Overview
The “duty to accommodate” refers to the obligation of an employer (or service provider or union) to take steps to eliminate any workplace policies, practices, or physical barriers that may have an adverse impact on, or cause disadvantage to, employees, prospective employees or clients living with disabilities.
Employees do not need to disclose their diagnosis to receive a workplace accommodation, but they must disclose what their workplace limitations are (and some employers might ask for a doctor’s note to support the accommodation request). Limitations might include:
- Frequent trips to the bathroom
- Periods of illness and wellness
- Sickness at certain times of the day due to the side-effects of medication, and
- Difficulty sitting/standing for long periods of time.
Types of accommodations might include:
- A workstation close to a bathroom
- Flexible work hours
- Additional time for doctor’s appointments
- Working from home
- Supportive technologies, such as a special monitor or a wrist pad
Be prepared to discuss and negotiate with your employer what types of accommodations will help you more effectively do your work. When the accommodation is made, keep your employer informed on how things are going. If additional changes are needed, speak to your employer as soon as you can.