What Alberta Employers Cannot Do When You Request Accommodation

12 Things Your Alberta Employer Cannot Do When You Request Accommodation

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1. They Cannot Demand Your Diagnosis

Your employer is entitled to know certain information to facilitate the accommodation process. They need to understand your functional limitations, which means what you cannot do or what tasks require modification. They also need to know what specific accommodations you need to perform your job duties effectively, and the expected duration of these accommodations.

However, they are NOT entitled to know your specific diagnosis, your medications, your treatment details, or your complete medical history. The focus must remain on how your condition affects your ability to work, not on the medical label attached to it. Demanding a diagnosis is a violation of your privacy rights.

Our accommodation letters are carefully worded to describe limitations without revealing your diagnosis. Having proper documentation is crucial. Without it, you leave yourself vulnerable to employer overreach. New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time. to ensure your privacy is protected.

2. They Cannot Ignore Your Request

Once you submit an accommodation request, your employer must take it seriously. They are legally obligated to acknowledge receipt of your request promptly. They must begin the accommodation process and actively explore potential solutions. They are required to respond within a reasonable timeframe, which is typically 2 to 4 weeks depending on the complexity of the request.

Silence or inaction IS a denial, and it is illegal. An employer cannot simply ignore your request and hope the issue goes away. If they fail to engage in the process, they are failing in their duty to accommodate. Do not let an employer ignore your needs. Secure your medical documentation today to force them to act.

3. They Cannot Say "No" Without Proving Undue Hardship

The burden of proof is entirely on the employer if they wish to deny an accommodation request. They must demonstrate that they explored ALL reasonable alternatives and that every single option would cause significant difficulty or expense. The hardship must be "undue", not just inconvenient or slightly costly.

For large employers, such as government agencies, major corporations, or healthcare systems, undue hardship is nearly impossible to prove for standard accommodations. They have the resources to implement most reasonable requests. If your employer claims undue hardship without providing substantial evidence, they are likely violating the Alberta Human Rights Act. Protect your job with a legally sound medical note.

4. They Cannot Fire You for Requesting Accommodation

Terminating an employee for requesting accommodation is illegal retaliation under the Alberta Human Rights Act. It is a direct violation of your rights and provides strong grounds for a human rights complaint. Furthermore, it is potentially grounds for wrongful dismissal damages in civil court.

This protection applies even during your probationary period. An employer cannot use probation as an excuse to fire you because you asked for help. If you fear losing your job, the best defense is a strong offense. Get your medical documentation in order immediately. New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time. to secure your employment status.

5. They Cannot Reduce Your Hours or Pay

Penalizing you financially for requesting accommodation is a form of discrimination. Your employer cannot reduce your scheduled hours, remove overtime opportunities, cut your bonuses or commissions, or reduce your benefits simply because you need an accommodation.

Your compensation and hours should remain consistent with what you would receive if you did not require accommodation, provided you can still perform the essential duties of your role with the accommodation in place. Financial retaliation is unacceptable and illegal. Ensure you have the right documentation to prevent this.

6. They Cannot Demote You

Moving you to a lower position, removing significant responsibilities, or changing your job title in response to an accommodation request is illegal retaliation. Your employer must attempt to accommodate you in your current position first. Only if that is impossible without undue hardship can they consider alternative roles, and even then, it should be a comparable position if available.

A demotion is a clear sign that the employer is punishing you for exercising your rights. Do not accept a demotion without a fight. A proper medical note from MedLetter can help you maintain your current role and responsibilities.

7. They Cannot Tell Your Coworkers About Your Condition

Your accommodation request is strictly confidential. Your employer cannot discuss your condition with your colleagues, explain why you have "special" arrangements, post your accommodation details publicly, or share your medical documentation with anyone who does not have a legitimate need to know for the purpose of implementing the accommodation.

If coworkers ask questions, the employer should simply say "we accommodate individual needs as required by law" and leave it at that. Breaching your confidentiality is a serious violation. Protect your privacy with a professionally drafted medical note that only discloses what is legally required.

8. They Cannot Require You to "Prove" You Are Disabled

A physician's letter documenting your functional limitations is sufficient evidence for an accommodation request. Your employer cannot require you to see their chosen doctor in most cases, demand extensive psychological testing, require multiple medical opinions, or ask for "proof" beyond reasonable documentation.

