(650) 332-8623Prevailing Wage in Florida: a Guide to Rules, Requirements, Rates, and More for 2025
Need to know prevailing wage rates for Florida projects? This guide will help you find everything you need to stay compliant in 2025!
Prevailing wage laws are designed to ensure workers in Florida get paid fairly based on the typical rates for their trade and location. For businesses, this means more than just cutting paychecks—it’s about staying competitive and compliant.
In this guide, we’ll walk you through the basics of Florida’s prevailing wage system. You’ll see how these rates are set, who enforces them, and why they matter for your business.
Here’s what we’ll cover:
- What prevailing wage means in Florida
- How these rates are determined and enforced
- What compliance looks like for contractors
What Is Prevailing Wage?
Prevailing wage is essentially the “going rate” for workers in specific trades on public projects. It ensures workers get fair compensation and prevents undercutting by setting a standard wage level.
While Florida doesn’t have a statewide prevailing wage law, federally funded projects follow the Davis-Bacon Act, which sets wage rates based on local standards. Some cities and counties in Florida may also have their own wage rules for public works.
The Laws and Agencies Behind Prevailing Wage
In Florida, most prevailing wage requirements stem from the federal Davis-Bacon Act, which applies to public projects receiving federal funds.
Local governments might have additional rules, but the federal law sets the baseline.
The U.S. Department of Labor oversees compliance, ensuring workers are paid the correct rates and benefits on eligible projects.
Understanding Florida’s Prevailing Wage Laws
Davis-Bacon and Related Acts (DBRA)
Florida’s Primary Prevailing Wage Statutes
Florida does not have a statewide prevailing wage law. The state briefly had one in place in 1933, but it was repealed in 1979. As a result, contractors working on state or locally funded projects are not bound by prevailing wage requirements under Florida law.
However, federally funded projects in Florida are a different story. These projects fall under the jurisdiction of the Davis-Bacon and Related Acts (DBRA), enforced by the U.S. Department of Labor (DOL).
Florida is considered a “Little Davis-Bacon” state, meaning that while the state itself doesn’t mandate prevailing wages, many local governments—like Miami-Dade County and the city of Orlando—have chosen to implement their own regulations or follow DBRA guidelines.
Key Federal Laws Governing Prevailing Wages in Florida
1. Davis-Bacon Act (DBA)
- Scope: Covers federally funded construction projects exceeding $2,000.
- Requirements: Workers must be paid at least the locally prevailing wages and fringe benefits for similar work.
- Applicability: Includes construction, alteration, or repair of public buildings or public works, such as painting and decorating.
2. McNamara-O’Hara Service Contract Act (SCA)
- Scope: Applies to service contracts exceeding $2,500.
- Requirements: Service employees must be paid the locally prevailing wages or those outlined in a predecessor contractor’s agreement.
- Applicability: Covers services like janitorial work, security, and maintenance. Construction work is excluded, as it falls under the DBA.
Local Regulations: Orlando and Miami-Dade County
- Orlando applies Davis-Bacon wages to city-funded construction projects, even though Orange County does not impose this requirement. Contractors can access the current wage determinations on the SAM.gov Wage Determinations website.
- Miami-Dade County follows Davis-Bacon requirements but also enforces its own “Responsible Wages and Benefits” law. This law supplements federal rules by covering specific types of construction projects with unique wage requirements.
1933
When Did Florida's Prevailing Wage Law Take Effect?
Florida’s first prevailing wage law was enacted in 1933, establishing minimum wage standards for public works projects. This law aimed to ensure fair compensation for workers on state and local government-funded construction projects.
However, the statute was repealed in 1979, and Florida has not had a statewide prevailing wage law since. Today, prevailing wage requirements in Florida are determined at the federal level through the Davis-Bacon and Related Acts or by local ordinances in certain counties and cities.
WHD
The U.S. Department of Labor’s Wage and Hour Division (WHD) is Responsible for Enforcing Prevailing Wage in Florida
For federally funded projects in Florida, the U.S. Department of Labor’s Wage and Hour Division (WHD) enforces prevailing wage laws under the Davis-Bacon and Related Acts (DBRA). This means contractors and subcontractors must pay laborers and mechanics at least the locally prevailing wages and fringe benefits for similar work.
