Expert-Level Employer of Record Services in Manitoba
Hiring and managing employees in Manitoba involves legal complexities, payroll responsibilities, and HR challenges — but you don’t have to do it alone. HR Options can support your business with specialized employer-of-record services. Our expert team handles everything from talent acquisition to onboarding to streamline business operations and reduce legal risks.
Whether you want to expand your team or hire remote employees, we ensure full compliance with labour laws and HR policies. Our professionals manage payroll, benefits administration, tax compliance, and other administrative tasks so you can focus on growing your business. We also offer an advanced online platform for real-time updates to help you make informed decisions.
Contact us today to build a strong team and confidently grow your business in Manitoba!
Build a High-Performing Team with Our Trusted HR Services
Handling the hiring process and managing employment logistics in Manitoba can be complex, but our experts make it seamless. Our employ of record specialists support businesses of all sizes by handling every aspect of recruitment and compliance. Whether you need temporary staff or a long-term workforce, we ensure a smooth and fully compliant hiring experience. Our HR solutions include:
- On-boarding
- Off-boarding
- Payroll Processing
- Benefits Management
- Workforce Management
- Legal compliance
- Timesheet collection
- Employee relations & HR support
- All other aspects of the employment cycle
Valuable Benefits for Employees in Manitoba
At HR Options, we help businesses create competitive benefits packages that attract and retain top talent in Manitoba. A well-structured benefits plan keeps employees engaged and ensures they feel valued and motivated. We work closely with your business to develop a customized benefits package that aligns with your policies. Depending on your organization’s needs, our benefits packages may include:
- Life Insurance
- Medical Insurance
- Vision Insurance
- Dental Insurance
- Paid Time Off (PTO)
- Long-Term Disability Insurance (LTD)
- Health Spending Account (HSA)
- Employee Assistance Programs (EAPs)
- Registered Retirement Savings Plan (RRSP)
Essential Employment Information for Manitoba
Looking for reliable employer-of-record services in Manitoba? Here’s some essential employment information we think you should know:
What Is the Minimum Wage in Manitoba?
The minimum wage in Manitoba is currently $15.80 per hour. This rate applies to most workers, including those paid hourly, by salary, commission, or incentive. The province reviews and adjusts the minimum wage to reflect the cost of living and ensure fair compensation for all workers. On October 1, 2025, the minimum wage will increase to $16.00 per hour.
What Is Considered Full-Time Employment in Manitoba?
In Manitoba, full-time employment typically means working between 35 and 40 hours per week. While there is no strict legal definition under the Employment Standards Code, employers can determine their work hours, benefits eligibility, and overtime policies. Employees should review their workplace policies to fully understand their rights, including vacation entitlements, statutory holiday pay, and overtime compensation.
What Is Considered Part-Time Employment in Manitoba?
In Manitoba, part-time employment typically refers to working fewer than 30 hours per week. The Employment Standards Code does not provide a strict definition of part-time employment, and employers are free to set their policies. While part-time employees may not receive the full range of benefits, many employers offer additional perks, such as flexible schedules or pro-rated benefits, to attract and retain skilled employees.
However, some employers may offer additional perks, such as flexible schedules, pro-rated benefits, or other incentives, to attract and retain skilled part-time talent.
What Are the Overtime Pay Rules in Manitoba?
Under the Employment Standards Code in Manitoba, employers must pay 1.5 times the regular hourly wage for any hours worked beyond eight hours in a day or 40 hours in a week. Certain jobs may have different rules regarding overtime, so employees should review their employment agreements.
Certain employees, such as managers, supervisors, and professionals, may be exempt from overtime pay based on their job duties. Employees should review their workplace policies to ensure they receive fair compensation for overtime hours.
How Long Does Onboarding Take in Manitoba?
Under the Employment Standards Code in Manitoba, employers must pay 1.5 times the regular hourly wage for any hours worked beyond eight hours in a day or 40 hours in a week. Certain jobs may have different rules regarding overtime, so employees should review their employment agreements.
What is the Payroll Cycle in Manitoba?
In Manitoba, employers must pay employees at least twice a month. Many businesses follow a biweekly or semi-monthly payroll cycle, with common pay dates being the 15th and the last day of the month or every two weeks. To comply with Manitoba’s employment standards, employers must provide clear payment schedules and ensure wages are distributed on time.
Employers should ensure their payroll schedules comply with the Nova Scotia Labour Standards Code while being clear with employees about their specific pay cycle.
Are Employers Required to Offer Retirement Savings Plans in Manitoba?
Manitoba does not require employers to provide retirement savings plans. However, many companies offer Registered Retirement Savings Plans (RRSPs) or pension plans as part of their benefits packages. The Canada Pension Plan (CPP) enhancements have replaced previous provincial pension proposals.
New Hire Paperwork
Requirements for Manitoba Employers
When hiring employees in Manitoba, employers must collect several key documents to comply with provincial and federal regulations. These forms ensure proper onboarding and legal compliance. Below are the required documents:
Federal Tax Form (TD1)
Employees must complete the federal TD1 form, which determines the amount of income tax to withhold based on personal exemptions and deductions.
