Minimum wage in Quebec: what it covers and what it does not

By Mathieu Ouellet · Published October 29, 2026 · 7 min read

An unpaid trial day, "volunteer" training, a uniform taken off your first paycheque: is any of that allowed at minimum wage? In most cases, no. The hourly rate is only half the rule; the law also says which hours must be paid and what an employer may not withhold. Here is what the minimum wage in Quebec covers, what it does not, and three calculations to check your pay.

The rates in force since May 1, 2026

Since May 1, 2026, the general minimum wage in Quebec has been $16.60 an hour, up $0.50. It is set by the Regulation respecting labour standards. According to Quebec's Ministère du Travail, the 2026 increase affects more than 258,900 employees.

Category	Rate since May 1, 2026	Increase
General rate	$16.60 an hour	+$0.50
Employees who receive tips	$13.30 an hour	+$0.40
Raspberry picking	$4.93 per kilogram	+$0.15
Strawberry picking	$1.32 per kilogram	+$0.04

The lower rate accounts for tips, but only in specific settings. It applies to an employee who usually receives tips and works in a paid tourist accommodation business (campgrounds included), in a place where alcohol is sold for consumption on site, for a business that sells, delivers or serves meals to be eaten elsewhere, or in a restaurant. A restaurant where customers order and pay at a counter before eating is excluded.

So a mover or a window cleaner who gets an occasional tip stays at $16.60. In every case, the tip belongs to the person who provided the service. An employer who collects it, by card for instance, must hand it over in full, and cannot impose how tips are shared among employees.

Who is not covered, and what does not count

The minimum wage protects employees. Self-employed workers are not covered by the Act respecting labour standards: they set their own price and carry their own risks. A snow removal contractor who bills clients per driveway has no "minimum wage". The line between the two statuses depends on how the work is really organized; it is explained in detail in Employee or self-employed? The criteria that matter in Quebec.

Among employees, the regulation also excludes a few specific categories from the minimum wage:

a student employed by a non-profit organization with a social or community purpose, such as a summer camp or a recreation organization;
a trainee in a vocational training program recognized by law;
a trainee in a vocational integration program under the act respecting the rights of persons with disabilities;
an employee paid entirely by commission who works in a commercial activity outside the establishment and whose hours cannot be controlled.

Another rule people often miss: no benefit with a monetary value may be counted toward the minimum wage. A company phone or the truck you take home at night cannot justify an hourly rate below $16.60. The only situation handled differently is meals and lodging provided because of working conditions: the regulation then caps what the employer may charge you, at $2.73 per meal (up to $35.69 per week) and $34.32 per week for a room.

Hours that must be paid even when you are not producing

The logic of the law is simple: if your employer controls your time, that time is work. Section 57 of the Act respecting labour standards deems an employee to be at work in four situations, whether or not they are "producing".

Situation	What the law says	Example in service trades
Waiting at the workplace for work to be assigned	Deemed at work	At the snow removal garage, you wait for the snow to stop before heading out.
Breaks granted by the employer	Deemed at work (except the meal break, see below)	The 15-minute coffee break given to a residential cleaning crew.
Travel required by the employer	Deemed at work	Driving between two clients on a cleaning route planned by the employer.
Probation or training period required by the employer	Deemed at work	A "trial day" with a painting contractor, or training on a new floor scrubber.

The meal break follows its own rule. After five consecutive hours of work, the employer must give you 30 minutes to eat, and those 30 minutes can be unpaid. But if you cannot leave your post during that time, for example because you must stay in the truck to watch the equipment, the break must be paid.

What about meetings? A mandatory meeting or required online training is work requested by the employer: those hours are paid like any others.

One last safety net: the reporting pay. If your employer calls you in and you work fewer than three consecutive hours, you are entitled to at least three hours of your regular wage, except in a case of force majeure.

Pay deductions: what is allowed and what is not

A deduction is money you earned but do not receive, so the law limits it to two cases: when a law, a regulation, a court order, a collective agreement, a decree or a compulsory pension plan requires it (taxes, contributions, garnishment), or when you consent in writing, for a specific purpose. You can withdraw that consent at any time, except for group insurance or a pension plan.

