

As of September 2026, laws confirmed to require a pay range in job postings include California (employers with 15 or more employees), Colorado, Washington State (15 or more), the District of Columbia, Maryland (work performed at least partly in the state), Maine (10 or more, from July 29, 2026), Massachusetts (25 or more employees in the state), Minnesota (30 or more employees in Minnesota), Illinois (15 or more), New Jersey (10 or more employees over 20 calendar weeks), New York (4 or more, for jobs performed at least partly in New York), Vermont (5 or more) and Virginia (from July 1, 2026).

Delaware's law is signed but does not take effect until September 2027.

Connecticut and Rhode Island do not require the range in the posting but require the wage range to an applicant — Connecticut on request or by the time of an offer, Rhode Island on request and before pay is discussed.

Our research did not confirm posting requirements in Hawaii or Nevada, and city ordinances were outside this check, so verify each state — and each city — where the job is located; our guide to pay transparency laws by state keeps the state detail in one place.

Several of these laws reach past the number.

Colorado requires a benefits description and how and when to apply in every posting; Illinois lets a hyperlink to a public page carrying the pay scale and benefits satisfy the rule; Minnesota and Washington require a general description of benefits; Washington, D.C. requires the minimum and maximum projected pay in every listing and disclosure of healthcare benefits before the first interview.

If the job is paid on commission, say so in the posting.

New York's labor department requires it — postings must clearly state if a position is commission-based — and Vermont goes the other way: an ad for a job paid on commission, in whole or in part, need only disclose that fact and may skip the range.

Name the pay plan itself: hourly, flat rate, commission, salary, or a mix.

Whatever the mix, the federal Fair Labor Standards Act follows the pay, not the posting.

A flat-rate fitter is still owed overtime: the regular rate is total job pay divided by hours actually worked, plus an extra half-time for each hour over 40.

Commissions — including on equipment sales or service tickets — count in the regular rate too, and a spiff schedule you announce in advance is a promised, non-discretionary bonus no matter what you call it.

The narrow overtime exemption for commissioned employees of a retail or service establishment applies only when the regular rate exceeds 1.5 times the minimum wage and more than half the pay is commissions — whether a shop like yours qualifies is decided case by case.

Resolve the overtime math before you write the posting, not after a fitter works a flat-rate heating-season week.

One calibration note before you pick the numbers: BLS's OEWS publishes only the combined Plumbers, Pipefitters, and Steamfitters occupation (SOC 47-2152) — example titles include Gas Plumber and Industrial Gas Fitter — so there is no gas-fitter-only federal wage to print.

Anchor the range to your own metro and your own tickets rather than a national "gas fitter salary" headline; our gas fitter salary page carries the federal trade-band figures, nationally and by state, as the benchmark behind the range.

Schedule, on-call, truck and tools.

These four lines filter more fitters than any perk, so state each one instead of letting the new hire discover it.

Schedule: give the working days and hours and the honest seasonal shape of the work — if heating season means six-day weeks of no-heat calls, say that here.

On-call: say whether there is a rotation, how often it lands on one fitter, and how after-hours call-outs are paid, with that pay treatment in the pay section rather than nowhere.

Truck and tools: say whether the truck is company-provided and whether it goes home with the fitter, what the company supplies — fuel card, tablets, the large and specialty tools — and what the fitter is expected to bring, such as hand tools.

If you fund licence renewals, continuing education or certification fees, name it.

Good fitters read postings the way managers wish candidates read resumes: fast, and looking for reasons to stop.

The fastest reasons to stop are all fixable in the copy.

No pay range.

Fitters shop jobs on pay, and a posting that hides the number reads as a number worth hiding.

In the states listed above it is also a legal exposure, not just a conversion problem.

A licence line that fits no state.

A generic "gas licence required" tells a working fitter you have not checked your own market — and our research found no national gas fitter licence to name in the first place.

Name the credential, the class, the specialty if your state has them, and the state or city that issues it — or state plainly that you will help the right candidate obtain it.

Age-coded wording.

Terms like "young", "recent college graduate", "boy" or "girl" violate age-discrimination rules unless a statutory exception applies, and help-wanted ads may not show a preference for, or discourage, applicants based on race, color, religion, sex, national origin, age 40 or older, disability or genetic information.

Describe the work, not the person you imagine doing it.

Questions the posting cannot ask.

Stating the physical demands and asking whether the applicant can meet them is allowed before a conditional offer.

Disability-related questions and medical exams before one are not — keep them out of the posting, the application form and the phone screen.

Referral-only hiring.

Recruiting mainly by word of mouth through a mostly one-group workforce can itself be discriminatory if almost all hires come from that group.

Post the job publicly.

Small-shop assumptions.

Federal EEO laws cover private employers with 15 or more employees and the age law those with 20 or more, but state laws often cover smaller shops, so check yours.

Federal contractors must include the equal-consideration tagline in job ads; many other employers add an equal-opportunity line voluntarily.

Screening rules you have not checked.

Background-check, ban-the-box and paid-sick-leave rules vary by state and city and were not verified state by state in our research — confirm the rules where you hire before you screen.

Eligibility verification, before the first day.

While applications come in, check whether your state mandates E-Verify.

Florida requires private employers with 25 or more employees to use E-Verify for new hires, and North Carolina requires employers with 25 or more employees in the state to do the same.

South Carolina requires every private employer to verify every new employee within three business days, and Arizona, Alabama and Mississippi require every employer to use it too.

The thresholds reported for Georgia, Tennessee and Utah were not verified in our research, so check your state's current rule directly.

Federal contractors covered by the FAR E-Verify clause must enroll within 30 calendar days of contract award.

With the copy fixed, put the posting where fitters actually look: browse current gas fitter jobs to see what candidates see on the board, and our guide to how to write a job ad for HVAC technicians walks the ad copy itself — the same rules hold for a gas fitter posting.

When you are ready to run the full process, the guide to how to hire a gas fitter covers sourcing, screening, pay and the first 90 days.

This page is employer career information, not legal advice. Confirm gas-fitter licence requirements with the issuing authority — the state, or the city and county where licensing is local — pay-posting rules with each state labor department, and employment-law questions with an employment attorney.