Build a Manitoba employee policy manual around your organization, workplaces, workforce and operating procedures.
Applicable policy modules are selected from the facts you provide. Legal-content updates are checked against official government or regulator sources and CanLII before an approved edition is published.
Policy modules available for Manitoba organizations
Hours of Work & Overtime Policy
The Employment Standards Code, CCSM c E110, Part 3
Manitoba's standard overtime thresholds are 8 hours per day and 40 hours per week. Employees are entitled to overtime pay at 1.5 times their regular rate for all hours worked beyond these thresholds. Employers must maintain accurate records of all hours worked. Rest periods of at least 30 minutes must be provided after every 5 consecutive hours of work, and employees are generally entitled to one day of rest per week. Overtime averaging permits and modified work schedules are available with proper authorization.
Overtime violations are among the most common employment standards complaints in Manitoba. The dual threshold (daily and weekly) means employers must track hours carefully. Without a clear policy, employers risk back-pay orders, penalties, and enforcement action under the Employment Standards Code.
- 8-hour daily overtime threshold
- 40-hour weekly overtime threshold
- 1.5x overtime rate mandatory
- 30-minute rest break every 5 hours
- One day of rest per week required
- Overtime averaging permits available
Minimum Wage Compliance Policy
The Employment Standards Code, CCSM c E110 + Minimum Wage Regulation
Manitoba's general minimum wage is $16.00/hour (effective October 1, 2025), indexed annually. The annual adjustment ensures wages keep pace with the cost of living. Employers must ensure all compensation meets or exceeds this threshold, including piece-rate and commission workers. Manitoba does not have a separate lower minimum wage for students or servers — all employees earn the same general minimum wage.
Manitoba's minimum wage changes annually. Employers who miss the increase face immediate non-compliance. A clear policy ensures payroll teams update rates on time and that no employee falls below the legal minimum.
- Annual automatic increase indexed to cost of living
- No separate student or server minimum wage
- Applies to all forms of compensation
- Commission employees must still earn at least minimum wage
- Record-keeping requirements mandatory
- Current rate: $16.00/hr (Oct 2025)
Vacation & Public Holiday Policy
The Employment Standards Code, CCSM c E110, Parts 4 and 5
Manitoba provides 2 weeks of vacation (4% vacation pay) after 1 year of employment, and 3 weeks (6%) after 5 years of service. Manitoba recognizes 8 public holidays: New Year's Day, Louis Riel Day (third Monday in February — unique to Manitoba), Good Friday, Victoria Day, Canada Day, Labour Day, Thanksgiving Day, and Christmas Day. Employees who work on a public holiday are entitled to premium pay at 1.5 times their regular rate plus a regular day's pay, or regular pay plus a substitute day off.
Louis Riel Day is unique to Manitoba, and employers unfamiliar with this holiday risk non-compliance. Vacation pay miscalculations are common, especially for employees with irregular schedules. A detailed policy protects employers from costly back-pay orders.
- 2 weeks vacation (4%) after 1 year
- 3 weeks vacation (6%) after 5 years
- 8 statutory public holidays
- Louis Riel Day unique to Manitoba
- Premium pay for working on holidays
- Vacation cannot be waived by agreement
Termination & Severance Policy
The Employment Standards Code, CCSM c E110, Part 7
Manitoba requires employers to provide written notice of termination (or pay in lieu) based on length of service: 1 pay period for employees with 30 days to under 1 year of service, scaling up to 8 weeks for employees with 10 or more years of service. Group termination provisions apply when 50 or more employees are terminated within a 4-week period, requiring 18 weeks' notice. Employers must pay all outstanding wages, vacation pay, and other entitlements within 10 business days of termination.
Wrongful dismissal claims are costly for Manitoba employers. Courts may award common law reasonable notice significantly exceeding statutory minimums. A well-drafted termination policy sets clear expectations, documents the process, and reduces litigation risk.
- 1 pay period notice for 30 days to under 1 year
- Graduated notice up to 8 weeks for 10+ years
- Group termination rules for 50+ employees (18 weeks)
- Pay in lieu of notice permitted
- Final pay within 10 business days
- Written notice required
Workplace Safety & Health Policy
The Workplace Safety and Health Act, CCSM c W210
Manitoba's Workplace Safety and Health Act requires every employer to ensure the safety, health, and welfare of all workers. A safety and health representative is required at every workplace, regardless of size. Workplaces with 20 or more workers must establish a Workplace Safety and Health Committee. The Act covers hazard identification, workplace inspections, incident reporting, WHMIS 2015 training, the right to refuse unsafe work, and the right to know about hazards. Manitoba Workplace Safety and Health actively conducts inspections and enforces compliance.
