Under human rights law, employers have an obligation to accommodate employee needs related to grounds of discrimination. This is called the duty to accommodate.

For instance, you may need to adjust a worker’s schedule so they can fulfill their caregiving obligations. Or offer modified or alternative work to an employee recovering from an injury or coping with a disability.

But there are reasonable limits to adjusting your policies and processes to accommodate staff. Your duty to accommodate does not apply in cases where accommodation results in undue hardship.

Employers must provide sufficient evidence of undue hardship. You must also be mindful of accommodating employees in a manner that protects their dignity and privacy.

Join our experts, Olivia Cicchini and Amanda Chadwick, at our upcoming webinar to understand your obligations on accommodation in the workplace.