Minimum Wage Changes in Canada: October 2026 Employer Update
Updated: Oct 7
If you have employees in Ontario, Manitoba, Saskatchewan, Nova Scotia or Prince Edward Island, it's time to check your payroll.
Minimum wage increased in all five provinces on October 1, 2026.
Here's what changed, plus where minimum wage now sits across Canada.
What Changed October 1?
Province | Previous Rate | New Rate |
Ontario | $17.60 | $17.95 |
Manitoba | $16.00 | $16.40 |
Saskatchewan | $15.35 | $15.70 |
Nova Scotia | $16.75 | $17.00 |
Prince Edward Island | $17.00 | $17.30 |
For Nova Scotia, this was the second increase of 2026. Minimum wage increased from $16.50 to $16.75 on April 1 before increasing again to $17.00 on October 1.
PEI employers can also put the next increase on their calendars now. Minimum wage is scheduled to increase again to $17.60 on April 1, 2027.
Minimum Wage Across Canada
Here's where the general minimum wage now sits in every province and territory as of October 2, 2026:
Province or Territory | General Minimum Wage |
Alberta | $15.00 |
British Columbia | $18.25 |
Manitoba | $16.40 |
New Brunswick | $15.90 |
Newfoundland & Labrador | $16.35 |
Northwest Territories | $17.20 |
Nova Scotia | $17.00 |
Nunavut | $20.17 |
Ontario | $17.95 |
Prince Edward Island | $17.30 |
Quebec | $16.60 |
Saskatchewan | $15.70 |
Yukon | $18.51 |
The federal minimum wage is $18.15 per hour. For federally regulated employees, where the applicable provincial or territorial minimum wage is higher than the federal rate, the higher rate applies.
These are general minimum wage rates. Some provinces and territories have different rates or rules for certain employees, occupations and industries.
What Should Employers Do?
First, the obvious: if you have employees in one of the five provinces affected by the October 1 increases, make sure nobody is being paid below the new minimum.
But don't stop there.
Check your active job postings and outstanding offer letters, and make sure your payroll system has actually been updated.
It's also worth looking at employees who are already earning slightly above minimum wage.
For example, if an entry-level employee was earning $17.60 and an experienced employee was earning $18.00, an increase in minimum wage to $17.95 suddenly leaves just $0.05 between them.
That's wage compression.
There isn't generally a legal requirement to increase everyone's pay when minimum wage goes up. But employers should consider whether an increase has unintentionally compressed the differences between entry-level employees, experienced employees and supervisors.
And don't forget about salaried employees. Being paid a salary doesn't automatically make minimum wage requirements irrelevant. Employers still need to ensure employees receive at least the applicable minimum wage for hours covered by employment standards legislation.
The Bottom Line
Five provinces increased minimum wage on October 1, 2026:
Ontario: $17.95
Manitoba: $16.40
Saskatchewan: $15.70
Nova Scotia: $17.00
Prince Edward Island: $17.30
For employers, this is a good reminder to look beyond simply changing a number in payroll.
Check your wages, job postings, outstanding offers and overall compensation structure to make sure the increase hasn't created a compliance issue or unintended wage compression.
Need help with an HR or employment standards question? A&A Consulting provides practical HR support to employers across Canada, from one-off HR questions to ongoing fractional HR support. Book a free consultation or send us a message.
This article provides general information only and is not legal advice. Minimum wage requirements can vary based on occupation, industry and other circumstances. Employers should confirm the requirements applicable to their employees.
Last updated: October 2, 2026
