%20(1).png)
Navigating federal construction contracts isn’t for the faint of heart. Between the paperwork, compliance requirements, and enough acronyms to make your head spin, it’s easy to feel overwhelmed. At the heart of it all lies the WH-347 form — a certified payroll report required for federal projects exceeding $2,000. More than just a form, it’s a critical tool for ensuring compliance, paying workers fairly, and keeping your projects on track.
The Department of Labor recently released a revised WH-347 form (effective January 2025), with updates designed to streamline processes and improve compliance tracking. Mandated for weekly submission on federal projects over $2,000 under the Davis-Bacon Act, the form ensures adherence to prevailing wage standards. Properly understanding and managing the WH-347 form is essential to avoid noncompliance and the hefty penalties that come with it.
Whether you’re a seasoned prime contractor or a subcontractor navigating federally funded projects for the first time, understanding the changes and nuances of the updated WH-347 is non-negotiable. This guide will break down its purpose, requirements, and key details to help you master the 2025 revision, avoid compliance headaches, and stay focused on what matters —getting the job done right and staying profitable.
The 2025 update includes several key changes aimed at simplifying the process while clarifying requirements.
Here’s what’s new:
Expiration Notice: The revised (2025) WH-347 form will remain valid until January 31, 2028.
The previous form, (expiring 9/30/2026), can still be used temporarily, but the DOL encourages contractors to switch to the updated form as soon as possible.
Compare the previous WH-347 form here.
A: Yes, the previous WH-347 form is valid until 9/30/2026. However, some agencies and awarding bodies may require the updated form immediately. Double-check with your project administrator to avoid any issues.
Note: The Department of Labor (DOL) is encouraging contractors and subcontractors to start using the updated 2025 form as soon as possible to stay compliant.
A: The new form consolidates everything under the WH-347 name. Page 1 still covers payroll data, and Page 2 focuses on compliance certification, fringe benefits, and apprenticeship details.
Let’s cut to the chase: the WH-347 form is all about playing by the rules. If you’re working on federally funded or assisted construction projects, this form is your proof that you’re paying your workers right and following the law. Required under the Fair Labor Standards Act and prevailing wage laws, the WH-347 is how you show that every worker on your site is being paid fairly based on the wage determinations for your project.
It can feel like busywork — but it’s a big deal. By filling out this form, you’re not just avoiding fines and penalties (although those can be brutal); you’re also proving that your operation runs above board. Transparency? Check. Compliance? Double check. The WH-347 keeps the industry honest and ensures everyone gets their fair share while you keep your project moving forward.
Form WH-347, also known as the Certified Payroll Form, is mandatory for contractors working on federally funded construction projects. Whether you’re patching up a public building or breaking ground on a new one, this form keeps you compliant with federal wage laws
Here’s an in-depth look at when this form is required:
In summary, Form WH-347 is required for any construction contract valued at $2,000 or more involving federal funding or assistance. This applies to both prime contractors and subcontractors on covered projects.
Filling out the WH-347 isn’t just about getting it done — it’s about getting it done right. This form demands attention to detail because every line helps prove you’re paying your workers fairly and following the rules.
Here’s what you’ll need to include:
Think of the WH-347 as a spotlight on your payroll practices. If even one detail is off — whether it’s hours, wages, or classifications — you’re putting your compliance (and your business) at risk. Fill it out carefully, because this form isn’t just paperwork; it’s proof that you’re running a fair, transparent, and law-abiding operation.
Page one of the WH-347 form is where the rubber meets the road. This section collects the weekly payroll data that keeps your operation compliant with prevailing wage requirements. It’s where you’ll document everything: worker information, labor classifications, hours worked, wages, fringe benefits, deductions, and net pay. Getting this part right is critical to avoiding compliance headaches.
The header of the WH-347 form captures critical details about the project and contractor. Filling this out accurately ensures your payroll report is tied to the correct project and avoids delays or compliance issues. Here’s how to complete each part:
Submission of Final DBRA Certified Payroll Form Checkbox
Prime Contractor/Subcontractor Checkbox
Project Details
Prime Contractor/Subcontractor Information
The header section sets the tone for the rest of the form. Mistakes here — like incorrect project numbers or missing contractor details — can lead to rejected submissions or compliance reviews. Double-check every field before submission to save time and ensure everything aligns with your contract documentation.
