Under the New Brunswick Occupational Health and Safety Act, any workplace that consistently employs 20 or more people must establish a Joint Health and Safety Committee (JHSC). Failing to set up this committee or properly train its members can result in WorkSafeNB issuing stop-work orders or massive administrative penalties reaching thousands of dollars.
Running a successful business in New Brunswick means prioritizing the physical well-being of your staff. Whether you operate a bustling call centre in Moncton, a manufacturing plant in Saint John, or a retail store in Fredericton, workplace hazards are a reality. To ensure transparency and safety, provincial laws require employers and workers to collaborate actively on health and safety protocols.
This collaborative approach is formally mandated through the creation of a Joint Health and Safety Committee (JHSC). 🔍 The committee is designed to be an internal watchdog, bringing management and frontline employees together to identify risks before injuries happen. In this guide, we will outline the mandatory requirements for setting up and running a fully compliant JHSC under WorkSafeNB rules, current as of April 2026.
Step-by-Step Process in New Brunswick
Establishing a safety committee is not just about picking a few names out of a hat. The provincial Occupational Health and Safety Act (OHS Act) provides a very specific legal framework that every qualifying business must follow to the letter.
Step 1: Determine Your Employee Count
Your first obligation is to count your workforce. 👥 If your business regularly employs 20 or more workers at a single location, you are legally required to form a JHSC. If you have fewer than 20 employees but more than 9, you do not need a full committee, but you must appoint a designated Health and Safety Representative instead.
Step 2: Select the Committee Members
A legally compliant committee must have equal representation. The committee must consist of at least two people, but typically has more. Exactly half of the members must be non-management workers selected by the employees themselves (or their labour union), and the other half are appointed by the employer to represent management. This prevents the employer from dominating safety decisions.
Step 3: Elect the Co-Chairs
Every JHSC in New Brunswick must have two leaders. 👤 One co-chair is chosen by the worker representatives, and the other co-chair is chosen by the management representatives. These co-chairs take turns leading the monthly meetings and act as the primary point of contact for WorkSafeNB inspectors.
Step 4: Complete Mandatory Training
You cannot simply appoint people and expect them to know the law. Within a reasonable time of being selected, committee members must complete an approved safety training programme. WorkSafeNB dictates that the employer must cover all costs associated with this training, and workers must be paid their regular wages while attending the courses.
Step 5: Hold Regular Monthly Meetings
The committee must meet regularly to remain compliant. 📅 Under the OHS Act, the JHSC must hold a formal meeting at least once a month. During these meetings, members will review recent accident reports, discuss employee safety complaints, and plan regular workplace inspections. Detailed written minutes of every meeting must be recorded, kept on file, and posted on the staff bulletin board.
How Much Does it Cost in New Brunswick?
Setting up your JHSC involves some financial commitment, mostly related to training and paid time off. 💵 Here is an estimate of the costs you can expect to incur in Canadian dollars (CAD).
| Type of Expense | Estimated Cost (CAD) | What is Included |
|---|---|---|
| WorkSafeNB Approved Training | $100 – $300 per member | Registration fees for certified OHS training courses for your committee members. |
| Paid Meeting Time | Regular hourly wages | Employees must be paid their standard wage for the hours spent in committee meetings. |
| Safety Consultant Fees | $150 – $400 / hour | Optional fees if you hire a local law firm or consultant to audit your safety programme. |
While there is a cost to operating the committee, it is a fraction of what you would pay in WorkSafeNB fines or increased premiums if a preventable accident occurs. Investing in safety actively protects your bottom line.
How Long Does the Process Take?
If your business grows and reaches the 20-employee threshold, you must act promptly. ⏳ Generally, you should aim to have your committee established and your first meeting scheduled within 30 days of hitting the threshold. Organizing the mandatory WorkSafeNB training should be completed within the first few months of the committee members taking on their roles.
Frequently Asked Questions (FAQ)
Do we need a committee if our staff only work in an office?
Yes. The New Brunswick Occupational Health and Safety Act applies to almost all workplaces, including low-risk corporate offices, retail spaces, and restaurants. If you have 20 or more employees, a JHSC is legally mandatory, regardless of the industry.
Can the employer choose the worker representatives?
No. It is strictly prohibited for the employer to hand-pick the worker representatives. The non-management staff must democratically elect their representatives, or if a labour union represents the staff, the union will appoint them.
What happens if an employee refuses to participate?
You cannot force a specific employee to join the committee. If no one volunteers, you must document your efforts to encourage participation (such as sending company-wide emails and holding information sessions) to prove to WorkSafeNB that you attempted to comply with the law.
Do committee members get paid for training time?
Absolutely. Any time an employee spends attending mandatory WorkSafeNB training or participating in JHSC meetings is considered standard working time. They must be compensated at their regular rate of pay.
What authority does the committee have?
The JHSC primarily has advisory powers. They cannot force the employer to make a purchase, but they can make formal written recommendations for safety improvements. If an employer rejects a recommendation, they must provide a valid written reason to the committee.
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