Accommodations acknowledge that everyone works differently and embraces these differences. They provide support that a staff member needs to be successful in their role. One of the biggest misconceptions about accommodations is that they favour or give special treatment to certain employees. This isn’t the case!

Listening to your employees and accommodating their needs can

• increase retention
• enhance productivity
• reduce spending

Accommodations aren’t just for people with disabilities. They can also benefit people who have

• learning challenges
• mental health disorders
• neurodivergence
• cognitive challenges
• medical conditions
• family obligations (dependent care, etc.)

Both employers and employees have responsibilities around accommodations. Employers must provide accommodations when

1. an employee requests them
2. you recognize that an employee needs support and would benefit from them

It’s important to discuss accommodations early in the recruitment process. This helps the candidate feel safe and comfortable asking for accommodations. It also helps you understand what the candidate needs to be successful in their role.

Employers have a duty to accommodate staff who have disabilities or who need additional tools to perform job duties. An employer must accommodate an employee unless the request causes the employer undue hardship.

Most accommodations are not expensive, and they’re not as complicated as you think!

Here are some examples of workplace accommodations

• dim or non-fluorescent lights
• ergonomic chairs, desks or other work areas
• flexible work schedules
• hybrid/work from home opportunities (if possible)
• time off for medical appointments
• extra breaks
• flexible break options
• instructions and information provided in multiple formats (i.e., written, verbal, email, photos, videos)
• checklists of daily tasks so employees can track their work
• assistive technologies (i.e., lifting devices, scheduling systems or screen readers)
• modified work tasks
• task sharing between staff
• accessible parking spaces
• personal protective equipment in smaller sizes for female workers

Tip! Check out the Job Demands & Accommodation Planning Tool (JDAPT).

This is a simple online tool designed to provide information about accommodations for workers with a chronic health condition. The JDAPT

• helps workers identify what parts of the job they’re having difficulties with
• offers strategies and potential accommodations relevant to the job
• provides a detailed summary and downloadable reports
• takes only about 15 minutes to complete
• is completely free

JDAPT for workers

JDAPT for organizations - click on “JDAPT for a job” 

Want to learn more about assistive technologies?

Click here to visit Assistive Technology (AT) Hive - a new resource developed by AHEAD and the Disability Advisors Working Network (DAWN). AT Hive is an online tool used to explore different digital assistive technologies that can help with a range of needs. Answer a few simple questions to get a detailed list of technologies.

For additional information and assistive technologies you can visit the Learning Disabilities and Attention Deficit Hyperactivity Disorder (ADHD) Network website.