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Texas prevailing wage and certified payroll
Texas has its own prevailing-wage law (Gov't Code Chapter 2258) on top of federal Davis-Bacon.
State law
Gov't Code Chapter 2258
Agency
None — each public body sets and enforces its own rates (survey or adopted Davis-Bacon determination, §2258.022)
Applies to contracts
No minimum: every public-works contract
Certified payroll
Statute requires only a record of each worker's name, occupation and per diem wages, open to the public body's inspection (§2258.024); weekly certified payroll only where the public body's contract requires it (most do). No daily overtime in the statute.
In CertifyWage
WH-347 and Statement of Compliance, which this state accepts; state rules applied to overtime and rates.
Verification
Summary not yet confirmed against the agency for the current year; confirm with the contracting agency.
Federal rules that apply in Texas 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.