(650) 332-8623Prevailing Wage in Washington State: a Guide to Rules, Requirements, Rates, and More for 2025
Learn about Washington State’s prevailing wage laws, including contractor responsibilities, fringe benefits, compliance requirements, and penalties for noncompliance in public works projects.
Prevailing wages are the minimum hourly wages that must be paid to workers on public works and maintenance contracts funded by local or state governments in Washington State. These wages vary based on the type of work being performed and the location of the project. They are determined by the Washington State Department of Labor and Industries (L&I) and are updated regularly to reflect local wage standards.
This article explains the basics of prevailing wage laws in Washington, including when they apply, how rates are set, and the responsibilities of contractors and subcontractors to ensure compliance.
By the end of this article, you should understand:
- What prevailing wages are and how they are determined
- Which types of projects require prevailing wages
- Key legal requirements for contractors and subcontractors, including documentation and reporting responsibilities
- Special rules for unit-priced contracts, warranty work, and turnkey contracts
What Are Washington State’s Prevailing Wages?
In Washington State, prevailing wages are the minimum hourly rates that must be paid to workers employed on public works and maintenance projects. These rates are specific to the type of work and geographic location and are set by L&I based on collective bargaining agreements or wage surveys if no union agreements are available.
The purpose of prevailing wage laws is to ensure that workers on public projects receive fair pay that reflects the local wage standards. Prevailing wages are typically higher than the state’s minimum wage, as they align with the compensation rates paid to skilled workers in the area.
Understanding Washington State’s Prevailing Wage Laws
Revised Code of Washington Chapter 39.12
Washington State's Prevailing Wages on Public Works Act
Washington’s prevailing wage law is governed by Chapter 39.12 RCW, which mandates that contractors and subcontractors pay prevailing wages for all public works and maintenance contracts. These contracts include projects funded by state or local governments for construction, repair, renovation, or maintenance of public buildings, roads, schools, and other infrastructure.
Key elements of prevailing wage requirements include:
- Public Works: This includes all construction, reconstruction, maintenance, or repair work on public structures. (RCW 39.04.010)
- Building Service Maintenance: This category covers jobs like janitorial work, window washing, and other maintenance services. (RCW 39.12.020 and WAC 296-127-023)
- Off-Site Fabrication: Non-standard items made off-site for public works projects must also comply with prevailing wage laws. (WAC 296-127-010(5)(b))
- Construction Works: Includes repairs, maintenance, and upgrades/reconstructions. (RCW 39.12.030)
- Turnkey leases, purchases, and rentals: (RCW 39.04.260)
L&I updates prevailing wage rates twice a year (on the first business day of February and August), and the new rates take effect 30 days after publication. Contractors must use the prevailing wage rates in effect on the bid due date, regardless of how long the project lasts. If the bid is awarded more than six months after the bid submission deadline, contractors must use the prevailing wage rates in effect on the award date.
Special Considerations for Certain Types of Contracts
Unit-Priced (On-Call) Contracts
Some local government agencies in Washington State use unit-priced (on-call) contracts for smaller, indefinite public works projects such as repairs or renovations. Unlike traditional contracts, unit-priced contracts do not specify a total dollar value or particular project; instead, they set unit prices for work that may be done on an ongoing or as-needed basis.
For unit-priced contracts, prevailing wage rates must be updated annually. The rates that apply are those in effect at the beginning of each contract year. Contractors are also required to submit Intents and Affidavits for prevailing wages annually for all work completed during the previous 12 months.
The use of unit-priced contracts helps streamline bidding and execution for small, recurring projects, but it also requires contractors to remain up to date on prevailing wage rate changes and meet annual reporting requirements.
Warranty Work
Warranty work refers to work that is performed after the completion of the initial contract as part of a guarantee or warranty agreement. Under Washington’s prevailing wage law, warranty work must comply with the same prevailing wage rates as the original contract.
For warranty work, the Intent to Pay Prevailing Wages filed for the original project remains valid. However, the Affidavit of Wages Paid must be updated to reflect the new hours of work and any additional trades or occupations used for the warranty work. This ensures that workers on warranty jobs are also compensated according to prevailing wage standards.