The focus should be on the limitations and the necessary accommodations, not on forcing you to jump through hoops to prove you have a disability. MedLetter provides exactly the documentation you need to satisfy your employer's legitimate requirements without overstepping your boundaries. New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time. to get the proof you need quickly and easily.

9. They Cannot Apply a One-Size-Fits-All Policy

Accommodation must be individualized. Your employer cannot apply a blanket policy to all accommodation requests. They cannot say "we do not do remote work for anyone" or refuse a request because "no one else has needed this." They also cannot apply a rigid return-to-work protocol without conducting an individual assessment of your specific needs.

Every employee is different, and every medical condition affects people differently. The law requires a tailored approach. A generic policy is not a valid excuse for denying an accommodation. Ensure your unique needs are documented by a licensed physician.

10. They Cannot Set Unreasonable Timelines

While accommodation does not need to be instant, your employer cannot delay the process indefinitely without explanation. They cannot require you to wait months for simple accommodations or use "we are still reviewing" as a permanent stall tactic.

The standard timeline for implementing most accommodations is 2 to 4 weeks. If your employer is dragging their feet, they are failing in their duty to accommodate. A clear, professional medical note can help speed up the process by providing all the necessary information upfront.

11. They Cannot Retaliate Through Performance Reviews

If your performance issues are related to your unaccommodated condition, your employer cannot give you negative reviews based on your pre-accommodation performance. They cannot set impossible standards knowing your limitations or use performance management as a backdoor to termination.

Performance expectations must be adjusted to reflect your accommodated state. Using performance reviews to punish you for needing accommodation is illegal retaliation. Protect your career trajectory with proper medical documentation.

12. They Cannot Force You to Accept Inadequate Accommodation

While you are expected to accept "reasonable" accommodation, you do not have to accept accommodation that does not address your limitations, accommodation that creates new problems, or accommodation that is clearly inadequate.

You have the right to re-engage in the interactive process if the initial accommodation is not working. The goal is to find a solution that allows you to perform your job effectively, not just any solution the employer throws at you. MedLetter can help you articulate exactly what accommodations are necessary.

What to Do If Your Employer Violates These Rules

Document Everything

File a Complaint

Consider Legal Counsel

Get Proper Documentation First

The strongest protection starts with proper documentation. Without a valid medical note, your employer may not take your request seriously, and you may not be protected under the law. MedLetter provides comprehensive accommodation letters that clearly state your functional limitations, recommend specific accommodations, reference the Alberta Human Rights Act, are formatted for HR departments, and include physician credentials.

Do not risk your job or your health by waiting in a crowded walk-in clinic. A typical walk-in clinic might charge you a $20 to $50 note fee, and you could spend 2 to 4 hours waiting to see a doctor. With MedLetter, you get same-day delivery for a flat fee of $49, all from the comfort of your home. Our notes are accepted by Alberta employers and provide the legal protection you need.

New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time.

Frequently Asked Questions

Can I get a sick note online in Alberta?
Yes. CPSA-registered physicians can assess patients through virtual consultations and issue legally valid sick notes. Online notes carry the exact same legal weight as in-person notes.

How much does an online sick note cost in Alberta?
MedLetter charges a flat fee of $49 for a sick note, with same-day delivery. This is often faster and more convenient than visiting a walk-in clinic, where you might pay a similar fee but waste hours in a waiting room.

Will my employer accept an online sick note?
Yes. All Alberta employers are expected to accept valid New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time. from licensed physicians. There is no legal distinction between documentation from virtual versus in-person consultations.

How long does it take to get a sick note from MedLetter?
Most sick notes are delivered within 2 to 6 hours of submission. Same-day delivery is standard for requests submitted during business hours.

What happens if I do not have a sick note?
Without a valid sick note, your employer may deny your accommodation request, record your absences as unexcused, or even initiate disciplinary action up to and including termination. Having proper medical documentation is essential for protecting your job and your rights under the Alberta Human Rights Act.

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• New sick-note requests are temporarily paused while we review our service. We are not accepting new orders at this time.


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