What Is Prevailing Wage and How to Get Those Jobs — Hard Mile Health
I went from $22 an hour to $85.82 an hour overnight. Same job title. Same company. Different job site. That's what prevailing wage does — and most tradespeople don't know it exists until they're already on one.
This is what prevailing wage actually is, what triggers it, which states require it, and — most importantly — how to put yourself in position to be the one who gets sent on those jobs.
What Is Prevailing Wage, Actually?
Prevailing wage is the minimum hourly rate — base pay plus fringe benefits — required on government-funded construction projects. Rates are set per craft, per county, and per project type based on what comparable workers already earn in that area.
The idea behind it: taxpayer money shouldn't be used to undercut local construction wages. If an electrician in a given county typically earns $80/hour, a contractor on a federally funded job in that county has to pay at least that rate.
It exists at three levels:
- Federal: The Davis-Bacon Act (1931) covers any federally funded construction contract over $2,000
- State: About 30 states have their own "Little Davis-Bacon Acts" for state-funded public works
- Local: Some cities (Chicago, NYC, San Francisco) layer on additional requirements
Bottom line: If public money is funding the project — federal, state, or local — there's a good chance prevailing wage applies. The rates for your trade and your county are published. They're usually much higher than standard market rates.
What It Actually Looks Like on Your Paycheck
My first prevailing wage job was a week and a half in Illinois on a commercial solar installation. Standard pay was $22/hour. On that job: $85.82/hour base, $128/hour overtime on Saturdays. One week and a half of work came out to nearly a full month's pay at my normal rate.
I almost didn't go. My supervisor texted me and another guy asking if we could travel out of town for two weeks. My first reaction was no. Then he followed up: "That out-of-towner is going to be prevailing wage — you'll be making over $50 an hour and can get OT on Saturday." I turned to my wife and said, "Hey, you okay if I do this?" She said, "Hell yeah, you have to do that."
The job site itself was different too. Illinois OSHA is serious. Hard hats the entire time — no exceptions. The superintendent told us OSHA will park two blocks away and fly a drone over the job site. If they spot anyone out of PPE compliance, they get kicked off, no discussion. The crew was also noticeably experienced and efficient — they knew what needed to happen without being told, either because of experience or because they run the same systems repeatedly.
Bottom line: Prevailing wage isn't just more money — it's a different tier of job. Higher standards, higher pay, higher stakes.
What Actually Triggers a Prevailing Wage Job
The simplest trigger: federal money. Under the Davis-Bacon Act, any construction contract over $2,000 that uses federal funding requires prevailing wage. That covers schools, courthouses, highways, water systems, housing — anything built with taxpayer money at the federal level.
At the state level, it depends on where you are. About 30 states have their own laws with separate thresholds. Some kick in at zero (any public contract, any dollar amount). Others don't apply until contracts hit $25,000, $100,000, or more.
Illinois added an interesting sector-specific trigger in 2023: under HB 3351, all solar projects over 100 kilowatts of aggregate capacity are now subject to prevailing wage — regardless of whether they're publicly funded. The only exceptions are single-family/multi-family residential projects and houses of worship under 100kW. If you're installing commercial solar in Illinois, you're almost certainly on a prevailing wage job. (Source: Amundsen Davis Law, August 2023 — amundsendavislaw.com)
The federal Inflation Reduction Act also layered in new prevailing wage requirements for solar and clean energy projects receiving tax credits — another expansion that's pushed more renewable energy work into prevailing wage territory nationwide.
Bottom line: If you're doing commercial solar, public building work, or anything with a government contract attached, ask your supervisor whether it's prevailing wage. The answer should be on file.
