Most Common Issues
How We Can Help
Worker Recruitment
Ending Employment
Unpaid Leaves
Vacations and General Holidays
Overtime and Hours of Work
Young Employees
Construction Industry
Paying Wages
Residential Caregivers, Domestic Workers and Live-In Nannies
A Quick Guide To Employment Standards
Child Performers
Agriculture
This process was developed in consultation with the Manitoba Restaurant and Foodservices Association and the Canadian Restaurant and Foodservices Association.
How We Can Help
Worker Recruitment
Ending Employment
Unpaid Leaves
Vacations and General Holidays
Overtime and Hours of Work
Young Employees
Construction Industry
Paying Wages
Residential Caregivers, Domestic Workers and Live-In Nannies
A Quick Guide To Employment Standards
Child Performers
Agriculture
Most Common Issues
A Summary of Unpaid Leave Options
The Employment Standards Code provides a variety of options to allow employees time to deal with the demands of modern families without the risk of losing their job because of the leave.Deductions from Wages
Employers are responsible for paying employees regularly and for all hours worked. Sometimes one or the other will want money deducted from an employee’s pay. There are restrictions regarding what employers are allowed to deduct from wages.General Holidays
General holidays are sometimes referred to as statutory holidays or stat holidays. They are days recognized by legislation as holidays. Employees either have this day off with pay, or, if they work, are paid differently.H1N1 Flu Pandemic and the Workplace
Employers and Employees need to be aware of the significant risks associated with a potential H1N1 Flu Pandemic. Pandemics have huge effects on many parts of society, including in the workplace. This fact sheet provides information about dealing with a pandemic in the workplace.New Business Owners Fact Sheet
Overtime
The standard hours of work are generally eight hours in a day and 40 hours in a week. Work beyond the standard hours is overtime. Employees who work overtime are entitled to be paid 1 ½ times their regular wage for the hours worked during overtime. Overtime must be authorized by employers.Termination of Employment
Employers or employees can decide to end an employment relationship at any time. In most cases, the legislation requires that the person ending the employment give notice.Vacations and Vacation Pay
All employees begin earning vacation time and pay from their first day of work for an employer.What is Minimum Wage?
The minimum wage is the lowest amount, per hour, that employees must be paid by their employers for work in Manitoba.Young Employees
Young people working in Manitoba have all of the rights and responsibilities of adult employees. Minimum standards such as general holidays, vacations, minimum wage and termination apply to all workers regardless of age. There are some restrictions placed on employees under 18 years old.How We Can Help
A Quick Guide to Employment Standards
A Summary of Unpaid Leave Options
The Employment Standards Code provides a variety of options to allow employees time to deal with the demands of modern families without the risk of losing their job because of the leave.A Summary of What's New
After the first major review of employment standards legislation in over 30 years, the Labour Management Review Committee presented the provincial government with a consensus report recommending changes to The Employment Standards Code. In December 2006, the province passed The Employment Standards Code Amendment Act. The changes to the code and regulations go into effect on April 30, 2007. This page highlights the changes.Filing a Claim
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Employers and employees are often able to resolve disputes by calling the Employment Standards Branch office or searching the Employment Standards Branch website for information. If employers and employees still disagree on what employees should be paid, a claim may be filed with the Employment Standards Branch. As a neutral third-party, branch staff can investigate and make a decision on what is owed.Other Government Support
There are more issues in the workplace than Employment Standards legislation covers. Many times employers and employees ask questions that are better answered by another government agency or department.Residential Caregivers
Residential caregivers live in the homes of the people they help to live independently. They are protected by the Employment Standards legislation but have conditions related to their hours of work and rest periods.What are the Employment Standards: Your rights and responsibilities
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Although this legislation does not address all workplace situations, it outlines some basic rules employers and employees must follow.What is Minimum Wage?
The minimum wage is the lowest amount, per hour, that employees must be paid by their employers for work in Manitoba.What is the Labour Board?
Many people confuse the provincial Employment Standards Branch and the Manitoba Labour Board. The Employment Standards Branch enforces minimum standards and investigates disagreements between employers and employees about them. The Manitoba Labour Board adjudicates decisions made by the Employment Standards Branch, and gives employers and employees a chance to present evidence at a hearing.Who is covered by The Employment Standards Code?
