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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.
Maine Prevailing Wage Law
State law
State law: state-funded public works of $50,000 or more
State law. Covers public works (including public schools, roads, bridges, sewers, waterworks, airports and other structures) funded in whole or part by state funds, let by a state agency or the Maine Turnpike Authority. Since Jan 1, 2023 it also covers "assisted projects": renewable or energy projects of 2 MW or more that get state certifications or economic assistance.
Details
| Statute | 26 M.R.S. §§ 1301–1317 (Preference to Maine Works and Contractors), especially § 1303 (wage requirement), § 1304 (definitions), § 1306 and § 1308 (rate setting), § 1311 (records), § 1314 (exceptions), § 1317 (safety training).Source: 26 M.R.S. ch. 15. Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | Contract of $50,000 or more for state-funded public works (since PL 2019, c. 473). Contracts under $10,000 aren't "construction" under the chapter. Assisted projects: 2 MW nameplate or more.Source: 26 M.R.S. § 1304. Last checked October 22, 2026. |
| Administering agency | Maine Department of Labor, Bureau of Labor Standards.Source: 26 M.R.S. ch. 15. Last checked October 22, 2026. |
| Where to get wage rates | Bureau of Labor Standards "Fair Minimum Wage Rates," published each year by county and construction type (e.g., Building 2, Heavy, Highway); 2026 rates took effect Jan 10, 2026. The agency must ask for project rates before bidding and attach them to the bid documents. Rates are locked once in a contract. Method: the highest of (A) a July wage survey, (B) July certified payroll data from state agencies, and (C) Davis-Bacon rates, with data due to the Bureau by the 2nd week of October; no classification can drop more than 15% from the prior year (PL 2023, c. 333). § 1306 still says the survey covers the 2nd and 3rd weeks of September; both sections are in current law.Source: 26 M.R.S. ch. 15; 2026 Fair Minimum Wage Rates, Building 2 Statewide (example); 26 M.R.S. § 1306; 26 M.R.S. § 1308. Last checked October 22, 2026. |
| Wages vs. fringes | Separate minimum wage and minimum benefit amounts on each rate sheet. "Benefits" includes health and welfare, pension or IRA, vacation and annuity contributions, per diem in lieu of wages, and any other payment besides wages; if a contribution amount isn't defined, the best estimate counts (definition amended by PL 2025, c. 476).Source: 26 M.R.S. § 1308(1); 2026 Fair Minimum Wage Rates (example). Last checked October 22, 2026. |
| Pay frequency | Not set by the chapter. General rule (26 M.R.S. § 621-A): paydays no more than 16 days apart, each covering wages earned through no more than 8 days before payday; lengthening the interval takes 30 days' written notice.Source: 26 M.R.S. § 621-A (Maine Legislature); DOL state payday requirements. Last checked October 22, 2026. |
| Overtime and double time | Not set by the chapter. State overtime: 1.5x the regular rate over 40 hours a week (26 M.R.S. § 664(3)); construction isn't among the exemptions.Source: 26 M.R.S. § 664 (Maine Legislature); DOL state minimum wage and overtime table (July 1, 2026). Last checked October 22, 2026. |
| Certified payroll forms | Records of every laborer, worker, mechanic and independent contractor (name, occupation, hours, job title, rate and pay) kept at the job site, and a copy filed monthly with the public authority (or the state agency assisting an assisted project). No state form number found. Filed records are public, with rules protecting SSNs and tax IDs. Plus a signed monthly statement that every craft worker has completed OSHA 10-hour training.Source: 26 M.R.S. §§ 1311, 1317. Last checked October 22, 2026. |
| Electronic filing portal | No state portal for state-agency projects; records go to the contracting agency. MaineDOT uses Elation Systems for certified payroll on federal-aid construction.Source: MaineDOT Civil Rights. Last checked October 22, 2026. |
| EEO and workforce reports | None found in the chapter. Maine-resident hiring preference applies (§§ 1301, 1303).Source: 26 M.R.S. §§ 1301, 1303. Last checked October 22, 2026. |
| Apprentice ratio rules | Apprentice rates only for workers in a registered apprenticeship program (U.S. DOL Office of Apprenticeship or a recognized state agency). On assisted projects, contractors must prove apprentice registration within 7 days of a Maine DOL request. No ratio in the chapter.Source: 26 M.R.S. §§ 1314(2), 1306-A. Last checked October 22, 2026. |
| Recent changes | PL 2025, c. 476: revised definition of benefits. PL 2023, c. 333: three data sets, highest wins, 15% cap on decreases. PL 2021, c. 705: assisted energy projects (bids from Jan 1, 2023), $250-per-violation fines, federal-funds exception. PL 2021, c. 465: OSHA 10 requirement and monthly statement.Source: 26 M.R.S. ch. 15 (section histories). 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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