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District of Columbia prevailing wage and certified payroll
District of Columbia has its own prevailing-wage law (Davis-Bacon Act applies by its own terms to District contracts (40 U.S.C. §3142(a)); Living Wage Act of 2006, D.C. Code §§2-220.01–2-220.11) on top of federal Davis-Bacon.
State law
Davis-Bacon Act applies by its own terms to District contracts (40 U.S.C. §3142(a)); Living Wage Act of 2006, D.C. Code §§2-220.01–2-220.11
Applies to contracts
Over $2,000 — Davis-Bacon on District public buildings/works; $100,000 or more in District contracts or assistance — Living Wage ($17.95/hr Jan.–Jun. 2026, $18.40 from Jul. 1, 2026)
Certified payroll
Weekly WH-347 to the contracting agency (federal Davis-Bacon rules, 29 CFR 5.5); Davis-Bacon DC-area determinations from SAM.gov.
In CertifyWage
WH-347 and Statement of Compliance, which this state accepts; state rules applied to overtime and rates.
Federal rules that apply in District of Columbia too
Davis-Bacon
Federal and federally assisted construction contracts over $2,000 carry a wage determination from SAM.gov. Every laborer and mechanic is paid at least the listed base rate plus fringe for the classification of work actually performed.
Weekly certified payroll
The contractor and every subcontractor submit a certified payroll each week work is performed, with a signed Statement of Compliance. The U.S. Department of Labor’s optional form is the WH-347 (Rev. January 2025).
Overtime
On covered contracts over $100,000, the Contract Work Hours and Safety Standards Act requires time and a half of the basic rate for hours over 40 in a workweek. Fringe benefits are not multiplied.
Records
Payroll records are kept for at least three years after the work is completed and made available to the contracting agency and the Department of Labor on request.
The contracting agency’s instructions control when they differ from this summary. Get started or see every state.