Free Employer Toolkit

The toolkit offers a variety of informative tools. Learn about the skills people with disabilities bring to the workplace and use our ‘how-to’ resources, that provide practical tips and strategies on successful recruitment, hiring, inclusion and retention of people with disabilities.

COVID-19 Tools

COVID-19 has significantly impacted Canadian businesses, forcing many employers to adapt. The value of diversity and inclusion has never been as important as it is today. Employers seeking to recover from the pandemic will be looking to their teams for resilience and adaptability. Once the world shifts back to normal, businesses that foster an inclusive workplace and hire with diversity in mind stand to benefit the most!

Visit our new COVID-19 tools for further information on how hiring people with disabilities will translate into overall business success after the pandemic.

COVID-19 Tools

tool 3.4 legal obligation img2x

Applicants and employees don’t have an obligation to disclose a disability. However, in some cases this would become a legal obligation:

  • If the applicant needs an accommodation during the interview process or at any other time during the job application process.
  • If the employee needs an accommodation in the workplace or at any other time in relation to his or her employment.

An individual with a disability is required to provide sufficient information about their disability in support of their accommodation request so that the employer can properly and promptly fulfill their “duty to accommodate” up to the point of “undue hardship.”
Applicants and employees are legally obligated to disclose a disability to an employer if:

  • The disability is likely to affect their work performance or their ability to carry out any specific job duty.
  • The disability could potentially create a health or safety risk to themselves or to any co-worker.


HIRE for TALENT has made every effort to use the most respectful words possible while writing these materials. We realize, however, that the most appropriate terminology may change over time. We developed these materials with the intent to respect the dignity and inherent rights of all individuals.

This document is provided for information purposes only. The content provided is not legal advice and should not be used or relied upon as such. Applicable law may differ from jurisdiction to jurisdiction; if you are seeking legal advice, you are advised to consult a lawyer in your province or territory.

Take the Challenge!

True or false

Employees must disclose a disability if it could create a health or safety risk to themselves or to any co-worker.

True. In the presence of a health or safety risk, employees are legally required to inform the employer about the disability.

btn download2x

Get the Tool You Need Quickly!

Customize Your Toolkit!

By completing this short questionnaire, you can identify the best tools to hire and retain employees with disabilities, as well as increase your company’s performance.

Get Started

Facts & Stats

Growing your business requires the ability to attract talent in a shrinking market. Workplaces with a diverse, healthy, inclusive culture are becoming employers of choice.
Hire for Talent is focused on workers with disabilities because this talent pool, and the support services attached, have profound impact on workplace inclusion.
img home stats
Canada’s projected worker to retiree ratio will be 2:1 within 15 years. Recruitment from diverse talent pools will be essential!
The inclusion of people with disabilities generates measurable improvements in performance, innovation and company image.