Turnkey Contracts
Turnkey contracts are contracts where a state or municipal agency hires a private party to perform construction, renovation, or improvement work. These contracts are subject to prevailing wage laws if at least 50% of the project is funded through state or municipal resources. The work may include new construction, alterations, repairs, or improvements to public facilities.
RCW 39.04.260 states that any work performed under a turnkey contract must adhere to prevailing wage laws, and the responsibility for ensuring accurate wage determinations rests with the awarding agency. If the awarding agency fails to comply with these requirements, it may be held accountable for unpaid wages to workers.
Federal Prevailing Wage Requirements
In addition to Washington State’s requirements, federal prevailing wage laws under the Davis-Bacon Act apply to public works projects that receive federal funding. Contractors working on these projects must adhere to the higher of either the state or federal prevailing wage rates. These wage determinations are typically outlined in the bid specifications and contracts.
For federal wage determinations by trade and county, contractors can visit SAM.gov.
1945
When Did California's Prevailing Wage Law Take Effect?
The Prevailing Wages on Public Works Act (RCW 39.12) was enacted in 1945 and aims to protect workers from substandard wages on publicly funded construction projects. The law ensures that workers are paid fairly and prevents contractors from underbidding on projects by reducing labor costs through non-compliance with wage laws.
The Washington State Department of Labor & Industries (L&I) enforces the prevailing wage law, ensuring that workers are paid in accordance with local wage standards and protecting contractors from unfair competition. Failure to comply with the law can result in significant penalties, including the responsibility for paying back wages to workers.
L&I
The Department of Labor & Industries (L&I) is Responsible for Enforcing Prevailing Wage in Washington State
In Washington State, the Department of Labor & Industries (L&I) oversees the enforcement of prevailing wage laws for all public works and maintenance contracts.
The prevailing wage rates are determined and enforced by L&I, which bases the rates on collective bargaining agreements, wage surveys, or other methods when necessary. These rates vary by county and type of labor required. The rates are updated twice annually, on the first business day in February and August, with the new rates taking effect 30 days after publication.
None
What's the Minimum Value of Projects Covered by Prevailing Wage Laws in WA?
Washington State requires all contractors and subcontractors working on public works projects to pay prevailing wages, regardless of the dollar amount of the contract. This includes a wide range of public works, maintenance, and building service maintenance contracts, regardless of the project’s value.
This ensures that workers are paid fairly for all work performed on public projects, from major construction projects to routine maintenance jobs.
However, there are some unique contract types (like unit-priced contracts) that have specific requirements regarding the payment of prevailing wages. For these contracts, prevailing wage rates must be updated annually, and wage reporting is done on an ongoing basis, either monthly or annually, depending on the contract type.
Twice a Year
Prevailing Wage Rate Updates
The rates are updated twice per year, and contractors must comply with the rates in effect on the bid due date, even if the project spans beyond six months. If the bid is awarded more than six months after the submission deadline, contractors must follow the prevailing wage rates effective on the award date. For multi-year building service maintenance contracts, the contract must include provisions to update wages annually to reflect the latest prevailing wage rates.
Washington’s Prevailing Wages for Common Roles
$51.33-$63.76 per hourLaborers – Underground Sewer & Water
One of the positions with the lowest prevailing wage, the rates for Laborers – Underground Sewer & Water in Washington varies by county. Counties like Clallam, Grays Harbor, and Island pay the highest rate at $63.76 per hour, while counties like Chelan, Kittitas, and Yakima pay the lowest prevailing wage starting at $51.33 per hour for this position.
Laborers in this field are responsible for a variety of tasks related to the installation and maintenance of underground sewer and water systems, including both general labor and pipe laying duties.
PTO and HolidaysLaborers – Underground Sewer & Water
Workers on public works projects are entitled to overtime and holiday pay as follows:
- Overtime: Hours over 8 per day or 40 per week are paid at 1.5 times the regular hourly rate.
- Saturdays: Hours worked on Saturdays (except weather-related makeup days) are paid at 1.5 times the regular rate.
- Sundays and Holidays: Hours worked on Sundays or holidays are paid at double the regular hourly rate.
Recognized holidays include New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Friday and Saturday after Thanksgiving, and Christmas Day. Holidays falling on Sunday are observed the following Monday; those on Saturday are observed the preceding Friday.
