Saskatchewan and Manitoba Employment Law Updates for 2026: A Side-by-Side Guide

Saskatchewan enacted sweeping amendments to The Saskatchewan Employment Act through Bill 5 , which came into force on January 1, 2026. These changes represent the most significant overhaul of the province's employment standards in years. Tips and Gratuities: For the first time, Saskatchewan regulates tips. Employers are now prohibited from withholding employee tips, though tip pooling arrangements remain permissible. Extended Sick Leave: The maximum duration of sick leave has been increased from 12 weeks to 27 weeks , aligning with the federal Employment Insurance sickness benefit period. Sick Note Restrictions: Employers may only request a medical certificate if an absence exceeds 5 consecutive days or if an employee has had 2 or more non-consecutive absences within the preceding 12 months. Pregnancy Loss: Employees are now eligible for maternity leave if pregnancy loss occurs within 20 weeks of the expected due date. Interpersonal Violence Leave: A new entitlement of 16 weeks of unpaid continuous leave has been added, supplementing the existing 10 days (5 paid and 5 unpaid). Bereavement Leave: Leave may now be taken within 6 months of a death, and the definition of "close relative" has been expanded. Group Termination: The threshold triggering group termination notice obligations has increased from 10 to 25 employees . These reforms collectively strengthen worker protections while modernizing Saskatchewan's employment framework. Manitoba has also implemented notable updates to its employment standards framework. Minimum Wage: Manitoba's minimum wage rose to $16.00 per hour effective October 1, 2025. The rate is indexed to the Consumer Price Index (CPI), providing predictable annual adjustments. Long-Term Illness Leave: Effective November 7, 2024, Manitoba extended its long-term illness leave from 17 weeks to 27 weeks , mirroring the federal EI sickness benefit duration — the same alignment Saskatchewan achieved through Bill 5. Overtime: Manitoba maintains overtime pay at 1.5 times the regular wage after 8 hours per day or 40 hours per week. The overtime exemption threshold for the period June 2025 to May 2026 is set at $59,468.24 in annual wages. Vacation Entitlements: Employees receive 2 weeks (4%) after 1 year of employment and 3 weeks (6%) after 5 years. Statutory Holidays: Manitoba recognizes 9 statutory holidays , including Louis Riel Day (the third Monday in February) and Orange Shirt Day (September 30, the National Day for Truth and Reconciliation). Employers operating in Manitoba should review payroll systems to ensure the current minimum wage and overtime exemption thresholds are accurately reflected. Understanding the differences between these neighbouring provinces is essential for employers operating across the Prairies. Minimum Wage: Saskatchewan stands at $15.35/hour (effective October 1, 2025), while Manitoba is at $16.00/hour (effective October 1, 2025, CPI-based). Overtime: Both provinces apply the same threshold — 1.5x after 8 hours/day or 40 hours/week . Vacation: Saskatchewan offers the more generous entitlement: 3 weeks (5.77%) after 1 year and 4 weeks (7.69%) after 10 years — the most generous standard vacation entitlement in Canada. Manitoba provides 2 weeks (4%) after 1 year and 3 weeks (6%) after 5 years. Sick/Illness Leave: Both provinces now provide 27 weeks of leave, aligning with federal EI sickness benefits. Saskatchewan's sick note restrictions under Bill 5, however, go further by limiting when employers can demand medical documentation. Interpersonal Violence Leave: Saskatchewan's new 16-week unpaid continuous leave plus 10 days (5 paid, 5 unpaid) establishes one of the most comprehensive frameworks in the country. Employers with operations in both provinces should conduct a thorough policy audit to ensure compliance with each jurisdiction's distinct requirements.