As a healthcare union, MAHCP fights for strong, fair, and enforceable collective agreements, and for prompt contract implementation.
Our goal is to bargain contracts that recognize and reward our specialized membership’s unique skills, and which will serve to stabilize the system and strengthen recruitment and retention. Sustaining a high-quality workforce requires competitive wages that reflect real market pressures, and Manitoba’s healthcare system compensation and culture must be able to temper the allure of other jurisdictions’ available signing bonuses and incentives.
To support bargaining, MAHCP asks our members to research and compare Manitoba’s wage scales to comparators using the Ontario Prairies West Averages (allied health wages in Saskatchewan, Alberta, BC).
Here are just some of the terms we’ve bargained to address recruitment and retention challenges:
- In our most recent Central Table contracts (ratified March 19, 2025 by approximately 7,000 members covered by three similar Collective Agreements), we achieved a GWI of 11.25% over the four-year life of the agreement, plus a 1% market adjustment, and a $3/hour step standardization across all classifications.
- In 2023, and again in 2025, we achieved significant Market Adjustment & Wage Standardization funds to address salary inequities and lagging wages.
- With the most recent contract, we achieved wage parity for our rural and Northern paramedics with their City of Winnipeg counterparts to support retention and prevent migration.
- We achieved a Northern differential for our members working North of the 53rd parallel (5% above urban wage scales (excluding pharmacists) in 2024 going up to 15% in 2025 (including pharmacists). We also bargained a rural differential for members working outside of the City of Winnipeg and below the 53rd parallel (2.5% in 2025 increasing to 5% in 2027).
- We bargained additional long-service steps; increased shift premiums for evening, night, and weekend work; hourly premiums for allied health professionals dedicated to ICU/ED/Urgent Care; additional income protection, wellness days, and vacation accrual.
As we move ahead with bargaining multiple local table agreements in 2026, our aim is to push for similar contract terms and protections across our membership. Without increased investment in this vital workforce, Manitoba’s healthcare system will continue to face critical staffing shortages that compromise patient care and result in overload for the workers who remain.
Benefits Plans that Provide Adequate Support for Healthcare Employees
Healthcare employees deserve comprehensive coverage that supports their physical, mental, and emotional well-being. Health benefits should provide adequate support for members and their families, but the protection offered by Manitoba’s Healthcare Employee Benefits Plan (HEB) is simply not good enough.
- Following an environmental scan of other healthcare plans across Canada, HEB itself acknowledged significant plan weaknesses and deficiencies.
- MAHCP, alongside our our allies in other participating HEBP unions, continued advocating for investment and plan improvements, without an additional cost to our members.
- Due to the pressure we applied, long overdue improvements to the plan were rolled out in May 2026.
Benefits are NOT bargained at the table as part of collective agreements. Unions are only able to negotiate participation in a plan, who the provider is for that plan, and the employer/employee cost-share agreement, which currently sits at a 50/50 split.