New Minimum Wage In Ontario Effective October 1

Ontario’s new minimum wage officially takes effect on October 1, 2026, raising the general hourly floor from $17.60 to $17.95 for more than 700,000 workers across the province.

For someone working 40 hours every week at minimum wage, the 35-cent increase is worth $14 more per week, $28 over an 80-hour biweekly period and $728 over a full year before deductions.

But workers whose pay periods, overnight shifts or payroll dates cross September 30 and October 1 may see two different wage rates reflected in the same pay cycle.

Ontario’s Employment Standards Act has a specific rule for exactly this situation.

This article covers the new rates, the statutory pay-period transition rule, what to check on your first October paycheque and the rights of international students and temporary foreign workers.

New Ontario Minimum Wage Effective October 1

The Ontario government announced the increase on April 1, 2026, based on a 1.9% rise in the Ontario Consumer Price Index.

Every special-category rate also increases on the same date.

Worker Category	Until September 30	From October 1
General	$17.60/hour	$17.95/hour
Student (under 18)	$16.60/hour	$16.90/hour
Homeworker	$19.35/hour	$19.70/hour
Hunting/fishing/wilderness guide (under 5 consecutive hours)	$88.05/day	$89.75/day
Hunting/fishing/wilderness guide (5 or more hours in a day, whether or not consecutive)	$176.15/day	$179.50/day

The student minimum wage applies to students under the age of 18 who work 28 hours per week or less when school is in session or who work during a school break or summer holidays.

An adult student, including an international student aged 18 or older, does not qualify for the lower student rate simply because they are enrolled in school.

The homeworker rate applies to employees who do paid work in their own home, including students of any age employed as homeworkers.

Your This Week’s Pay Period Crosses October 1? Ontario Law Has A Specific Rule

Section 23.0.1 of the Employment Standards Act, 2000, addresses exactly this situation.

When the applicable minimum hourly wage changes during a pay period, the Act requires that compliance be calculated as though the pay period were two separate pay periods.

The first period consists of the part falling before the day the change takes effect. The second period consists of the part falling on and after the effective date.

Hours attributable to the portion before October 1 are assessed under the old applicable minimum wage. Work falling on or after October 1 is assessed under the new applicable minimum hourly wage.

Here is a simple example at the general rate.

An employee works eight hours on September 30: 8 × $17.60 = $140.80.
The same employee works eight hours on October 1: 8 × $17.95 = $143.60.
Total gross pay for the two shifts is $284.40 before deductions.
The key factor is when the work was performed, not when the paycheque is issued.

Receiving your paycheque after October 1 does not automatically mean all work on that cheque must be paid at $17.95.

What If Your Shift Starts September 30 And Ends October 1?

Workers with overnight shifts that cross midnight on September 30 face a practical question most minimum-wage articles never address.

Section 23.0.1 of the Employment Standards Act splits compliance at the point where the new rate takes effect.

The statutory language refers to the part of the pay period falling before the effective date and the part falling on and after the effective date.

Applied to an overnight shift, the hours worked before midnight on September 30 would fall in the first portion and the hours worked from midnight onward on October 1 would fall in the second portion.

Consider a shift from 8 p.m. September 30 to 4 a.m. October 1.

The four hours from 8 p.m. to midnight would be assessed at $17.60.
The four hours from midnight to 4 a.m. would be assessed at $17.95.

Ontario’s official ESA guide does not provide a specific worked example for overnight shifts crossing a minimum-wage effective date.

However, the statutory text in Section 23.0.1 draws the line at the day on which the change takes effect, which is October 1.

Workers with overnight shifts should review their pay stubs carefully to confirm that hours worked on or after October 1 are paid at the new rate.

International Students And Temporary Foreign Workers Have Minimum-Wage Rights Too

Foreign nationals employed in Ontario generally have rights under the Employment Standards Act, including minimum-wage protections.

Ontario’s official guidance states that foreign nationals employed or seeking employment through an immigration or foreign temporary employee program are covered by both the ESA and the Employment Protection for Foreign Nationals Act, 2009.

Immigration status does not give an employer permission to pay below the applicable legal minimum.

The EPFNA prohibits recruiters and employers from intimidating or penalizing a foreign national for asking about or asserting their rights.

For international students, it is important to distinguish the statutory student minimum hourly wage from international student status.

The lower $16.90 student rate applies based on Ontario’s statutory conditions: the worker must be under 18 and work 28 hours per week or less when school is in session, or work during a school break or summer holidays.

An international student aged 20, for example, is not subject to the student minimum hourly wage simply because they hold a study permit.

That student must be paid at least the general minimum wage of $17.95 from October 1.

For temporary foreign workers, Ontario employers hiring through immigration or temporary worker programs have obligations under both the ESA and the EPFNA.

Workers who believe their rights have been violated can file a claim with the Ontario Ministry of Labour, Immigration, Training and Skills Development.

Federally Regulated Ontario Workers Still Have A Higher Minimum Wage

The federal minimum wage increased to $18.15 per hour on April 1, 2026. Ontario’s new minimum wage from October 1 is $17.95.

Workers in federally regulated sectors such as banking, telecommunications and interprovincial or international transportation remain entitled to at least $18.15.

Under federal labour standards, employers must pay the higher of the applicable federal or provincial minimum hourly wage.