Since Florida does not have a statewide prevailing wage law, there is no state agency tasked with enforcing prevailing wage rates on state or locally funded projects.
However, certain local jurisdictions, such as Miami-Dade County, have their own prevailing wage ordinances. The Small Business Development Division within Miami-Dade County oversees compliance with its “Responsible Wages and Benefits” ordinance for county-funded projects.
Every Three Years
How Often Are Prevailing Wage Rates Updated in Florida?
The U.S. Department of Labor (DOL) updates prevailing wage rates through its Wage and Hour Division (WHD) based on wage surveys conducted in specific geographic areas and for particular types of construction. Historically, the frequency of these updates varied widely, with some wage determinations remaining unchanged for long periods due to a lack of fresh data.
To improve the timeliness of these updates, the DOL implemented a final rule on October 23, 2023. This rule allows the WHD to adjust certain non-collectively bargained wage rates using data from the Bureau of Labor Statistics’ Employment Cost Index (ECI). These adjustments can occur no more frequently than once every three years and only after a rate has remained unchanged for at least three years.
Adjustments continue until new general wage determinations are issued based on the next survey. These updates are published in the Federal Register and are accessible on the SAM.gov Wage Determinations website.
$2,000
What’s the Minimum Value of Projects Covered by Prevailing Wage Laws in Florida?
Florida does not have a statewide prevailing wage law, so there is no minimum project value for state or locally funded projects. However, federally funded or assisted construction projects in Florida must comply with the Davis-Bacon and Related Acts (DBRA).
Under DBRA, prevailing wage requirements apply to public works contracts exceeding $2,000. This means that contractors and subcontractors working on eligible federal projects must pay laborers and mechanics at least the locally prevailing wages and fringe benefits for similar work in the area.
In short, while Florida does not impose its own prevailing wage standards, federally funded projects with a value over $2,000 are subject to federal prevailing wage laws, ensuring fair pay for workers on these jobs.
Florida Prevailing Wages for Common Roles
$11.45General Laborer Base Wage (Statewide Average)
General laborers, the lowest-paid trade, earn an average of $11.45/hour. Base wages range from $8.62/hour in Monroe and Hendry to $14.41/hour in Lee County.
Wages are generally lower in rural counties like Monroe, where projects may require less specialized labor.
$0.50General Laborer Fringe Benefits (Statewide Average)
Fringe benefits for general laborers are minimal, averaging just $0.50/hour, with many counties offering none.
These benefits, when provided, often cover basic health care contributions for short-term project work.
$18.25Carpenter Base Wage (Statewide Average)
Carpenters, one of the most in-demand trades in Florida, earn an average hourly base wage of $18.25. However, wages vary significantly by county, ranging from $14.97/hour in rural areas like Sumter to $26.65/hour in urban centers such as Orange County.
$3.00Carpenter Fringe Benefits
Fringe benefits for carpenters average $3.00/hour statewide. These typically include health insurance, retirement plans, and vacation pay, though benefits vary by county and project funding source.
$32.80Electrician Base Wage (Statewide Average)
Electricians earn one of the highest hourly base wages among common trades in Florida, averaging $32.80/hour. Wages range from $17.00/hour in counties like Leon to $39.81/hour in Monroe.
Urban counties like Monroe pay top rates due to the complexity of electrical systems in high-demand infrastructure projects.
$11.50Electrician Fringe Benefits (Statewide Average)
Electricians enjoy robust fringe benefits averaging $11.50/hour, often covering health, pension, and training programs. Urban counties with higher union presence provide the most comprehensive packages.
$15.12+Painter Base Wage (Statewide Average)
Painters’ wages depend on their method: roller/spray painters average $15.12/hour, while those using brushes only earn $18.21/hour. Wages range from $11.21/hour (Monroe) for roller/spray to $20.21/hour (Monroe, Hendry) for brush work.
Rates tend to be higher in areas where brushwork is more frequently required for detailed or high-finish projects.
$1.50+Painter Fringe Benefits (Statewide Average)
Roller/spray painters typically receive $1.50/hour in fringe benefits, while brush-only painters enjoy a more generous $6.00/hour package. These benefits often cover essentials like health and retirement.
