State and local agencies are prohibited by statute from requiring their own prevailing wage provisions. That does not make Arizona paperwork-free on a federal job, it just means the only rulebook is the federal one.
Arizona's own prevailing wage law (the "Little Davis-Bacon Act") was repealed by voters in 1984. State and local agencies in Arizona are actually barred by statute from imposing their own prevailing wage requirements.
Arizona at a glance
- No state prevailing wage law applies, only the federal Davis-Bacon Act on federally funded work.
- State and local agencies are prohibited by statute from requiring their own prevailing wage provisions.
- On a federally funded or assisted job over $2,000, the standard WH-347 and SAM.gov rates apply exactly as they would anywhere else.
- A purely state- or locally-funded Arizona project generally has no prevailing wage or certified payroll requirement at all.
U.S. DOL: State Prevailing Wage Laws
What this means for your paperwork
Arizona does not add paperwork here. The federal WH-347 is the only certified payroll report an Arizona project needs. Certified Payroll only handles the federal side: it checks the rate against the live SAM.gov wage determination and fills out the WH-347 with its Statement of Compliance. It does not file Arizona's own state form, so budget for that as a separate step if a different state law ever applies.
Frequently asked
Does Arizona have its own prevailing wage law?+
No. Arizona's own prevailing wage law (the "Little Davis-Bacon Act") was repealed by voters in 1984. State and local agencies in Arizona are actually barred by statute from imposing their own prevailing wage requirements.
Does Certified Payroll file Arizona's state certified payroll form?+
Certified Payroll files the federal WH-347 under Davis-Bacon. Since Arizona has no state form of its own to add, a federally funded Arizona project only needs the one report, and that is what it handles.
This is a general informational summary, not legal advice, and covers state-level rules only. Verify current requirements with Arizona's labor department or a qualified compliance advisor before relying on it.