New Brunswick Severance Pay Calculator
2 weeks after 6 months, 4 weeks after 5 years of service.
Employment Standards Act, s. 30
Employee details
Employment Standards Act, s. 30
Weekly equivalent: $1,250.00 (annual ÷ 52)
Service
3.0 years
36 complete months · $1,250.00/week
Pay in Lieu of Notice
$2,500.00
2 weeks minimum
Statutory Minimum Total
$2,500.00
Per Employment Standards Act, s. 30
How termination pay works in New Brunswick
Under Employment Standards Act, s. 30, an employee in New Brunswick who is terminated without cause is entitled to a statutory minimum amount of notice — or pay equivalent to that notice period if the employer chooses not to have the employee work it out.
The schedule below shows the statutory minimum in weeks at several common tenure points. To convert to dollars, multiply the weeks figure by the employee's regular weekly wage (use the calculator above for a live calculation).
| Length of service | Statutory notice |
|---|---|
| 3 months | None |
| 6 months | 2 weeks |
| 1 year | 2 weeks |
| 2 years | 2 weeks |
| 3 years | 2 weeks |
| 5 years | 4 weeks |
| 7 years | 4 weeks |
| 10 years | 4 weeks |
| 15 years | 4 weeks |
| 20 years | 4 weeks |
Special rules & edge cases
- •New Brunswick has one of the simplest notice schedules in Canada — only two tiers above the six-month threshold.
- •No statutory severance applies separately. s.30 is the full statutory entitlement.
- •New Brunswick employees often rely heavily on common-law notice to top up the statutory floor — the floor itself is low relative to other provinces.
Common-law reasonable notice
The figures above are the statutory floor. Common-law reasonable notice under the Bardal factors — age, length of service, character of employment, and availability of similar employment — is usually longer. A 15-year senior manager in New Brunswick may be entitled to 18–24 months of reasonable notice where the statutory cap is 8 weeks. Unless the employment contract contains a clear and lawful termination clause limiting the entitlement to the statutory minimum, the employee keeps their common-law rights. Always consult employment counsel before finalizing a package.
Severance rules in other provinces
Ontario
1 week per year of service, max 8 weeks notice. Severance (separate) applies at large employers for 5+ year employees.
British Columbia
1 week after 3 months, 2 weeks after 1 year, 3 weeks at 3 years + 1 per additional year, max 8 weeks.
Alberta
1 week after 3 months, stepping up to 8 weeks at 10+ years of service.
Saskatchewan
1 week after 13 weeks of service, stepping up to 8 weeks at 10+ years.
Manitoba
1 week after 30 days, stepping up to 8 weeks at 10+ years of service.
Nova Scotia
1 week after 3 months, stepping up to 8 weeks at 10+ years of service.
Run New Brunswick offboarding end-to-end.
Hibiscus HR turns this calculation into an audited offboarding workflow — ROE filing on Service Canada V2.0, termination letter, final pay, equipment checklist, and the audit trail to prove every step happened.