$58.42-$80.50 per hourCarpenters and Related Roles
Prevailing wages for Carpenters and related roles like Form Builders, Acoustical Workers, etc. vary by county in Washington State. Most counties offer a standard rate of $58.42 per hour, while counties like Chelan, Clallam, and Grays Harbor pay up to $80.50 per hour for specialized roles like Bridge, Dock, and Wharf Carpenters.
These workers handle a range of tasks from general carpentry to specialized bridge and dock construction.
PTO, Holidays, Special ShiftsCarpenters and Related Roles
Overtime Pay
- Daily/Weekly Overtime: Any hours over 8 hours/day or 40 hours/week are paid at 1.5 times the regular rate.
- Weekday Overtime: For a 4-day, 10-hour workweek, the first 2 hours over 10 hours are paid at time and a half.
- Saturday Overtime: The first 12 hours worked on Saturday are paid at 1.5 times the regular rate, unless weather delays allow the first 10 hours to be paid at straight time.
- Sunday & Holiday Overtime: Hours over 12 in a day, or worked on Sundays and holidays, are paid at 2 times the regular rate.
Holidays
Paid holidays include New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, the Friday and Saturday after Thanksgiving, and Christmas Day. If a holiday falls on a Sunday, it is observed on the following Monday, and if it falls on a Saturday, the preceding Friday is a workday.
Special Shifts
When work must occur outside regular hours, a Special Shift may be scheduled. These shifts are paid at straight-time rates for 8 or 10 hours of work, depending on the schedule.
$84.47-$117.52 per hourElectricians – Inside
Electricians in Washington who work in building interiors have varying pay rates depending on the county and specific role. The lowest rates are commonly $84.47 per hour across multiple counties.
However, more specialized positions, such as tunnel electricians in counties like Clallam and Jefferson, can earn between $109.35 and $117.52 per hour.
These electricians are responsible for installing and maintaining electrical systems in commercial and industrial buildings, as well as specialized tasks in tunnel construction.
PTO and HolidaysElectricians – Inside
Holidays
Electricians are entitled to paid holidays on New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. If a holiday falls on a Sunday, it will be observed on the following Monday.
Overtime Pay
Overtime is based on the actual hourly wage paid to the worker. On public works projects, the hourly wage must meet or exceed the prevailing wage rate, excluding fringe benefits.
- Daily/Weekly Overtime: Any hours worked beyond 8 hours a day or 40 hours a week are paid at 1.5 times the regular hourly rate.
- Weekday Overtime: The first 2 hours of overtime after 8 hours of work Monday through Friday, and the first 8 hours worked on Saturday, are paid at 1.5 times the regular rate.
- Weekend & Holiday Overtime: All additional hours worked on Sunday or holidays, and any hours worked beyond 8 on weekdays or Saturday, are paid at 2 times the regular hourly rate.
$111.26-$120.87 per hourElevator Constructor – Mechanic and Mechanic In Charge
One of the highest-paying positions under Washington’s Prevailing Wage, Elevator Constructors have a relatively consistent wage range across counties. For most counties, the rates for Mechanics start at $111.26 per hour, while in counties like Clark, Cowlitz, and Klickitat, the rate is slightly higher at $111.71 per hour.
Mechanic In Charge positions follow a similar pattern, with the lowest rate at $120.27 per hour, and a slight increase to $120.87 per hour in the same counties. The Mechanic In Charge earns a fixed $9 per hour more than the Mechanic in all counties.
Benefits, Holidays, PTOElevator Constructor – Mechanic and Mechanic In Charge
Benefits & Holidays
Elevator Constructors are entitled to 8 paid holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Veteran’s Day, Thanksgiving Day, the Friday after Thanksgiving, and Christmas Day. If a holiday falls on a Sunday, it is observed the following Monday, and if it falls on a Saturday, it is observed the preceding Friday. President’s Day is an unpaid holiday.
Overtime Pay
Overtime is based on the worker’s actual hourly wage. On public works projects, the hourly rate must meet or exceed the prevailing wage, excluding fringe benefits.
- Daily/Weekly Overtime: All hours worked over 8 hours per day or 40 hours per week are paid at 1.5 times the regular hourly rate.
