Employment Law Changes in New Brunswick: What Employers Need to Know

As 2025 progresses, employers in New Brunswick need to be aware of several significant updates to employment legislation and workplace regulations. Remaining compliant is critical to avoiding penalties, but more importantly, it creates a safer, fairer, and more attractive environment for employees. The following provides an overview of the key changes, how they affect businesses, and where employers can find trusted information.

Minimum Wage Increase

On April 1, 2025, the minimum wage in New Brunswick increased to $15.65 per hour, up from $15.30. Since the province indexes minimum wage to the Consumer Price Index, future increases can be expected as inflation changes. All provincially regulated employees, whether paid hourly, by commission, or by piece, must be compensated at or above this level. Employers should review payroll systems carefully, make adjustments to wage scales where required, and plan for the associated increase in labour costs.

WorkSafeNB Benefit Enhancements

WorkSafeNB has introduced several improvements to benefits available for injured workers and their families. The most notable change is that injured employees are now entitled to 90 percent of their net earnings, up from 85 percent. Survivor benefits for spouses have also increased, and new provisions around retirement annuities and young worker benefits ensure stronger long-term protections. While these measures improve security for employees, they may have cost implications for employers as assessment rates are reviewed in the future. To limit exposure to higher costs, employers should continue prioritizing strong workplace safety practices and timely reporting of incidents.

Occupational Health and Safety Updates

Amendments to the Occupational Health and Safety Act have streamlined certain administrative obligations while clarifying others. Joint Health and Safety Committees are no longer required to submit meeting minutes to WorkSafeNB automatically. However, they must continue to record minutes, retain them for at least three years, and provide them upon request. Updated regulations have also been introduced for protective headwear standards, aligning New Brunswick with other provinces. Employers should review their safety programs to ensure policies are current and that workers are equipped with compliant protective gear.

Labour Mobility for Regulated Professions

Legislative changes are underway to make it easier for professionals from other Canadian provinces to begin work in New Brunswick. Under the new system, regulated professionals will be allowed to start working as soon as their local regulatory body receives proof of registration from another jurisdiction with the same or a substantially similar profession. This will help employers reduce hiring delays in areas with labour shortages. Employers should continue to verify that all credentialing and licensing requirements are properly documented during the onboarding process.

Accessibility and Inclusion

The Accessibility Act is gradually being implemented, and employment standards will play a central role in removing barriers for people with disabilities. These requirements will affect recruitment processes, workplace accommodations, and communication practices. Employers are encouraged to begin preparing now by auditing their workplaces for accessibility concerns, updating policies, and providing training for managers on obligations under the Act. Taking these steps early supports compliance while also fostering a more inclusive and attractive workplace.

How Employers Can Stay Current

Given that employment law is continuously evolving, employers benefit from a proactive and structured approach to compliance. Subscribing to official updates from the Government of New Brunswick and WorkSafeNB is a reliable way to stay informed. Consulting human resources specialists or legal advisors when revising employment contracts, workplace policies, or handbooks ensures that they reflect the latest requirements. Training managers and supervisors on new legislation is equally important, as is conducting annual reviews of workplace policies. Employers can also leverage business associations such as the New Brunswick Business Council and local chambers of commerce, which often provide workshops, briefings, and practical guidance.

Final Thoughts

The employment law landscape in New Brunswick continues to evolve with new requirements that strengthen worker protections and modernize workplace standards. For employers, these changes create new responsibilities but also provide opportunities to enhance workplace culture and demonstrate leadership in compliance and employee well-being. By staying informed, using trusted resources, and regularly reviewing policies, businesses can meet their legal obligations while building workplaces that attract and retain top talent.