Five provinces raise minimum wages: what foreign workers and international students should know

New rates effective October 1, 2026

Five provinces increased their general minimum wage on October 1, 2026. The new hourly rates are $17.95 in Ontario, $16.40 in Manitoba, $15.70 in Saskatchewan, $17.00 in Nova Scotia and $17.30 in Prince Edward Island.

These figures come from the relevant provincial employment-standards pages and announcements. They are general minimum wages; special rates or industry-specific rules can apply in some jobs.

The five provincial rates

• Ontario: $17.95 per hour, up from $17.60.
• Manitoba: $16.40 per hour, up from $16.00.
• Saskatchewan: $15.70 per hour, up from $15.35.
• Nova Scotia: $17.00 per hour, following the April 2026 increase to $16.75.
• Prince Edward Island: $17.30 per hour; the province has also scheduled a further increase to $17.60 on April 1, 2027.

Foreign workers have the same basic protections

The federal government states that temporary foreign workers have the same rights and protections as Canadians and permanent residents. In most occupations, provincial or territorial employment standards govern matters such as wages, hours of work and termination.

A work permit tied to one employer does not allow that employer to pay less than the applicable legal minimum. An LMIA or employment agreement may require a higher wage, including the prevailing wage; the new minimum wage is only the legal floor.

Ontario's student rate is not an international-student rate

Ontario's student minimum wage increased to $16.90 per hour. It applies only to students under age 18 who work 28 hours a week or less while school is in session, or who work during a school break or summer holiday.

An international student who is 18 or older is generally entitled to Ontario's general minimum wage, subject to any job-specific exception. Holding a study permit does not by itself place a worker under the student rate.

What workers and employers should check

• Review hours worked on and after October 1 separately if a pay period crosses the effective date.
• Compare the pay stub with the applicable provincial rate and any higher wage promised in the employment agreement, LMIA or collective agreement.
• Check whether an industry-specific minimum, special occupation rule or prevailing-wage obligation is higher than the general rate.
• Keep employment agreements, schedules, pay stubs and records of hours worked.
• Contact the provincial employment-standards office if wages are below the legal minimum or agreed rate.