Because $18.15 is still higher than $17.95, federally regulated workers in Ontario will continue to receive the federal rate.

If Ontario’s minimum hourly wage later exceeds the federal rate, the higher provincial rate would apply.

What About Salaried, Commission, and Piece-Rate Workers?

Ontario’s minimum-wage compliance is determined on a pay-period basis under Section 23 of the Employment Standards Act.

Most provincially regulated employees are entitled to at least the applicable minimum wage, including full-time, part-time and casual workers paid by salary, commission or piece rate.

For commission or piece-rate workers, minimum-wage compliance is determined on a pay-period basis.

For regular, non-overtime hours, the employee’s regular wages divided by those hours must equal at least the applicable minimum hourly wage. Overtime and premium-pay hours are subject to separate calculations under the ESA.

If a commission or piece-rate employee’s regular wages fall below the minimum hourly wage requirement for the applicable hours, the employer must make up the difference.

Some occupations have special rules or exemptions from minimum-wage requirements.

Workers unsure whether their job has specific rules can use Ontario’s Employment Standards Self-Service Tool or consult the guide to special rules and exemptions at Ontario.ca.

5 Things To Check On Your First October Paycheque

Check the dates covered by the pay period to determine whether the cycle spans September and October.
Confirm that hours worked on or after October 1 were assessed at the applicable new minimum wage.
Do not assume a cheque issued after October 1 means every hour on it is paid at $17.95, since hours worked before October 1 are assessed at the previous rate.
Review overtime and other applicable wage calculations to ensure the correct rate was applied to the period in which the extra hours fell.
If something appears incorrect, compare it against Ontario’s official Employment Standards information before raising the issue with your employer.

A paycheque received after October 1 can legitimately reflect work performed before October 1 at the previous rate.

But if work performed on or after the effective date has been paid below the applicable statutory minimum, the worker may have an employment-standards issue.

Workers who suspect an underpayment should review the pay period and hours on the wage statement. If a discrepancy appears, speaking with payroll or the employer is a reasonable first step.

Workers should document their hours and keep copies of their wage statements.

If the issue is not resolved, Ontario’s Employment Standards information and enforcement process is available through the Ministry of Labour, Immigration, Training and Skills Development.

Foreign nationals in Ontario are protected against reprisals for asserting their statutory employment rights under both the ESA and the Employment Protection for Foreign Nationals Act.

Frequently Asked Questions (FAQs)

Does my employer have to pay $17.95 if my paycheque arrives after October 1 but I worked the hours in September?

No, under Section 23.0.1 of the Employment Standards Act, the rate that applies depends on when the work was performed, not when the paycheque is issued. Hours worked before October 1 are assessed at $17.60. Hours worked on or after October 1 are assessed at the new $17.95 rate.

What happens if my pay period includes both September 30 and October 1?

The Act treats the pay period as though it were two separate pay periods. The portion before October 1 uses the old minimum hourly wage and the portion on and after October 1 uses the new minimum wage. Your pay stub may reflect two different wage calculations for the same cycle.

What happens if my overnight shift crosses midnight into October 1?

Section 23.0.1 draws the line at the day the new rate takes effect. Hours before midnight on September 30 would fall under the old rate. Hours from midnight onward on October 1 would fall under the new rate. Ontario’s official guidance does not provide a specific worked example for overnight shifts crossing a minimum-wage effective date, but the statutory language supports this split.

If I already earn $18 or more per hour, do I automatically get another 35 cents?

No, the minimum-wage increase creates a new statutory floor. It does not require employers to add 35 cents on top of an existing wage that already exceeds $17.95. An employment contract, collective agreement or employer policy may provide for a separate increase, but the statute itself does not mandate one.

Does the $16.90 student minimum wage apply to every international student in Ontario?

No, the student minimum hourly wage applies to students under the age of 18 who work 28 hours per week or less when school is in session or who work during a school break. An international student aged 18 or older must be paid at least the general minimum hourly wage of $17.95 from October 1, regardless of their student status.

Do federally regulated workers in Ontario receive $17.95 or $18.15?

Federally regulated workers receive at least $18.15. Federal labour standards require employers to pay the higher of the federal or provincial wage rates. Because $18.15 exceeds Ontario’s $17.95, the federal rate continues to apply for workers in sectors such as banking, telecommunications and interprovincial transportation.

Fact-Checked: All minimum-wage rates, effective dates and statutory rules cited in this article were verified against the Ontario Employment Standards Act, 2000 and the Your Guide to the Employment Standards Act: Minimum Wage page on Ontario.ca, the ESA Policy and Interpretation Manual (Part IX) on Ontario.ca, the Employment Protection for Foreign Nationals page on Ontario.ca, and the Government of Canada’s federal minimum-wage announcement of March 24, 2026 on Canada.ca.

Disclaimer: This article provides general information about Ontario employment standards and does not constitute legal advice. Workers and employers should consult a qualified employment professional or review the official Ontario Employment Standards guide on Ontario.ca for specific situations.

Satinder Bains

Satinder brings expertise, knowledge, and experience related to internal work flows at IRCC. She worked at Canadian Consulate in Chandigarh before moving to Canada. Her articles on “Chinook – An internal IRCC tool used to bulk process temporary applications” was one of the notable work on our news website