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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.
Illinois Prevailing Wage Law
State law
State law: all public works, no dollar threshold
State law (Prevailing Wage Act). Covers all fixed works built or demolished by a public body or paid for wholly or partly with public funds, plus a long list of specific project types (state-financed bonds and loans, certain utility right-of-way work, fiber projects over 15 miles, renewable and EV charging projects, light-pole fixtures, power washing and more). Maintenance and equipment repair work is included. Public bodies can't opt out.
Details
| Statute | 820 ILCS 130 (Prevailing Wage Act). Recent amendments: P.A. 104-23 (eff. June 30, 2025), P.A. 104-160 (eff. Aug 14, 2025), P.A. 104-17 (eff. July 1, 2026). Related: Illinois Works Jobs Program Act, 30 ILCS 559.Source: 820 ILCS 130 (Justia mirror); 30 ILCS 559/20-20 (ilga.gov). Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | None. Any public works project is covered.Source: 820 ILCS 130 (Justia mirror). Last checked October 22, 2026. |
| Administering agency | Illinois Department of Labor (IDOL). Agency websiteSource: 820 ILCS 130 (Justia mirror). Last checked October 22, 2026. |
| Where to get wage rates | IDOL's county schedules, set each June from a statewide survey and published by July 15, including increases written into the underlying union contracts. The 2026 schedules were published July 15, 2026 (objections were due Aug 14, 2026), and IDOL posts revised county schedules during the year. Rates follow collective bargaining agreements where those employers employ at least 30% of the trade in the county. When IDOL revises a rate, the revised rate applies to existing contracts; contracts must say revised rates are posted on IDOL's site.Source: 820 ILCS 130 (Justia mirror, 2025 edition); IDOL release: 2026 prevailing wage rates published (July 15, 2026); IDOL Current Prevailing Rates. Last checked October 22, 2026. |
| Wages vs. fringes | Total package: hourly cash wage plus annualized fringe benefits (training and apprenticeship, health and welfare, insurance, vacation, pension). P.A. 104-17's version of Section 2 (effective July 1, 2026) calls for "full journeyman annualized fringe benefits" for each benefit type and refers to training programs registered with the U.S. DOL Office of Apprenticeship (the older text says "annualized fringe benefits" and the Bureau of Apprenticeship and Training). A 2026 bill to restore the old wording (HB 4751) did not advance. IDOL: the fringe package for an apprentice may not be lower than a journeyworker's.Source: 820 ILCS 130 (Justia mirror, 2025 edition); IL HB 4751 (LegiScan); IDOL 2025 Prevailing Wage Act advisory (HB 2488 / P.A. 104-17). Last checked October 22, 2026. |
| Pay frequency | Not set by the Prevailing Wage Act. General rule (820 ILCS 115/3 and /4): at least semi-monthly, paid within 13 days after the pay period ends. Executive, administrative and professional employees may be paid monthly (within 21 days).Source: 820 ILCS 115 (Justia mirror); DOL state payday requirements. Last checked October 22, 2026. |
| Overtime and double time | Contractors must pay at least the prevailing rate for legal holiday and overtime work as set in IDOL's schedule. General state rule: 1.5x after 40 hours a week (employers with 4 or more employees); no daily overtime.Source: 820 ILCS 130 (Justia mirror, 2025 edition); DOL state minimum wage and overtime table. Last checked October 22, 2026. |
| Certified payroll forms | Monthly Certified Transcript of Payroll, due by the 15th for the prior month, only for months with work. Records must include name, address, phone, last 4 of SSN, gender, race, ethnicity, veteran status, classification, skill level, gross and net wages, daily hours, start and end times (may be left off the filing), hourly, overtime and fringe rates, and each fringe fund's name, address, sponsor and administrator. Gender, race, ethnicity and veteran status have been required since P.A. 100-1177 (eff. June 1, 2019). Contractors paying into jointly run union funds report a shorter set. Keep records 5 years. Late filing: up to $1,000 first offense, $2,000 repeat, per month.Source: 820 ILCS 130 (Justia mirror, 2025 edition); P.A. 100-1177 (ilga.gov); EIU summary of P.A. 100-1177 (Prevailing Wage chapter); IDOL Certified Transcript of Payroll FAQ. Last checked October 22, 2026. |
| Electronic filing portal | IDOL Certified Transcript of Payroll portal (the Section 5.1 database). Payrolls go only to the portal, except for state agencies that opt to collect them directly. IDOL publishes non-private payroll data online by the 16th of the following month, searchable by contractor, project, county and public body.Source: 820 ILCS 130/5 and /5.1 (Justia mirror). Last checked October 22, 2026. |
| EEO and workforce reports | IDOL reports quarterly to the Governor and General Assembly on every public works project, including worker demographics (gender, race, ethnicity) by trade and journeyworker or apprentice status, using certified payroll data. That's why the race, gender and ethnicity fields are required.Source: 820 ILCS 130/3.1 and /3.2 (Justia mirror). Last checked October 22, 2026. |
| Apprentice ratio rules | No ratio in the Prevailing Wage Act. Illinois Works Apprenticeship Initiative: on public works estimated at $500,000 or more, the goal is apprentices performing the lesser of 10% of actual or 10% of estimated labor hours in each classification. 2026 bills (e.g., HB 4939) would change it; not law.Source: 30 ILCS 559/20-20 (ilga.gov); HB 4939 (104th GA). Last checked October 22, 2026. |
| Recent changes | P.A. 104-23 (June 30, 2025): Section 5 record and penalty updates; adds sewer CCTV inspection; penalty money to the Employee Classification Fund. P.A. 104-160 (Aug 14, 2025): public works includes federal construction projects administered or controlled by a public body when the state rate is at least the federal rate. P.A. 104-17 (HB 2488; effective July 1, 2026, per P.A. 104-434): an apprentice's fringe benefit package can't be lower than a journeyworker's (IDOL says this codifies its longstanding enforcement); also adds battery storage and HVDC converter stations for High Impact Businesses. Not law: HB 4939 (2026) would change Illinois Works apprenticeship scope and allow waivers; re-referred to House Rules Mar 27, 2026.Source: 820 ILCS 130 (Justia mirror, 2025 edition); Illinois General Assembly: HB 4939 status; IDOL 2025 Prevailing Wage Act advisory (HB 2488 / P.A. 104-17). 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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