Employment standards legislation covers employees whose workplaces are under provincial jurisdiction. Almost 90 per cent of all workplaces fall under provincial jurisdiction, some professionals, agricultural workers and independent contractors are exempt.Young Employees
Young people working in Manitoba have all of the rights and responsibilities of adult employees. Minimum standards such as general holidays, vacations, minimum wage and termination apply to all workers regardless of age. There are some restrictions placed on employees under 18 years old.Worker Recruitment
Employer Registration Information
Starting on April 1, 2009, all Manitoba employers wanting to recruit foreign workers will first be required to register with the Employment Standards Branch, Business Registration Unit. This requirement results from the new Worker Recruitment and Protection Act, which improves protections for foreign workers. This page summarizes what’s new for employers, with more detailed information available by April 1, 2009.Foreign Worker Recruitment Licence Information
By April 1, 2009, anyone engaged in foreign worker recruitment in Manitoba is required to have a licence from the Employment Standards Branch. This requirement results from the new Worker Recruitment and Protection Act, which increases protections for foreign workers. This page highlights the legislative criteria that recruiters must meet to get a licence; and the obligations for foreign worker recruitment in Manitoba.Summary of what's new in 2009
On April 1, 2009, The Worker Recruitment and Protection Act replaced The Employment Services Act. The new Act expands coverage to include protection for foreign workers and children working in the talent industry. The Worker Recruitment and Protection Act strictly prohibits charging fees to people seeking or finding work. This page highlights the changes.Ending Employment
Bankruptcies and Receiverships
Filing a Claim
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Employers and employees are often able to resolve disputes by calling the Employment Standards Branch office or searching the Employment Standards Branch website for information. If employers and employees still disagree on what employees should be paid, a claim may be filed with the Employment Standards Branch. As a neutral third-party, branch staff can investigate and make a decision on what is owed.Other Government Support
There are more issues in the workplace than Employment Standards legislation covers. Many times employers and employees ask questions that are better answered by another government agency or department.Paying Wages and Keeping Records
Employers and employees need to keep accurate records of the hours worked and the amount paid for those hours. Employers must pay employees for all hours they work and explain how the pay was calculated. The Employment Standards Branch requires employers to keep some pay records for three years.Termination of Employment
Employers or employees can decide to end an employment relationship at any time. In most cases, the legislation requires that the person ending the employment give notice.What are the Employment Standards: Your rights and responsibilities
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Although this legislation does not address all workplace situations, it outlines some basic rules employers and employees must follow.Who is covered by The Employment Standards Code?
Employment standards legislation covers employees whose workplaces are under provincial jurisdiction. Almost 90 per cent of all workplaces fall under provincial jurisdiction, some professionals, agricultural workers and independent contractors are exempt.Unpaid Leaves
A Summary of Unpaid Leave Options
The Employment Standards Code provides a variety of options to allow employees time to deal with the demands of modern families without the risk of losing their job because of the leave.Bereavement Leave
Bereavement leave allows employees unpaid time off to deal with the death of a family member, without fear of job loss.Compassionate Care Leave
Compassionate care leave gives employees the opportunity to take unpaid leave to care for or support a critically ill family member who has a significant risk of death.Family Leave
Family leave allows employees unpaid time off, to deal with family responsibilities or personal illness, without fear of job loss.Maternity Leave
Maternity leave gives expectant mothers the opportunity to take unpaid leave from work, without the fear of job loss.Parental Leave
Parental leave gives parents the opportunity to take an unpaid leave from work, to care for a new child in their family, without the fear of job loss.Reservist Leave
Vacations and General Holidays
General Holidays
General holidays are sometimes referred to as statutory holidays or stat holidays. They are days recognized by legislation as holidays. Employees either have this day off with pay, or, if they work, are paid differently.Louis Riel Day
Remembrance Day
Remembrance Day gives the people of Manitoba the opportunity to pay tribute to the memory of those who have died, cherish those who have suffered injury, and recognize those who dedicate themselves to the protection of freedom and human dignity.Sunday and Holiday Shopping
Vacations and Vacation Pay
All employees begin earning vacation time and pay from their first day of work for an employer.Overtime and Hours of Work
Averaging Permits Information
Employers are responsible for scheduling employees, according to the standard hours of work (eight hours in a day and 40 hours in a week). Work beyond these hours is overtime. Employers must also ensure their employees get an appropriate break and weekly day of rest. When the needs of the business cannot be accommodated within these standards, employers may apply to Employment Standards for a permit to modify the daily hours, the weekly hours, the work break or the weekly day of rest. The agreement of a significant majority of the affected employees is usually required.Hours of Work and Breaks
Overtime
The standard hours of work are generally eight hours in a day and 40 hours in a week. Work beyond the standard hours is overtime. Employees who work overtime are entitled to be paid 1 ½ times their regular wage for the hours worked during overtime. Overtime must be authorized by employers.Overtime Exemptions - Workers who perform management functions primarily
