Payroll services for construction

Construction payroll is different (and you shouldn’t guess)

If you run crews across job sites—or hire subcontractors—your payroll needs can go beyond basic “run payroll once a week.” You may also need help with Certified Payroll, prevailing wage, and keeping worker status correct.

RunWise Pay is a FREE matching service. We connect small and mid-size construction businesses with payroll service providers, but we do not run payroll, file taxes, or give payroll/accounting/tax/legal advice.

Rules in the US also change and vary by project type and state. A good provider will ask the right questions and help you stay compliant—while you keep control of the final decision.

• Ask providers what they support for your type of work (certified payroll, prevailing wage, multiple states, subcontractors).

Common needs in construction (plain-English checklist)

Construction payroll often includes mix-and-match needs. Here are the most common items owners ask about, especially when they’re new to US payroll.

• Paying employees correctly by direct deposit (and keeping pay stubs accurate)
• Running payroll on your schedule (weekly, biweekly, semimonthly)
• Handling state and local payroll taxes based on where the work happens
• Issuing W-2s for employees and 1099 forms for subcontractors (if applicable)

If you work on government or certain funded projects, you may also hear terms like “certified payroll” and “prevailing wage.” These have specific requirements and documentation steps. Confirm how a provider handles those rules and what they’ll deliver for each pay period.

• Don’t assume worker classification is “obvious”—confirm what’s right for your situation with a qualified professional.

Certified payroll & prevailing wage: what to ask before you sign

Certified payroll and prevailing wage can add steps on top of standard payroll. A provider should be able to explain how they support the workflow for your projects.

1. Ask if they support certified payroll reporting for your project types.
2. Ask what inputs they need from you each pay period (for example, job/project details and hours).
3. Ask how they produce the required certified payroll documents and what format you’ll receive.

Because rules can vary, don’t rely on marketing language. Confirm what’s included in writing and ask about limitations (for example, which project types or states they cover).

• If a provider can’t clearly explain the process, that’s a red flag.

W-2 vs 1099: keep employee/subcontractor status straight

Many construction businesses work with both employees and subcontractors. The difference matters for taxes and year-end paperwork.

• W-2 generally applies to employees on your payroll.
• 1099 generally applies to certain subcontractors or independent contractors (requirements depend on facts and can vary).

A payroll provider can help run payroll and prepare employer paperwork, but worker classification still needs to be correct. Treat this as an important “get it right” area: confirm details with a qualified payroll provider and/or accountant/tax professional for your specific situation.

Also ask a provider how they handle year-end forms (W-2s and 1099s) and when you’ll have what you need to file on time.

• Avoid providers that won’t discuss W-2 vs 1099 responsibilities clearly.

Cost basics: what construction owners usually pay for

Payroll pricing varies by team size, pay frequency, the number of states, and which services are included (like direct deposit, year-end forms, certified payroll support, and reporting).

As a general guide—not a quote—many businesses see costs that can include:

1. A base monthly or per-pay-period fee.
2. An additional per-employee fee (sometimes per pay run).
3. Possible add-ons for complex needs (multi-state support, certified payroll features, or extra reporting).

You can often lower your surprises by comparing pricing sheets line-by-line. Be cautious of vague pricing, “call for pricing” without details, or plans that don’t clearly list what’s included. Always confirm what’s included in writing before you sign.

• Get a clear written list: what they run, what they file, what you must provide, and what support looks like.

How RunWise Pay helps you switch or start (step-by-step)

Whether you’re setting up payroll for the first time or switching providers, the goal is the same: pick a provider that fits your jobs, pay schedule, and reporting needs.

1. Tell us your basics (business name, contact info, how many people you pay, and your state). Optional: preferred language.
2. We match you with payroll providers that say they can support construction needs like certified payroll and multi-state work (when relevant).
3. Review provider options at your pace, compare what’s included, and confirm details in writing.

RunWise Pay collects contact + business intent only. We do not collect SSNs, EINs, bank account numbers, or employee records. Your data stays focused on getting you matched with the right service.

Ready to compare? Start at get matched and then review services and pricing to understand what to expect.

• Owner stays in control—compare options, confirm inclusions, and choose who to hire.