Prevailing wage

Massachusetts prevailing wage and certified payroll rules

Massachusetts applies prevailing wage to public works by the Commonwealth, counties, towns, authorities, and districts with no minimum contract size. The Department of Labor Standards issues the wage schedule, payroll goes to the awarding authority every week, and the Attorney General enforces.

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Massachusetts has a broad prevailing wage law. M.G.L. chapter 149, sections 26 to 27H, covers construction of public works by the Commonwealth or by a county, town, authority, or district, and by anyone contracting or subcontracting for that work. The U.S. Department of Labor's state table lists no dollar threshold for Massachusetts. A $40,000 town hall roof job is as covered as a $40 million school. Every contractor and sub submits certified payroll weekly to the awarding authority.

Massachusetts prevailing wage at a glance
QuestionMassachusetts answer
State lawM.G.L. c. 149, sections 26 to 27H
ThresholdNone listed (U.S. DOL state table)
Who issues ratesDepartment of Labor Standards (DLS), as a wage schedule for each project requested by the awarding authority
Where contractors get ratesFrom the awarding authority; DLS does not issue original schedules to contractors
Certified payrollWeekly, directly to the awarding authority (not to DLS); DLS offers a Weekly Certified Payroll Report form
Close-outStatement of Compliance to the awarding authority within 15 days after your portion of the work is complete
Record retention3 years from completion of the contract
EnforcementAttorney General Fair Labor Division; fines up to $25,000 and debarment for willful violations

How Massachusetts wage schedules work

Before awarding a contract, the public body sends DLS a list of the jobs the work will involve and asks the commissioner to set the rates. DLS returns a wage schedule for that project. The awarding authority references the schedule in the bid advertisement and gives a free copy to anyone who asks. Schedules vary by region and type of work, so you cannot reuse the schedule from last year's job in the next town. DLS's contractor guide says so directly: a schedule issued for one project may not be used on any other project.

  • Get it from the owner: it is the awarding authority's job to give every bidder the schedule. If it does not, DLS tells contractors to call DLS right away and push the owner to fix it before bid opening. Not receiving a schedule does not excuse you from paying the rate.
  • Annual updates: on multi-year jobs, the public body requests an updated schedule each year after award, and the general contractor must obtain the updated rates. Any wage increases listed on the schedule must be paid on their dates.
  • Truckers count: the rates apply to anyone hauling gravel or fill to or from the site, including owner-operators and independent contractors.
  • Post it: keep a legible copy of the schedule and every update posted at the site for the life of the contract.
  • Appeals: within five days of the first bid advertisement, two or more employers, two or more labor organization members, the awarding official, or five or more local residents can appeal a determination to the DLS commissioner.

Weekly certified payroll and the Statement of Compliance

Section 27B requires every contractor and subcontractor to keep a true record of each mechanic, apprentice, teamster, chauffeur, and laborer: name, address, classification, hours worked, and wages paid. Each week you send a complete copy of that record to the awarding authority by first class mail or email, with a signed statement that the records are correct and showing the rates paid. DLS publishes a Weekly Certified Payroll Report and a Weekly Statement of Compliance that may be used, and a reporting form is sent along with each wage schedule. Do not send weekly payroll to DLS.

When your part of the job is done, you have 15 days to give the awarding authority a signed Statement of Compliance confirming everyone was paid the determined rates. Keep payroll records for 3 years from completion. Payroll copies and statements are open to inspection by any interested party who files a written request with the awarding authority, so assume a competitor or union may read them.

Apprentices, benefits, and overtime

Apprentices must be registered with the DLS Division of Apprentice Standards to be paid the apprentice rate on the schedule; anyone else is paid the journeyman rate. Each apprentice must carry an apprentice identification card, and for every week an apprentice works you attach a photocopy of the card to the payroll. Rules on ratios and registration are covered in apprentice rules on prevailing wage projects.

The total rate on the schedule includes benefits. DLS allows deductions from the total rate only for contributions to bona fide health and welfare, pension, and supplemental unemployment plans. If you pay none of those, the worker gets the full total rate in cash. Vacation, sick time, training funds, workers' compensation, uniforms, and similar items cannot be subtracted. Overtime over 40 hours a week is at least time and a half of the base rate, meaning the total rate minus benefits. See fringe benefit credits on prevailing wage jobs for the math.

Penalties and how Massachusetts differs from Davis-Bacon

Under section 27C, a willful violation carries a fine of up to $25,000, up to one year in jail, or both for a first offense, and up to $50,000 and two years for a later offense. A non-willful violation can bring up to $10,000 for a first offense. A contractor convicted of a willful violation is barred from public works in the Commonwealth for five years. As an alternative to prosecution, the Attorney General can issue civil citations of up to $25,000 per violation, and can order the contractor to file a bond covering the wages owed. A contractor that ignores a citation or order can have all or part of the work on the site stopped and is barred from public work for one year. Workers may also sue after filing a complaint with the Attorney General. Corporate presidents and treasurers count as employers under the law.

IssueMassachusettsFederal Davis-Bacon
ThresholdNone listedContracts in excess of $2,000
Rates issued byDLS, per project, through the awarding authorityU.S. DOL wage determination
PayrollWeekly to the awarding authorityWeekly, Form WH-347 optional
Enforced byAttorney General Fair Labor DivisionU.S. DOL Wage and Hour Division and the contracting agency

On federally funded jobs, the Davis-Bacon Act and weekly WH-347 reporting apply as well. Check your registration on the Massachusetts contractor license page and payment rules on Massachusetts prompt payment and Massachusetts mechanics lien. Smart Business Automator builds the weekly certified payroll from your time data and logs each sub's submissions; see certified payroll automation.

Frequently asked questions

Is there a dollar threshold for prevailing wage in Massachusetts?

The U.S. Department of Labor's state table lists none for Massachusetts. The law covers public works by the Commonwealth, counties, towns, authorities, and districts regardless of size.

Where do I get Massachusetts prevailing wage rates?

From the awarding authority. The public body requests a wage schedule from the Department of Labor Standards for each project and must give it to bidders. DLS does not issue original schedules to contractors.

Who gets Massachusetts certified payroll?

The awarding authority, every week, by mail or email. DLS specifically says not to send weekly payroll reports to DLS. The Attorney General can request copies signed under penalties of perjury.

Who enforces the Massachusetts prevailing wage law?

The Office of the Attorney General, Fair Labor Division. It can prosecute, issue civil citations of up to $25,000 per violation, and seek debarment.

Do rates change during a multi-year Massachusetts project?

Yes. The awarding authority requests an updated schedule each year after award and the general contractor must obtain the updated rates and pay them.

Sources

  1. Massachusetts General Laws c. 149, section 26: Public works; wages
  2. Massachusetts General Laws c. 149, section 27: Schedule of wages; penalty; civil action
  3. Massachusetts General Laws c. 149, section 27A: Appeals
  4. Massachusetts General Laws c. 149, section 27B: Payroll records; statements of compliance
  5. Massachusetts General Laws c. 149, section 27C: Penalties
  6. Mass.gov Department of Labor Standards: Prevailing Wage Program (archived copy, September 2026)
  7. Mass.gov Department of Labor Standards: A guide to prevailing wage for contractors on public works projects (archived copy)
  8. U.S. Department of Labor: Dollar threshold amounts for 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.

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