By law, you must guarantee your employees’ rights to:
- non-discriminatory access to employment (hiring), professional development, promotion and transfer
- fair treatment, regardless of their personal characteristics (origin, language, colour, disability, religion, etc.)
- a work environment that is free of discrimination and harassment
- fair and reasonable conditions of employment
- request reasonable accommodation
These rights are guaranteed by the Charter of Human Rights and Freedoms.
Preventing discrimination and harassment in your workplace
You are responsible for your employees’ actions during the performance of their duties. This means that a complaint can be filed against you if discrimination or harassment takes place.
Ways to prevent discrimination and harassment in your workplace include:
- making sure your human resource policies and practices are not discriminatory
- not tolerating any form of discrimination or harassment in the workplace
- actively protecting your employees from discrimination and harassment
Introduce a program to eliminate discrimination in hiring and employment
Having an equal access employment program helps eliminate discrimination in employment and the workplace. Equal access employment programs are mandatory for certain public bodies and private companies. But you can also set one up on a voluntary basis.
Learn more about equal access employment programs (French only)
Responding to reasonable accommodation requests
As part of guaranteeing your employees’ right to equality, you may receive reasonable accommodation requests. You can put an end to a discriminatory situation by responding to these requests.
To understand your duty to accommodate, it is important to recognize that seemingly neutral standards, rules or practices can have discriminatory effects on certain employees.
Treating all your employees alike is not always the same thing as treating all your employees fairly. There are situations where you will have to respond to an accommodation request so that an employee can fully exercise their rights.
Common examples of accommodation:
- Adapting a workstation to an employee’s physical limitations
- Allowing an employee to take a day off for a religious holiday
- Adjusting an employee’s schedule for medical reasons
Do you have a duty to accommodate? And if so, to what extent?
What should I do if someone files a complaint against me?
An employee can file a complaint against you if they believe, for example, that:
- they experienced discrimination during the hiring process
- they have experienced discrimination or harassment in the workplace
- their reasonable accommodation request was not properly considered, or was denied for no reason
If the Commission accepts your employee’s complaint and decides to investigate, we will contact you to let you know.
Learn more about how you must cooperate with our investigation:
Outils et ressources
La Commission vous offre gratuitement des outils pour comprendre et faire face à vos obligations :
- Formations et outils pour employeurs
- Campagne Recruter sans discriminer
- Service-conseil en accommodement raisonnable