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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
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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.
Nevada Prevailing Wage Law
State law
State law: public works over $100,000
State law (NRS Chapter 338). Covers public works over $100,000, including workers furnished through PEOs or equipment rental companies. Charter schools are covered since 2019; school district and NSHE projects no longer get 90% rates.
Details
| Statute | NRS 338.010 to 338.090 (prevailing wage), 338.01165 (apprentice utilization); NAC 338. Amended by AB 136 (2019) and AB 502 (effective Jan 1, 2026).Source: General Overview of NRS 338. Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | Over $100,000 (lowered from $250,000 by AB 136, effective July 1, 2019). A project can't be split to get under it.Source: AB 136 (2019). Last checked October 22, 2026. |
| Administering agency | Nevada Office of the Labor Commissioner (OLC).Source: General Overview of NRS 338. Last checked October 22, 2026. |
| Where to get wage rates | Regional determinations (Clark, Washoe, Northern Rural, Southern Rural) on labor.nv.gov, issued Oct 1 and good through Sept 30, with amendments posted through the year. Current: 2026-2027 determinations dated Oct 1, 2026, for projects over $100,000 bid or awarded Oct 1, 2026 to Sept 30, 2027 (Washoe and Northern Rural already on Amendment 01). Survey every odd year, due July 15. Rates in effect at bid opening apply for 36 months or until completion; past 36 months, the determination in effect at month 36 applies.Source: Labor Commissioner 2026-2027 prevailing wages page; Clark County Region 2026-2027 determination; General Overview of NRS 338. Last checked October 22, 2026. |
| Wages vs. fringes | Total rate includes all fringes. Bona fide fringes must go at least monthly to an independent third party, and must be annualized (paid equally for all hours in a calendar year). Defined contribution plan credit is exempt from annualization up to 25% of the hourly rate. Fringe Benefit Statement with the first CPR. CBA-covered workers are excluded from these rules.Source: General Overview of NRS 338 (NRS 338.010(2), 338.035). Last checked October 22, 2026. |
| Pay frequency | At least twice a month under Nevada's general wage law (NRS 608); monthly paydays allowed for executive, administrative and professional staff. A different schedule needs mutual agreement. NRS 338 adds no separate pay frequency.Source: Labor Commissioner, Public Works and Prevailing Wage Handbook (July 1, 2026); DOL state payday requirements. Last checked October 22, 2026. |
| Overtime and double time | 1.5x for hours over 8 in a workday or 40 in a week (weekly count includes non-public work). 4x10 schedules allowed by written mutual agreement. Zone pay and shift differentials go into the overtime base. Weekend and holiday premiums (1.5x or 2x) per craft (Advisory Opinion AO-2025-04).Source: General Overview of NRS 338 (NRS 338.020). Last checked October 22, 2026. |
| Certified payroll forms | OLC Certified Payroll Report (fillable form revised 2023 and 2025) with a Statement of Compliance citing NRS 338. Monthly, received by the awarding body by the 15th of the next month. Fields include worker name, craft, gender and ethnicity (if the worker agrees), Nevada driver's license or ID number, hours, wages and hourly fringes. Non-performance CPRs for months with no work (weekly on federally funded projects).Source: General Overview of NRS 338; OLC Certified Payroll Report (fillable example, Mar 13, 2025). Last checked October 22, 2026. |
| Electronic filing portal | Payrolls go to the awarding body. CPRs may be filed electronically on the Labor Commissioner's form or in the contractor's own format with the required content; awarding bodies that use an electronic system must make payrolls available to the Labor Commissioner and the public, and can't add special requirements. No state CPR filing system. The annual apprentice utilization report goes through an OLC portal (Jan 1 to Feb 15).Source: Labor Commissioner, Public Works and Prevailing Wage Handbook (July 1, 2026); General Overview of NRS 338. Last checked October 22, 2026. |
| EEO and workforce reports | Gender and ethnicity fields on each CPR (only if the worker agrees; there's a decline option). Annual apprentice utilization report, which must include public work numbers from 2026 (AB 502). On federal jobs, the federal construction affirmative action rules under EO 11246 are rescinded effective Oct 26, 2026.Source: Labor Commissioner, Public Works and Prevailing Wage Handbook (July 1, 2026); AB 502 (2025) enrolled text; OFCCP final rule rescinding EO 11246 regulations (FR 2026-17114). Last checked October 22, 2026. |
| Apprentice ratio rules | Utilization goals, not ratios: 10% of hours on vertical construction, 3% on horizontal (NRS 338.01165). Under AB 502, requests to registered programs go out no more than 30 days before and no more than 5 days after work starts or resumes, then every 30 days if none is sent. Good-faith evidence required if the goal is missed.Source: General Overview of NRS 338. Last checked October 22, 2026. |
| Recent changes | Oct 1, 2026: 2026-2027 determinations issued. AB 502, effective Jan 1, 2026 (amends NRS 338.01165, 338.013, 338.017, 338.070 and NRS 607): apprentice requests up to 30 days before (and no later than 5 days after) work starts or resumes; tiered disqualification (up to 180 days for a first offense, at least 5 years for a fourth); new Public Works Compliance Division in the Labor Commissioner's office; public bodies must investigate or refer within 90 days of substantial completion or face a $1,000 fee plus $2,000 penalty per violating contractor; public work numbers must be requested 3 business days before advertising and shown on the solicitation. Contractor penalties run $20 to $50 per worker per day depending on license limit.Source: AB 502 (2025) enrolled text, Nevada Legislature; Labor Commissioner 2026-2027 prevailing wages page; General Overview of NRS 338. 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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