At a Glance
Quick Answer
Washington has an active prevailing wage law (Washington Prevailing Wage Law (RCW 39.12)). Administered by Washington State Department of Labor and Industries (L&I). Certified payroll is required. Federal Davis-Bacon applies to all federal projects.
Washington has no minimum dollar threshold for prevailing wage. All public works and maintenance contracts awarded by local governments, regardless of dollar value, must pay prevailing wages. L&I updates rates twice per year (February and August), effective 30 days after publication.
Context
Prevailing Wage & Bidding in Washington
Washington enforces one of the broadest prevailing wage regimes in the country, with no minimum dollar threshold. Under RCW 39.12, all public works and maintenance contracts awarded by state and local governments must pay prevailing wages regardless of contract value, administered by the Department of Labor and Industries (L&I). For bidding, that means every public job, large or small, carries the full wage obligation, so there is no small-project carve-out to plan around. Pull the applicable L&I rates by trade and county for each bid and price labor to them precisely.
Timing matters in Washington. L&I updates prevailing wage rates twice per year, in February and August, with new rates effective 30 days after publication. Because rates can shift mid-project, factor potential rate changes into longer-duration bids and confirm which schedule applies to your work. Before work begins you must file an Intent to Pay Prevailing Wages (PWIA), and you will also file an Affidavit of Wages Paid at completion, so build the cost of that filing process and ongoing certified payroll into your overhead. Accurate trade classification is essential, since misclassification is a leading source of audit findings and back-wage exposure.
The enforcement teeth are sharp. Contractors who underpay face back-wage liability, civil penalties of up to $5,000 per violation, and debarment from public contracts, and workers may also bring private lawsuits. Given the no-threshold scope, even modest maintenance contracts can generate liability if you treat them as exempt. Confirm the current rate schedule, file your PWIA on time, classify every worker correctly, and keep disciplined certified payroll records to protect your margin and your standing for future Washington public work. Federal Davis-Bacon applies independently on federally funded projects, and you must pay the higher applicable rate.
Details
Coverage Details
State Law Details
- Law
- Washington Prevailing Wage Law (RCW 39.12)
- Agency
- Washington State Department of Labor and Industries (L&I)
- Thresholds
- No minimum dollar threshold — applies to all public works and maintenance contracts
- 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 Washington. This includes projects funded by federal agencies, FHWA highway projects, HUD housing, and projects receiving federal grants.
Reference
Key Facts
No minimum dollar threshold — all public works contracts covered
Rates updated twice per year (February and August)
New rates effective 30 days after publication
Intent to Pay Prevailing Wages (PWIA) form required before work begins
Civil penalties up to $5,000 per violation
Enforcement
Penalties
Contractors face payment of back wages, civil penalties of up to $5,000 per violation, and debarment from public contracts. Workers may also file private lawsuits.
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 Washington have a prevailing wage law?
Yes. Washington has an active state prevailing wage law: Washington Prevailing Wage Law (RCW 39.12). Washington has no minimum dollar threshold for prevailing wage. All public works and maintenance contracts awarded by local governments, regardless of dollar value, must pay prevailing wages. L&I updates rates twice per year (February and August), effective 30 days after publication.
Does Davis-Bacon apply in Washington?
Yes. The federal Davis-Bacon Act applies to all federally funded construction projects over $2,000 in Washington, regardless of state law. Contractors must pay the prevailing wage rate determined by the DOL for the project location.
Is certified payroll required in Washington?
Yes. Washington 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 Washington?
Contractors face payment of back wages, civil penalties of up to $5,000 per violation, and debarment from public contracts. Workers may also file private lawsuits.
Does Washington have a dollar threshold for prevailing wage?
No. Under RCW 39.12, all public works and maintenance contracts must pay prevailing wages regardless of contract value. Even small maintenance jobs are covered, so contractors cannot treat low-value work as exempt. Price every public bid to the applicable L&I rates by trade and county.
How often does Washington update prevailing wage rates?
L&I updates prevailing wage rates twice per year, in February and August, with new rates effective 30 days after publication. Because rates can change mid-project, estimators should factor potential adjustments into longer-duration bids and confirm which schedule applies before committing labor numbers.
What filings does Washington require for prevailing wage work?
Contractors must file an Intent to Pay Prevailing Wages (PWIA) before work begins and an Affidavit of Wages Paid at completion, in addition to maintaining certified payroll. Build the cost of these filings into overhead. Misclassification and missed filings are leading causes of penalties up to $5,000 per violation.