Accurate worker details are critical to compliance.
%2520Journeyworker%2520or%2520(RA)%2520Registered%2520Apprentice.png)
Accurate classification of workers is critical to staying compliant with prevailing wage rates. In this section, identify whether each worker is a Journeyworker (J) or a Registered
Apprentice (RA). Titles like “Senior XYZ” or “Lead XYZ” don’t matter here — if they’re not apprentices, they should be classified as a Journeyworker.
Misclassification of workers can lead to compliance violations and penalties. It’s not about job titles — it’s about properly distinguishing between fully trained workers and those still in an approved apprenticeship program. Getting this right ensures workers are paid according to the correct prevailing wage rates for their classification.
The labor classification section is where you specify the worker’s job role, ensuring it aligns with the applicable wage determination for your project. Correct classification is essential for compliance with prevailing wage laws. It’s the difference between staying compliant and landing in hot water.
How to classify workers:
Proper classification ensures workers are paid according to the correct prevailing wage rates for their role. Misclassifying a worker — either intentionally or unintentionally — can result in penalties, compliance violations, and even disputes over back pay. Always refer to the wage determination sheet included in your project documentation to ensure accuracy.
This is where the rubber meets the road—or in this case, the timecard hits the payroll report. Tracking each worker’s Straight Time (ST) and Overtime (OT) hours accurately is non-negotiable. It’s how you make sure workers get paid what they’re owed and keep your operation compliant with prevailing wage and overtime regulations.
Accurate time tracking isn’t just about punching numbers into a form — it’s about respecting your crew’s hard work and protecting your business. If you mess this up — like combining ST and OT hours or forgetting to double-check totals — you’re opening the door to wage disputes, compliance headaches, and potential penalties.
Take the time to compare your records against timecards or digital tracking tools. It’s better to spend a few extra minutes getting it right than dealing with the fallout later. Trust us, your future self will thank you.
These sections document wages and benefits to meet prevailing wage requirements:
Here’s where you enter the actual hourly rates paid to your workers for both Straight Time (ST) and Overtime (OT). Accuracy is key — don’t guess or round up. Stick to the facts.
Note: do not include cash payments in lieu of fringe benefits in this column. This will be for column 6C.
Everyone’s favorite — fringe benefits — the extras that go beyond hourly wages, like health insurance, retirement contributions, or vacation pay. This section tracks the credit you’re claiming for those benefits to make sure you’re meeting the Davis-Bacon prevailing wage requirements. If you’re providing benefits, this is where you log what they’re worth.
To figure out the amount for 6B, multiply:
This total represents the value of the benefits you’re giving to meet prevailing wage requirements.
Fringe benefits aren’t just a nice-to-have — they’re a core part of meeting compliance. Properly documenting these contributions shows that you’re not only meeting the minimum requirements but taking care of your crew. If you skip this step or miscalculate, you’re opening the door to penalties and a whole lot of unnecessary frustration.
Take the time to get this right, whether you’re running the numbers manually or using software to crunch it for you. It’s one more way to prove your operation runs on integrity, precision, and care for your people.
Not every contractor provides traditional fringe benefits like health insurance or retirement plans— and that’s okay. If you’re paying your workers cash in lieu of benefits, this is where you record it. But don’t wing it — this section needs to be filled out accurately to stay compliant.
For example, if your fringe benefit obligation is $5 per hour and a worker logs 40 hours, you’d enter $200 in this column.
This section is where you prove you’ve met the Davis-Bacon fringe benefit requirement, even if you’re skipping traditional benefit plans. It’s not about how you meet the requirement — it’s about showing that you’re meeting it.
Failing to document these payments can raise red flags during an audit, even if you’re doing everything right. Transparency here is crucial for protecting your operation and showing you’re playing by the rules.
Double-check your math. Miscalculations here can lead to unnecessary compliance issues. Use digital payroll tools or automation if you’re juggling multiple workers and projects — it’ll save you migraines and lots of time.
This section is about keeping it simple: if you’re paying cash instead of providing benefits, make sure it’s recorded properly. It’s that straightforward.