- Weekend & Holiday Overtime: Hours worked on Saturdays, Sundays, and holidays, as well as any hours beyond 8 on weekdays, are paid at 2 times the regular hourly rate.
Washington Prevailing Wage Resources
Don’t see the role you’re looking for on our list?
Washington State regularly updates prevailing wage rates for various roles across the state. You can find all current prevailing wage rates, for all roles and locations, on the Department of Labor & Industries (L&I) Prevailing Wage Rates page:
Washington State Department of Labor & Industries – Prevailing Wage Rates Page
For more detailed information on prevailing wages, including which projects require prevailing wages, visit L&I’s Awarding Agencies page or download L&I’s Washington State Prevailing Wage Law publication here:
Download Washington State Prevailing Wage Law Publication
Track, manage, and pay prevailing wages with ease – use Workyard!
See how it works
Typical Fringe Benefits and Calculations in WA
Prevailing wage workers in Washington are typically entitled to health insurance benefits. These benefits are often a significant part of the total fringe benefits package. However, some apprentice or entry-level positions may not receive health coverage immediately, or they may receive it only after completing a certain number of hours worked in the role.
Many workers covered under Washington’s prevailing wage laws are entitled to pension contributions as part of their fringe benefits. Pension benefits are typically one of the largest components of the total benefits package, second only to health insurance in many cases. These contributions are made by the employer to ensure long-term financial security for workers.
Vacation time is a common benefit for workers under prevailing wage laws in Washington. The amount of vacation days workers receive is typically outlined in the wage determination for the role. Similar to paid time off (PTO), vacation days are generally calculated based on the worker’s length of service and may vary depending on the specific contract or job classification.
Holiday pay is often included as part of a prevailing wage worker’s fringe benefits package. Similar to vacation time, holiday pay is usually specified in the wage determination and can apply to various recognized holidays such as New Year’s Day, Memorial Day, and the Fourth of July.
Prevailing wage workers, particularly those in apprenticeships, are entitled to training funds to help offset the costs of apprenticeship programs. These programs are designed to help workers gain the skills and certifications necessary to perform higher-level work in their trade.
Overtime pay is an essential part of the prevailing wage regulations in Washington. Workers are entitled to overtime pay at the prevailing rate (usually time-and-a-half) for any hours worked beyond the standard 40-hour work week. This overtime is a legal requirement and is part of the compensation package for public works projects.
It’s important to note that deductions from a worker’s paycheck, such as for taxes or worker’s compensation, are not considered part of the “usual benefits.” Only employer-provided benefits, like health insurance or pension contributions, count as fringe benefits under prevailing wage laws.
In Washington, the Department of Labor & Industries (L&I) sets the specific rules for these fringe benefits when determining prevailing wage rates. These benefits are often designed to protect workers’ health, ensure retirement savings, and support their ongoing professional development.
Employer Responsibilities in Washington State
-
Employers must pay employees the prevailing wage rates set by the Washington Department of Labor and Industries (L&I) for their specific trades.
-
Keep accurate records of hours, wages, and payroll information for public works projects, as these records may be inspected by government agencies.
-
Submit certified payroll reports at least once per month for all prevailing wage jobs directly to L&I through the online Prevailing Wage Intent and Affidavit (PWIA) system.
-
File a Statement of Intent to Pay Prevailing Wages with L&I immediately after the contract is awarded and before work begins, if possible.
-
Ensure that all subcontractors have filed approved Statements of Intent prior to making any payments on the contract.
-
File an Affidavit of Wages Paid with L&I soon after the work has been completed, which must be approved before releasing retainage.
-
Monitor subcontractors to ensure compliance with prevailing wage laws and accurate payroll recordkeeping.
Penalties for Prevailing Wage Noncompliance
$5,000 or 50% TotalCivil Penalty
A civil penalty of not less than $5,000 or 50% of the total prevailing wage violation (whichever is greater) may be imposed on employers found guilty of underpaying workers.
1% /Mo.Interest on Wages Owed
Employers will also be required to pay interest at a rate of 1% per month on any unpaid wages owed to workers.
Bidding ProhibitionIneligibility for Future Contracts
Employers who fail to pay the prevailing wage may be prohibited from bidding or having their bids considered for any future public works contracts until the civil penalty is fully paid.
