Payroll

Colorado prevailing wage and certified payroll rules

Colorado requires prevailing wages on state agency public projects of $500,000 or more under C.R.S. 24-92-201 and following, with weekly certified payroll in LCPtracker and apprenticeship rules for certain trades on projects of $1 million or more.

An office manager and contractor review invoices with a calculator and laptop in a construction office.
Review invoices, committed costs, and cash timing together before making project decisions. AI-generated illustration.

Colorado has a state prevailing wage law, but it is narrower than many people assume. Since July 1, 2021, contractors awarded a contract of $500,000 or more for a public project by a state government agency, and their subcontractors, must pay wages and benefits at or above the prevailing rate. It does not cover cities, counties, school districts, or special districts, and it does not cover Colorado Department of Transportation contracts or projects that receive federal funds. The Office of the State Architect runs the program, and every contractor enters weekly certified payroll in LCPtracker.

Colorado prevailing wage at a glance
RuleColorado
LawC.R.S. 24-92-201 and following, added by the Colorado Quality Apprenticeship Training Act of 2019 (SB 19-196)
Covered workPublic projects contracted by state government agencies
ThresholdContracts of $500,000 or more
Not coveredPolitical subdivisions (cities, counties, school and special districts), CDOT contracts, federally funded projects
Who sets ratesDepartment of Personnel and Administration (Office of the State Architect), updated each January and July
Certified payrollWeekly entry and certification in LCPtracker by every prime and sub
ApprenticeshipProjects of $1 million or more: registered apprenticeship subs for six trades
Pay frequencyAt least weekly for employees working directly on site
FinesUp to $25,000 per willful violation; double damages in private suits

Which Colorado projects are covered

A public project under C.R.S. 24-92-201(5) is any construction, alteration, repair, demolition, or improvement of land, buildings, structures, facilities, roads, highways, bridges, or other public improvements, plus operation and maintenance programs for them. It also covers work by a private party when one or more agencies will rent, lease, or purchase at least 50 percent of the project. The Division of Labor Standards and Statistics points out this is broader than federal Davis-Bacon coverage, and the law reaches all employees on the project, not just laborers and mechanics.

The big limit is who the owner is. A $2.5 million residence hall renovation at a state university is covered. A $2.5 million library for a city is not, under this state law, because cities are political subdivisions and not state agencies.

Rates and where to look them up

The Department of Personnel and Administration performs the prevailing wage calculation and publishes state wage determinations on the Office of the State Architect website, sorted by construction type and county. OSA says they are updated from SAM.gov twice a year, in January and July. The 2026 building determinations, for example, are numbered CO2026 by county (Denver County is CO20260020). The bid solicitation must include the prevailing wage and benefit values for each job category, and the contract must require every sub to pay them.

Wages include the basic hourly rate plus benefits such as health care, pensions, vacation and holiday pay, and apprenticeship costs, but not benefits an employer must provide by law, like workers' compensation or unemployment insurance. The apprenticeship portion is handled differently: if you are not in a program through a collective bargaining agreement or a multi-employer trade association, you pay the published apprenticeship contribution to workers in cash. OSA posts those contribution rates next to the wage determinations. See fringe benefits for how plan payments are credited.

Certified payroll in LCPtracker

Every contractor and subcontractor on a state public project enters payroll data in LCPtracker each week and certifies it as compliant. The prime reviews and approves its subs' entries, and the agency or institution project manager accepts or rejects the payrolls for the month. Contractors also submit a Contractor Fringe Benefit Statement for each project, upload an Employee's Consent for Wage Deductions form for each worker, and express benefits as dollar amounts.

  • Daily log: on projects of $500,000 or more, keep an on-site log of each employee's name, primary job title, and employer, completed daily and open to inspection at all times. OSA provides a Daily Log Sheet form.
  • Posting: display the state labor poster and the applicable prevailing wages where workers can easily see them.
  • Setup forms: OSA lists a Contractor Setup Information Form and an Owner Operator Affidavit among its project forms.
  • No retaliation: contractors may not retaliate against employees who assert their right to weekly pay at the prevailing rate.