The higher benefits for brushwork reflect its more labor-intensive and time-consuming nature.
$14.60Cement Mason/Concrete Finisher Base Wage (Statewide Average
Cement masons and concrete finishers earn an average of $14.60/hour, with wages ranging from $12.45/hour in Monroe and Hendry to $19.27/hour in Brevard.
Counties like Brevard offer higher rates due to the increased demand for skilled concrete work in commercial and infrastructure projects.
$0.35Cement Mason/Concrete Finisher Fringe Benefits (Statewide Average)
Fringe benefits for this role are minimal, averaging just $0.35/hour. These may cover basic benefits but are sparse compared to other trades.
Benefits are often limited to health contributions, as the trade typically involves short-term or seasonal work.
$50.18Elevator Mechanic Base Wage (Statewide Average)
Elevator mechanics consistently earn the highest wages among Florida trades, with an average hourly base wage of $50.18. Wages range from $49.62/hour in Collier, Hendry, and Lee to $53.50/hour in Miami-Dade and Broward.
High wages reflect the specialized skills required to install and maintain complex elevator systems in both residential and commercial buildings.
$37.89Elevator Mechanic Fringe Benefits (Statewide Average)
Fringe benefits for elevator mechanics are exceptionally high, averaging $37.89/hour. These benefits often include comprehensive health, pension, and vacation packages, reflecting the specialized nature of their work.
Florida Prevailing Wage Resources
Looking for more details on prevailing wage rates in Florida? Since Florida doesn’t have its own state prevailing wage laws, federally funded projects follow the Davis-Bacon and Related Acts (DBRA).
Here are the best online resources to help you stay informed and compliant:
- The Official U.S. Government System for Davis-Bacon Wage Determinations: Access wage determinations by county and type of construction. This resource helps contractors identify the correct prevailing wage rates for federally funded projects.
- Prevailing Wage Resource Book by the U.S. Department of Labor: A comprehensive guide covering the administration and enforcement of prevailing wage laws, including practical tips for contractors.
Track, manage, and pay prevailing wages with ease – use Workyard!
See how it works
Typical Fringe Benefits and Calculations in FL
Health insurance is one of the most common fringe benefits offered under prevailing wage laws. Contributions are made to bona fide health insurance plans, providing coverage for medical expenses. In Florida, these contributions are often the largest component of a worker’s fringe benefits. However, newer workers, such as apprentices, may not receive health benefits until they meet a certain number of work hours or tenure requirements.
Pension contributions help secure a worker’s financial future by funding retirement plans. In Florida, contractors typically contribute to a trustee-managed pension fund as part of the fringe benefit package. These contributions vary by project and role but are a critical part of the overall compensation for experienced tradespeople.
Paid time off (PTO), including vacation and holiday pay, is another essential fringe benefit under the Davis-Bacon Act. Workers accrue PTO based on their hours worked, providing financial security during time off. However, not all roles or counties in Florida offer these benefits equally. Urban areas with higher union presence are more likely to provide generous PTO packages.
Some workers in Florida receive paid sick leave as part of their fringe benefits. These benefits allow workers to take time off for medical reasons without losing income. Sick leave is often calculated based on hours worked, similar to vacation accruals, and communicated to employees in writing as part of their benefits plan.
Life insurance is another benefit offered to workers under the Davis-Bacon Act. Contributions are made to a bona fide life insurance plan, providing financial security to workers’ families in the event of their death. While not as common as health or pension benefits, life insurance is still an important component of many workers’ compensation packages.
Bonus payments are not included as fringe benefits under the Davis-Bacon Act in Florida. The Act focuses on contributions to formal benefit plans and does not mandate or count discretionary payments like bonuses toward prevailing wage requirements.
Contributions to training and apprenticeship programs are recognized as fringe benefits in Florida. These programs help workers gain new skills or improve existing ones, ultimately increasing their earning potential. Contributions are typically made to third-party organizations that manage these programs on behalf of contractors.
Employers are legally required to pay into Social Security on behalf of their workers. This program provides retirement income, disability benefits, and survivor benefits, but since it’s mandated by federal law, it is not considered a fringe benefit.