Manitoba requires a safety representative at ALL workplaces — one of the most comprehensive requirements in Canada. With mandatory committees at 20+ workers and active enforcement through inspections and compliance orders, a comprehensive safety policy is essential for due diligence.
- Safety representative required at ALL workplaces
- Safety and Health Committee at 20+ workers
- WHMIS 2015 training mandatory
- Right to refuse unsafe work protected
- Right to know about hazards
- Written safety and health policy required
- Regular workplace inspections mandatory
Workplace Harassment Prevention Policy
The Workplace Safety and Health Act, CCSM c W210 + The Human Rights Code
Manitoba requires all employers to develop and implement a written harassment prevention policy. The Workplace Safety and Health Act defines harassment as objectionable conduct that creates a risk to health or constitutes a threat. Combined with The Human Rights Code protections against discrimination and harassment based on protected characteristics, employers must have comprehensive procedures for reporting, investigating, and resolving complaints, and must protect complainants from reprisal.
Workplace harassment complaints have increased significantly in Manitoba. An employer without a proper policy faces enforcement orders, human rights damages, constructive dismissal claims, and reputational harm. Both The Workplace Safety and Health Act and The Human Rights Code require proactive measures.
- Written policy mandatory for all employers
- Covers harassment and sexual harassment
- Investigation procedures required
- Anti-reprisal protections
- Human Rights Code protections apply
- Regular worker training required
- Policy review required periodically
Human Rights & Anti-Discrimination Policy
The Human Rights Code, CCSM c H175
The Manitoba Human Rights Code protects individuals from discrimination in employment based on protected characteristics including: ancestry, nationality, ethnic origin, religion, age, sex (including pregnancy), gender identity, sexual orientation, marital or family status, source of income, political belief, physical or mental disability, and social disadvantage. Employers have a duty to accommodate employees' needs related to protected characteristics to the point of undue hardship.
Human rights complaints in Manitoba can result in significant damages ordered by the Manitoba Human Rights Commission and adjudicator. Every Manitoba employer, regardless of size, is subject to the Code. A proactive policy demonstrates good faith and reduces the risk of complaints.
- Multiple protected characteristics in Manitoba
- Duty to accommodate to point of undue hardship
- Applies to all employers regardless of size
- Covers hiring, promotion, termination, and conditions
- Social disadvantage is a protected characteristic
- Manitoba Human Rights Commission enforcement
- Systemic remedies may be ordered
Leaves of Absence Policy
The Employment Standards Code, CCSM c E110, Part 6
Manitoba provides a progressive leave framework including: Maternity leave (17 weeks), Parental leave (63 weeks — among the longest in Canada), Bereavement leave (3 days), Compassionate Care leave (28 weeks), Family leave (3 days), Domestic Violence leave (10 days plus 17 weeks), Long-term leave (27 weeks for serious injury or illness, as amended by Bill 82 effective December 4, 2024), Critically Ill Child leave (37 weeks), and Organ Donation leave (13 weeks). Manitoba also provides 5 unpaid days of personal leave per year for illness, injury, or family responsibilities (after 90 days of employment).
Manitoba's leave entitlements are extensive and have been expanded in recent years. Employers who deny a protected leave or fail to reinstate an employee face Employment Standards Code violations and potential human rights complaints.
- Maternity leave: 17 weeks
- Parental leave: 63 weeks (among longest in Canada)
- Bereavement: 3 days
- Domestic Violence leave: 10 days + 17 weeks
- 5 unpaid personal leave days per year (after 90 days)
- Long-term leave: 27 weeks (as amended December 2024)
- Job-protected — must reinstate to same or comparable position
Personal Leave Policy
The Employment Standards Code, CCSM c E110, Part 6
Manitoba provides 5 unpaid days of personal leave per calendar year for employees with at least 90 days of employment. This leave can be used for personal illness, injury, or family responsibilities. This is a single combined entitlement — not separate sick leave and family leave. Additionally, employees with 90+ days of employment are entitled to up to 27 weeks of unpaid long-term leave in a 52-week period for serious illness or injury (as amended by Bill 82, effective December 4, 2024).
Manitoba's personal leave entitlement is unpaid and job-protected. Employers who deny this leave or penalize employees for using it face Employment Standards Code enforcement action. A clear policy ensures both employers and employees understand the entitlement and process.
- 5 unpaid personal leave days per calendar year
- Available after 90 days of employment
- Covers personal illness, injury, or family responsibilities
- 27 weeks unpaid long-term leave for serious illness/injury
- Job-protected — must reinstate
- Anti-reprisal protections
Privacy & Personal Information Policy
The Freedom of Information and Protection of Privacy Act (FIPPA) + PIPEDA
Manitoba's FIPPA governs public bodies. PIPEDA applies to personal information handled in commercial activities and to employee information connected with a federal work, undertaking or business, but generally does not govern the employee records of an ordinary provincially regulated Manitoba employer. Private employers should still adopt clear, proportionate collection, use, access, retention, security and breach-response practices and confirm any health-sector, contractual or common-law duties.
