New Brunswick: the official figures for 2026
These are all the figures of jurisdictions.new_brunswick in the data file: nine loose figures and five tables with 14 rows, each with the statute it comes from, when it took effect and how far it has been verified.
Updated · Figures verified against the statutes of each jurisdiction · see all figures and their sources · what's new
It is one of the 14 pages of the Jurisdictions block, inside official figures. The raw data is in legal-data-2026.json.
What this block holds
New Brunswick's figures cover what your employer owes when it ends or suspends your work: notice of termination, layoffs of six days or less, the notice for large layoffs, vacation pay, public holidays, the final pay limit and the time to complain. There is no separate statutory severance pay here, and the notice schedule is short: two bands, 2 weeks or 4 weeks.
The source is the Employment Standards Act, S.N.B. 1982, c. E-7.2. Section 30 sets the 6-month qualifying period and the notice for both termination and layoff, s. 31 the six-day layoff without notice, s. 32 the group notice, s. 24 vacation, s. 1 the eight public holidays, s. 37 the 21-day final pay limit and s. 61 the 12-month complaint window. No row records a start date; the Validity column is a dash throughout, and each figure was reviewed on September 5, 2026.
None of these values is indexed. They change only when the Legislature amends the Act. From year to year, only the holiday dates shift, such as Family Day and New Brunswick Day.
How to read the table
The group termination threshold shows why the Figure note matters. Value says 10 employees, but the note sets two tests at once: more than ten people, and at least 25% of the employer's workforce. So a large employer can let many more than ten people go without triggering s. 32. When it does apply, the row table gives 6 weeks from 11 employees up. Value alone would mislead you.
Source names the section, Validity the start date if recorded, and Status the depth of checking. Verified rows were read in the Act. Secondary source rows come from official figures by arithmetic that is shown. Not yet verified rows are unconfirmed and aren't used as firm figures elsewhere. New Brunswick's nine loose figures are all Verified. They set limits and thresholds; your own entitlement depends on your service, your wages and how your job ended.
Where the site uses these figures
These rows feed the New Brunswick notice guide and the calculator that turns s. 30 into weeks of pay. The 21-day limit appears in when final pay is due in each province, the 4% and 6% vacation bands in settling vacation pay after a dismissal or resignation, and the eight public holidays in what public holidays pay across Canada. For benefits, see EI in New Brunswick.
Status: Verified = read in the primary source; Secondary source = worked out by us from official figures, arithmetic shown; Not yet verified = not confirmed in the primary source, and so not published as a firm figure on any other page. The detail is in rule three of the methodology.
New Brunswick jurisdictions.new_brunswick
| Figure | Value | Source | Validity | Status |
|---|---|---|---|---|
Six months is the longest qualifying period of any province, and Yukon asks the same six months. Your period of employment runs from your last hiring and keeps running through any layoff or suspension of less than twelve consecutive months.new_brunswick.notice.qualifying_service | 6 months | Employment Standards Act, s. 30 — Notice of termination or lay off | — | Verified Reviewed 2026-09-05 |
Up to six days for any reason at all, with no notice. Past six days your employer needs a reason it could not have foreseen, or it owes you the notice.new_brunswick.notice.temporary_layoff_minimum | 6 days | Employment Standards Act, s. 31 — Termination or lay off without notice | — | Verified Reviewed 2026-09-05 |
New Brunswick has no separate statutory severance pay.new_brunswick.severance.exists | No | Employment Standards Act, S.N.B. 1982, c. E-7.2 | — | Verified Reviewed 2026-09-05 |
Two conditions have to be met at once: more than ten people, and those people have to be at least 25% of the employer's workforce. A large employer can therefore cut far more than ten jobs without triggering the section.new_brunswick.group_termination.threshold | more than 10 employees | Employment Standards Act, s. 32 — Notice of termination or lay off of more than ten employees | — | Verified Reviewed 2026-09-05 |
New brunswick · group termination · windownew_brunswick.group_termination.window | 4 weeks | Employment Standards Act, s. 32 — Notice of termination or lay off of more than ten employees | — | Verified Reviewed 2026-09-05 |
New Brunswick calls them public holidays and has eight. Remembrance Day is one of them, written into the Act's own definition, which is not true in every province.new_brunswick.holidays.count | 8 | Employment Standards Act, s. 1 — Definitions (public holiday, pay, wages, period of employment) | — | Verified Reviewed 2026-09-05 |
Outside limit. If your usual payday falls sooner, that earlier date is the deadline.new_brunswick.final_pay.days_after_termination | 21 days | Employment Standards Act, s. 37 — Payment of outstanding pay on cessation of employment | — | Verified Reviewed 2026-09-05 |
Section 37 uses the same limit whether you were dismissed or you resigned.new_brunswick.final_pay.days_after_quit | 21 days | Employment Standards Act, s. 37 — Payment of outstanding pay on cessation of employment | — | Verified Reviewed 2026-09-05 |
Twelve months from the violation, and the Director's order can only reach back over the twelve months before the complaint, so waiting costs money as well as time.new_brunswick.complaint.deadline | 12 months | Employment Standards Act, s. 61 — Complaint to the Director | — | Verified Reviewed 2026-09-05 |
| Service from years | Service to years | Weeks |
|---|---|---|
| 0.50 years | 5 years | 2 weeks |
| 5 years | — | 4 weeks |
Source: Employment Standards Act, s. 30 — Notice of termination or lay off. Reviewed on September 5, 2026.
| Label | Max value | Max unit | Window value | Window unit | Condition | Source | Quote |
|---|---|---|---|---|---|---|---|
| No limit in the Act | — | — | — | — | The Act sets no fixed limit; a layoff needs the same two or four weeks' written notice as a dismissal, and it never becomes a termination just by lasting a long time. | nb_esa_s30 | an employer shall not terminate or lay off an employee without having given at least |
Source: Employment Standards Act, s. 30 — Notice of termination or lay off. Reviewed on September 5, 2026.
| Employees from | Employees to | Weeks |
|---|---|---|
| 11 | — | 6 weeks |
Source: Employment Standards Act, s. 32 — Notice of termination or lay off of more than ten employees. Reviewed on September 5, 2026.
| Service from years | Service to years | Weeks | Pay percent |
|---|---|---|---|
| 0 years | 8 years | 2 weeks | 4% |
| 8 years | — | 3 weeks | 6% |
Source: Employment Standards Act, s. 24 — Vacation. Reviewed on September 5, 2026.
| Name | Date rule |
|---|---|
| New Year's Day | January 1 |
| Family Day | Third Monday in February |
| Good Friday | Friday before Easter Sunday |
| Canada Day | July 1 |
| New Brunswick Day | First Monday in August |
| Labour Day | First Monday in September |
| Remembrance Day | November 11 |
| Christmas Day | December 25 |
Source: Employment Standards Act, s. 1 — Definitions (public holiday, pay, wages, period of employment). Reviewed on September 5, 2026.