Unemployment compensation helps workers who lose their jobs through no fault of their own. Employers in Florida are required by law to contribute to the state’s unemployment insurance program, but these payments do not count as fringe benefits under Davis-Bacon.
Workers’ compensation provides medical and wage benefits to employees injured on the job. Like Social Security and unemployment compensation, workers’ comp is a statutory requirement in Florida. Employers must contribute to these programs, but they are not considered fringe benefits under the Davis-Bacon Act.
Employer Responsibilities in Florida
-
Pay the Appropriate Prevailing Wage Rates: Ensure workers receive at least the prevailing wage for their trade and location.
-
Maintain Accurate Payroll Records: Keep detailed payroll records for at least three years post-project.
-
Submit Certified Payroll Reports: Provide weekly signed payroll reports to the contracting agency
-
Display Required Notices: Post wage determinations and the Davis-Bacon poster (WH-1321) at the job site.
-
Ensure Subcontractor Compliance: Monitor subcontractors for proper wage payments and record-keeping.
-
Facilitate Worker Inquiries: Inform workers about their wage rates and respond to their questions.
Penalties for Prevailing Wage Noncompliance
Back Wages+FAILURE TO PAY PREVAILING WAGE
Employers who fail to pay prevailing wages may be required to pay back wages owed to workers, along with liquidated damages for overtime violations under the Contract Work Hours and Safety Standards Act (CWHSSA).
The U.S. Department of Labor (DOL) can withhold contract payments to cover unpaid wages and damages, delaying project funds until compliance is met.
DebarmentADDITIONAL SANCTION
Contractors found to have willfully violated prevailing wage laws can be barred from receiving federal contracts for up to three years, significantly impacting future business opportunities.
Avoid prevailing wage penalties and stay compliant with Workyard
See how it works
Certified Payroll and FL Prevailing Wages
Certified payroll is a cornerstone of prevailing wage compliance for federally funded projects in Florida. These reports ensure transparency by documenting that workers are paid the correct wages and benefits as required under the Davis-Bacon Act.
Certified payroll reports must include detailed records of each worker’s wages, hours worked, job classification, and any fringe benefits provided. This helps demonstrate compliance and provides a clear audit trail, crucial for preventing wage theft and addressing any discrepancies.
These reports aren’t just for internal records—they’re submitted weekly to the contracting agency, ensuring ongoing accountability throughout the project. Regular submission helps avoid penalties and keeps projects moving without payment delays.
To maintain compliance, employers should routinely review their certified payroll reports, cross-checking them against prevailing wage determinations. Internal audits can help catch potential issues early, protecting both the company and its workers.
For complex cases or unclear requirements, seeking advice from labor compliance experts can help ensure your payroll practices align with federal standards.
Navigating Prevailing Wage Requirements in Florida
Know Your Rights as a Worker
Knowing your rights is key to ensuring prevailing wage laws are followed on public projects. By understanding the protections in place, you can stand up for fair treatment and make sure you’re paid what you’re owed.
Start by familiarizing yourself with the Davis-Bacon Act, which governs prevailing wages on federally funded projects in Florida. You’re entitled to the correct prevailing wage rate for your trade, along with any fringe benefits specified in the wage determination for your area.
Stay updated on any changes in wage rates or enforcement actions. The U.S. Department of Labor and worker advocacy groups provide resources to help you stay informed.
Keep accurate records of the hours you work, including overtime and breaks. Use timesheets or work logs to document your time and earnings—this can be invaluable if a wage dispute arises.
If you suspect your employer isn’t complying with prevailing wage laws or is withholding your wages, report the issue to the U.S. Department of Labor’s Wage and Hour Division or seek help from a union representative. You’re protected against retaliation for raising these concerns.
If resolving wage disputes feels overwhelming, consider consulting a labor attorney or legal aid organization. They can provide guidance and help you recover any unpaid wages.
Know What to Do as an Employer
Understanding and complying with prevailing wage requirements is crucial for businesses working on federally funded projects in Florida. Begin by familiarizing yourself with the Davis-Bacon Act, which outlines wage rates, record-keeping, and reporting obligations. Ensuring compliance not only protects your workers but also safeguards your business from costly penalties.