Privacy complaints have increased significantly with the digitization of HR records and remote work surveillance. A comprehensive privacy policy is essential to avoid regulatory complaints, civil liability, and employee trust issues. Manitoba's FIPPA imposes strict obligations on public sector employers.
- FIPPA applies to public bodies
- PIPEDA applies in commercial contexts
- PIPEDA employee-data scope is generally limited to federal works
- Limit collection to what is necessary
- Use reasonable safeguards
- Define internal access and correction procedures
- Confirm sector-specific breach duties
Workers' Compensation Policy
The Workers Compensation Act, CCSM c W200
Manitoba employers must register with the Workers Compensation Board of Manitoba (WCB) and pay premiums based on their industry classification and claims history. The WCB establishes a no-fault insurance system: workers injured on the job receive benefits regardless of fault, and in exchange give up the right to sue their employer. Employers must report workplace injuries within 5 business days, cooperate with return-to-work obligations, and maintain early and safe return-to-work programs.
WCB compliance is mandatory for most Manitoba employers. Operating without coverage can result in significant penalties and personal liability for all worker injury costs. Return-to-work obligations are legally required, and non-compliance can result in WCB penalties.
- Mandatory registration for most employers
- Premiums based on industry and claims history
- 5 business day injury reporting requirement
- Return-to-work obligations for employer and worker
- No-fault system — workers cannot sue employer
- WCB audits and compliance reviews
- Penalties for non-compliance
Pay Equity & Equal Pay Policy
The Pay Equity Act, CCSM c P13 + The Human Rights Code
Manitoba's Pay Equity Act applies to public sector employers and requires them to establish and maintain pay equity. For private sector employers, The Human Rights Code prohibits discrimination in compensation based on protected characteristics. Employers should conduct regular pay analyses to identify and address any gender-based or other discriminatory wage gaps. Pay equity means that job classes predominantly performed by women must be compensated equally to job classes of comparable value.
Manitoba has specific pay equity legislation for the public sector, and human rights protections apply to all employers. Proactive employers who conduct regular pay analyses and maintain a written policy are better positioned to demonstrate compliance and avoid costly complaints.
- Pay Equity Act applies to public sector employers
- Human Rights Code covers all employers
- Equal pay for work of comparable value
- Regular pay analyses recommended
- Manitoba Human Rights Commission enforcement
- Back-pay and systemic remedies possible
Domestic Violence Leave Policy
The Employment Standards Code, CCSM c E110, Part 6
Manitoba provides domestic violence leave consisting of 10 days plus 17 weeks for employees who are victims of domestic violence, or whose dependent child is a victim. The first 5 days are paid (for employees with at least 90 days of employment). This leave can be used for medical attention, counselling, legal proceedings, relocating, or other necessary purposes. Employers must maintain confidentiality regarding the reasons for the leave.
Manitoba's domestic violence leave includes paid days — an important distinction from many other provinces. Employers who deny this leave or fail to maintain confidentiality face Employment Standards Code enforcement action and potential human rights complaints. A clear policy ensures managers understand their obligations.
- 10 days plus 17 weeks of leave
- First 5 days are paid (after 90 days employment)
- Available for victims and parents of child victims
- Confidentiality requirements
- Job-protected leave
- Anti-reprisal protections
Workplace Conduct & Discipline Policy
The Employment Standards Code + The Workplace Safety and Health Act
A workplace conduct and discipline policy establishes clear standards of behaviour and a progressive discipline framework. Under Manitoba law, employers must ensure fair treatment of employees, and termination for cause requires a demonstrable pattern of documented issues. The policy should outline expectations for attendance, performance, workplace behaviour, and the consequences of violations, following a progressive approach: verbal warning, written warning, suspension, and termination.
Without a documented progressive discipline policy, Manitoba employers face significant challenges defending terminations. Courts and tribunals expect employers to demonstrate that employees were aware of expectations and given opportunities to correct behaviour before dismissal.
- Progressive discipline framework
- Clear standards of behaviour
- Documentation requirements
- Fair and consistent application
- Supports just cause termination defence
- Covers attendance, performance, and conduct
Smoke-Free & Cannabis Policy
The Non-Smokers Health Protection and Vapour Products Act + Cannabis Control + WSH Act
Manitoba's Non-Smokers Health Protection and Vapour Products Act prohibits smoking and vaping in all enclosed public places and workplaces. Since the legalization of cannabis in 2018, employers must also address recreational and medical cannabis use in the workplace. Employers can prohibit cannabis impairment at work but must accommodate medical cannabis users under The Human Rights Code.