Prevailing Wage by State — Reference Table
About 30 states plus DC have their own prevailing wage laws on top of federal Davis-Bacon. The other ~20 states have no state law — federal Davis-Bacon applies only if the project uses federal funding. Here's the breakdown:
| State | State PW Law? | Key Trigger / Threshold | Source |
|---|---|---|---|
| Alabama | ❌ No | Federal Davis-Bacon only | — |
| Alaska | ✅ Yes | Public construction contracts — no minimum threshold | labor.alaska.gov |
| Arizona | ❌ No | Federal Davis-Bacon only (state law repealed 1984) | — |
| Arkansas | ❌ No | Federal Davis-Bacon only | — |
| California | ✅ Yes | Public works contracts over $1,000 (construction $25,000+); covers state-subsidized private projects too | dir.ca.gov |
| Colorado | ✅ Yes | State-funded public works — "Keep Jobs in Colorado Act" | cdle.colorado.gov |
| Connecticut | ✅ Yes | New construction over $1,000,000; renovation over $100,000 | portal.ct.gov |
| Delaware | ✅ Yes | Public works contracts over $500,000 | labor.delaware.gov |
| Florida | ❌ No | State law preempted local ordinances in 2024 (HB 705); federal Davis-Bacon only | — |
| Georgia | ❌ No | Federal Davis-Bacon only | — |
| Hawaii | ✅ Yes | Public works contracts over $2,000 | labor.hawaii.gov |
| Idaho | ❌ No | Federal Davis-Bacon only (state law repealed 1985) | — |
| Illinois | ✅ Yes | All public works — no threshold. Solar projects over 100 kW also covered since 2023 (HB 3351) | labor.illinois.gov |
| Indiana | ❌ No | Federal Davis-Bacon only | — |
| Iowa | ❌ No | Federal Davis-Bacon only | — |
| Kansas | ❌ No | Federal Davis-Bacon only (state law repealed 1987) | — |
| Kentucky | ✅ Yes | Public works contracts over $250,000 | labor.ky.gov |
| Louisiana | ❌ No | Federal Davis-Bacon only (state law repealed 1988) | — |
| Maine | ✅ Yes | Public works contracts over $50,000 | maine.gov |
| Maryland | ✅ Yes | Public works contracts over $500,000 | dllr.state.md.us |
| Massachusetts | ✅ Yes | Public works contracts — no minimum threshold (M.G.L. Ch. 149) | mass.gov |
| Michigan | ❌ No | State law repealed 2018; federal Davis-Bacon only | — |
| Minnesota | ✅ Yes | Public works contracts over $2,500 | dli.mn.gov |
| Mississippi | ❌ No | Federal Davis-Bacon only | — |
| Missouri | ✅ Yes | Public works contracts over $75,000 | labor.mo.gov |
| Montana | ✅ Yes | Public works contracts over $25,000 | erd.dli.mt.gov |
| Nebraska | ✅ Yes | Public works contracts — no minimum threshold | dol.nebraska.gov |
| Nevada | ✅ Yes | Public works contracts over $100,000 | labor.nv.gov |
| New Hampshire | ❌ No | Federal Davis-Bacon only (state law repealed 1985) | — |
| New Jersey | ✅ Yes | Public works contracts over $2,000 | nj.gov |
| New Mexico | ✅ Yes | Public works contracts over $60,000 | dws.state.nm.us |
| New York | ✅ Yes | All public works — no minimum threshold (Labor Law Article 8) | dol.ny.gov |
| North Carolina | ❌ No | Federal Davis-Bacon only | — |
| North Dakota | ❌ No | Federal Davis-Bacon only | — |
| Ohio | ✅ Yes | Public works contracts over $250,000 (construction); $75,000 (trade work) | com.ohio.gov |
| Oklahoma | ❌ No | Federal Davis-Bacon only | — |
| Oregon | ✅ Yes | Public works contracts — no minimum threshold | oregon.gov |
| Pennsylvania | ✅ Yes | Public works contracts over $25,000 | dli.pa.gov |
| Rhode Island | ✅ Yes | Public works contracts over $1,000 | dlt.ri.gov |
| South Carolina | ❌ No | Federal Davis-Bacon only | — |
| South Dakota | ❌ No | Federal Davis-Bacon only | — |
| Tennessee | ✅ Yes | Applies to state highway construction contracts | tn.gov |
| Texas | ✅ Yes | Public works contracts — no minimum threshold (Chapter 2258) | twc.texas.gov |
| Utah | ❌ No | Federal Davis-Bacon only | — |
| Vermont | ✅ Yes | Public works contracts over $350,000 | labor.vermont.gov |
| Virginia | ✅ Yes | Public works contracts over $500,000 (enacted 2020) | doli.virginia.gov |
| Washington | ✅ Yes | Public works contracts — no minimum threshold | lni.wa.gov |
| West Virginia | ❌ No | Federal Davis-Bacon only (state law repealed 2016) | — |
| Wisconsin | ❌ No | Federal Davis-Bacon only (state law repealed 2017) | — |
| Wyoming | ✅ Yes | Public works contracts over $100,000 | dws.wyo.gov |
| Washington DC | ✅ Yes | Government contracts — no minimum threshold; living wage requirements also apply | does.dc.gov |
Sources: U.S. DOL, state labor department websites, CertifiedPayrollPro.com. Thresholds subject to change — verify with your state's labor department before bidding. Federal Davis-Bacon ($2,000 threshold) applies in all states when federal funding is present.
