Overtime pay · New Brunswick
New Brunswick overtime pay.
When overtime starts in New Brunswick, what it is worth, and what a week of long shifts actually pays.
New Brunswick overtime starts after 44 hours in a week, and the statutory rate is 1½ times the minimum wage — $23.85 an hour — not 1½ times your own rate.
That makes it a floor rather than a multiplier. If you earn more than $23.85 an hour your statutory overtime entitlement adds nothing, and any better rate has to come from your contract or collective agreement.
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New Brunswick overtime rules
- Weekly threshold: overtime starts after 44 hours in a week.
- No daily threshold: a long single shift is not overtime on its own — only the weekly total counts.
- Overtime rate: 1.5× the regular rate.
New Brunswick is one of only two provinces where the statutory overtime rate is 1½ times the minimum wage rather than 1½ times your own rate. Section 16 of the Employment Standards Act requires not less than one and a half times the minimum wage rate, which from 1 April 2026 is $23.85 an hour. That is a floor, not a formula: an employee earning above the minimum wage has no statutory entitlement to 1.5 times their own higher rate, though a contract or collective agreement very often gives one. This calculator therefore pays overtime hours at the greater of your regular rate and $23.85, which is what payroll must do to satisfy both your contract and the Act. Banking of overtime hours is not permitted in New Brunswick.
Who is exempt
Excluded from public holiday pay and, in most cases, from the standard hours rules: architecture, dentistry, law, medicine, chiropody, optometry, pharmacy, professional engineering, public and chartered accounting, psychology, surveying and veterinary science; real estate, car and mobile home sales; off-premises commissioned sales professionals other than route sales; and athletes participating in their sport. New Brunswick does not publish the full regulation-made list of overtime exemptions on its employment standards pages.
Source, last verified 2 September 2026: Government of New Brunswick — Minimum wage, overtime and reporting pay.
Frequently asked questions
When does overtime start in New Brunswick?
After 44 hours in a week. There is no daily overtime threshold.
The statutory rate is 1½ times the minimum wage, which from 1 April 2026 is $23.85 an hour.
Is New Brunswick overtime 1.5 times my own wage?
Not as a statutory matter. Section 16 of the Act requires not less than one and a half times the minimum wage rate, currently $23.85 an hour — not 1.5 times your own rate.
If you already earn more than $23.85 the statutory overtime entitlement adds nothing on top of your regular rate. Any better rate has to come from your employment contract or collective agreement, and many do provide one.
Can I bank overtime in New Brunswick?
No. New Brunswick states plainly that banking of overtime hours is not permitted.
That is unusual — most Canadian jurisdictions allow banked time by written agreement, typically at 1.5 hours per overtime hour.
Which New Brunswick jobs are exempt from holiday and overtime rules?
The listed professions — architecture, dentistry, law, medicine, chiropody, optometry, pharmacy, professional engineering, public and chartered accounting, psychology, surveying and veterinary science — plus real estate, car and mobile home sales, off-premises commissioned salespeople other than route sales, and athletes.
The Act allows further exemptions by regulation, but the province does not publish that full list on its employment standards pages.
Estimate only — not legal advice
This calculator produces an estimate from the published employment-standards minimums. It is not legal advice and it is not a determination of what you are owed. Overtime rules in New Brunswick are set by New Brunswick Employment Standards, and a long list of occupations is exempt or subject to a different threshold.
Collective agreements, employment contracts, exemptions for your occupation, averaging agreements and permits can all change the answer. For a binding answer, contact the employment-standards office named above or a lawyer.