Most employees are entitled to be paid 1½ times their regular wage for hours worked beyond eight hours in a day or for hours worked beyond 40 hours in a week. An employee is only entitled to overtime for work that is requested, acknowledged or authorized by the employer. In some cases, employees are not entitled to overtime wages because they perform management functions primarily. This fact sheet explains this exclusion.Overtime Exemptions - Workers who substantially control their hours of work
Most employees are entitled to be paid 1 1/2 times their wages for hours worked beyond eight hours in a day or for hours worked beyond 40 hours in a week. An employee is only entitled to overtime for work that is requested, acknowledged or authorized by the employer. In some cases, employees are not entitled to overtime wages because they have substantial control over their hours of work and earn at least twice the Manitoba average industrial wage.Overtime for Incentive Pay
Overtime pay is calculated using 1 1/2 times the hourly wage for overtime hours. Incentive pay is based on productivity, not on an hourly wage.Paying Wages and Keeping Records
Employers and employees need to keep accurate records of the hours worked and the amount paid for those hours. Employers must pay employees for all hours they work and explain how the pay was calculated. The Employment Standards Branch requires employers to keep some pay records for three years.Sunday and Holiday Shopping
Wage for reporting for work
Sometimes employees are scheduled to work a shift and then the shift is cancelled or shortened. In other situations employees are called in to work when they were not scheduled. Employees who report for work are paid for at least three hours work, or their full shift, whichever is less.Young Employees
Filing a Claim
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Employers and employees are often able to resolve disputes by calling the Employment Standards Branch office or searching the Employment Standards Branch website for information. If employers and employees still disagree on what employees should be paid, a claim may be filed with the Employment Standards Branch. As a neutral third-party, branch staff can investigate and make a decision on what is owed.Hours of Work and Breaks
Other Government Support
There are more issues in the workplace than Employment Standards legislation covers. Many times employers and employees ask questions that are better answered by another government agency or department.Paying Wages and Keeping Records
Employers and employees need to keep accurate records of the hours worked and the amount paid for those hours. Employers must pay employees for all hours they work and explain how the pay was calculated. The Employment Standards Branch requires employers to keep some pay records for three years.Termination of Employment
Employers or employees can decide to end an employment relationship at any time. In most cases, the legislation requires that the person ending the employment give notice.What are the Employment Standards: Your rights and responsibilities
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Although this legislation does not address all workplace situations, it outlines some basic rules employers and employees must follow.What is Minimum Wage?
The minimum wage is the lowest amount, per hour, that employees must be paid by their employers for work in Manitoba.Who is covered by The Employment Standards Code?
Employment standards legislation covers employees whose workplaces are under provincial jurisdiction. Almost 90 per cent of all workplaces fall under provincial jurisdiction, some professionals, agricultural workers and independent contractors are exempt.Young Employees
Young people working in Manitoba have all of the rights and responsibilities of adult employees. Minimum standards such as general holidays, vacations, minimum wage and termination apply to all workers regardless of age. There are some restrictions placed on employees under 18 years old.Young Employees in Restaurants
Young people working in Manitoba have all of the rights and responsibilities of adult employees. Minimum standards such as general holidays, vacations, minimum wage and termination apply to all workers regardless of age. Many young workers find employment in the restaurant industry. To protect their safety, heath and well being Employment Standards has developed a process to allow young workers to begin employment quickly in a safe environment.This process was developed in consultation with the Manitoba Restaurant and Foodservices Association and the Canadian Restaurant and Foodservices Association.
Construction Industry
Construction Industry
The construction industry has several minimum standards that are different from other industries. Termination, general holidays and minimum wage are all handled differently in this industry. The Construction Industry Wages Act sets the minimum wage for tradespeople and other construction workers in the industrial, commercial, institutional sector (ICI) and the heavy construction sector.Heavy Construction Industry and Wage Schedule
The Construction Industry Wages Act, along with The Employment Standards Code, sets wages and working conditions on most Manitoba construction sites. The heavy construction sector has its own minimum standards and wage levels.ICI Construction Industry and Wage Schedule
The Construction Industry Wages Act, along with The Employment Standards Code, sets wages and working conditions on most Manitoba construction sites. The industrial, commercial and institutional (ICI) construction sector has its own minimum standards and wage levels.Paying Wages
Deductions from Wages
Employers are responsible for paying employees regularly and for all hours worked. Sometimes one or the other will want money deducted from an employee’s pay. There are restrictions regarding what employers are allowed to deduct from wages.Hours of Work and Breaks
Paying Wages and Keeping Records
Employers and employees need to keep accurate records of the hours worked and the amount paid for those hours. Employers must pay employees for all hours they work and explain how the pay was calculated. The Employment Standards Branch requires employers to keep some pay records for three years.Wage for reporting for work
Sometimes employees are scheduled to work a shift and then the shift is cancelled or shortened. In other situations employees are called in to work when they were not scheduled. Employees who report for work are paid for at least three hours work, or their full shift, whichever is less.What is Minimum Wage?
