Manitoba Severance Pay Calculator
Estimate the statutory minimum termination pay in Manitoba from your length of service and weekly pay.
Below the minimum service of 30 days, there may be no statutory entitlement.
Manitoba termination pay rules
Manitoba's Employment Standards Code requires notice of termination (or wages in lieu) once an employee has at least 30 days of continuous service. Notice scales from one week to a maximum of eight weeks. There is no separate statutory 'severance pay' on top of this notice entitlement.
- 1 week after 30 days but less than one year of employment.
- 2 weeks after 1 year but less than three years.
- 4 weeks after 3 years but less than five years.
- 6 weeks after 5 years but less than ten years.
- 8 weeks after 10 years or more of employment.
- Notice is mutual in Manitoba: an employee with the same service generally owes the employer matching notice when resigning.
- No statutory notice is owed in the first 30 days, or where there is just cause for dismissal.
- Mass terminations (50 or more employees) trigger longer special notice of 10 to 18 weeks depending on the number affected.
Manitoba's notice rules apply to both sides — an employer can require the same period of notice from a resigning employee. The Code's modern notice scale is set in weeks (not the older pay-period model). As elsewhere in Canada, common-law reasonable notice for non-unionized employees is frequently far higher than these statutory minimums — often around a month per year of service. Confirm with an employment lawyer before a dismissal.
Termination pay by length of service
| Completed service | Weeks' pay |
|---|---|
| 30 days+ | 1 week |
| 1+ years | 2 weeks |
| 3+ years | 4 weeks |
| 5+ years | 6 weeks |
| 10+ years | 8 weeks |
Frequently asked questions
It is based on length of service — broadly one week's pay per year, up to a maximum of 8 weeks. You generally qualify after 30 days of employment. The calculator multiplies the weeks owed by your weekly pay.
No. This is the statutory minimum set by employment standards. Non-unionized employees can often claim common-law reasonable notice instead, which is frequently much higher — sometimes around a month of pay per year of service. The statutory amount is a floor, not a ceiling.
Yes. Employers can usually provide the equivalent period of written working notice, pay in lieu, or a combination. Termination pay is what is owed when sufficient notice is not given.
The statutory termination entitlement is capped at 8 weeks' pay. Additional entitlements (such as Ontario's separate ESA severance pay or common-law notice) can exceed this.