The COVID-19 public health crisis has led to a ‘reimagining’ of the workplace. Workplace accommodations have been implemented to great effect: remote work, flexible schedules, worker redeployment, changes to work routines, etc. Employers have found that reasonable accommodations are not only a federal and provincial legal requirement, but also a net benefit to productivity. However, COVID-19 has obliged most employers to learn more about workplace accommodation.

Remote Work and COVID-Based Accommodations

With regard to remote work, it is important to note that not all employees have the same access to technology and private workspaces. A confidential ‘check-in’ with each employee to assess their available resources as well as their need for training around usage of these resources is an inclusive practice and will serve all parties well.

Accommodations may include but are not limited to the following:

• Providing technology and/or resources for internet connectivity
• Providing assistance and/or resources to set up a home-based workspace
• Granting time off for health/mental health issues
• Arranging flexible work schedules in light of caregiving responsibilities and workspace privacy issues

What are Reasonable Accommodations? Why do They Matter During COVID-19?

This resource is intended to build employer capacity around the effective design and implementation of reasonable workplace accommodations. This is a clear equity, diversity and inclusion (EDI) competency that will strengthen your business and expand your recruitment base.

Workplace accommodation is designed to enable equitable participation. Although an employer’s duty to accommodate is set out in Canadian human rights law and covers 13 prohibited grounds of discrimination, this resource will focus on accommodation around disability and COVID-19.

Workplace accommodation around disability enables workers to contribute their full range of skills, talents and abilities. This is a win-win scenario that supports productivity, performance, job satisfaction and employment retention. Increasing your understanding and skills around workplace accommodation also improves your ability as a leader to see employees’ individual strengths and needs, which in turn builds trust and loyalty.

Workplace accommodation categories include the individual, the environment, tasks and/or tools. Requests for and provision of reasonable workplace accommodations may apply to:

• Job interviews
• Testing
• Training
• Orientation
• Job duties or work routines

Building capacity to accommodate workers is an important factor in the inclusion of people with disabilities and gaining full access to the benefits this group can bring to mitigate the impacts of COVID on your business.

Mindset Matters

1. Bear in mind that employees requesting accommodation are typically the best source of information about their individual needs. Regardless of the type of disability, there is always some variation from person to person and the individual with the disability is best able to say which accommodation works best.
2. Workplace accommodation serves you as an employer by enhancing employee productivity, demonstrating workplace inclusion and improving employee engagement and loyalty.