duty to accommodate mental health disabilities

An employer’s duty to inquire into mental illness

September 12, 2017 Doug MacLeod, MacLeod Law Firm Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights

Accommodating a mental illness does not only benefit the employee, but it also makes good business sense. Enabling employees with mental illness to access support can increase their productivity in the workplace.

coping with stress, Disability, duty to accommodate, duty to accommodate mental health disabilities, employment law, mental health, Mental illness

The business case for banishing the winter blues at work

March 24, 2014 Marcia Scheffler Accessibility Standards, Employee Relations, Health and Safety, HR Policies and Procedures, Human Resources, Human Rights, Integrated Accessibility Regulation, Standard for Employment, Training and Development

Is it spring yet? For some people, cold weather and lack of sunshine can trigger a type of depression more serious than winter blahs. Seasonal Affective Disorder (SAD) and other mental illnesses are rarely talked about at work and often carry serious stigma for those impacted.

Absenteeism, addictions, Conference Board of Canada, depression, duty to accommodate, duty to accommodate mental health disabilities, human rights commission, Imagine Canada’s Standards Program, legal obligations for employers, Marcia Scheffler, mental health, mental health disability, mental health issue, mental health issues, Mental Health Week, Mental illness, National Standard of Canada for Psychological Health and Safety in the Workplace, Not Myself Today 2014, Partners for Mental Health, presenteeism, productivity, Seasonal Affective Disorder (SAD), short-or long-term leaves of absences, stigma around mental illnesses, workplace, workplaces