Here’s where it all comes together—the gross amount earned shows the full value of your worker’s time and effort for the week. This is the total earnings for hours worked on a Federal or federally assisted project, including wages and fringe benefits.
This number matters because it’s the foundation of compliance and a direct reflection of how you treat your crew. Get it right, and you’re not just meeting regulations — you’re showing respect for their work and proving your operation plays by the rules.
The gross amount earned is proof that your workers are being paid fairly under the Davis-Bacon Act. Miscalculating here can lead to compliance issues, wage disputes, or even penalties. Plus, it’s about integrity — your crew deserves to see the full value of what they earned.
7A is more than a number — it’s a snapshot of what your team earned for the sweat they put into the project. Do it right, and it’s one more way to show you’re running a tight, fair, and compliant operation.
This section paints the full picture of your worker’s weekly earnings, covering everything they made — whether it’s from the federal project you’re reporting on or any other work they did that week. If part of a worker’s weekly wage came from projects or work outside of the one described on this payroll, including non-DBRA-covered projects, 7B is where you document their total gross amount earned for the week across all projects.
7B provides a complete earnings snapshot, showing everything a worker made for the week — not just what’s tied to the federal project. It’s a key piece of the compliance puzzle, giving auditors visibility into total wages and ensuring transparency. Plus, it reflects that your workers are being paid fairly, no matter where they clocked in that week.
Think of 7B as the "big picture" box — it’s where you show that every hour your worker put in, whether on or off a federal site, is accounted for and respected.
Now we’re getting into the nitty-gritty of payroll — deductions. This section is where you detail exactly what’s taken out of your worker’s total earnings for the week. It’s not just about crunching numbers—it’s about showing that everything is above board and accounted for. Transparency here is non-negotiable.
Provide a breakdown of all deductions, no matter what project the worker was on:
Deductions can be a sensitive topic — no one likes seeing their paycheck shrink — but this section is about trust and compliance. By laying out every penny that comes out of your worker’s gross pay, you’re proving that their wages are being handled properly. It also keeps you in compliance with federal requirements for detailed payroll reporting.
8: Deductions for ALL WORK is about keeping it simple, clear, and honest.
This is it — the take-home pay. After all the hours are logged, wages calculated, and deductions pulled out, 9: Net Pay shows what actually ends up in your worker’s pocket for the week. It’s the final tally that reflects all the effort they’ve put in.
This is the number your crew cares about the most —t heir paycheck. It’s a direct reflection of how their work translates into earnings, so getting it right is critical. Beyond just keeping your workers happy, it also ensures compliance with payroll reporting requirements. Mistakes here can create headaches ranging from worker frustration to regulatory audits.
Net Pay to Worker for All Work is where the math hits reality. Your crew works hard, and this is their reward. Get it right, and you’re not just meeting compliance—you’re showing your team that they can count on you to pay them fairly and on time.
Page 2 of the WH-347 form might look like the boring back half, but it’s just as important as Page 1. This is where you lock in the project details, certify compliance, and ensure the paperwork reflects everything that’s happening on the job site. Let’s break it down step by step.
Project Name: Enter the name of the project on which you are reporting.
Project No. Or Contract No.: Enter the project or prime contract number associated with your contract assigned by the relevant contracting agency (if available).
Payroll No.: Beginning with the number “1”, each weekly certified payroll that a contractor or subcontractor submits for a project should be given a payroll number. Enter the appropriate payroll number.
Prime Contractor’s/Subcontractor’s Business Name: Enter the business’ legal name.
Project Location: Enter the complete address of the project, or, if there is no specific address, a description of the project location, including, at a minimum, the county or counties and state in which the project is located.
Week Ending Date: Enter the workweek ending date for this pay period.
Certifying Official’s Name and Title: Print the name and official title of the contractor or subcontractor, or their agent who paid or supervised the payment of the workers under the contract during the weekly time period covered by the form.
Project Name
Project No. or Contract No.
Payroll No.
Prime Contractor’s/Subcontractor’s Business Name
Project Location
Week Ending Date
Certifying Official’s Name and Title
Page 2 isn’t just filler — it’s the section that ties your payroll report to the project and certifies that your operation is playing by the rules. Every detail here reinforces transparency, compliance, and professionalism. Missing or incorrect information can delay submissions, raise flags during audits, or even jeopardize your ability to bid on future federal work.
