Reasonable accommodation is a means used to put an end to any situation of discrimination based on disability, religion, age or any other ground prohibited by the Charter.
Accommodating a person may involve adapting a practice, or a general operating rule or granting an exemption to a person in facing discrimination.
Reasonable accommodation is a duty. Employers and service profiders must actively look for solutions so that their employees customers, or service users can fully exercise their rights.
Common examples of an accommodation
- Adapting a workstation to an employee’s limitations
- Granting a day off for a religious holiday
- Providing care tailored to the needs of patients
- Providing the necessary learning tools to students with learning disabilities or behavioural disorders
- Modifying a menu to take into account dietary restrictions
When can an accommodation request can be denied?
There is no obligation to accommodate a person in cases of undue hardship. An accommodation may cause undue hardship if:
- the cost is too high for a company to absorb
- it interferes with the proper operation of the organization
- it significantly impairs the security of others or infringes on the rights of others
If an employer or a service provider can objectively demonstrate that the only accommodation available would cause one of these consequences, the request can be denied.
How do I request reasonable accommodation or respond to a request?
How do I request reasonable accommodation
As an employee, client or service recipient
- Make sure that your request is based on a prohibited ground of discrimination
- Submit your request to your supervisor or to the person concerned
- Provide the information necessary to process your request
- Allow sufficient time to review your request
- Collaborate in finding a solution
How do I respond to a request
As an employer or manager
We can help you understand your legal obligation, assist you in managing requests, and help you find solutions.