Provincial Tax Form (TD1ON)
Employees must complete the Manitoba-specific TD1MB form to calculate the correct amount of provincial income tax deductions.
Employment Contract
This contract outlines job responsibilities, compensation, work hours, termination conditions, and other employment terms.
New Hire Reporting
Employers must register new employees with the Canada Revenue Agency (CRA) by collecting their Social Insurance Number (SIN) and submitting required payroll information.
Direct Deposit Form
Employees provide banking details for payroll processing if the company allows direct deposit.
Confidentiality and Non-compete Agreements
Employers may require these agreements, especially in sensitive information or intellectual property industries.
Additional
Recommended Documents
Workers Compensation (WCB) Registration
Employers must register employees with the Manitoba Workers Compensation Board (WCB) for workplace injury coverage.
Manitoba Employment Standards Fact Sheet
Employers must inform employees about their rights under the Manitoba Employment Standards Code.
Extended Benefits Enrollment Forms
If the employer offers health, dental, or other benefits, employees must complete enrollment forms.
Probationary Period Agreement
Some employers require employees to sign an agreement outlining probationary terms.
Emergency Contact Form
Employers may request emergency contact details for workplace safety.
Work Permit (for Foreign Workers)
To ensure legal employment status, employers hiring foreign workers must verify and collect work permits.
Employment Taxes in Manitoba
Employment taxes and statutory fees affect Manitoba employees’ overall payroll. Here’s a clear breakdown of known taxes in this province:
Employer Taxes
| Employment Tax | Tax Percentage |
|---|---|
| Canada Pension Plan (CPP) Contribution | 5.95% (up to the yearly maximum |
| Employment Insurance (EI) Premium | 2.296% (up to the yearly maximum) |
| Workers Compensation (WCB) Premium | Varies by industry (average ~1.50%) |
| Health and Post-Secondary Education Tax Levy (HPEL) | 0.00% to 2.15% based on total payroll |
Employee Taxes
| Tax Type | Tax Percentage |
|---|---|
| Canada Pension Plan (CPP) Contribution | 5.95% (up to the yearly maximum) |
| Employment Insurance (EI) Premium | 1.64% (up to the yearly maximum) |
| Manitoba Provincial Income Tax | 10.8% to 17.4% (based on income) |
| Federal Income Tax | 15% to 33% (based on income) |
Important Leave Laws in Ontario
| Leaves Title | Law |
|---|---|
| Sick Leave | In Manitoba, workers can take up to 3 days of unpaid sick leave per year. Many employers may offer additional paid sick days depending on their internal policies. |
| Bereavement Leave | Employees can take up to 3 days off without pay for the death of an immediate family member. Employers may choose to provide additional paid leave. |
| Organ Donor Leave | Under the law, employees who donate an organ can take up to 13 weeks of unpaid leave to recover. This leave ensures workers don’t lose their jobs while they undergo a significant medical procedure. |
| Crime-Related Child Disappearance Leave | Parents whose children go missing due to a crime can take up to 52 weeks of unpaid leave. This leave allows parents time to manage the situation, including legal proceedings or family care. |
| Court Attendance/Witness Leave | Employers must grant employees time off to serve as jurors or witnesses. However, employers don’t need to pay during this leave. |
| Domestic or Sexual Violence Leave | Employees who experience domestic or sexual violence can take up to 10 days of leave per year. This leave includes 5 days of paid and 5 days of unpaid leave. |
| Family Caregiver Leave | Workers can take up to 8 weeks of unpaid leave per year to care for a seriously ill family member. This leave ensures employees can support loved ones without risking their employment. |
| Family Medical Leave | Employees can take up to 28 weeks of unpaid leave within 52 weeks to care for a family member with a serious illness. |
| Critical Illness Leave | Employees can take up to 37 weeks of unpaid leave for a critically ill child or up to 17 weeks for a critically ill adult family member. This leave provides workers time to care for their loved ones. |
| Jury Duty Leave | Employers must allow employees to take time off for jury duty, but employees do not receive pay for the missed hours. |
| Election Leave | Employees who cannot vote due to their work schedules can take up to 4 consecutive hours off during voting hours. This leave law ensures they can participate in elections. |
| Family Responsibility Leave | Workers can take up to 5 unpaid days annually to handle urgent family matters, such as an unexpected illness or injury of a family member. |
| Pregnancy Leave | Expectant mothers can take up to 17 weeks of unpaid leave to recover from childbirth. This leave allows employees time to rest and care for their newborn. |
| Parental Leave | Biological and adoptive parents can take up to 37 weeks of unpaid leave to bond with and care for their children. Both parents can share this leave. |
| Personal Emergency Leave (PEL) | Employees can take up to 5 unpaid days each year for emergencies, such as illness or family crises requiring immediate attention. |
| Compassionate Care Leave | Compassionate Care Leave |
| Family Violence Leave | Employees who experience family violence can take up to 10 days of leave to address safety concerns, find shelter, or attend legal proceedings. |
| Volunteer Emergency Responder Leave | Employees who are volunteer emergency responders, such as firefighters or search-and-rescue personnel, can take unpaid leave while on duty. |
Comprehensive Employment Termination Details in Manitoba
Probation Period
The standard probationary period in Manitoba is typically three months (90 days). During this period, employers can terminate employees without notice or severance pay. After the trial period, employers must follow the Employment Standards Code for termination.
