New Brunswick recently enacted two significant employment law reforms that will affect employers across the province. Through Bill 24, the Pay Transparency Act, the province has joined a growing number of Canadian jurisdictions implementing pay transparency measures. In addition, Bill 26 introduces a new protected leave entitlement under the Employment Standards Act for employees experiencing long-term illness or injury. Employers may wish to review their hiring practices, compensation policies, and leave management procedures to ensure compliance with these new requirements.

New Pay Transparency Requirements

New Brunswick Bill 24, the Pay Transparency Act, establishes new requirements for employers doing business in the province.

Effective June 12, 2026:

• An employer must include the expected salary or hourly wage (or range) in both publicly advertised and internal job postings.
• An employer is prohibited from seeking an applicant's compensation history, either directly or through a third party, unless that compensation history is publicly accessible.
• An employer cannot rely on compensation history information that is voluntarily disclosed by an applicant when making hiring or compensation decisions.

The legislation also introduces additional obligations that will come into force on a future date to be proclaimed (but expected before March 2028). These include:

• An employer with 50 or more employees will be required to prepare an annual pay transparency report, post it...

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