Establish robust payroll systems to accurately calculate and document employee wages, hours worked, and any fringe benefits provided. These systems should also support the generation of certified payroll reports, which must be submitted weekly to the contracting agency.
Training is essential. Ensure that supervisors, payroll staff, and project managers are well-versed in prevailing wage laws and compliance procedures. This shared understanding reduces errors and helps maintain a consistent approach across your organization.
Regularly review payroll records and certified payroll reports. Conducting internal audits can help you identify and address potential issues before they escalate.
If you encounter challenges or have questions about compliance, consult with labor law experts or compliance specialists. These professionals can provide tailored advice and support to help your business meet prevailing wage standards effectively.
Common Prevailing Wage Challenges for Employers in Florida
- Complex Rules: Understanding Davis-Bacon Act requirements, including wage determinations and fringe benefits, can be overwhelming for small businesses.
- Heavy Recordkeeping: Employers must maintain detailed payroll records and submit certified reports weekly, which requires significant time and administrative resources.
- Risk of Penalties: Noncompliance can lead to withheld payments, fines, or debarment from federal contracts, potentially impacting future business opportunities.
- Wage Disputes: Misclassifications or underpayments may result in worker complaints, formal investigations, and costly legal challenges.
- Worker Shortages: Hiring skilled laborers can be difficult, especially in rural areas, making it harder to meet prevailing wage and project deadlines.
Prevailing Wage Solutions for Employers in Florida
- Education and Training: Train staff and workers on Davis-Bacon rules, wage rates, and payroll compliance to minimize mistakes.
- Use Technology: Adopt payroll software to automate wage calculations, simplify recordkeeping, and generate accurate certified reports.
- Seek Expert Help: Consult labor law experts or compliance specialists for guidance on audits, wage disputes, and complex regulations.
- Encourage Transparency: Clearly communicate wage rates, hours, and benefits to workers, ensuring quick resolution of questions or disputes.
- Address Workforce Gaps: Invest in apprenticeships and workforce programs to attract skilled labor and fill job roles efficiently.
Final Thoughts
Complying with the Davis-Bacon Act isn’t just about avoiding penalties—it’s about fostering a fair and transparent work environment. For workers in Florida, it ensures fair wages and benefits. For employers, it builds trust, boosts credibility, and minimizes risks.
If managing prevailing wage compliance feels overwhelming, Workyard is here to help. From automated payroll tracking to streamlined reporting, Workyard simplifies labor compliance so you can focus on growing your business.
Ready to take the stress out of prevailing wage compliance? Learn more about Workyard’s labor compliance tools or start your free 14-day trial today!
The prevailing wage in Florida refers to the hourly wage, including fringe benefits, that workers on federally funded projects must be paid. Since Florida doesn’t have a statewide prevailing wage law, federally funded projects follow the Davis-Bacon Act. The U.S. Department of Labor determines prevailing wages based on wage surveys in specific locations and industries. These rates ensure fair compensation and prevent undercutting in the labor market.
No, Florida does not have a state-mandated prevailing wage law. The state repealed its prevailing wage statute in 1979. However, federally funded projects in Florida must comply with the prevailing wage requirements outlined in the Davis-Bacon Act, which sets wage standards to match local rates for similar work.
Prevailing wage laws on federally funded projects in Florida are enforced by the U.S. Department of Labor’s Wage and Hour Division (WHD). This agency ensures that contractors comply with Davis-Bacon Act requirements, including paying workers the appropriate wage and submitting certified payroll reports. Employers who fail to comply may face penalties, withheld payments, or debarments.
In Florida, prevailing wage requirements apply to federally funded or assisted construction projects exceeding $2,000. These include public works projects such as highways, bridges, and government buildings. The Davis-Bacon Act governs these projects, ensuring that workers are paid fair wages for their labor. Local ordinances may impose additional requirements in some areas, such as Miami-Dade County.
To comply with prevailing wage laws, Florida employers on federally funded projects should pay workers the correct wage rates as determined by the Davis-Bacon Act. They must also maintain accurate payroll records, submit certified payroll reports weekly, and monitor subcontractor compliance. Utilizing payroll software and consulting labor law experts can simplify compliance and reduce the risk of penalties.
