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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.
Pennsylvania Prevailing Wage Law
State law
State law: public works over $25,000
State law. Covers construction, reconstruction, demolition, alteration and repair (not maintenance) done under contract and paid in whole or part with public funds; any amount of public money can trigger it, and total project cost controls. Excluded: federally covered projects over $2,000, maintenance, some grants and tax abatements, off-site work, material supply. From Dec 21, 2026 (Act 101 of 2026), off-site custom fabrication for a project is covered, and residential property rehabilitation and certain school safety and security improvements are excluded.
Details
| Statute | Pennsylvania Prevailing Wage Act, Act of 1961, P.L. 987, No. 442 (43 P.S. §§ 165-1 to 165-17), amended by Act 101 of 2026 (SB 908, effective Dec 21, 2026); regulations at 34 Pa. Code Chapter 9.Source: PA L&I prevailing wage projects page; PA General Assembly: SB 908 history (Act 101 of 2026); SB 908, PN 1804 (final text). Last checked October 22, 2026. |
|---|---|
| Dollar thresholds | Over $25,000 total project cost; projects can't be split. Locally funded highway and bridge projects contracted after Jan 1, 2014: over $100,000.Source: PA L&I presentation; PA L&I prevailing wage projects page. Last checked October 22, 2026. |
| Administering agency | PA Department of Labor & Industry, Bureau of Labor Law Compliance. 1-800-932-0665; ra-li-slmr-llc@pa.gov. Agency websiteSource: PA L&I prevailing wage projects page. Last checked October 22, 2026. |
| Where to get wage rates | Project determinations by county and classification from the Bureau (dliweb.pa.gov/prevwage), set for the anticipated term of the contract (34 Pa. Code § 9.105). The public body requests them and puts them in the bid specs. New request needed if the contract isn't awarded within 120 days. Challenges within 10 days of publication.Source: PA L&I prevailing wage training deck (Broadband office); 34 Pa. Code § 9.105 (Justia). Last checked October 22, 2026. |
| Wages vs. fringes | Total rate paid in cash, bona fide fringe credit, or both. Recognized fringes include health insurance, vacation, certain travel, retirement and other Bureau-certified programs. Employers not paying into benefit plans must pay the cash equivalent (34 Pa. Code § 9.106). The regulations (34 Pa. Code §§ 9.101 to 9.112) set no annualization method.Source: PA L&I prevailing wage training deck (Broadband office); PA L&I Prevailing Wage Projects page; 34 Pa. Code § 9.106 (Justia); 34 Pa. Code ch. 9, subch. E (Justia). Last checked October 22, 2026. |
| Pay frequency | Not set by the Prevailing Wage Act. General rule (Wage Payment and Collection Law, 43 P.S. § 260.3): wages paid on regular paydays set in advance, within the time customary in the trade or 15 days after the pay period ends. No minimum pay frequency.Source: 43 P.S. § 260.3 (FindLaw); DOL state payday requirements. Last checked October 22, 2026. |
| Overtime and double time | 1.5x the hourly prevailing rate for hours over 40 in a workweek. No daily overtime; Pennsylvania's general overtime rule is also weekly after 40.Source: PA L&I prevailing wage training deck (Broadband office); DOL state minimum wage and overtime table. Last checked October 22, 2026. |
| Certified payroll forms | Form LLC-25, weekly, to the public body, including working owners. Keep 2 years; payrolls filed with a public body are public records. Public body files the awarding agency form (LLC-68) within 5 days of award.Source: PA L&I presentation. Last checked October 22, 2026. |
| Electronic filing portal | No statewide L&I portal; weekly certified payrolls go to the public body. PennDOT contracts: submit through the PennDOT Project Collaboration Center (PPCC), per Publication 2 (Project Office Manual).Source: PennDOT Publication 2, Project Office Manual. Last checked October 22, 2026. |
| EEO and workforce reports | Nothing in the prevailing wage sources. Federal EO 11246 changes apply to federal jobs.Source: Federal Register 2026-17114. Last checked October 22, 2026. |
| Apprentice ratio rules | Apprentices registered with the Pennsylvania Apprenticeship and Training Council, paid their program's percentage; the program's ratio must be kept on the project.Source: PA L&I presentation. Last checked October 22, 2026. |
| Local laws | Philadelphia: Phila. Code § 17-107 requires prevailing wage on City building or construction contracts over $2,000 (and City-related agency construction over $25,000), with weekly certified payrolls on WH-347 to the Office of Labor Standards; it also covers building service workers on some City contracts, leases and subsidized properties. Pittsburgh's prevailing wage ordinance covers service workers (building service, food service, grocery, hotel) on City contracts or subsidies over $100,000, not construction.Source: Philadelphia Code § 17-107; Philadelphia: City prevailing wage rates; Pittsburgh Office of Equal Protection: Prevailing Wage Ordinance. Last checked October 22, 2026. |
| Recent changes | Oct 22, 2026: Gov. Shapiro signed SB 908 as Act 101 of 2026; it takes effect in 60 days (Dec 21, 2026). It extends the Act to off-site custom fabrication of nonstandard goods made for a specific project (plumbing, HVAC, sheet metal, electrical, welding, insulation, ornamental iron, rebar assembly, signs, prefabricated modules; structural steel and precast concrete excluded), paid at the project rate for the trade, with the same reporting and penalties as other contractors. It bars paying one worker multiple rates on the same project and removes residential property rehabilitation (fewer than 8 units) and certain school safety and security improvements from "public work." Pending: SB 855 (contractor registration, fees, penalties), in Senate Labor and Industry since June 18, 2025. Existing penalties for intentional violations: 3-year debarment, back wages, AG referral for liquidated damages, possible criminal charges.Source: PA L&I prevailing wage projects page; PA General Assembly: SB 908 history (Act 101 of 2026); SB 908, PN 1804 (final text); PA General Assembly: SB 855 (2025–26). 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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