Situation	Allowed?
Taxes and contributions required by law	Yes
A painter breaks a stepladder; the employer withholds $120 without written consent	No
Mandatory uniform charged to an employee paid minimum wage	No: the employer must provide it free of charge
Company-logo shirt charged to the employee	No, whatever the wage
Required vacuum, products or tools charged to an employee paid minimum wage	No: they must be provided free of charge
Employee contribution to the business's operating costs or payroll charges	No
Reasonable costs of travel or training requested by the employer	The employer must reimburse them

The uniform and equipment rules mainly protect employees paid minimum wage. If you earn more, your employer can ask you to pay part of your uniform or tools, but never so much that your pay drops below the minimum. Two prohibitions apply to everyone, though: making you pay for clothing that identifies you as the company's employee, and requiring you to buy clothing or accessories the employer sells.

Three calculations to check your pay

These examples use the general rate of $16.60 and an employee not covered by any exception. For a specific case, the CNESST decides.

1. The unpaid trial day

A painting contractor asks you for a 6-hour "trial day" with no pay. A probation period required by the employer is work: 6 × $16.60 = $99.60 owed, plus travel time if you are sent from one site to another.

2. Called in for one hour

A moving company calls you in for 8 a.m. The truck is not ready and you are sent home after one hour. Reporting pay applies: 3 × $16.60 = $49.80, not $16.60, except in a case of force majeure.

3. The 46-hour week

In peak season, a landscaping crew works 46 hours. The normal workweek is 40 hours; beyond that, each hour carries a 50% premium, so it pays $24.90. Total: 40 × $16.60 = $664.00, plus 6 × $24.90 = $149.40, for $813.40 for the week. Exceptions and paid time off in lieu are covered in Overtime: when is it paid at time and a half?.

If your pay does not follow the rules

Start with the facts. Write down your start and end times, breaks, travel and training, and keep every pay statement. A mistake is often fixed with a simple written question to the employer.

If that does not work, the CNESST is the body responsible for enforcing labour standards; it is the one to consult about your specific situation. Do not wait: the law sets a one-year limitation period, counted from each due date, meaning each pay period when the money was owed.

For employers: on GPP Emploi, every job posting is checked automatically before it goes live, including against the $16.60 minimum wage. More tips are on the employers page and in Writing a job post that attracts candidates (and follows the law).

Looking for a job where these rules are clear from day one? Browse the job postings or create your free profile in about 3 minutes, no résumé needed.

In short

Since May 1, 2026, the minimum wage in Quebec is $16.60 an hour, and $13.30 for employees who receive tips in the settings listed in the regulation.
Self-employed workers are not covered, nor are a few specific employees (some trainees and students, commission-only salespeople).
Waiting at the workplace, breaks granted, and required travel, training or trial periods are paid.
A deduction requires a legal obligation or your written consent; mandatory uniforms and equipment are free at minimum wage.
If something is off, document your hours and consult the CNESST quickly: the limit is one year per due date.

Frequently asked questions

What is the minimum wage in Quebec in 2026?

Since May 1, 2026, the general rate is $16.60 an hour. Employees who receive tips in the settings listed in the regulation (restaurants, bars, tourist accommodation, meal delivery) have a rate of $13.30 an hour.

Does a trial day have to be paid in Quebec?

Yes. The Act respecting labour standards deems an employee to be at work during any probation or training period required by the employer. Those hours must be paid at least at the minimum wage.

Can my employer make me pay for my uniform?

If you are paid minimum wage, a mandatory uniform must be provided free of charge. If you earn more, the employer can charge you part of it, without bringing your pay below the minimum. Whatever your wage, the employer cannot charge you for clothing that identifies you with the company.

Does the minimum wage apply to self-employed workers?

No. The Act respecting labour standards protects employees; self-employed workers set their own price. What matters is how the work is really organized, not just the title on the contract.

When does the minimum wage go up in Quebec?

The most recent increases took effect on May 1, in both 2025 and 2026. Check the rate on Québec.ca or with the CNESST before each spring.