Termination Process
Employers in Manitoba can terminate employees without cause, provided they follow the appropriate notice or severance pay requirements. Termination must comply with the Manitoba Human Rights Code and cannot violate employment contracts. Employees who believe they were wrongfully terminated can file a complaint with Manitoba Employment Standards or pursue legal action.
Notice Period
Employees who resign must provide written notice. No notice is required for service periods less than 3 months. For service periods of 3 months to 3 years, employees must provide at least 1 week's notice. For every additional year of service beyond 3 years, employees must give one extra week of notice, up to a maximum of 8 weeks. However, many employees give at least two weeks’ notice as a professional courtesy.
Severance and Final Pay
If an employer fails to provide the required notice, they must provide termination pay equivalent to the wages the employee would have earned during the notice period. Final pay, including unpaid wages, overtime, and vacation pay, must be issued within 10 days of termination.
New Hire Reporting
Employers must report all new hires and rehires to the New York Department of Taxation & Finance within 20 days of the employee's start date. This report should include the employee’s full legal name, date of birth, address, start date, and social security number.
Local Requirements
Follow additional paperwork requirements for new hires in Flagstaff.
Which Laws Apply to Your Organization?
Manitoba businesses must follow federal and provincial employment laws to ensure compliance and avoid penalties. Employers must understand their obligations under key regulations that protect workers’ rights. Following these laws helps organizations operate legally and maintain fair workplace practices. Here are some of the key regulations that may affect your business:
| Law | Applies To | Description |
|---|---|---|
| Employment Standards Code (ESC) | Most employers | This law establishes minimum employment standards, including wages, work hours, overtime pay, vacation entitlements, and termination rules. |
| Manitoba Human Rights Code | All employers | Employers must not discriminate based on race, gender, disability, religion, age, or other protected characteristics. |
| Minimum Wage Law | All employers | As of October 1, 2025, the minimum wage in Manitoba will be $16.00 per hour, subject to adjustments based on the cost of living. |
| Overtime Pay Law | Most employersMost employers | Employees are entitled to 1.5x pay for hours worked beyond 8 hours per day or 40 hours per week. |
| Employment Insurance (EI) Act | All employers | This law provides temporary financial assistance to workers who lose their jobs, with contributions from both employers and employees. |
| Termination and Severance Pay Laws | Employers with 50+ employees (for severance) | Employees terminated without cause may be entitled to notice or severance pay, depending on their length of service. |
| Family Medical Leave Law | All employers | Manitoba employees can take unpaid leave to care for an ill family member or manage other urgent family matters. |
| Pregnancy and Parental Leave Law | All employers | Pregnant employees can take up to 17 weeks of unpaid leave, and new parents are eligible for up to 62 weeks of unpaid parental leave. |
| Child Labour Laws | All employers | This law restricts work hours and conditions for workers under 16 to ensure their safety and well-being. |
| Whistleblower Protection Act | All employers | Employees who report illegal activities or workplace violations cannot face retaliation from their employers. |
| Occupational Health and Safety Regulations (OHSR) | All employers | Employers must provide a safe work environment and comply with Manitoba’s regulations to prevent workplace injuries and illnesses. |
| Workers' Compensation Act | All employers | Employees injured at work or affected by work-related illnesses are eligible for compensation through the Workers Compensation Board (WCB). |
| Workplace Harassment and Violence Prevention | All employers | Employers are required to implement policies and provide training to prevent harassment, bullying, and violence in the workplace. |
| Pension Benefits Standards Act | Employers offering pensions | This law regulates workplace pension plans to ensure compliance with retirement savings requirements and employee benefits. |
| Voting Leave Law | All employers | Employees must receive up to three consecutive hours of paid leave if their work schedule does not allow enough time to vote on election day. |
| Domestic or Sexual Violence Leave Law | All employers | Employees affected by domestic or sexual violence are entitled to up to 10 days of job-protected leave, with a portion of it being paid. |
| Electronic Monitoring Policy | Employers with 25+ employees | Employers must disclose if they are electronically monitoring employees and provide details on how the information is used. |
| Labour Relations Act | Employers with unionized workplaces | This law governs the relationship between employers and unions, outlining rules for union certification, collective bargaining, and dispute resolution. |
| Manitoba Immigration Act | Employers must comply with regulations to ensure fair treatment of immigrant workers and verify work authorization.Employers hiring immigrants | Employers must comply with regulations to ensure fair treatment of immigrant workers and verify work authorization. |
| Disconnecting from Work Policy | Employers with 25+ employees | Obligates employers to have a written policy on employees' rights to disconnect from work-related communications outside regular working hours. |
| Privacy Act | All employers | Employers must protect employee personal information and ensure it is used only for lawful purposes under privacy regulations. |
| Employee Misclassification Law | All employers | Employers must properly classify workers as either employees or independent contractors to comply with tax and benefits obligations. |
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