Human Rights at Work
Employees also have a role to play in the accommodation process. To receive an accommodation, you must tell your employer that you need one.
This is sometimes called the “duty to disclose.” However, you do not have to share more personal information than is necessary.
You only need to:
Let your employer know that you have a need related to a protected characteristic, and
Explain what change or support you require to do your job.
You do not need to disclose a diagnosis, private medical details, or personal information that is not directly related to the accommodation. For example, if you need a modified schedule for medical reasons, you can simply say that you have a health-related limitation that requires certain hours - you do not have to name the condition. If the request relates to religion, family status, gender identity, or another protected characteristic, you only need to describe the need and the accommodation you are requesting.
Employers can ask for enough information to understand the limitation and consider possible accommodations, but they cannot demand unnecessary personal details. The goal is to share only what is required for your employer to meaningfully address the barrier you are facing.
The law requires employers to provide reasonable accommodations, which means solutions that effectively remove the barrier without causing undue hardship to the employer. The accommodation does not have to be the best or perfect solution, just one that meets the employee’s needs in a fair and practical way. When an employer offers an accommodation that is reasonable, the employee cannot reject it simply because it is not their preferred option.
For example, an employee with ADHD asks for a private office to reduce distractions, but the employer offers noise-cancelling headphones and a quiet workspace instead, this can be a reasonable accommodation even if it’s not the employee’s preferred choice. If an employee refuses a reasonable accommodation, they may not be able to make a claim against their employer for discrimination.