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Labour Day
Monday 7 September 2026
19 days
after the last review of this page
If you are eligible and do not work it, the day pays a regular day's pay — or, where your hours vary, 5% of the four weeks before it. Work out your own figure — the calculator below runs the province's formula on your wages.
Manitoba has nine general holidays, and the default pay for one of them is a plain regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period the holiday falls in. Where your hours per day vary, or the wage for those regular hours moves from one pay period to the next, the Employment Standards Code switches to 5% of the wages from the four weeks immediately before the holiday, overtime left out. The Code says general holiday; stat holiday is the everyday name for the same days.
Last reviewed · maintained by Ihor Bezrukavnyk · how we calculate
These are the conditions Manitoba puts on the day. They sit on the shifts around the holiday and on your time with the employer — not on how many hours you worked in the week itself.
Several groups sit outside these sections. Under the Employment Standards Regulation, employees employed on a farm to work directly in the primary production of agricultural products are excluded unless all or substantially all of their work is in climate-controlled facilities; employees in fishing and those working on a family member's farm in primary production are outside Part 2 almost entirely; and election workers appointed under The Elections Act are excluded. Construction employees have s. 30 instead of ss. 22–29, and the Code does not apply to independent contractors.
This runs the branch Manitoba uses when your hours vary: 5% of the total wages from the four weeks immediately before the holiday, which is the same arithmetic as dividing that total by 20. If your daily hours and your regular-hours wage are steady, the Code pays a regular day's pay instead and there is nothing here to divide.
Everything earned in those four weeks, with overtime wages left out.
This is the day itself. If you also worked the general holiday, the overtime wage rate for those hours comes on top by default — the section below sets out both arrangements.
The formula
a regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period containing the holiday; where your daily hours or your regular-hours wage vary, 5% of total wages, excluding overtime wages, for the 4 weeks immediately preceding the holiday
Check what the base leaves out. Where a jurisdiction averages your wages, what it strips out of that average decides the day’s pay — and the answer is not the same across the country. The line below is this jurisdiction’s own.
Worked example
Seven overtime hours in the same four weeks, paid $204.75 at the overtime wage rate, stay outside the $2,964.00. This is the varying-hours branch, and it applies here because the hours vary; on a fixed schedule the same employee is paid a regular day's pay instead.
Overtime is not in the wage base
Overtime wages are what the Code names. Section 23(2) is 5% of total wages excluding overtime wages, and the same carve-out is repeated for terminated employees and, at 4%, for construction employees. The default branch does not reach the question in those words — it measures the wage for regular hours of work on a normal workday, which is a regular-hours figure to begin with. Beyond overtime the Code says nothing: Division 4 carries no definition narrowing total wages, so whether commissions, bonuses or vacation allowance belong in the 5% base is not settled by the text.
It is the line worth checking first: if a holiday pay figure looks high after a heavy week, check what went into the base it came from — and check it against this jurisdiction, not the one next door.
| Holiday | Date | Day |
|---|---|---|
| New Year's Day | 1 January 2026 | Thursday |
| Louis Riel Day (third Monday in February) | 16 February 2026 | Monday |
| Good Friday | 3 April 2026 | Friday |
| Victoria Day | 18 May 2026 | Monday |
| July 1 (Canada Day) | 1 July 2026 | Wednesday |
| Labour Daynext | 7 September 2026 | Monday |
| Orange Shirt Day (National Day for Truth and Reconciliation) | 30 September 2026 | Wednesday |
| Thanksgiving Day | 12 October 2026 | Monday |
| Christmas Day | 25 December 2026 | Friday |
No 2026 date falls on a Saturday or Sunday. A holiday can still land on a day you personally do not work. A general holiday that falls on a day that is not a normal workday for you is not simply paid out. The Code requires a day off with holiday pay on a normal workday before your next annual vacation, and where the holiday fell on a Saturday or Sunday that day off must be your first workday after the holiday. No 2026 general holiday falls on a Saturday or Sunday, so the weekend half of that rule is not engaged this year.