Page 2 might not feel exciting, but it’s the backbone of your submission. Nail it, and you’ll keep your paperwork rock solid and things running smoothly.
This section of the certified payroll form focuses on the Statement of Compliance and apprenticeship details. Here's a breakdown:
The contractor or subcontractor certifies the following:
If your project includes apprentices, this section ensures they’re part of an approved program and being treated — and paid — fairly. Here’s what you need to confirm:
Apprenticeships are a critical part of building the next generation of skilled workers, but they have to be done right. Misreporting an apprentice’s status or failing to follow program guidelines can lead to compliance violations. By properly documenting apprentices, you’re showing that your operation values skill-building and fairness.
The Statement of Compliance isn’t just about meeting requirements — it’s about leading with integrity and proving that you run a professional, fair, and transparent operation. When you certify this section, you’re saying, “We’ve got nothing to hide.” And that’s how it should be.
The Hourly Credit for Fringe Benefits section is where contractors prove that the extras — health insurance, retirement, vacation pay — are accounted for and meet Davis-Bacon prevailing wage requirements. Whether you’re paying these benefits in cash or contributing to approved plans, this is where it all gets documented.
This part of the form ensures contractors report fringe benefits accurately, whether they’re providing them directly as cash or as contributions to bona fide plans, funds, or programs. Think of it as the receipt that shows you’re taking care of your crew and staying compliant.
1. Fringe Benefits Overview
2. Columns Explained
3. Certification Statement
At the bottom of the section, you’ll certify that:
Filling out this section isn’t just a box to check — it’s your shield against penalties and compliance headaches. Properly documenting fringe benefits shows you’re meeting the federal wage requirements and giving your crew the support they’ve earned.
The final section of the WH-347 form is where everything comes together. This isn’t just another formality — it’s your official confirmation that every detail in your payroll report is accurate and compliant with federal regulations. If there’s one part of the process that demands your full attention, it’s this.
This space is your chance to explain anything unusual or provide extra details about your payroll report. Here’s what you can include:
If the box isn’t big enough, don’t sweat it — you can just attach additional pages with the necessary information.
This is the moment of truth. The certifying official’s signature is more than just a scribble — it’s a legal stamp of approval that confirms:
Make sure the certifying official also adds:
This isn’t just a friendly reminder — it’s a serious heads-up. The form warns that willfully falsifying information can lead to:
Translation? Don’t cut corners. This warning underscores the weight of what you’re certifying and the importance of getting it right.
The signature section is where you officially stand behind your payroll report. It’s your word — and your company’s reputation — on the line. Taking the time to verify every detail ensures you’re staying compliant ans also reinforcing the trust your workers and contracting agencies have in you.
The WH-347 can feel like just another layer of paperwork, but getting it right can save you a world of migraines down the line. Whether you're filling it out for the first time or the hundredth, these tips will help you stay sharp, compliant, and ahead of the game.
Don’t let the WH-347 intimidate you. Treat it as a reflection of your professionalism and commitment to doing things right. With the right tools and attention to detail, you’ll breeze through it and prove that you can become a contractor of choice.
Certified payroll reporting doesn’t have to be a headache. The best way to tackle it? Embrace technology and let it do the heavy lifting. Here’s how to streamline the process so you can focus more on building and less on paperwork:
Doing certified payroll reporting doesn’t have to be a time-consuming, stress-inducing nightmare that send you to therapy. With Hammr’s prevailing wage software, we make the process simple, fast, and worry-free.
The WH-347 form isn’t just another administrative task — it’s proof that you’re doing right by your team and honoring your commitments. Approach compliance with the same grit and determination your team brings to the jobsite, and it’ll become one more way you build trust, credibility, and keep winning projects.
Need a hand? Hammr’s construction payroll, HR, and operations software simplifies certified payroll reporting, keeps you compliant, and helps protect your profits. Contact us today to see how we can make managing prevailing wage projects easier, faster, and stress-free.
Next time you see the orange color on the newly revised WH-347 — think Hammr.
The only difference? Hammr generates Certified Payroll Reports in just 1 click.
Request a demo today and see the difference.