Avoid prevailing wage penalties and stay compliant with Workyard
See how it works
Certified Payroll and WA Prevailing Wages
Certified payroll reports are crucial for prevailing wage projects, as they ensure transparency and accountability in wage payments.
Effective January 1, 2020, contractors are required to file certified payroll reports at least once per month for all prevailing wage jobs, regardless of the project amount. These reports must be submitted through the Washington State Department of Labor & Industries’ (L&I) online Prevailing Wage Intent and Affidavit (PWIA) system (RCW 39.12.120). Local government agencies are not responsible for reviewing the reports, although they may view the reports via the L&I Awarding Agency Portal if desired.
For projects that began before January 1, 2020, certified payroll reports are only required for work performed from January 1, 2020, onward. However, no reporting is necessary for work completed prior to that date.
Weekly certified payroll reports must be provided for federal projects, in accordance with federal law. For questions related to federal requirements, contact the U.S. Department of Labor.
Affidavits of Wages Paid
In addition to certified payroll reports, contractors and subcontractors must file an Affidavit of Wages Paid once the project work is completed. These affidavits must be submitted to L&I, approved by the Industrial Statistician, and then submitted to the contracting agency. They are also available for review through the L&I Awarding Agency Portal.
The agency administering the contract cannot release the retainage until the contractor and all subcontractors have submitted approved Affidavits of Wages Paid. This requirement should be clearly outlined in the contract specifications. It is the agency’s responsibility to ensure that these affidavits are approved before releasing the retainage.
Contractors must maintain accurate work and pay records and be prepared to submit certified copies of these records upon request.
To maintain compliance and avoid penalties, it is essential to regularly review and track payroll records, certified payroll reports, and affidavits. Internal audits can help identify and resolve discrepancies early. When in doubt, seeking professional guidance from legal counsel or labor compliance consultants is recommended to ensure full adherence to prevailing wage laws.
Navigating Prevailing Wage Requirements in California
Know Your Rights as a Worker
As a worker on public works projects in Washington, it’s essential to know your rights and what benefits you’re entitled to under prevailing wage laws. These laws are designed to ensure that workers are paid fairly for their labor on state or local government-funded projects.
First, familiarize yourself with the prevailing wage rates that apply to your specific job and location. In Washington, these wages are set by the Department of Labor & Industries (L&I) and may differ based on the type of work you do and where the project is located. The goal is to ensure that workers receive wages that are in line with local standards.
In addition to your base wage, prevailing wage laws in Washington often include a fringe benefits package, which can include health insurance, pension contributions, vacation days, and holiday pay. Keep an eye on any changes in these benefits, as they can vary by job classification or contract.
To protect your rights, keep track of the hours you work on public projects, including any overtime. Use timesheets or work logs as proof of your hours in case there are disputes. If you believe you’re not being paid the correct prevailing wage or that your employer isn’t following the law, report it to L&I or your union. Retaliation protections are in place to safeguard workers who speak out.
If you’re unsure of how to handle a wage dispute or need further assistance, consulting with a labor attorney or legal aid organization can help you understand your options and ensure you’re fairly compensated.
Know What to Do as an Employer
As an employer on a public works project, it’s crucial to fully understand and follow prevailing wage laws to avoid penalties. This includes complying with wage rates, record-keeping requirements, and submitting certified payroll reports to L&I.
To maintain compliance, establish reliable payroll practices that accurately track hours worked, wages paid, and any fringe benefits. Consider implementing a payroll system that can track different benefit types (e.g., health insurance, pension contributions) and ensure that all components of the wage package are accounted for.
Make sure that your supervisors and payroll administrators are well-versed in prevailing wage laws. Regular training is essential to avoid costly mistakes.
In addition, periodically review your payroll records and certified payroll reports to catch any discrepancies early. Conducting internal audits can help identify potential issues before they become major problems.
If you have any doubts or run into challenges, it’s a good idea to consult with legal counsel or labor compliance experts. These professionals can provide guidance specific to your business, helping you avoid penalties and ensure you’re fully compliant with prevailing wage laws.