Bottom line: If you're doing commercial or public work in any of the ✅ states, your employer is almost certainly required to pay prevailing wage. If they're not — or won't tell you — you're entitled to ask and verify.
How Your Company Gets These Jobs (And Why You Can't Control It)
Here's the part most new guys want to know: can I just find prevailing wage jobs myself? Short answer: not really. Not as an employee.
Your employer wins these jobs — through relationships, reputation, and bidding on public contracts. They've built trust with a customer over years, that customer keeps giving them work, and occasionally that work is publicly funded and subject to prevailing wage. You don't get to choose the job. You get to choose how you show up, which determines whether you're the one who gets called.
Bottom line: Prevailing wage jobs are won by contractors, not workers. Your leverage is in being the person your crew lead goes to bat for when the job opens up.
How to Be the One Who Gets the Call
Here's how I ended up on that Illinois job. I'd been working with a crew lead who was new to me that season. She'd seen how I operated. When her commercial supervisor started staffing the Illinois project, she knew I had familiarity with the system we were installing. She put my name on a short list — me and one other guy.
I'm pretty sure I wouldn't have been on that list if I'd been a pain in the ass on the job I ran with her. That's the honest truth.
What actually helps:
- Focus on accuracy first, speed second. When you're new, rushing leads to mistakes that slow down the whole crew — and make the job less profitable. The only reason we're out there is to make a profit. A slower worker who does it right costs less than a fast worker who creates rework.
- Ask questions before you're committed. Even experienced guys ask questions. Today I stopped before installing a section of rail to ask which slot the bolts go in — and sure enough, this section was different from every other one. I caught it before it became a problem. That's not weakness. That's how you stay reliable.
- Get familiar with multiple system types. The more systems you know, the more jobs you're viable for. If you've only ever done one product in one configuration, your value tops out there. Exposure to variety is how you end up on a short list for an out-of-town job.
- Be someone people want to work next to. When everybody needs a five-minute break and you can tell the crew is dogged, sit down with them. Have some water. That doesn't make you lazy — it makes you a teammate. The guy who keeps working when everyone else is resting isn't a hero, he's making people uncomfortable.
- Keep your head down and stay useful. Not every day is exciting. Show up, pay attention, help move the job forward. Crew leads notice the person who's always ready for the next step without being told. That person gets calls.
Bottom line: Be reliable over fast. Don't be a liability to the crew. Build the kind of reputation that gets you texted first when an out-of-town job opens up — those are the jobs where you can make a month's pay in a week and a half.
Frequently Asked Questions
What is prevailing wage?
Prevailing wage is the minimum hourly rate — base pay plus fringe benefits — required on government-funded construction projects. Rates are set by craft and location to match what comparable workers already earn in that area. The goal is to keep public contracts from undercutting local construction wages.
How much more do you make on a prevailing wage job?
It depends on your trade and location, but the difference is dramatic. One solar installer went from $22/hour on a standard job to $85.82/hour on a prevailing wage job in Illinois — with overtime at $128/hour. A week and a half of prevailing wage work equaled nearly a full month's pay at the standard rate.
What triggers a prevailing wage job?
At the federal level, the Davis-Bacon Act requires prevailing wage on any federally funded construction contract over $2,000. At the state level, about 30 states have their own laws with different thresholds — some kick in at any amount, others at $25,000 or more. Illinois expanded prevailing wage to all solar projects over 100 kilowatts capacity in 2023.
How do you get put on a prevailing wage job as a new tradesperson?
You don't pick the jobs — your employer does. But you can position yourself to be chosen. The key factors are: being reliable (not a liability on the crew), having familiarity with the systems being installed, and not being someone people dread working with. Crew leads who advocate for you are your best ticket to out-of-town and premium jobs.
Do all states have prevailing wage laws?
No. About 26 states have no state prevailing wage law at all — in those states, only federal Davis-Bacon applies (and only if the project uses federal money). States without their own laws include Alabama, Arizona, Arkansas, Florida, Georgia, Idaho, Iowa, Kansas, Louisiana, Mississippi, North Carolina, South Carolina, and others.
What is the Davis-Bacon Act?
The Davis-Bacon Act is the 1931 federal law requiring contractors and subcontractors on federally funded construction over $2,000 to pay workers the locally prevailing wage. Over 60 related acts extend it to federal highways, housing, water infrastructure, and other programs. Rates are published at SAM.gov.
Written by Tim
Founder of Hard Mile Health. I've spent years in physically demanding work and learned most of what's on this site the hard way — through injuries, bad advice, and a lot of research. I write about what actually works, backed by real studies and personal experience.