Apprenticeship requirement on $1 million projects

On state public projects of $1 million or more without federal funds, general contractors may only use subcontractors that participate in a state or federally registered apprenticeship program for mechanical, sheet metal, fire suppression, sprinkler fitting, electrical, and plumbing work. The GC submits the Apprenticeship Utilization Certification (OSA form SBP-2.1, revised June 2026) before the contract is signed. Qualifying programs must show a graduation track record, and that bar rose on July 1, 2026, from a 15 percent completion rate to 20 percent for at least three of the past five years. It rises to 30 percent on July 1, 2031.

An agency can waive the requirement only if no eligible subs responded to a request for bids, and waivers must be posted. For more on how this works on a crew, see apprentice rules on prevailing wage projects.

Complaints, penalties, and debarment

Workers first complain to the contracting agency. The agency reviews payroll within 48 hours and notifies the contractor, who has 15 days to fix the underpayment or show it was paid correctly. Willful or uncorrected violations go to the Division of Labor Standards and Statistics, which can order back pay and fines of up to $25,000 per willful violation. Employees can also sue, and a court that finds underpayment must award double the amount plus interest. Agencies must stop contract payments if weekly prevailing wages are not paid, and DPA may debar a contractor with three or more willful violations in five years for up to three years.

How Colorado differs from Davis-Bacon

Colorado borrows its definition of prevailing wage from the federal Davis-Bacon Act and builds its rates from federal determinations, but the coverage is different: $500,000 instead of $2,000, state agencies only, all employees on the project, and weekly payroll in LCPtracker instead of WH-347 reports to a federal agency. Federally funded jobs follow federal rules instead, and the U.S. Department of Labor notes that CDOT pays Davis-Bacon wages on its projects. Before bidding, also check Colorado contractor license rules, your Colorado mechanics lien and bond rights, and Colorado prompt payment terms.

Smart Business Automator keeps hours by classification and county and prepares the weekly certified payroll data you enter or upload for each state job. See certified payroll automation.

Frequently asked questions

What is the Colorado prevailing wage threshold?

Contracts of $500,000 or more for public projects awarded by state government agencies. Apprenticeship requirements for six trades start at $1 million.

Does Colorado prevailing wage apply to city or county projects?

Not under the state law. CDLE says contracts for political subdivisions such as cities, counties, school districts, and special districts are not covered because they are not state agencies. Federal Davis-Bacon can still apply if federal money is involved.

Where do I find Colorado prevailing wage rates?

On the Office of the State Architect's Wage Determinations page, organized by construction type and county and updated in January and July. The bid solicitation must also list the applicable wage and benefit rates.

How do I submit certified payroll in Colorado?

Every prime and subcontractor enters and certifies payroll weekly in LCPtracker. The prime approves subcontractor data, and the agency project manager reviews the payrolls each month.

What are the penalties for underpaying prevailing wages in Colorado?

The Division of Labor Standards and Statistics can require back pay and fines of up to $25,000 per willful violation. Courts award double the underpayment plus interest in employee lawsuits, and repeat willful violators can be debarred for up to three years.

Sources

  1. Colorado Office of the State Architect: Prevailing wage and apprenticeship
  2. Colorado Office of the State Architect: Wage determinations
  3. Colorado Division of Labor Standards and Statistics: INFO #13, Prevailing wage and apprenticeship program requirements for public projects (December 2022 version, copy hosted by El Paso County)
  4. U.S. Department of Labor, Wage and Hour Division: Dollar threshold amount for contract coverage under state prevailing wage laws

Laws and rates change. Confirm current requirements with the state agency before you bid, file, or pay. This page is general information, not legal advice.

Written and edited by

Maurice Francois writes and edits construction operations guides for Smart Business Automator. More from Maurice on the Scaling Legends podcast.

Get a free assessment