Duty to Accommodate: Canada's Version of 'They Have to Work With You'

Every Canadian province and territory has a human rights code requiring employers, landlords, and service providers to accommodate your disability — up to the point of 'undue hardship.' That's a real legal test, not a vibe, and it's harder to meet than most organizations pretend. Who this applies to: employers, landlords, service providers (stores, restaurants, schools, healthcare), and professional associations/unions. What 'undue hardship' actually requires them to prove — all three: 1. Cost — is it so high it would fundamentally change the nature of the business? (Being annoyed or inconvenienced doesn't count.) 2. Outside funding — are there grants or programs that could offset the cost? They have to check. 3. Health and safety — would it create a genuine, provable risk? Not a hypothetical one. Common accommodations that are almost always considered reasonable: modified schedules, ergonomic equipment, remote work, modified duties, accessible parking, extended or phased leave, alternative material formats. How to request one: 1. You don't need to disclose your full diagnosis — just enough medical documentation to confirm the need 2. Put your request in writing 3. The process is a two-way conversation — you participate in good faith too, but they can't just say no without a real reason 4. Document every communication and response, with dates 5. If denied or the accommodation offered is inadequate, file with your provincial human rights commission (deadlines are usually 1-2 years from the incident, but check your province)