South Carolina prevailing wage law
South Carolina has no state prevailing wage law in force for public construction. Federal Davis-Bacon rules still apply in South Carolina to federal construction contracts over $2,000, and to federally funded ones under a law that requires Davis-Bacon, with weekly certified payroll.
Prevailing wage in South Carolina at a glance
- State prevailing wage law
- No state law
- Contract threshold
- Does not apply
- Certified payroll
- Does not apply
- Federal work
- Davis-Bacon, over $2,000
What applies in South Carolina
- The law
- South Carolina has no prevailing wage law for public construction.Source: U.S. Department of Labor, Dollar Threshold Amount for Contract Coverage Under State Prevailing Wage Laws (opens in a new tab), checked October 6, 2026
- State and local public works
- No state prevailing wage requirement.Source: U.S. Department of Labor, Dollar Threshold Amount for Contract Coverage Under State Prevailing Wage Laws (opens in a new tab), checked October 6, 2026
Federally funded work in South Carolina
On a project whose federal funding carries Davis-Bacon, the federal rules apply in South Carolina too.
- Davis-Bacon
- Federal Davis-Bacon labor standards apply to contracts over $2,000 for the construction, alteration or repair of public buildings or public works, or of work financed with federal funds under a law that requires Davis-Bacon, one of the Related Acts (29 CFR 5.5(a)).Source: 29 CFR 5.5, Contract provisions and related matters (opens in a new tab), checked October 6, 2026
- Certified payroll
- On Davis-Bacon work, each contractor and subcontractor submits certified payrolls weekly, for each week of covered work; the prime contractor is responsible for its subcontractors' payrolls (29 CFR 5.5(a)(3)(ii)(A)).Source: 29 CFR 5.5, Contract provisions and related matters (opens in a new tab), checked October 6, 2026
More for South Carolina contractors
WORKLIO HCM
Prevailing wage and certified payroll in Worklio HCM
Set up prevailing wage rates by project, location and classification: your team assigns each worker's classification and apprentice step, and payroll applies the rates. Fringe benefits are calculated as cash or plan contributions, union dues and benefit packages are deducted with remittance reports by local, apprentices are paid at progressive rates by level, and WH-347 certified payroll reports carry job costing segments. Workers' comp class codes are set per job and employee. Union, prevailing wage, and certified payroll is available as an add-on to any plan.
See the union, prevailing wage, and certified payroll add-on
Prevailing wage in other states
- Alabama
- Alaska
- Arizona
- Arkansas
- California
- Colorado
- Connecticut
- Delaware
- District of Columbia
- Florida
- Georgia
- Hawaii
- Idaho
- Illinois
- Indiana
- Iowa
- Kansas
- Kentucky
- Louisiana
- Maine
- Maryland
- Massachusetts
- Michigan
- Minnesota
- Mississippi
- Missouri
- Montana
- Nebraska
- Nevada
- New Hampshire
- New Jersey
- New Mexico
- New York
- North Carolina
- North Dakota
- Ohio
- Oklahoma
- Oregon
- Pennsylvania
- Rhode Island
- South Dakota
- Tennessee
- Texas
- Utah
- Vermont
- Virginia
- Washington
- West Virginia
- Wisconsin
- Wyoming
Sources
The statute, agency page or federal rule behind each fact, as checked.
- U.S. Department of Labor, Dollar Threshold Amount for Contract Coverage Under State Prevailing Wage Laws (opens in a new tab), checked October 6, 2026
- 29 CFR 5.5, Contract provisions and related matters (opens in a new tab), checked October 6, 2026
General information, not legal or tax advice. Rules change; confirm current requirements with the relevant agency or your advisor. You remain responsible for paying the required rates and filing on time.