Like every other Canadian province and territory, Manitoba has a minimum wage legislation that sets the minimum wage that workers can be paid in the province.
So as an employee and employer in Manitoba, it is essential to always be updated on the current minimum wage. This will ensure that you are being paid the appropriate amount you deserve for your duties.
In Manitoba, the minimum wage is usually adjusted annually based on the Consumer Price Index (CPI). So if you’re wondering “what is the current minimum wage in Manitoba and how does it apply to you?” This article will take a look at the current minimum wage in Manitoba and everything you need to know about it.
So continue reading to find out!
What is Minimum Wage?
The minimum wage is the lowest amount that an employer can pay a worker. The federal and provincial governments set minimum wage rates that applies to all employers.
The minimum wage is often set according to the type of job and is usually reviewed annually by the government and adjusted if necessary to keep up with inflation.
When you think about minimum wage, you might wonder if teenagers working part-time jobs at fast-food restaurants or retail stores also earn the minimum wage.
But minimum wage laws apply to all employees, including full-time workers and managers, so everyone needs to know what the current rates are in their province or territory.
The purpose of minimum wage laws is to protect workers from exploitation by employers who would otherwise pay them less than what they’re worth.
The History of Minimum Wage in Manitoba
Manitoba’s minimum wage is benchmarked to the Consumer Price Index (CPI), that is inflation. This ensures that people are paid enough to meet their basic needs with increases to reflect the rise in cost of living.
The first time Manitoba set a minimum wage was in 1921. At that time, the minimum wage was set at $0.25 per hour and it was not increased until 1945 when it increased to $0.35 for men and $0.30 for women.
The latest adjustment occurred on October 1, 2021. Here are the historical dates of Manitoba’s minimum wage increase in the last 15 years:
|Date||Minimum Wage Amount|
|October 1, 2020||$11.90|
|October 1, 2019||$11.65|
|October 1, 2018||$11.35|
|October 1, 2017||$11.15|
|October 1, 2015||$11.00|
|October 1, 2014||$10.70|
|October 1, 2013||$10.45|
|October 1, 2012||$10.25|
|October 1, 2011||$10.00|
|October 1, 2010||$9.50|
|October 1, 2009||$9.00|
|May 1, 2009||$8.75|
|April 1, 2008||$8.50|
|April 1, 2007||$8.00|
|April 1, 2006||$7.60|
What is the Minimum Wage in Manitoba?
In Manitoba, the minimum wage is currently set at $11.95 per hour effective October 1, 2021, a slight increase from the previous $11.90.
The current minimum wage is the same for all employees regardless of age or work hours, with a few exceptions. This means that no employee can be paid less than this amount for their work.
While it is good that Manitoba has increased the minimum wage, it isn’t high enough. As a matter of fact, it is the second-lowest in the whole of Canada.
Standard Work Hours in Manitoba
The standard work hours in Manitoba is 40 hours a week or 8 hours per day unless you have a collective bargaining agreement that says otherwise.
However, the law allows employers to ask employees who work irregular or alternate shifts if they would like to work longer than the number of standard hours required by law.
If they agree, employers must provide extra compensation for this additional time worked in accordance with the employment standards laws.
Also, employees who are required to report to work but are not able to perform their duties because the employer has failed to provide suitable work may be entitled to pay for minimum hours.
For example, an employee may be required by his or her employer to report for duty at 6:00 a.m. but is not provided with any duties until 8:00 a.m. when the employer sends him or her home without performing any actual work.
In this situation, the employee would be entitled to compensation for a minimum of two hours.
Overtime Rules on Manitoba Minimum Wage
Overtime pay is also required when a person works more than 40 hours in one week. The overtime rate depends on how much you make and the type of industry you work in.
The overtime pay in Manitoba is 1.5 times the employee’s regular rate and all employees are required to abide by the rule.
Is Manitoba Minimum Wage Applicable on Every Employee?
It is mandatory that all employees in Manitoba be paid at least the minimum wage except if they are exempted from the law or are not regulated by provincial employment rules.
The following groups of workers are exempt from the minimum wage:
- Workers in federal or provincial training programs
- Domestic employees that work below 12 hours weekly
- Temporal employees with the Elections Act (Election officials)
Manitoba Minimum Wage Exceptions
The general Manitoba minimum wage is applicable to all employees. However, certain types of employees receive different minimum wages.
