The question: Is it undue hardship or is it a regular hardship? Those of  us in HR in Canada need to consider this.  And we can always brush up  on the duty to accommodate so check out this video.  

This was the focus of my conversation with Dylan Snowdon. Dylan is an  Employment Lawyer and Instructor in the Faculty of Law at the University  of Calgary. This is something he is asked about a lot and here are some  of his insights:  ✅ You have to accommodate, but can consider those accommodations that  have the least impact on the employer.   🧐 Accommodations can take many forms, and it doesn't always have to be a  big or complicated solution.   😢 The difficult accommodations are when there are a lot of unknowns or  the employer is not accepting.  Mental health often falls in this  category.  📢 Whenever someone requests accommodation, the duty has been triggered.    Remember, the duty to accommodate is an important part of creating an  inclusive workplace. By making reasonable efforts to accommodate the  needs of employees, employers can create a workplace that is welcoming  and supportive of all employees.

Find Dylan at https://carbertwaite.com/calgary-lawy...

Andrea is an HR Consultant and can be found at www.thehrhub.ca