Prevailing Wage Washington: Craft Codes & Apprenticeship Tracking

Washington State is known for its natural beauty, national parks, food, and other attractions (such as the famous Pike Place Market). Another thing it should be known for, though, is its prevailing wage laws.

When it comes to working in Washington State as a contractor, subcontractor, or laborer, one of the terms you will likely hear often is “prevailing wage,” but what does that mean, exactly, and why is it important?

Prevailing wage laws ensure fair and competitive pay for workers and laborers on public works projects. In Washington, prevailing wage regulations play a crucial role in maintaining standards for workers and contractors alike.

In this article, we’ll explore the ins and outs of prevailing wage in Washington, from the basics of prevailing wage to the reports you should be filing. Whether you’re a contractor, subcontractor, representative of a public agency that awards public works contractors, or worker, understanding prevailing wage is vital to understanding the landscape of public works projects in the Evergreen State.

Not based in Washington? We’re breaking down prevailing wage in a handful of other states here.

Washington Prevailing Wage Basics

In 1945, Washington State enacted the Washington State Prevailing Wages on Public Works Act. Also known as Chapter 39.12 of the Revised Code of Washington (RCW), this worker protection act requires contractors and subcontractors to pay prevailing wages when employing laborers on public works projects. Modeled after the federal Davis-Bacon Act, the Prevailing Wages on Public Works Act protects employees from “substandard earnings” when working for contractors on public works construction projects and “preserve local wage standards.”

Washington L&I System Updates and Improvements

Washington's Department of Labor & Industries (L&I) has implemented several significant system and process improvements throughout 2025, designed to streamline compliance and enhance the contractor experience:

  • Enhanced PWIA (Prevailing Wage Intent and Affidavit) system functionality with improved XML validation that catches errors before submission
  • Better error messaging that provides specific guidance on how to correct common issues
  • Faster processing times for Intent to Pay Prevailing Wages submissions, reducing approval wait times
  • Mobile-optimized interface allowing contractors to manage submissions from tablets and smartphones on job sites
  • Updated apprenticeship tracking requirements with real-time utilization monitoring through the PWIA system
  • Automated calculation of apprentice-to-journeyman ratios with alerts when ratios fall below required thresholds
  • Enhanced integration with the Washington State Apprenticeship and Training Council (WSATC) database
  • Streamlined processes for documenting good faith efforts when apprentices are unavailable
  • Streamlined processes for multi-county projects with centralized rate determination
  • Single point of submission for projects spanning multiple jurisdictions
  • Improved coordination between L&I and local awarding agencies
  • Improved integration with SecureAccess Washington (SAW) for single sign-on access across all state systems
  • Enhanced data sharing between L&I, Department of Revenue, and Employment Security Department
  • Better coordination with federal databases for projects with mixed funding

 

These improvements reflect Washington L&I's commitment to making compliance more manageable while maintaining strong protections for workers. Regular system updates and user training webinars help contractors stay current with best practices.

The Ins and Outs of Washington Prevailing Wage

So what is prevailing wage? Prevailing wage is the minimum hourly rate — and fringe benefits — paid to laborers and workers on public works projects.

But what’s a public works project? A public works project is “a project funded by any public dollars” or “a private construction project resulting from government agency agreement(s) to rent, lease, or purchase.” Similarly, public works projects include construction, reconstruction, maintenance, and repair. They may also include janitorial contracts, ground maintenance, small projects, and off-site work like custom fabrication.

In Washington State, every contractor and subcontractor on a public works project must file a Statement of Intent to Pay Prevailing Wages. Contractors or subcontractors must submit this form to Washington L&I (the Department of Labor and Industries) after a contract has been awarded but before work begins.

After it is submitted, the Statement of Intent will be approved by the Industrial Statistician and may be reviewed by the awarding agency. It must also be submitted, approved, and on file with the Washington L&I before the contractor or subcontractor can receive their first payment.