Section 25(1) is the default: an employee who works on a general holiday is paid for the hours worked at the overtime wage rate, and holiday pay for that day as well. The overtime wage rate is not less than 150% of the regular wage rate, so an eight-hour shift at $19.50 is $234.00 for the hours, plus $148.20 of holiday pay in the example above: $382.20.
In a continuously operating business, a climate-controlled agricultural business, a seasonal business, a place of amusement, a gasoline service station, a hospital, a hotel or restaurant, or in domestic service, the employer may instead pay the hours as if the day were not a general holiday and give a day off with holiday pay on another normal workday. That day off comes within 30 days on at least two days' notice, or by agreement with you within a longer period but before your next annual vacation.
Section 30 replaces the whole scheme for construction employees: the overtime wage rate for hours worked on a general holiday, and 4% of the year's wages, other than overtime wages, as the holiday pay for all of that year's general holidays.
Whether hours worked on a holiday also count toward the week’s overtime threshold is a separate question with a separate answer in each province. Check it against the overtime rules for Manitoba rather than assuming it either way.
It depends which of the Code's two branches you are on. The default is a regular day's pay — not less than your wage for regular hours of work on a normal workday in the pay period containing the holiday. If your hours per day vary, or the wage for those regular hours changes from one pay period to the next, holiday pay is instead 5% of your total wages, overtime excluded, for the four weeks immediately preceding the holiday: $2,964.00 in that window comes to $148.20 for the day.
No. Section 23(2) sets holiday pay at 5% of total wages, in its own words excluding overtime wages, for the four weeks before the holiday, so overtime never enters that base. The default branch does not put it in those words: it measures the wage for regular hours of work on a normal workday, which is a regular-hours figure to begin with. The same carve-out is repeated for employees terminated shortly before a holiday and for construction employees.
There is no qualifying period. Manitoba sets no minimum length of service and has no 30-day rule — how long you have been there is irrelevant. What removes the pay is being absent, without the employer's consent, on your first scheduled workday before or after the holiday, or on the holiday itself when you were required or scheduled to work it. One gap sits here: the Code says nothing about someone who has not been employed for the whole four weeks the 5% branch measures. It neither prorates nor shortens that window.
Illness does not cost you the day. Section 22(2) deems the employer to have consented to the absence where you were ill, or where the absence falls on a leave you are entitled to or have been given. Without that consent, deemed or actual, missing the first scheduled workday before or after the holiday is what removes holiday pay.
The default under s. 25(1) is both: the hours worked at the overtime wage rate, which is not less than 150% of your regular wage rate, and holiday pay for that day on top. An eight-hour shift at $19.50 is $234.00 for the hours, plus $148.20 in the example above: $382.20. In a listed business — continuous operations, a seasonal business, a place of amusement, a gasoline service station, a hospital, a hotel or restaurant, a climate-controlled agricultural business, or domestic service — the employer may instead pay the hours as if the day were not a general holiday and give a day off with holiday pay later.
No. The Code's list runs to nine days and Remembrance Day is not among them; it is governed by The Remembrance Day Act, under which an employee who is required to work that day and does work it is paid holiday pay as if it were a general holiday, plus the overtime wage rate for the hours actually worked. An employee who does not work that day is owed nothing for it under the Code. Terry Fox Day on 3 August 2026, Easter Sunday, Easter Monday and Boxing Day are not general holidays either.
A holiday sits inside a week that has its own rules — Manitoba pays overtime after 40h in a week and after 8h in a day. Overtally runs that side of the arithmetic, hour by hour, and shows every line behind the total.
iPhone & Android — coming soonEvery figure on this page traces to the statute or agency page above. If one is out of date, tell us — corrections ship the same week.
Overtally computes what you should be paid before taxes. It does not calculate take-home pay, withholding or deductions, and it is not legal advice — it is your own record and your own estimate.