In a post last month, I mentioned that employers have a duty to accommodate an employee with a disability up to the point of undue hardship.
So, what constitutes undue hardship? It refers to a situation where the accommodation is too disruptive to business operations or otherwise onerous for the employer. For example, if the accommodation would require significant financial costs or fundamentally alter the nature of the job, it may be considered undue hardship and, therefore, not required.
Both employees and employers should understand the duty to accommodate and the steps employers must take to ensure they are fulfilling their obligations under human rights legislation.