Once the prevailing wage has been determined and paid, contractors must submit weekly certified payroll reports for all prevailing wage jobs directly to the Washington L&I. These certified payroll reports ensure that workers are being paid the Washington prevailing wage when necessary and can be submitted online with the Washington L&I.

Washington Building contractor working on a project
Washington Construction contractor working onsite

Prevailing Wage Rate Determinations

In Washington State, the Washington State Department of Labor and Industries (Washington L&I) Industrial Statistician determines the prevailing wage rates, which vary based on trade, scope of work (or type of work), county, and bid due date or contract award date, depending on the circumstances.

The rates are determined after the Washington L&I collects wage and hour data from contractors and labor unions using surveys. Washington L&I conducts the surveys every three years and reaches various workers on different types of jobs. If most of the workers in a specific trade get the same pay for work, that rate becomes the prevailing wage; if there are different rates of pay for work, an average is calculated to become the prevailing wage rate.

You can find more information on specific prevailing wage rates on the Washington L&I website.

Prevailing Wage Violations and Penalties

Unfortunately, Washington L&I violations and penalties to prevailing wage laws do occur. The consequences of violating the Prevailing Wages on Public Works Act vary, but the most common is owing a fee of $5,000 or an amount equal to 50% of the total wage. Another potential consequence of violating prevailing wage law is owing 1% interest on the amount owed for each occurrence or employee.

The Washington L&I also uses a strike and debar system that details contractors who have violated prevailing wage, apprenticeship, industrial insurance, or contractor registration law.

Even if the error is a mistake, penalties will be assessed, which is why it’s important to understand whether your project owes prevailing wage, what the prevailing wage rate is, and how best to file certified payroll reports.

Working Washington government construction contractors

Craft Codes: Identify Worker Classifications

Washington L&I has established craft, or trade, codes, which are represented by “trade” in the XML Schema Element. They’re designed to help identify trades and crafts in the certified payroll reporting process.

Some examples of trade codes include “BOIL” for Boilermakers, “CARP” for Carpenters, “ELEC” for indoor Electricians, “ “GLAZ” for Glaziers, “IRON” for Ironworkers, “LABO” for Laborers, “PAIN” for Painters, “PLUM” for Plumbers and Pipefitters, and “ROOF” for Roofers.

 

Apprenticeship Tracking: Understand Apprenticeship Requirements

Washington State law requires apprentices to be employed on all public works projects. Depending on the project, they must be in a state- or federally-approved program.

There are potential exceptions to this rule, such as when there are no available apprentices or if the work is not in a craft that requires apprentices. In that case, you must submit the proper documentation to the Washington State Apprenticeship and Training Council (WSATC).

Apprentices also have their own prevailing wage rates, as documented here.

Sustainability and Green Energy Project Considerations

Washington State's ambitious commitment to clean energy and environmental sustainability has created specialized prevailing wage considerations for green infrastructure and climate-related projects. As the state pursues its climate goals, contractors working on solar installations, wind energy projects, EV charging infrastructure, and battery storage systems are encountering unique craft classification requirements that go beyond traditional construction trades. These projects often require specialized combinations of electrical, HVAC, and emerging green technology skills, with enhanced apprenticeship tracking to ensure workers receive training in sustainable construction practices.

Green building retrofits, LEED-certified projects, and energy efficiency upgrades involve specialized energy auditor and technician classifications that may not exist in traditional prevailing wage schedules. State-funded climate resilience projects, including flood control, wildfire prevention, and salmon habitat restoration, carry additional workforce development obligations and require documentation of worker training in environmental protection protocols. Many of these projects require contractors to coordinate with specialized apprenticeship programs focused on renewable energy and sustainable construction, with enhanced reporting on skills development in emerging clean energy technologies. These requirements reflect Washington's commitment to ensuring that the transition to a clean energy economy creates quality career pathways while maintaining the state's high labor standards.

