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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.
Hawaii Prevailing Wage Law
State law
State law: public works construction over $2,000
State law. Applies to every public works construction project over $2,000, regardless of how it's procured or financed (purchase order, voucher, bid, contract, lease, warranty).
Details
| Statute | Hawaii Revised Statutes Chapter 104 (Wages and Hours of Employees on Public Works Law), §§ 104-1 to 104-25. Rules: HAR Title 12, Chapter 22.Source: DLIR Requirements of Chapter 104 (rev. 05/24). Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | Over $2,000. Exceptions in HRS § 104-2(a): experimental and demonstration housing developed under HRS § 46-15, and chapter 201H housing costing less than $500,000 when the eligible bidder or developer is a private nonprofit corporation.Source: DLIR Requirements of Chapter 104 (rev. 05/24); HRS § 104-2 (2025 Hawaii Revised Statutes, Justia); HB 741 (2025) quoting current HRS § 104-2(a). Last checked October 22, 2026. |
| Administering agency | Hawaii Department of Labor and Industrial Relations (DLIR), Wage Standards Division. Oahu (808) 586-8777; Hawaii Island (808) 974-6464; Maui and Kauai (808) 243-5322.Source: DLIR Requirements of Chapter 104 (rev. 05/24). Last checked October 22, 2026. |
| Where to get wage rates | DLIR Wage Rate Schedule bulletins, issued about every February and September and showing future increases. Current: Bulletin 511, Sept 14, 2026 (next expected around Feb 15, 2027). Each classification shows its own effective dates. When DLIR raises a rate, contractors must raise wages during the contract.Source: Wage Rate Schedule Bulletin 511 (Sept 14, 2026); DLIR Chapter 104 overview (March 2026); DLIR Requirements of Chapter 104 (rev. 05/24). Last checked October 22, 2026. |
| Wages vs. fringes | Total package: basic hourly rate plus fringe benefits. Payroll records must itemize fringe benefits paid.Source: DLIR Requirements of Chapter 104 (rev. 05/24). Last checked October 22, 2026. |
| Pay frequency | At least once a week, without deduction or rebate except legal deductions, within five working days after the cutoff date. (Hawaii's general law only requires semi-monthly pay; Chapter 104 is stricter.)Source: DLIR Requirements of Chapter 104 (rev. 05/24); DLIR ARRA presentation (general rule note). Last checked October 22, 2026. |
| Overtime and double time | 1.5x the basic hourly rate plus fringe cost for all hours on a Saturday, Sunday or state holiday, or over 8 hours on any other day. Where the prevailing wage comes from a collective bargaining agreement, the CBA's overtime rates apply; some classifications pay 2x on Sundays.Source: DLIR Requirements of Chapter 104 (rev. 05/24); DLIR Chapter 104 overview (2023). Last checked October 22, 2026. |
| Certified payroll forms | Certified copies of all payrolls submitted weekly to the contracting agency; the prime submits subcontractors' payrolls too. No mandatory state form; DAGS offers an electronic form (DAGS-ECP) with a statement of compliance. Records: name and home address, last four of SSN, classification, rate (basic + fringe), daily and weekly hours, straight and overtime earnings, deductions, itemized fringes, and a copy of each apprentice's DLIR registration. Keep 3 years.Source: DLIR Requirements of Chapter 104 (rev. 05/24); DLIR Chapter 104 overview (2023, DAGS-ECP). Last checked October 22, 2026. |
| Electronic filing portal | No statewide DLIR portal. Certified payrolls go weekly to the contracting agency in any certified format; DAGS offers an electronic form (DAGS-ECP).Source: DLIR Chapter 104 overview (March 2026); DLIR Requirements of Chapter 104 (rev. 05/24). Last checked October 22, 2026. |
| EEO and workforce reports | No EEO report under Chapter 104. On federal jobs, the federal construction affirmative action rules under EO 11246 are rescinded effective Oct 26, 2026.Source: DLIR Chapter 104 overview (March 2026); OFCCP final rule rescinding EO 11246 regulations (FR 2026-17114). Last checked October 22, 2026. |
| Apprentice ratio rules | Apprentice rates only for apprentices individually registered with DLIR's Workforce Development Division, in programs registered with or recognized by DLIR. The ratio can't exceed what the registered standards allow; an apprentice paid journeyworker rates doesn't count as a journeyworker. Per DLIR, there are no "trainees" on Chapter 104 jobs.Source: DLIR Requirements of Chapter 104 (rev. 05/24); DLIR ARRA presentation. Last checked October 22, 2026. |
| Recent changes | Wage Rate Schedule Bulletin 511 issued Sept 14, 2026 (Bulletin 510 was Feb 16, 2026). DLIR updated its Chapter 104 overview in March 2026. Act 51 (2023) made the person and the firm jointly and severally liable for penalties (HRS § 104-24). Penalties escalate to a 3-year suspension on a third violation.Source: Wage Rate Schedule Bulletin 511 (Sept 14, 2026); Wage Rate Schedule Bulletin 510; DLIR Chapter 104 overview (March 2026). 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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