At a Glance
Quick Answer
Maine has an active prevailing wage law (Maine Prevailing Wage Law (Title 26, Chapter 15)). Administered by Maine Bureau of Labor Standards. Certified payroll is required. Federal Davis-Bacon applies to all federal projects.
Maine's prevailing wage law applies to public works construction projects led by a state agency valued over $50,000 and funded with state money. The Bureau of Labor Standards conducts annual wage surveys in September to determine prevailing rates.
Context
Prevailing Wage & Bidding in Maine
Maine maintains a prevailing wage law (Title 26, Chapter 15) administered by the Bureau of Labor Standards, but its reach is narrower than many states. It applies to public works construction led by a state agency that is valued over $50,000 and funded with state money. When bidding such projects in Maine, you must price labor to the published prevailing rates for each trade classification, not your in-house pay scale, and build the correct base-plus-fringe figures into your estimate so the wage line does not surprise you mid-project.
Rate-setting is survey-driven. The Bureau of Labor Standards conducts annual wage surveys each September, and at least 10 workers per trade are required to establish a prevailing rate in a given area. Watch for trades that lack an established state rate in your county — that gap affects how you classify and price labor, and you should confirm the applicable determination before locking your bid. Below the $50,000 threshold, or on locally funded work outside the state-agency framework, the state mandate generally does not apply, giving you market-rate flexibility.
Compliance is documentation-heavy. Contractors must submit payroll records accompanied by a signed Statement of Compliance, and the general contractor is responsible for collecting compliance affidavits from every subcontractor on the job. Plan that administrative burden into your overhead and subcontract terms before you bid. Where a project is federally funded, Davis-Bacon may also apply, and you must follow the more demanding of the two wage standards. Violations expose you to back-wage liability and, for willful conduct, debarment from public contracts — both of which threaten the profitability and continuity of your public-works pipeline.
Details
Coverage Details
State Law Details
- Law
- Maine Prevailing Wage Law (Title 26, Chapter 15)
- Agency
- Maine Bureau of Labor Standards
- Thresholds
- State agency construction projects exceeding $50,000 funded with state money
- 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 Maine. This includes projects funded by federal agencies, FHWA highway projects, HUD housing, and projects receiving federal grants.
Reference
Key Facts
Applies to state agency projects exceeding $50,000 funded with state money
Annual wage surveys conducted in September by the Bureau of Labor Standards
At least 10 workers per trade required to establish a prevailing wage rate
Contractors must submit payroll records with signed Statement of Compliance
General contractor must collect compliance affidavits from all subcontractors
Enforcement
Penalties
Contractors found in violation must pay back wages owed. Willful violations may result in debarment from public contracts.
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 Maine have a prevailing wage law?
Yes. Maine has an active state prevailing wage law: Maine Prevailing Wage Law (Title 26, Chapter 15). Maine's prevailing wage law applies to public works construction projects led by a state agency valued over $50,000 and funded with state money. The Bureau of Labor Standards conducts annual wage surveys in September to determine prevailing rates.
Does Davis-Bacon apply in Maine?
Yes. The federal Davis-Bacon Act applies to all federally funded construction projects over $2,000 in Maine, regardless of state law. Contractors must pay the prevailing wage rate determined by the DOL for the project location.
Is certified payroll required in Maine?
Yes. Maine 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 Maine?
Contractors found in violation must pay back wages owed. Willful violations may result in debarment from public contracts.
What is Maine's prevailing wage threshold for public projects?
Maine's prevailing wage requirements apply to public works construction led by a state agency that is valued over $50,000 and funded with state money. Projects below that figure, or locally funded work outside the state-agency framework, generally fall outside the state mandate unless federal Davis-Bacon coverage is triggered.
How does Maine set its prevailing wage rates?
The Bureau of Labor Standards conducts annual wage surveys each September to determine rates by trade and region. At least 10 workers per trade are needed to establish a prevailing rate in an area, so some classifications may lack a state-set rate in certain counties.
What paperwork must Maine contractors submit on prevailing wage jobs?
Contractors must submit payroll records with a signed Statement of Compliance certifying correct wage payment. The general contractor must also collect compliance affidavits from all subcontractors, making the GC responsible for documenting the entire job's wage compliance, not just its own crews.