At a Glance
Quick Answer
District of Columbia has an active prevailing wage law (DC Wage-Hour Laws and Davis-Bacon Related Acts). Administered by DC Department of Employment Services (DOES), Office of Wage-Hour Compliance. Certified payroll is required. Federal Davis-Bacon applies to all federal projects.
DC applies federal Davis-Bacon prevailing wage rates to public construction contracts exceeding $2,000. Additionally, DC has its own living wage requirements for service contracts. The DC government requires contractors to comply with both federal and local wage standards.
Context
Prevailing Wage & Bidding in District of Columbia
The District of Columbia layers two wage regimes onto public work, so bidders must price both. Under DC's Wage-Hour Laws and Davis-Bacon Related Acts, administered by the DC Department of Employment Services (DOES), Office of Wage-Hour Compliance, federal Davis-Bacon prevailing wage rates apply to public construction contracts exceeding $2,000. That low threshold means nearly every meaningful public construction contract in the District is covered, so labor pricing should default to the applicable Davis-Bacon determination rather than market rates.
Beyond construction prevailing wages, DC maintains its own living wage requirement that applies to service contracts of $100,000 or more. Contractors bidding bundled or service-heavy scopes must determine which standard governs each portion of the work and may have to comply with both federal Davis-Bacon construction rates and DC's local wage standards on the same award. Map your scope to the correct standard before pricing; assuming a single rate set across mixed work is a common estimating mistake in the District.
Certified payroll submission is required on public works projects, documenting classifications, hours, base rates, and fringes for each worker. Because DC requires compliance with both federal and local wage laws, your payroll and recordkeeping system must satisfy both reviewers. Non-compliance can result in contract termination, debarment from future contracts, back wage payments, and civil penalties administered by the Office of Wage-Hour Compliance. Build dual-standard compliance, accurate worker classification, and payroll administration into your bid so the cost of meeting both regimes is captured up front rather than absorbed after award.
Details
Coverage Details
State Law Details
- Law
- DC Wage-Hour Laws and Davis-Bacon Related Acts
- Agency
- DC Department of Employment Services (DOES), Office of Wage-Hour Compliance
- Thresholds
- All public construction contracts over $2,000 (Davis-Bacon rates)Living wage applies to contracts of $100,000 or more
- Certified Payroll
- Required
Federal Davis-Bacon Coverage
The federal Davis-Bacon Act applies to all federally funded or federally assisted construction contracts over $2,000 in District of Columbia. This includes projects funded by federal agencies, FHWA highway projects, HUD housing, and projects receiving federal grants.
Reference
Key Facts
Federal Davis-Bacon rates apply to DC public construction contracts over $2,000
DC also has its own living wage law for service contracts over $100,000
DOES Office of Wage-Hour Compliance enforces local wage requirements
Contractors must comply with both federal Davis-Bacon and DC wage laws
Certified payroll submission required on public works projects
Enforcement
Penalties
Non-compliance may result in contract termination, debarment from future contracts, back wage payments, and civil penalties administered by the DC Office of Wage-Hour Compliance.
Resources
Related Tools & Templates
Turn wage rules into bid-ready alerts
Use ConstructionBids.ai to track matching public projects, save bid searches, and move wage-sensitive scopes into your estimating workflow.
FAQ
Questions Contractors Ask
Does District of Columbia have a prevailing wage law?
Yes. District of Columbia has an active state prevailing wage law: DC Wage-Hour Laws and Davis-Bacon Related Acts. DC applies federal Davis-Bacon prevailing wage rates to public construction contracts exceeding $2,000. Additionally, DC has its own living wage requirements for service contracts. The DC government requires contractors to comply with both federal and local wage standards.
Does Davis-Bacon apply in District of Columbia?
Yes. The federal Davis-Bacon Act applies to all federally funded construction projects over $2,000 in District of Columbia, regardless of state law. Contractors must pay the prevailing wage rate determined by the DOL for the project location.
Is certified payroll required in District of Columbia?
Yes. District of Columbia requires certified payroll on state prevailing wage projects. Additionally, certified payroll is always required on federal Davis-Bacon projects using form WH-347.
What are the penalties for prevailing wage violations in District of Columbia?
Non-compliance may result in contract termination, debarment from future contracts, back wage payments, and civil penalties administered by the DC Office of Wage-Hour Compliance.
What wage rates apply to DC public construction contracts?
The District applies federal Davis-Bacon prevailing wage rates to public construction contracts exceeding $2,000, administered through the DC Department of Employment Services. Because the threshold is so low, virtually all public construction work in DC is covered, and contractors should price covered trade hours to the applicable Davis-Bacon determination.
How does DC's living wage differ from prevailing wage?
DC's living wage law applies to service contracts of $100,000 or more, separate from Davis-Bacon construction prevailing wages on contracts over $2,000. On mixed construction-and-service awards, both standards can apply, so contractors must map each scope portion to the correct wage standard before pricing labor.
Who enforces wage compliance on DC public projects?
The DOES Office of Wage-Hour Compliance enforces the District's local wage requirements, while federal Davis-Bacon standards apply to covered construction. Certified payroll is required, and non-compliance can lead to contract termination, debarment, back wages, and civil penalties, so contractors must satisfy both federal and local reviewers.