The following employees earn a different minimum wage in Manitoba:
- Security Guard Minimum Wage in Manitoba: The minimum wage for security guards in Manitoba is $12.50 per hour. However, only those that obtain the Private Investigators and Security Guards Act license are qualified for this minimum wage.
- Construction Minimum Wage in Manitoba: Also, commercial, industrial and institutional construction workers in Manitoba receive separate minimum wages.
Deductions on Manitoba Minimum Wage
As a general rule, employers can only withhold pay for the following reasons:
- It is acceptable by law
- If it is meant to cover any financial advances or payroll mistakes.
- If it is for anything that employees choose to pay for and that benefits them directly
The following is a list of what an employer can deduct from an employee’s pay:
When the advance is issued, both employers and employees must agree on how or when to reimburse the money. Nevertheless, service charges, interest, or other associated costs of the advance should not be deducted by the employer.
In case employers and employees are not in agreement on when or how the advance should be reimbursed, employers have the right to deduct the amount that would be permitted under The Garnishment Act if they had a garnishment.
Cost of Room and Board
Employees can make deductions for the cost of accommodation and board but only if the employee agrees.
However, employees are not to deduct an amount that will take the employee’s pay to less than the minimum wage.
Payroll Error Corrections
Immediately an employee or employer recognizes a payroll error, the employer can remedy it. However, employees and employers should both agree on when and how the adjustment will be made.
But if the employees and employers are not in agreement on when and how the adjustment will be made, the employer is free to deduct the amount that would be permitted under The Garnishment Act.
Cost of Tools
Employees are allowed to deduct the cost of tools only when employees consent to it and if the tools belong to the employee or the tools are not customized for a certain employee.
Also, if the tools are likely to be utilized by multiple employers within the same field and if the tools are willingly purchased directly from the employer.
Photo Radar Tickets or Red Light Camera Tickets
Employees can make deductions from the employee’s pay for photo radar tickets or red light camera tickets if the employee agrees to it in a written form.
Cost of Courses and Training
Employees can only deduct the minimum wage of an employee for the cost of training or course only if it will be beneficial to the employee. And this deduction can only be made if the employee accepts to participate and willingly pays.
While employers in Manitoba are allowed to deduct the employee’s minimum wage for the above reasons, there are certain deductions an employer is not permitted to do. These include
- Uniform cost
- Cost for cashing cheques
- Inventory shortages, drive-off fees
- The firm’s property and vehicle damage costs
- Personal safety equipment costs
- Expenses for stolen, broken or lost tools, as well as poor service.
Manitoba Minimum Wage 2021
From the above historical background of Manitoba’s minimum wage, you can see how the minimum wage progressed over time.
The Manitoba minimum wage 2021 was a slight upshoot from the October 1, 2020 minimum wage. The increase was not of much significance as it is the second lowest in the country.
By having the second highest inflation rate in the country (9.4% as of June 2022), the current Manitoba minimum wage is poor.
Even though the minimum wage will be increased to $12.35/hour by October 1, 2022, that will also be counted among the lowest in the country.
FAQs on Manitoba Minimum Wage
As mentioned earlier, employers can not reduce an employee’s wage without his or her consent. Even though there are some allowable deductions, the employer can not reduce an employee’s pay below the minimum wage.
The minimum wage in Manitoba is expected to increase from the current $11.95 to $12.35 per hour on October 1, 2022, based on the Consumer Price Index for 2021.
The full-time work hours in Manitoba are 8 hours per day or 40 hours per week. However, if an employee works more than those hours, he or she is entitled to overtime pay.
Employees in Manitoba are entitled to a paid 2 weeks of vacation every year within the first four years of work and a 3-week minimum vacation after working for 5 straight years.
No, the Manitoba $11.95/hour minimum wage also applies to students.
Minimum Wage in Manitoba – Final Thoughts
The provincial minimum wage in Manitoba is much lower than most of the other provinces. The minimum wage applies to most employees, but there are some exceptions as mentioned earlier.
And while the minimum wage in Manitoba may not be rising as much as some would hope, it will continue to increase every year.
Knowing your rights as a worker can be just as important as knowing your responsibilities. In the end, you don’t want to suffer because you weren’t paying attention.
If you do find yourself not being paid what you deserve as an employee, you can make a complaint and the government may take action against your employer.
Thank you for reading this article and I hope it was helpful. If it was, please share it with your friends.
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