Workers with Disabilities Committee
Workplace Accommodations
If you have a disability, chronic illness, injury, or other condition that affects your ability to do your job, you have the right to request a workplace accommodation. Your employer has a legal duty to accommodate you to the point of undue hardship.
Overview
What is a workplace accommodation?
An accommodation is any change to your job, workplace, or how you work that allows you to do your job safely and effectively. This can include:
- Modified duties or a reduced workload
- Changes to your schedule or hours
- Working from home or a different location
- Ergonomic equipment or assistive technology
- A leave of absence for medical treatment
- A phased return to work after illness or injury
Process
How do I request an accommodation?
Talk to your steward first—they can help you understand your rights and what to expect before you approach your employer.
Make your request in writing to your employer so there is a record of the request and the date it was made.
You do not need to share a diagnosis—only your functional limitations and what supports you need to do your job.
Your employer must respond and engage in a cooperative process with you. They cannot simply ignore the request.
If your request is denied or ignored, contact your steward or union office right away.
If you are denied
What if my employer says no?
A denial is not the end of the process. Your employer must show that accommodating you would cause undue hardship—a high legal bar that requires evidence of significant cost or disruption.
If you believe your request has been unreasonably denied, your steward can help you file a grievance. Do not wait—time limits may apply.
Documents
Duty to accommodate resources
The BCGEU has prepared an info sheet and intake form to help you document and submit an accommodation request. Download these before approaching your employer.
Your rights
Know your rights
- You have the right to accommodation under the BC Human Rights Code
- Your medical information must be kept confidential by your employer
- Your employer cannot discipline or penalize you for requesting an accommodation
- The duty to accommodate applies to both physical and mental health conditions
Shared responsibility
Accommodation involves everyone
The duty to accommodate is a shared responsibility between the employer, the union and you as a member. Understanding your role in the process is important.
- The employer must explore and implement reasonable accommodations to the point of undue hardship.
- The union must actively participate in the accommodation process and cannot block reasonable accommodations, even where collective agreement provisions may need to be adjusted.
- You as a member have a duty to cooperate — provide relevant information, participate in finding solutions and engage in the process in good faith.
Members who don't understand their own role in the process can sometimes make their accommodation claim harder to advance. If you're unsure what's expected of you, contact your steward or area office.
Acknowledgement
This page is maintained by the BCGEU Workers with Disabilities Committee, with feedback and input from committee members.
This is a living resource. We welcome your feedback and will continue to update this page as member needs evolve. To suggest additions or changes, email [email protected].