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Prevailing Wage Laws by State
Last updated November 2026. Twenty-nine states and Washington, DC have their own prevailing wage laws that set minimum wages and fringe benefits on state and locally funded public construction. The other 21 states have no state law, but the federal Davis-Bacon Act still applies to federally funded construction projects over $2,000 in every state.
United States
Click a state to zoom in, then use the arrows to browse all 50 states and DC. Click the state again to return to the full map. States appearing dark blue on the map have their own prevailing wage laws that apply to state and local projects. The other states defer to the U.S. federal Davis-Bacon Act which sets prevailing wage standards for federally funded construction projects.
Zoomed in, open the info panel for state details.
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State-specific prevailing wage laws
State defers to federal Davis-Bacon Act
The information on eBacon's interactive prevailing wage map is provided for general informational purposes only. The accuracy or availability of the information is subject to periodic updates. Overtime (OT) and double time (DT) requirements may be subject to other rules which vary by state, or subject to contract funding. Information published here must be verified by relevant government agencies.
Colorado Prevailing Wage Law
State law, limited
State law (limited): state agency projects of $500,000 or more
State law, limited. Applies to contracts of $500,000 or more awarded by state agencies, plus subcontractors (Colorado Quality Apprenticeship Training Act of 2019, SB19-196, effective July 1, 2021). Not covered: federally funded projects, CDOT contracts, and political subdivisions (cities, counties, school districts). DOL separately notes CDOT must follow Davis-Bacon on all its projects.
Details
| Statute | C.R.S. § 24-92-201 et seq. (prevailing wage); § 24-92-115 (apprenticeship); § 24-92-301 et seq. (energy sector public works, SB23-292).Source: CDLE INFO #13. Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | $500,000 contract (prevailing wage); $1,000,000 project (apprenticeship). Energy sector: state-funded at least $500,000 for generation or storage of 1 MW or more, or total cost over $1,000,000 with at least $500,000 from the state, a utility or a co-op.Source: CDLE INFO #13; Office of the State Architect. Last checked October 22, 2026. |
| Administering agency | CDLE Division of Labor Standards and Statistics (enforcement). Department of Personnel and Administration, Office of the State Architect (rates, policies, payroll system). Agency websiteSource: CDLE INFO #13; Office of the State Architect. Last checked October 22, 2026. |
| Where to get wage rates | DPA's Office of the State Architect posts state wage determinations by construction type (building, heavy, highway, residential) and county, taken from U.S. DOL Davis-Bacon determinations on SAM.gov and updated twice a year, in January and July (C.R.S. § 24-92-205). Denver has its own ordinance and schedules.Source: OSA wage determinations page; C.R.S. § 24-92-205, Justia mirror; Denver 2026 highway schedule. Last checked October 22, 2026. |
| Wages vs. fringes | Total package, defined the same way as Davis-Bacon. Legally required benefits (workers' comp, unemployment) don't count. The apprenticeship portion goes to a CBA or trade-association program, or is paid to workers in cash.Source: CDLE INFO #13. Last checked October 22, 2026. |
| Pay frequency | Weekly to all employees working directly on the site.Source: CDLE INFO #13. Last checked October 22, 2026. |
| Overtime and double time | Not set by the prevailing wage law. State COMPS Order #40 (effective Feb 1, 2026): 1.5x the regular rate for hours over 40 a week, 12 a day, or 12 consecutive hours. No double time.Source: CDLE labor rules, proposed and adopted (COMPS Order #40); CDLE 2026 COMPS Order poster. Last checked October 22, 2026. |
| Certified payroll forms | State projects: weekly payroll entered and certified in LCPtracker; monthly payroll reports and benefit administrator contacts to DPA. Energy sector: weekly certified payrolls to the owner plus quarterly craft labor certifications to CDLE (due Apr 30, Jul 31, Oct 31, Jan 31). No state form number found.Source: Office of the State Architect; CDLE INFO #13. Last checked October 22, 2026. |
| Electronic filing portal | LCPtracker (State of Colorado system for state public projects).Source: Office of the State Architect. Last checked October 22, 2026. |
| EEO and workforce reports | No state EEO report found. Sites must keep a daily employee log and post the DPA labor poster.Source: Office of the State Architect. Last checked October 22, 2026. |
| Apprentice ratio rules | Not a ratio. On non-federally funded public works contracts of $1 million or more, contractors for mechanical, sheet metal, fire suppression, sprinkler fitting, electrical and plumbing work must use registered apprenticeship programs that graduated a minimum share of apprentices in at least 3 of the past 5 years: 15% (July 1, 2021 to June 30, 2026), 20% (July 1, 2026 to June 30, 2031), 30% from July 1, 2031 (C.R.S. § 24-92-115).Source: C.R.S. § 24-92-115 (Justia, 2025); Office of the State Architect; CDLE INFO #13. Last checked October 22, 2026. |
| Local laws | Denver: the city's Prevailing Wage Ordinance (D.R.M.C. § 20-76) covers city contracts of $2,000 or more for construction, improvement, repair, maintenance, demolition or janitorial work on city public buildings and works. Enforced by Denver Labor in the Auditor's Office; contractors report payroll through LCPtracker.Source: Denver Auditor's Office / Denver Labor: Prevailing Wage. Last checked October 22, 2026. |
| Recent changes | Apprenticeship graduation-rate requirement stepped up from 15% to 20% on July 1, 2026 (§ 24-92-115). HB25-1130 (2025 ch. 393), signed June 3, 2025, takes effect July 1, 2027; as enacted, it authorizes qualifying project labor agreements on public projects of $1 million or more and adjusts § 24-92-115 apprenticeship wording. It doesn't create county opt-in to the state prevailing wage law. COMPS Order #40 took effect Feb 1, 2026.Source: C.R.S. § 24-92-115 (Justia, 2025); HB25-1130 bill page (Colorado General Assembly); CDLE labor rules, proposed and adopted (COMPS Order #40); HB25-1130 signed act (Colorado General Assembly). Last checked October 22, 2026. |
The information on eBacon's interactive prevailing wage map is provided for general informational purposes only. The accuracy or availability of the information is subject to periodic updates. Overtime (OT) and double time (DT) requirements may be subject to other rules which vary by state, or subject to contract funding. Information published here must be verified by relevant government agencies.
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- Which states have prevailing wage laws?
- Which states don’t have a prevailing wage law?
Which states have prevailing wage laws?
Alaska, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Montana, Nebraska, Nevada, New Jersey, New Mexico, New York, Ohio, Oregon, Pennsylvania, Rhode Island, Tennessee, Texas, Vermont, Virginia, Washington, Wyoming, and Washington, DC. Thresholds, covered projects, and reporting rules vary by state, so open any state on the map for its details.
Which states don’t have a prevailing wage law?
Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Kentucky, Louisiana, Mississippi, New Hampshire, North Carolina, North Dakota, Oklahoma, South Carolina, South Dakota, Utah, West Virginia, and Wisconsin. No state law doesn’t mean no paperwork, though: federal Davis-Bacon rules still apply to federally funded jobs in all of them.
eBacon assigns the right state or federal wage determination to each job, calculates wages and fringe by trade classification, and generates the WH-347 or the state’s certified payroll form in one click. See how eBacon handles prevailing wage payroll →
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