Minimum Wage and Employment Standards in Canada: A Complete Guide for Newcomers
By WelcomeAide Team
Understanding Employment Standards in Canada
When you start working in Canada, it is essential to understand the employment standards that protect you. Employment standards are the minimum legal requirements that employers must follow regarding pay, hours of work, overtime, vacations, holidays, and other working conditions. These standards are set by law and apply to all workers, whether you are a Canadian citizen, a permanent resident, a temporary foreign worker, or a refugee.
In Canada, employment standards are primarily governed at the provincial and territorial level. This means the rules can vary depending on where you work. A small number of industries, such as banking, telecommunications, and interprovincial transportation, fall under federal jurisdiction and are governed by the Canada Labour Code. For most workers, however, provincial laws apply.
The Government of Canada's labour standards page provides an overview of federal standards, while each province has its own employment standards branch. Knowing which rules apply to you is the first step in protecting yourself.
Minimum Wage Rates by Province and Territory
Minimum wage is the lowest hourly rate an employer can legally pay you. Each province and territory sets its own minimum wage, and these rates are updated periodically. As of early 2026, here are the general minimum wage rates across Canada:
- British Columbia: $17.85 per hour
- Alberta: $15.00 per hour
- Saskatchewan: $15.00 per hour
- Manitoba: $15.80 per hour
- Ontario: $17.20 per hour
- Quebec: $16.10 per hour
- New Brunswick: $15.65 per hour
- Nova Scotia: $15.70 per hour
- Prince Edward Island: $16.00 per hour
- Newfoundland and Labrador: $15.60 per hour
- Northwest Territories: $16.70 per hour
- Yukon: $17.59 per hour
- Nunavut: $19.00 per hour
- Federal jurisdiction: $17.75 per hour
Special Minimum Wage Rates
Some provinces have special minimum wage rates for certain categories of workers. For example, in Ontario, there is a lower minimum wage for liquor servers who regularly receive tips, and for students under 18 who work a limited number of hours per week. In British Columbia, there is a separate minimum wage for live-in camp leaders. It is important to know which rate applies to your situation, as some employers may incorrectly pay you a lower rate.
Overtime Rules in Canada
Overtime pay is additional compensation you receive for working beyond the standard number of hours in a day or week. In most provinces, overtime is calculated at 1.5 times your regular hourly rate, often called "time and a half." The threshold for overtime varies by province.
In British Columbia, overtime begins after 8 hours in a day or 40 hours in a week, and double time applies after 12 hours in a day. In Ontario, overtime begins after 44 hours in a week. In Alberta, overtime starts after 8 hours in a day or 44 hours in a week. The BC Employment Standards Branch provides detailed information about overtime rules in British Columbia.
Some workers are exempt from overtime rules. Common exemptions include managers and supervisors, certain professionals, and workers in industries with special agreements. If you are unsure whether you are entitled to overtime pay, contact your provincial employment standards office.
Averaging Agreements and Compressed Work Weeks
In some provinces, employers and workers can agree to averaging agreements that allow hours to be averaged over multiple weeks. For example, instead of paying overtime for any hours over 8 in a single day, the employer may average your hours over two or four weeks. These agreements must be in writing and must follow specific rules set out in provincial legislation. You should never be pressured into signing an averaging agreement, and you should understand what you are agreeing to before you sign.
Vacation Pay and Vacation Time
Every worker in Canada is entitled to paid vacation time. The minimum entitlement varies by province but generally starts at two weeks of vacation per year after completing one year of employment, with vacation pay calculated at 4% of gross earnings. After several years of employment (usually five), the entitlement increases to three weeks and 6% vacation pay in most jurisdictions.
In some provinces, such as Saskatchewan, workers earn three weeks of vacation after just one year of employment. It is important to understand that vacation pay accrues from your first day of work, even if you cannot take vacation time until you have completed a qualifying period.
Statutory Holiday Pay
Canada has both federal and provincial statutory holidays, commonly called "stat holidays." On these days, most workers are entitled to a paid day off. If you are required to work on a statutory holiday, you are typically entitled to premium pay (usually 1.5 times your regular rate) plus an alternative day off with pay, or in some provinces, double time plus a regular day's pay.
Common statutory holidays across Canada include New Year's Day, Good Friday, Canada Day (July 1), Labour Day (first Monday in September), and Christmas Day. Each province has additional holidays. For example, British Columbia has BC Day in August, and Ontario has Family Day in February. To qualify for statutory holiday pay, you usually need to have worked at least 15 of the 30 days before the holiday, though the specific requirements vary by province.
When You Work on a Statutory Holiday
If your employer asks you to work on a statutory holiday, know your rights. In most provinces, working on a stat holiday means you receive your regular day's pay plus 1.5 times your hourly rate for each hour worked. Some provinces offer the choice between premium pay and a substitute day off. Your employer must inform you of the arrangement in advance.
Break Requirements
Employment standards legislation in most provinces requires employers to provide meal breaks and, in some cases, rest breaks during the workday. In British Columbia, workers must receive a 30-minute unpaid meal break after five consecutive hours of work. In Ontario, the requirement is the same: a 30-minute eating period after no more than five hours of work. In Alberta, workers must receive a 30-minute rest period within every five hours of work.
Some employers may provide paid breaks, but this is not required by law in most provinces. If your employer does not allow you to take breaks, or if you are required to remain at your workstation during your break and remain available to work, you may be entitled to be paid for that time.
Your Right to Proper Pay Stubs
In every province and territory, your employer is required to provide you with a written pay statement (pay stub) each pay period. The pay stub must include your name, the pay period dates, your regular hours and overtime hours, your rate of pay, your gross earnings, all deductions (such as income tax, Canada Pension Plan contributions, and Employment Insurance premiums), and your net pay.
Reviewing your pay stubs carefully is one of the best ways to ensure you are being paid correctly. If the numbers do not add up, or if deductions seem unusual, ask your employer for an explanation. Keep all your pay stubs in a safe place, as they may be needed if you ever need to file a complaint or apply for government benefits. For more on managing your finances as a newcomer, see our banking guide for newcomers.
Filing a Complaint Against Your Employer
If your employer is not following employment standards, such as paying you less than minimum wage, refusing to pay overtime, withholding vacation pay, or not providing pay stubs, you have the right to file a complaint with your provincial employment standards branch. The process is typically free and confidential.
In British Columbia, you can file a complaint online through the BC Employment Standards Branch complaint page. In Ontario, you file with the Ontario Ministry of Labour. There are time limits for filing complaints, usually six months to two years depending on the province and the type of violation, so do not delay.
You are legally protected from retaliation for filing a complaint. Your employer cannot fire you, reduce your hours, or take any negative action against you because you exercised your rights under employment standards legislation. If they do, the retaliation itself is a separate violation that can result in additional penalties for the employer.
Getting Help and Support
Navigating employment standards as a newcomer can feel overwhelming, especially if English or French is not your first language. There are many organizations that can help. Settlement agencies like ISSofBC and MOSAIC offer employment support services, including help understanding your pay and your rights. Legal aid clinics in most provinces offer free advice on employment issues.
You can also explore our blog for more guides on working in Canada, use our AI Newcomer Navigator for personalized answers to your employment questions, or learn about WelcomeAide and how we support newcomers. You can also see how to get involved in helping other newcomers understand their rights.