Cannabis legalization created confusion for Manitoba employers. While employers can maintain zero-tolerance impairment policies, they cannot automatically prohibit all cannabis use or refuse to accommodate medical cannabis users. A comprehensive policy protects employers from both safety violations and human rights complaints.
- Smoking/vaping banned in all enclosed workplaces
- Distance rules around building entrances
- Cannabis impairment can be prohibited at work
- Medical cannabis must be accommodated
- Drug testing limits under human rights law
- Policies must distinguish recreational vs. medical use
Remote Work & Flexible Arrangements Policy
The Employment Standards Code + The Workplace Safety and Health Act
With the growth of remote and hybrid work in Manitoba, employers must ensure that all Employment Standards Code and Workplace Safety and Health Act obligations extend to remote work environments. This includes ensuring safe home workspaces, maintaining accurate hours tracking, providing necessary equipment, and addressing ergonomic requirements. Remote work policies should clearly outline expectations for availability, communication, data security, and expense reimbursement.
Remote work does not exempt employers from Manitoba employment standards or safety obligations. Without a clear remote work policy, employers face disputes over hours of work, overtime, workplace injuries at home, and data privacy breaches.
- Employment Standards Code applies to remote workers
- WSH Act obligations extend to home offices
- Hours tracking required for remote employees
- Equipment and expense provisions
- Data security and privacy requirements
- Clear communication expectations
Employee Records & Documentation Policy
The Employment Standards Code, CCSM c E110 + FIPPA
The Employment Standards Code requires employers to maintain detailed employment records including hours worked, wages paid, deductions made, vacation entitlements, and leave records. These records must be kept for a minimum of 3 years and made available for inspection by employment standards officers. Under FIPPA, employee personal information in the public sector must be collected, used, and disclosed only as authorized.
Incomplete or inaccurate employment records are a common finding during Employment Standards inspections and can result in adverse inferences against employers in disputes. Proper documentation is essential for defending against wage claims, termination disputes, and human rights complaints.
- Detailed employment records required
- 3-year minimum retention period
- Records available for inspection
- FIPPA governs public sector personal information
- Security safeguards required
- Accurate hours and wage tracking
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Manitoba Employment Law at a Glance
Minimum Wage
$16.00/hr
Oct 1, 2025 ($16.40 from Oct 1, 2026)
Parental Leave
63 Weeks
Among longest in Canada
Public Holidays
9 Days
Including Louis Riel Day & Truth and Reconciliation Day
Safety Committee
20+ Staff
Safety rep at all workplaces
The Employment Standards Code, CCSM c E110
Core employment standards legislation covering hours, wages, leaves, vacation, termination, and general conditions of employment.
The Workplace Safety and Health Act, CCSM c W210
Comprehensive workplace safety legislation requiring safety representatives at all workplaces and committees at 20+ workers.
The Human Rights Code, CCSM c H175
Prohibits discrimination in employment on protected characteristics including ancestry, sex, disability, age, and social disadvantage.
The Freedom of Information and Protection of Privacy Act (FIPPA)
Governs collection, use, and disclosure of personal information by public sector employers in Manitoba.
The Pay Equity Act, CCSM c P13
Requires public sector employers to establish and maintain pay equity between male and female-dominated job classes.
The Workers Compensation Act, CCSM c W200
Establishes no-fault workplace injury insurance, WCB registration, premiums, injury reporting, and return-to-work obligations.
The Non-Smokers Health Protection and Vapour Products Act
Prohibits smoking and vaping in enclosed workplaces and public places with distance requirements.
PIPEDA (Federal)
Applies to personal information handled in commercial activities and to employee information connected with a federal work, undertaking or business; it generally does not govern an ordinary provincially regulated employer's employee records.
The Workplace Safety and Health Regulation
Detailed regulations covering workplace hazards, safety committees, training requirements, and compliance obligations.
Leave entitlements
- Maternity Leave: 17 weeks
- Parental Leave: 63 weeks
- Bereavement Leave: 3 days
- Compassionate Care Leave: 28 weeks
- Family Leave: 3 days
- Domestic Violence Leave: 10 days + 17 weeks
- Long-term Leave (Serious Illness/Injury): 27 weeks
- Critically Ill Child Leave: 37 weeks
- Organ Donation Leave: 13 weeks
- Personal Leave (Illness/Family): 5 unpaid days/year
- Reservist Leave: As required
- Citizenship Ceremony Leave: 1 day
- Critically Ill Adult Leave: 17 weeks
- Child Death Leave: As per Code
Most leaves are unpaid but job-protected. The first 5 days of domestic violence leave are paid (for employees with 90+ days of employment). Manitoba's 63-week parental leave is among the longest in Canada.