Requesting accommodation

Accommodation works best when everyone works together to come up with creative, flexible solutions. If you request accommodation from an employer, service provider, or landlord, consider the following information.

Things to think about

Employers, service providers, and landlords have a duty to accommodate their employees, clients, tenants, and more. During the accommodation process, both the person seeking accommodation and the employer, service provider, or landlord have rights and responsibilities to fulfil.

Consider the following when asking for accommodation from your employer, service provider, or landlord:

  1. Did you bring your need for accommodation to the attention of your employer, service provider, or landlord with the following details?

    • Why you need accommodation: For example, because of your disability, religious belief, pregnancy, or family status.

    • Supporting evidence or documents: For example, a written statement from a doctor/health care provider or a statement about specific religious practices. If you have a mental or physical disability that needs accommodation, you often need to provide documentation from medical professionals, but you do not need to disclose a specific diagnosis to your employer.

    Medical information explaining your functional limitations and necessary accommodation: For example, medical information that you cannot lift more than 20 pounds for the next three months. To learn more, refer to the Obtaining and responding to medical information in the workplace: A summary for employees information sheet.

    • Suggestions for appropriate accommodation measures

    • How long you will need accommodation

  2. Did you give your employer, service provider, or landlord a reasonable amount of time to reply to your request?

  3. Did you listen to and consider any reasonable accommodation options that your employer, service provider, or landlord proposed?
    When you are seeking accommodation, you have a duty to accept a reasonable accommodation even if it is not one you suggest or prefer.

  4. Did you cooperate in making an accommodation agreement work?

Further steps

There may be situations where you should take further steps in the accommodation process. Below are a few examples:

  • Your employer, service provider, or landlord indicates your accommodation would cause undue hardship
    Did you discuss the factors creating undue hardship? You can provide more details about your needs if the information is helpful.

  • Your needs have changed
    Did you inform your employer, service provider, or landlord when your needs changed? You can provide medical information to support the changes and help your employer, service provider, or landlord to change the accommodation.

  • Your current accommodation agreement is no longer working
    Are you willing to review and change the accommodation agreement?

  • Your need for accommodation ends
    Did you tell your employer, service provider, or landlord that your need for accommodation has ended?

Additional information

For service providers supporting clients or individuals needing accommodations at work, the Requesting for accommodations in the workplace tool provides information on preparing for and initiating a conversation regarding accommodation needs and communicating with your employer. The tool also outlines the rights and responsibilities of both employees and employers.