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Run the Payroll Fee Auditor →Blog · Payroll Management · Construction
Construction Companies: New Hire Payroll Onboarding (2026)
New hire payroll onboarding at a construction company is the W-4, the Form I-9 within three business days, new hire reporting inside the state deadline, the pay code for the role, and the construction company checks this page cites before the first shift. BEG: $45 per employee per month inside the payroll software you already use, live in 3 to 5 days.
Checks specific to hiring in construction companies
Workers under 18 may not perform most roofing work on or about a roof (HO 16), trenching or excavation work including working in a trench more than four feet deep (HO 17), or most wrecking and demolition work (HO 15). A limited exemption from HO 16 and HO 17 exists for apprentices and student-learners who are at least 16 and enrolled in approved programs.
A contractor or subcontractor on Davis-Bacon covered work must submit certified payrolls weekly for each week in which covered work is performed, using Optional Form WH-347 or any other format, with each submission accompanied by a signed Statement of Compliance. Regular payrolls and basic records must be preserved for at least 3 years after all work on the prime contract is completed.
The federal onboarding sequence
Form W-4 (and the state equivalent) before the first check; Form I-9 section 1 on day one and section 2 within three business days; the new hire report to the state directory within its deadline, federal default 20 days and shorter in several states; the pay code, exemption status and direct deposit authorization on the employee record; and for laborers and carpenters the pay basis documented so prevailing wage compliance is taxed and counted for overtime correctly from the first run.
The rules behind this page, with sources
General information, not legal advice. Every rule below was read on the agency page linked next to it.
- Workers under 18 may not perform most roofing work on or about a roof (HO 16), trenching or excavation work including working in a trench more than four feet deep (HO 17), or most wrecking and demolition work (HO 15). A limited exemption from HO 16 and HO 17 exists for apprentices and student-learners who are at least 16 and enrolled in approved programs. [DOL Fact Sheet #43]
- A contractor or subcontractor on Davis-Bacon covered work must submit certified payrolls weekly for each week in which covered work is performed, using Optional Form WH-347 or any other format, with each submission accompanied by a signed Statement of Compliance. Regular payrolls and basic records must be preserved for at least 3 years after all work on the prime contract is completed. [29 CFR 5.5(a)(3)]
Read the full guide to how to onboard a new employee in payroll, and the rest of the construction company payroll library.
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Frequently Asked Questions
Hiring at a construction company: DOL Fact Sheet #43
Workers under 18 may not perform most roofing work on or about a roof (HO 16), trenching or excavation work including working in a trench more than four feet deep (HO 17), or most wrecking and demolition work (HO 15). A limited exemption from HO 16 and HO 17 exists for apprentices and student-learners who are at least 16 and enrolled in approved programs.
Hiring at a construction company: 29 CFR 5.5(a)(3)
A contractor or subcontractor on Davis-Bacon covered work must submit certified payrolls weekly for each week in which covered work is performed, using Optional Form WH-347 or any other format, with each submission accompanied by a signed Statement of Compliance. Regular payrolls and basic records must be preserved for at least 3 years after all work on the prime contract is completed.
How fast must a construction company report a new hire?
Within the state's deadline, 20 days under the federal default and as short as 7 days in some states. The report goes to the state new hire directory, and a rehire after 60 days is reported again.
What does managed payroll cost for a construction company?
$45 per employee per month, all-inclusive, inside the payroll software you already use, with no monthly minimum. Prevailing wage compliance, certified payroll and union vs non-union are configured at setup, not billed as add-ons.
Related Resources
Anthony leads payroll solutions at Business Executive Group, a national managed payroll firm serving businesses across industries including Construction Companies. BEG manages payroll at $45 PEPM, all-inclusive, with deep expertise in compliance, multi-state filing, and industry-specific payroll requirements. Get instant pricing at beghr.com.
Authoritative source: U.S. Department of Labor: Wage and Hour Division
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