Effective October 1, 2026, Ontario’s general minimum wage will increase from $17.60 to $17.95 per hour.
For employers, this is more than a payroll-system update. It is also a good time to review staffing costs, employee wage rates, and your payroll budget before the change takes effect.
Here is what Ontario business owners need to know.
Beginning October 1, 2026, Ontario’s minimum wage rates will increase.
General minimum wage
Current rate: $17.60 per hour
New rate effective October 1, 2026: $17.95 per hour
The general minimum wage applies to most employees in Ontario.
Student minimum wageCurrent rate: $16.60 per hour
New rate effective October 1, 2026: $16.90 per hour
The student minimum wage generally applies to students under 18 who work 28 hours per week or less while school is in session, or who work during a school holiday.
Ontario also has specialized minimum wage rates for certain workers, including hunting, fishing and wilderness guides. Employers with employees who fall into a specialized category should confirm the applicable rate before processing payroll.
Why Is Ontario’s Minimum Wage Increasing?
Ontario’s minimum wage is reviewed annually and adjusted based on inflation using Ontario’s Consumer Price Index.
The new rates are published by the province before April 1 and take effect on October 1 of that year.
For 2026, that means the new minimum wage rates will apply starting October 1, 2026 and continue through September 30, 2027, unless otherwise changed by the province.
What Should Ontario Employers Do Before October 1?
The increase itself may be small, but waiting until payroll day to deal with it is not a great system.
Before October 1, review the following:
1. Check your employees' current hourly rates: Identify anyone currently earning minimum wage or close to minimum wage.
Employees who are below the new applicable minimum must have their rate updated beginning October 1.
You may also want to review employees earning slightly above minimum wage. While the law may not require you to increase every employee's wage simply because minimum wage changes, the increase can affect the wage difference between positions.
That can become a staffing and compensation conversation, not just a payroll one.
2. Update your payroll system: Make sure the new rates are entered into your payroll software with the correct effective date.
Do not simply change the rate whenever your next payroll happens to be processed.
If a minimum wage increase takes effect partway through a pay period, Ontario treats the pay period as two separate periods for minimum wage purposes. The appropriate minimum wage must be applied to the hours worked before and after the change.
For example, if your pay period includes both September 30 and October 1, you may have hours that fall under two different minimum wage rates.
3. Review the impact on your payroll budget: A $0.35 hourly increase may not sound significant until you multiply it across several employees and an entire year.
For example, an employee working 40 hours per week at the general minimum wage would see their gross wages increase by approximately:
$0.35 × 40 hours = $14 more per week
Over 52 weeks, that is approximately:
$728 in additional gross wages per employee
If you have 10 employees working similar hours, that is roughly $7,280 in additional annual gross wages, before considering related employer payroll costs.
This does not mean the increase is a problem. It means it should be included in your numbers.
Knowing about the cost ahead of time gives you the opportunity to adjust your budget, pricing, staffing plan or cash flow forecast instead of reacting later.
4. Look Beyond Employees Currently at Minimum Wage: This is an area business owners sometimes miss.0Imagine one employee earns $17.60 per hour and another more experienced employee earns $18.00.
After October 1, their wage difference becomes only five cents per hour.0That may not make sense for your business.
A minimum wage increase can create what is sometimes called wage compression, where the difference in pay between entry-level and more experienced positions becomes very small.
Consider reviewing your overall compensation structure, particularly if you have supervisors, senior employees or employees with additional responsibilities earning close to the new minimum.
You do not necessarily need to increase every wage. But you should at least look at the numbers before deciding.
5. Review Your Pricing and Profit Margins: For labour-heavy businesses, including restaurants, retail businesses and service companies, payroll is often one of the largest expenses.
If labour costs increase but your pricing and margins stay exactly the same, the additional cost has to come from somewhere.
That does not mean automatically increasing your prices on October 1. Instead, ask:
- What percentage of our revenue currently goes toward labour?
- How much will this wage increase add to monthly payroll?
- Are our current prices still profitable?
- Are certain services, products or shifts less profitable than we thought?
- Does our cash flow forecast include the increased payroll expense?
Your financial reports should help you make these decisions before they become urgent.
Minimum Wage Changes Are Also a Financial Planning Reminder
Payroll changes are part of running a business.
The goal is not to panic every time a cost increases. The goal is to understand how the change affects your business and plan accordingly.
When your bookkeeping is current and you understand your cash flow, payroll costs and profit margins, decisions like these become much easier.
Instead of wondering, “Can we afford this?” You can look at your numbers and know.
That is the difference between reacting to your finances and managing them strategically.
Need Help Getting Your Business Numbers Organized?
If you are unsure how increasing payroll costs will affect your cash flow or profitability, this is a good time to review your numbers.
We help Ontario business owners stay organized, understand what their numbers are telling them and make confident financial decisions.
Because your business should support your life, not consume it.
Need help with your bookkeeping, payroll reporting or financial planning? Contact us to start the conversation.
Frequently Asked Questions About Ontario's 2026 Minimum Wage Increase
What is the minimum wage in Ontario starting October 1, 2026?Ontario's general minimum wage will be $17.95 per hour effective October 1, 2026. The previous general minimum wage is $17.60 per hour.
What is the Ontario student minimum wage in 2026?Beginning October 1, 2026, Ontario's student minimum wage will be $16.90 per hour, increasing from $16.60.
Who qualifies for the student minimum wage in Ontario?The student minimum wage generally applies to students who are under 18 and work no more than 28 hours per week while school is in session. It can also apply when an eligible student works during a school holiday.
When does Ontario's new minimum wage take effect?The new rates take effect on October 1, 2026.
What happens if October 1 falls in the middle of our pay period?If the minimum wage changes partway through a pay period, the period is treated as two separate pay periods for minimum wage purposes. Employees must receive at least the applicable minimum wage for the hours worked during each portion of the period.
Do I need to increase the wages of employees who already earn more than $17.95?Ontario's minimum wage increase establishes the minimum amount applicable employees must receive. An employee already earning above the new minimum does not automatically fall below the legal minimum simply because the rate changes.
However, employers may want to review wages across their team if more experienced employees will now earn only slightly more than entry-level employees.
Does the minimum wage increase apply to salaried employees?Minimum wage rules are not limited only to employees described as hourly workers. Ontario states that most eligible employees are entitled to minimum wage whether they are paid hourly, by salary, commission, piece rate or flat rate. Employers should make sure an employee's compensation complies with applicable employment standards.
Does the new minimum wage apply to part-time employees?In general, minimum wage protections apply to eligible full-time, part-time and casual employees. Some jobs and industries have exemptions or special rules, so employers should confirm the rules that apply to their particular employees.
How often does Ontario's minimum wage change?Ontario's minimum wage is subject to annual adjustment based on inflation. The government publishes the rate that will take effect October 1 by April 1 of that year.
Where can employers confirm Ontario's official minimum wage rates?Employers can confirm current minimum wage rates and employment standards requirements directly through the Government of Ontario's Employment Standards information.
This article is provided for general educational purposes and is not legal advice. Employment situations can vary, and employers should confirm the rules applicable to their specific circumstances.