Legislation involves salary range disclosure, 27 weeks of unpaid leave
New Brunswick has unveiled two major pieces of labour legislation designed to narrow wage gaps and give workers stronger protection when they fall seriously ill, in moves the government is calling “groundbreaking” and “compassionate” steps for some of the province’s most vulnerable employees.
Introduced on March 18, the proposed Pay Transparency Act would require employers to post salary ranges in job ads, ban the use of salary history in hiring decisions and protect workers from reprisals if they discuss their pay.
On the same day, the government tabled amendments to the Employment Standards Act that would extend job-protected unpaid leave for illness or injury to as much as 27 weeks, up from the current five days in a 52‑week period.
Pay transparency targets systemic wage gaps
If passed, the Pay Transparency Act would force employers to:
- disclose salary ranges in job postings
- prevent them from relying on a candidate’s previous pay when setting compensation
- bar retaliation against employees who talk openly about their wages.
These measures mirror pay-transparency trends in other Canadian jurisdictions, where policymakers are trying to expose and close gaps affecting women and other equity‑seeking groups.
The government says the act is intended to tackle “systemic pay gaps” that disproportionately affect women, gender-diverse individuals, Indigenous people, racialized women, people with disabilities and 2SLGBTQIA+ individuals.
Raphaëlle Valay-Nadeau, chair of the New Brunswick Coalition for Pay Equity, welcomed the bill in the provincial release. “This act sends a powerful message that transparency and equity are essential for building an inclusive workforce where every individual has the opportunity to thrive,” she said. “Pay transparency lays the groundwork for the implementation of pay equity in the private sector.”
Extended sick leave protection for vulnerable workers
On the same day, the Department of Post-Secondary Education, Training and Labour introduced a separate bill that would significantly expand job-protected unpaid leave for workers dealing with illness or injury.
Currently, New Brunswick’s Employment Standards Act guarantees five days of job‑protected leave for an employee’s own illness or injury over a 52‑week period. Under the proposed amendments, workers would be entitled to up to 27 weeks of unpaid leave to recover.
Both British Columbia and Alberta recently moved to a 27‑week, job‑protected illness or sick leave, following similar reforms already adopted in provinces such as Ontario and Saskatchewan.
“No one should have to put their health at risk because they fear losing their job,” said Alyson Townsend, minister responsible for labour, in the government’s release.
The Employment Standards Act sets the floor for working conditions in New Brunswick, including minimum wage, overtime, rest periods, paid public holidays and various types of leave. While employers and employees can agree to exceed those minimums, the government points out that jobs that adhere most closely to statutory minimums are “typically occupied by the most vulnerable people, including women, youth, those with disabilities, and foreign and older workers.”
