At a Glance
Quick Answer
Nevada has an active prevailing wage law (Nevada Prevailing Wage Law (NRS Chapter 338)). Administered by Nevada Office of the Labor Commissioner. Certified payroll is required. Federal Davis-Bacon applies to all federal projects.
Nevada's prevailing wage law applies to public works projects with a total contract value of $100,000 or more. The threshold was lowered from $250,000 to $100,000 in 2019 (AB 136). Prevailing wage surveys are conducted every two years.
Context
Prevailing Wage & Bidding in Nevada
Nevada's prevailing wage law (NRS Chapter 338) is administered by the Office of the Labor Commissioner and applies to public works projects with a total contract value of $100,000 or more. That threshold was lowered from $250,000 in 2019 via AB 136, expanding the universe of covered work, so do not rely on older assumptions when deciding whether a Nevada bid is subject to prevailing wages. On covered projects, price all labor at the published prevailing rates for the trade and locality, including required fringe components, and treat the correct classification of each worker as central to your estimate.
A defining feature of Nevada's program is that prevailing wage surveys are conducted only every two years, so rates can hold steady across a survey cycle. This relative stability helps with multi-phase estimating, but you must still confirm you are using the current determination tied to your contract. Certified payroll is required, and on public works covering construction, alteration, and repair you should align your reporting cadence with the contracting body's requirements from the outset to avoid withheld payments.
The enforcement stakes are significant. Violations expose you to back-wage liability, civil penalties for each violation, and debarment from public contracts for up to three years, which can foreclose a substantial share of Nevada's public market. When a project carries federal funding, Davis-Bacon applies alongside NRS 338 and you pay the higher rate by classification. Before bid day, verify the current biennial Nevada determination, confirm the $100,000 threshold is met, and reconcile any federal wage determination so your labor basis reflects the most stringent applicable rate.
Details
Coverage Details
State Law Details
- Law
- Nevada Prevailing Wage Law (NRS Chapter 338)
- Agency
- Nevada Office of the Labor Commissioner
- Thresholds
- Public works projects with total contract value 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 Nevada. This includes projects funded by federal agencies, FHWA highway projects, HUD housing, and projects receiving federal grants.
Reference
Key Facts
Threshold is $100,000 (lowered from $250,000 in 2019 via AB 136)
Prevailing wage surveys conducted every two years
Debarment of up to 3 years for violations
Covers all public works including construction, alteration, and repair
Office of the Labor Commissioner administers and enforces the program
Enforcement
Penalties
Contractors face payment of back wages, debarment from public contracts for up to 3 years, and civil penalties for each violation.
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 Nevada have a prevailing wage law?
Yes. Nevada has an active state prevailing wage law: Nevada Prevailing Wage Law (NRS Chapter 338). Nevada's prevailing wage law applies to public works projects with a total contract value of $100,000 or more. The threshold was lowered from $250,000 to $100,000 in 2019 (AB 136). Prevailing wage surveys are conducted every two years.
Does Davis-Bacon apply in Nevada?
Yes. The federal Davis-Bacon Act applies to all federally funded construction projects over $2,000 in Nevada, regardless of state law. Contractors must pay the prevailing wage rate determined by the DOL for the project location.
Is certified payroll required in Nevada?
Yes. Nevada 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 Nevada?
Contractors face payment of back wages, debarment from public contracts for up to 3 years, and civil penalties for each violation.
What is the prevailing wage threshold in Nevada?
Nevada's prevailing wage law applies to public works projects with a total contract value of $100,000 or more. The threshold was lowered from $250,000 to $100,000 in 2019 through AB 136, so more projects are now covered. Confirm the current figure before assuming a small job is exempt.
How often does Nevada update prevailing wage rates?
Nevada conducts prevailing wage surveys every two years, so rates remain stable across each biennial cycle. This helps with multi-phase estimating, but you must still confirm you are using the determination tied to your specific contract, since the controlling rates depend on when the project was bid or awarded.
What penalties apply for prevailing wage violations in Nevada?
Violators face back-wage liability, civil penalties assessed for each violation, and debarment from public contracts for up to three years. Because debarment can lock you out of much of Nevada's public market, accurate classification and timely certified payroll through the Office of the Labor Commissioner are essential.