Certified Payroll Software for Davis-Bacon Jobs (WH-347)

The first federally funded job changes a contractor's payroll more than any new hire. Every week, someone has to produce a payroll that shows each worker's classification, hours and pay against the wage determination, and sign a statement that it is accurate and complete. Ordinary payroll software pays people; certified payroll reports what was paid to the contracting agency, under a signed statement. This page reads the rules from the Department of Labor's own pages and the tools' documentation, both on October 27, 2026. We have not tested the products.

For whom: a small construction contractor or subcontractor on its first Davis-Bacon job. Not for: a contractor on state-funded public works only: many states have their own prevailing-wage forms and portals, which this page does not cover.

What the Department of Labor requires

The signature is the point. Whatever tool produces the report, a person at the contractor signs that it is accurate, and the federal false-statements statute applies to that signature.

What the tools produce

Our pick

QuickBooks Workforce for a small contractor, on the Premium or Elite payroll its help article covers. The WH-347 starts from the payroll you already run, and the fields left to you are the ones only you know (project, wage determination, apprentice status) plus any pay in lieu of fringe and the adjustments that go with it. Set up job and classification tracking first and review every report before signing; generating the spreadsheet is not the same as reconciling it.

• Pick RUN Powered by ADP instead if you already pay through RUN: the ADP Marketplace lists third-party certified-payroll apps for RUN, one of which also produces state reports. The sources we read document only this third-party route and do not say whether RUN produces a WH-347 natively, so ask ADP before assuming you need an add-on, and ask the add-on's price.
• Use a dedicated certified-payroll or compliance tool (not reviewed here) if you run many public jobs across states, where agencies use their own portals and formats.

Before the first certified week

1. Get the wage determination from the contract and map each worker to a classification.
2. Set up job-level time so hours split by project and classification.
3. Decide who signs the Statement of Compliance and who checks the report before signing.
4. Keep each week's report with the signed statement for the life of the contract and the retention period it requires.

For general construction payroll, see payroll software for construction.