There was a time when an employer could publish a job advertisement full of enthusiasm and leave out the one detail many applicants wanted most. The salary was competitive, the opportunity was exciting and the successful candidate would learn about compensation somewhere near the end of the process. New Brunswick has moved the number to the beginning of the conversation. The province's Pay Transparency Act received Royal Assent on June 12, 2026. Section 5 requires employers to include the expected hourly wage or salary, or an expected range, in new public and internal job postings. It also prohibits seeking an applicant's compensation history, subject to the Act's exception for publicly accessible information, and prohibits relying on compensation history voluntarily disclosed. These are different duties from the Act's later reporting and enforcement provisions, several of which await proclamation. The immediate consequence is practical. An advertisement that merely promises competitive pay doesn't tell an applicant what the job is expected to pay. Employers need an actual amount or range.
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