Common Prevailing Wage Mistakes for Employers in Washington State
- Failure to Notify Contractors: Agencies sometimes neglect to inform contractors that prevailing wage requirements apply to public works or building maintenance/janitorial contracts, leading to confusion and noncompliance.
- Failure to Comply with Responsible Bidder Criteria: Local agencies may overlook the importance of verifying contractor registration, debarment status, and workers’ compensation premium status as required by RCW 39.04.350, which can result in unqualified contractors being hired.
- Incomplete Subcontractor Documentation: Not obtaining Statements of Intent and Affidavits of Wages Paid from all subcontractors is a common oversight, compromising compliance with prevailing wage laws.
- Premature Payments: Making payments to contractors before obtaining required Statements of Intent can lead to payments being made without proper verification of wage compliance.
- Incorrect Wage Rates for Federally Funded Projects: On federally funded projects, agencies may fail to pay the higher of the state or federal prevailing wage rates, risking noncompliance.
- Poor Recordkeeping: Local agencies sometimes fail to properly manage records, ensuring contractors comply with prevailing wage requirements, which can lead to disputes and legal issues.
- Failure to Obtain Certified Payrolls: Agencies may neglect to obtain certified payrolls from contractors when required, which is essential for tracking wage payments and compliance.
Prevailing Wage Solutions for Local Agencies in Washington
To avoid common mistakes and ensure compliance with prevailing wage laws, consider implementing the following solutions:
- Verify Wage Rates: Ensure that the prevailing wage rates listed in the contract documents are accurate and reflect current rates.
- Check the Scope of Work: Verify that the scope of work being performed aligns with the wage class information provided to employees. This helps avoid discrepancies and ensures workers are paid appropriately for the work they are doing.
- Ensure Responsible Bidder Criteria: Always verify that contractors meet all responsible bidder criteria, including registration, debarment status, and workers’ compensation status before awarding contracts.
- Conduct Regular Inspections: Periodically inspect job sites and interview workers to confirm that prevailing wages are being paid and that contractors are complying with wage laws.
- Maintain Comprehensive Records: Keep accurate and up-to-date records for all contractors and subcontractors on a project, including payroll and fringe benefits. This documentation is essential for audits and ensuring compliance.
- Use Technology: Use payroll software and compliance tools to simplify recordkeeping, automate payroll, and create accurate payroll reports.
Looking for other prevailing wage and state-specific labor law guides? Check out these articles:
Final Thoughts
In this article, we’ve explored the essentials of prevailing wage laws in Washington, discussed the most common compliance mistakes made by contractors and local agencies, and provided practical solutions to help ensure that everyone involved stays compliant and avoids costly penalties.
Understanding and adhering to prevailing wage laws isn’t just about following the rules — it’s about promoting fair pay and creating transparency in the workplace. For workers, it guarantees fair wages and benefits, which contribute to a better quality of life. For employers, compliance strengthens credibility, builds trust, and reduces the risk of legal and financial setbacks, helping your business maintain a positive reputation within the community and the industry.
Complying with prevailing wage laws means peace of mind for employers and better experience and satisfaction for employees, contributing to a stronger workplace relationship.
Ready to Simplify Prevailing Wage Compliance?
If you’re looking to streamline payroll, stay on top of wage rates, and avoid the stress of noncompliance, Workyard can help. Our platform makes it easy to track and manage prevailing wage requirements, ensuring your business stays on track and your workers are paid correctly.
Start your journey toward easier prevailing wage compliance today — click here to see how Workyard can help, or start a 14-day free trial now!
Yes, all contractors and subcontractors working on public works projects in Washington, regardless of the contract value, must pay prevailing wages. This includes maintenance and service contracts.
Prevailing wage rates in Washington are updated twice a year: on the first business day in February and August. New rates take effect 30 days after publication.
Penalties for noncompliance include a civil fine of at least $5,000 or 50% of the wage violation, interest on unpaid wages, and potential ineligibility for future public works contracts.
Prevailing wage workers are typically entitled to health insurance, pension contributions, vacation days, holiday pay, apprenticeship training funds, and overtime pay (time-and-a-half for hours worked over 40 per week).
Workers on public works projects are entitled to overtime pay at a rate of time-and-a-half for any hours worked beyond 40 hours per week, as required under Washington’s prevailing wage laws.