The minimum wage is the lowest amount, per hour, that employees must be paid by their employers for work in Manitoba.Residential Caregivers, Domestic Workers and Live-In Nannies
Deductions from Wages
Employers are responsible for paying employees regularly and for all hours worked. Sometimes one or the other will want money deducted from an employee’s pay. There are restrictions regarding what employers are allowed to deduct from wages.Domestic Workers and Live-in Nannies
Domestic workers often live in their employers’ homes, or the homes’ of people they care for. They are protected by Employment Standards legislation but are allowed special working and overtime hours.Filing a Claim
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Employers and employees are often able to resolve disputes by calling the Employment Standards Branch office or searching the Employment Standards Branch website for information. If employers and employees still disagree on what employees should be paid, a claim may be filed with the Employment Standards Branch. As a neutral third-party, branch staff can investigate and make a decision on what is owed.Other Government Support
There are more issues in the workplace than Employment Standards legislation covers. Many times employers and employees ask questions that are better answered by another government agency or department.Paying Wages and Keeping Records
Employers and employees need to keep accurate records of the hours worked and the amount paid for those hours. Employers must pay employees for all hours they work and explain how the pay was calculated. The Employment Standards Branch requires employers to keep some pay records for three years.Residential Caregivers
Residential caregivers live in the homes of the people they help to live independently. They are protected by the Employment Standards legislation but have conditions related to their hours of work and rest periods.Vacations and Vacation Pay
All employees begin earning vacation time and pay from their first day of work for an employer.What are the Employment Standards: Your rights and responsibilities
The Employment Standards Code establishes the rights and responsibilities of most employees and employers in Manitoba. Although this legislation does not address all workplace situations, it outlines some basic rules employers and employees must follow.What is Minimum Wage?
The minimum wage is the lowest amount, per hour, that employees must be paid by their employers for work in Manitoba.Who is covered by The Employment Standards Code?
Employment standards legislation covers employees whose workplaces are under provincial jurisdiction. Almost 90 per cent of all workplaces fall under provincial jurisdiction, some professionals, agricultural workers and independent contractors are exempt.A Quick Guide To Employment Standards
A Quick Guide to Employment Standards
Child Performers
A Guide for Parents/Guardians of Child Performers
The new Worker Recruitment and Protection Act improves protections for children in the talent and modeling industry by making the agency and the parents/guardians of child performers jointly responsible for the safety and well-being of the child. This page highlights the new protections and the obligations of the people who work with child performers.Child Performer Recruitment License Information
By April 1, 2009, all businesses engaged in child performer recruitment are required to have a licence from the Employment Standards Branch before they can audition, scout or recruit a child. This requirement results from the new Worker Recruitment and Protection Act, which improves protections for children in the talent and modeling industry. This page highlights the changes.Child Performers Permit Information
By April 1, 2009, all children that are promoted by a talent or modeling agency must have a Child Performer Permit from the Employment Standards Branch. This requirement results from the new Worker Recruitment and Protection Act, which improves protections for children in the talent and modeling industry.Child Talent Agency Licence Information
By April 1, 2009, all businesses engaged in promoting child performers are required to have a licence from the Employment Standards Branch. Each child that will be promoted also requires a Child Performer Permit. This requirement results from the new Worker Recruitment and Protection Act, which improves protections for children in the talent and modeling industry. This page highlights the changes.Summary of what's new in 2009
On April 1, 2009, The Worker Recruitment and Protection Act replaced The Employment Services Act. The new Act expands coverage to include protection for foreign workers and children working in the talent industry. The Worker Recruitment and Protection Act strictly prohibits charging fees to people seeking or finding work. This page highlights the changes.Agriculture
A Guide to Employment Standards in Agriculture
Recent changes in legislation have included many workers in Agriculture who previously were not covered by Employment Standards legislation. This fact sheet provides an overview of the issues that employers in the agriculture sector need to be aware of.Changes to Employment Standards in Agriculture
Recently the Province of Manitoba has announced changes to who is covered by Employment Standards legislation in the Agriculture industry. These changes come into effect on June 30, 2008. This fact sheet explains who is covered by what provisions of The Employment Standards Code. More information about the specific Employment Standards can be found in our Guide to Employment Standards in Agriculture.Standards for employees in Climate Controlled Facilities
On June 30, 2008 changes made to The Employment Standards Code regarding employees working in agriculture came into effect. Different standards apply depending on the type of employment. This fact sheet provides information regarding employees who work in a climate controlled facility.Standards for employees of Agricultural Service Providers
On June 30, 2008 changes made to The Employment Standards Code regarding employees working in agriculture came into effect. Different standards apply depending on the type of employment. This fact sheet provides information regarding employees who for business that provide services in the agriculture industry.Standards for employees working on a farm in the primary production of agricultural products.
On June 30, 2008 changes made to The Employment Standards Code regarding employees working in agriculture came into effect. Different standards apply depending on the type of employment. This fact sheet provides information regarding employees who work on a farm in the primary production of agricultural products.