Tribal Land and Sovereignty Considerations

Washington State has 29 federally recognized tribal nations, each with their own sovereignty and governmental authority. Contractors working on projects involving tribal lands must navigate complex jurisdictional issues that can significantly impact prevailing wage requirements and compliance obligations. The jurisdictional complexity varies considerably depending on whether work occurs on tribal trust land, fee land within reservation boundaries, or usual and accustomed areas. Federal, state, and tribal prevailing wage requirements may all apply depending on specific funding sources and project locations, creating a layered compliance environment that requires careful attention.

Many tribes have established tribal employment rights ordinances (TEROs) that create preferences for tribal members and Native American workers. Contractors often need to demonstrate good faith efforts to recruit, hire, and train tribal members, and some projects require subcontracting with tribal-owned businesses or joint ventures. Wage requirements may differ from standard state prevailing wage schedules based on tribal ordinances. Additionally, projects on or near tribal lands frequently include cultural resource protection requirements with specialized labor classifications for cultural resource monitors and traditional cultural practitioners, along with enhanced training requirements for all workers regarding cultural sensitivity and proper protocols if artifacts or cultural resources are discovered.

Given the sovereign nature of tribal governments and the complexity of these arrangements, contractors should engage in early coordination with both Washington L&I and relevant tribal authorities during project planning. Each of Washington's 29 tribal nations has specific requirements that vary significantly, and documentation needs often exceed standard state certified payroll reporting with separate submissions required to tribal authorities. Contractors are strongly advised to consult with legal counsel experienced in tribal law and Indian Country construction, particularly for projects involving Bureau of Indian Affairs funding, tribal gaming revenue, or mixed funding from federal, state, and tribal sources.

Deep Dive: Washington State Prevailing Wage Reports

There are a handful of certified payroll reports that are helpful to know if you’re a contractor or subcontractor in Washington State. Having a handle on these reports will make the certified payroll reporting process easier to complete when the time comes.

Washington Department of L&I XML File

This file is for the Prevailing Wage Intent and Affidavit System, or PWIA. This system is accessible through My L&I or SecureAccess Washington (SAW), and allows you to “file intents, affidavits, and certified payroll reports,” as well as “review apprentice utilization reports” and “verify your workers’ compensation coverage.” Since going into effect in January 2020, this file upload has simplified the certified payroll reporting process.

The full XML Schema can be found here.

Washington Department of Labor Certified Payroll Report (F700-065-000)

The Washington Department of Labor (DOL) Certified Payroll Report is a certified payroll report for contractors or subcontractors to fill out and submit to ensure they are paying Washington's prevailing wage. This report must include the following information: employee name, address, trade and occupation, straight time rate, hourly rate of usual benefits, hours worked including overtime, and all itemized deductions taken from gross wages.

Washington Department of Transportation Monthly Employment Utilization Report

The Washington State Department of Transportation Monthly Employment Utilization Report is a certified payroll report for the DOT. Like other certified payroll reports, it requires information on the contractor and employees or laborers. However, this report is unique because it requires contractors or subcontractors to track the demographic information on their laborers, such as by race and gender.

Washington Statement of Apprentice/Journeyman Participation (EAS 010103)

The Statement of Apprentice/Journeyman Participation form, also known as EAS Labor Form 010103, tracks the apprentices and journeymen on a project by name, craft or trade, registration number, contractor or subcontractor name, and hours worked. This helps track the hours worked by category — apprentice or journeyman — to support the certified payroll reporting process.

Stay Ahead of Washington State Certified Payroll Reporting

Washington prevailing wage compliance and certified payroll reporting can be complicated. With different rates required for different trades and different reports required for different projects, it can be easy to get mixed up. However, getting mixed up can be a significant problem if it means you’re not in compliance with prevailing wage.

Luckily, Certified Payroll Reporting is here to help. Our automated software solutions for Davis-Bacon reporting and rate management effortlessly streamline your operations and ensure compliance. We’ll support you and your team with these solutions.

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With Certified Payroll Reporting, you could join the thousands of contractors across the country who are simplifying their prevailing wage reporting.