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What is the minimum wage in Edmonton, Alberta?

What’s the minimum wage rate in Edmonton, Alberta

What is the minimum wage in Edmonton, Alberta?

Ever wondered what the minimum wage is in Edmonton? 

This is actually equivalent to asking what the minimum wage is in Calgary, since both are in the province of Alberta – and minimum wages in the country are set by province. 

At any rate, let’s clarify the answer now. Read on to learn more about Alberta's minimum wage and employment standard rules. 

What is the minimum wage in Edmonton, Alberta?

The minimum wage in Edmonton, Alberta is $15 per hour. Note that this minimum wage rate applies to all the cities in Alberta since minimum wage rates are set by province.  

This amount was set in 2018, and at the time, Alberta was the first province in Canada to introduce this minimum per-hour wage rate. 

It means that if you’re a builder working eight hours a day, five days a week, the minimum wage you should receive for the work you rendered in a week is $600. 

What are the minimum wages for different types of employees in Edmonton, Alberta?

Types of EmployeesMinimum Wage Rate
Regular/Casual/Short-Term/Trainees$15 per hour
Students under 18 years old$13 per hour (exceptions may apply)
Salespersons$598 per week
Domestic Employees (living in employer’s home)$2,848 per week

What are the employment standard rules in Edmonton, Alberta? 

What are the employment standard rules in Edmonton, Alberta
Image Source: Pexels 

The employment standard rules in Canada vary from province to province. Here is the list of basic employment standard rules imposed in Edmonton, Alberta. 

  • All employees in Edmonton should be paid at least the minimum hourly wage. 
  • The current minimum wage applies to all employees (regular, casual, short-term, trainees, etc.) except students under 18 years old, salespersons, and domestic employees. 
  • The minimum wage doesn’t include tips or expense money. 
  • A different weekly/monthly minimum wage is determined for some salespersons and domestic employees.
  • If meals and lodging are provided, the maximum deductions allowed are $3.35 (per consumed meal) and $4.41 (per day’s lodging). 
  • The averaging requirements for hours of work can be discussed between the employer and the employee. That being said, the employer should inform the affected employee through a written notice two weeks before the implementation. 
  • The total of overtime hours can be calculated on a daily averaging period basis. Thus, the employers must remunerate the employee’s overtime pay based on their total daily overtime hours and total averaging period overtime hours. 

FAQs on the Employment Standards Rules in Edmonton, Alberta