Accommodation information for employees

The information on this page supports BC Public Service employees when requesting accommodations in their workplace. Information for people leaders can be found in the Managers’ guide to reasonable accommodation.

Defining a workplace accommodation

Workplace accommodations remove barriers to allow employees to fully participate in the workplace. A workplace accommodation is where changes are made to rules, policies, practices and/or physical environments through the accommodation process. This ensures the workplace does not have a negative effect on an employee because of their personal characteristics protected by the BC Human Rights Code.

Employees may seek an accommodation for a variety of reasons such as:

• Physical disability
• Mental disability
• Religion
• Family status
• Gender
• Any other characteristic protected by Section 13 of the Human Rights Code

Examples of workplace accommodations

• Adjustments to hours of work
• Modification of duties
• Leaves from work
• Ergonomic supports or assistive technology
• Changes to the physical environment
• Adjustments to recruitment selection/testing practices
• Placement in an alternative position

What is a reasonable accommodation?

What is reasonable in the circumstances is determined by the employer in collaboration with the employee and their union (if applicable). Reasonable accommodations are based on the employee’s needs, not necessarily their preferences. The employer is able to consider the most operationally effective, practical, reasonable and cost-efficient solutions.

Steps to take if you need a workplace accommodation

1. Your first step is to notify your supervisor you need an accommodation. In doing so, you may need to:
   • Identify the human rights protected ground that your accommodation is related to
   • Describe the barriers you experience and how they impact your work
   • Propose potential accommodation options (if known)
   • Discuss how long you will need an accommodation (if known)
2. Your supervisor may request further information from you. In some cases, your supervisor may request information from your doctor or other medical professional. Only restrictions, limitations and prognosis will be shared with your supervisor. Any other confidential medical information provided will be redirected to the BC Public Service Agency (PSA) workplace health team.
3. Once your supervisor has the information they need, they will work with you and your union (if applicable) to determine the best way to meet your accommodation request to the point of undue hardship.

If you are an employment candidate seeking accommodation during the recruitment and selection process, email the contact listed on the job posting.

Employee responsibilities in the accommodation process

• Let your supervisor know when an accommodation is needed
• Identify the human rights protected ground that your accommodation is related to
• Describe the barriers you experience and how they impact your work
• Provide requested supporting documentation/information in a timely manner including any reasonable requests for follow up
• Engage in the process of finding a reasonable accommodation
• Participate in any evaluation, review or reassessment of your accommodation plan (as needed)
• Notify your supervisor if there is a change in circumstance that affects your accommodation

Ask for support

Requesting an accommodation or other workplace support can be intimidating, but it doesn’t have to be. Think of it as simply asking for what you need to be your most productive.

Even if your situation doesn’t qualify as an accommodation under the Human Rights Code, check in with your supervisor to see what support they may be able to provide. For example, flexible schedules or flexible work arrangements may be available.

Undue hardship 

Undue hardship is a legal term describing the limits of what an employer is required to do to accommodate an employee. An employer is not required to accommodate if the accommodation would cause undue hardship. Undue hardship can be caused by things like excessive cost or significant interference with operations. In Canada, the bar for undue hardship is high.