HRForge provides AI-powered HR support built specifically for general contractors, subcontractors, and specialty
trade companies. From worker classification analysis and prevailing wage compliance to OSHA documentation and state-specific employment law — we handle the HR that keeps your jobs running and your company protected. Serving construction companies from 1 to 500 employees across all 50 states.
One misclassified worker can cost $50,000 or more in back taxes, penalties, and benefits owed.
Construction has the highest worker misclassification rate of any industry in the United States. The IRS and Department of Labor are increasing enforcement in 2026 — specifically targeting contractors who classify workers as 1099 independent contractors when they should be W-2 employees.
Other risks that hit construction companies hard:
Prevailing wage violations on public works projects — underpaying even by small amounts triggers back pay for every affected worker.
OSHA violations — construction accounts for more workplace fatalities than any other industry. Documentation gaps make violations worse.
Missing or outdated HR policies — one termination without proper documentation becomes an expensive wrongful termination claim.
HRForge keeps you protected before the audit, the inspector, or the lawsuit arrives.
✓ Worker classification analysis — employee vs contractor
✓ Independent contractor agreement review
✓ Prevailing wage compliance guidance — federal and state
✓ Davis-Bacon Act compliance for federal projects
✓ Certified payroll documentation guidance
✓ OSHA 10 and 30 hour training documentation
✓ Job site safety policy documentation
✓ CDL and crane operator certification tracking
✓ Apprenticeship program documentation
✓ Job descriptions for every trade role
✓ Offer letters and onboarding kits
✓ Employee handbooks for construction companies
✓ Termination documentation
✓ State-specific employment law — all 50 states
✓ 24/7 answers to any HR question via Telegram
General contractors — residential and commercial
Electrical contractors
Plumbing and HVAC contractors
Roofing contractors
Concrete and masonry contractors
Framing and carpentry contractors
Flooring contractors
Painting contractors
Landscaping and site work contractors
Demolition contractors
Specialty trade contractors
Home builders and developers
Government and public works contractors
Calling someone a 1099 contractor does not make them one legally.
The IRS uses a 20-factor test to determine whether a worker is truly an independent contractor. Courts and
state agencies use similar tests.
If your workers:
Use your tools and equipment
Work exclusively for your company
Follow your schedule and supervision
Perform work that is your core business.
They are likely employees — regardless of what your
contract says.
Misclassification consequences include:
Back payroll taxes for both the employer and employee share
Back state unemployment taxes
Workers compensation premiums for the entire period
Overtime and minimum wage owed
PAGA penalties in California that can be devastating.
HRForge analyzes your specific worker relationships and tells you exactly where you stand — before the IRS or DOL does.
f your company does any work on federally funded
projects over $2,000 you are covered by the
Davis-Bacon Act.
That means paying locally prevailing wage rates for
every trade classification on the job — and submitting
weekly certified payroll reports on Form WH-347.
States with their own prevailing wage laws add another layer — including Washington, California, New York,
Illinois, Oregon, and more than 20 other states.
Common prevailing wage violations:
Paying apprentice rates without a registered apprenticeship program.
Missing or incomplete certified payroll submissions.
Not including fringe benefits in prevailing wage calculations.
Using incorrect trade classifications for workers.
HRForge walks you through prevailing wage requirements for your specific state and project type.
Construction accounts for one in five worker deaths in the United States every year. OSHA's construction
standard is strictly enforced — and violations are
expensive.
The Fatal Four — leading causes of construction deaths:
Falls — fall protection required at 6 feet, written fall protection plan required for all work above 6 feet.
Struck-by — hard hats, high-visibility vests, and exclusion zones around all equipment operations.
Electrocution — GFCI protection on all temporary power, minimum 10-foot clearance from overhead power lines.
Caught-in/between — cave-in protection required for all excavations deeper than 5 feet, competent person required on site daily.
HRForge provides OSHA documentation templates, safety policy frameworks, and training record tracking for every requirement.
You run a construction company — not an HR department.
But one misclassified worker, one prevailing wage violation, or one OSHA recordable without proper documentation can cost more than a year of HR support.
HRForge gives you construction-specific HR expertise available 24 hours a day. Ask a question at 9pm before a job starts at 6am — get a complete answer before your boots hit the ground.
No software to install. No training required. Just ask on Telegram and get the answer you need.
Washington | Oregon | California | Texas | Florida |
New York | Illinois | Pennsylvania | Ohio | Georgia |
Michigan | Tennessee | North Carolina | Arizona |
Colorado | Nevada | Utah | Idaho | Montana | New Mexico |
Minnesota | Wisconsin | Indiana | Missouri | Virginia |
Maryland | New Jersey | Connecticut | Massachusetts |
And all remaining states
Prevailing wage laws, OSHA state plans, worker classification rules, and employment law — all covered for your specific state.
Starter — $497/month — Up to 20 employees
Growth — $1,197/month — 20 to 100 employees
Enterprise — $2,497/month — 100 to 500 employees
Flat monthly fee. No per-employee charges.
No setup fee. Cancel anytime.
Book a free consultation or view pricing to see how HRForge streamlines your HR—fast, compliant, and effortless.