To make sure that you are applying the Act correctly, you must:

  • keep abreast of the minimum wage rate
  • know than an employee cannot receive less than the minimum wage rate because the expenses for the purchase, use or upkeep of special clothing used for his work have been deducted from his wages
  • provide free of charge to an employee paid at the minimum wage the equipment and merchandise necessary for his work
  • specify to the employee his wage rate and his method of remuneration: by the hour, by the week, according to yield, on commission or on another basis
  • establish how the payment of wages will be made: in cash, by cheque or by bank transfer
  • determine the deductions that will be made from the wages and obtain, where necessary, the employee’s written authorization
  • inform the employee of the length of the pay period
  • specify, where applicable, the amount required for room and meals.

To learn more, consult the Human Resource Management Guide.

In case of disagreement

Discuss with your employee

Clarify the situation and, wherever possible, resolve the problem.

If the initiative comes from your employee, keep in mind that the Act prohibits you from exercising any form of reprisals against him.

Get informed

Get in touch with the Service des renseignements by telephone or e-mail, if necessary.

By acting promptly, you will limit the risks of having a complaint filed against you with the Commission des normes, de l'équité, de la santé et de la sécurité du travail. It is in your interest and that of your employee.

If the problem is not resolved, a complaint may be filed against you. In this case, be prepared to:

  • give your version of the facts
  • submit every document required by the inspector-investigator
  • pay the established claim, if any, failing which you may be subject to legal proceedings

A refusal to cooperate may result in penal proceedings and fines.