Requesting workplace accommodation in Alberta is your legal right under the Alberta Human Rights Act. However, how you make the request matters. A well-documented, properly submitted request is much harder for employers to deny. This guide walks you through the entire process from initial documentation to final approval.
Before approaching your employer, obtain a medical letter from a physician that documents your functional limitations and recommended accommodations. This is the foundation of your request.
Always submit your accommodation request in writing (email is fine). This creates a paper trail that protects you legally. Address it to your direct supervisor AND HR simultaneously.
Your employer should engage in an 'interactive process' — a back-and-forth discussion about what accommodations are feasible. Be flexible and open to alternatives that still meet your medical needs.
Once an accommodation is agreed upon, insist on written confirmation. This should include what the accommodation is, when it starts, and how long it lasts.
If the accommodation isn't being implemented properly, or if your needs change, follow up in writing. You have the right to request modifications.
No. You only need to provide information about your functional limitations and what accommodations are needed. Your employer can ask for medical documentation, but the letter should focus on limitations and recommendations, not diagnoses.
There's no specific statutory deadline, but the Alberta Human Rights Commission considers 2-4 weeks reasonable for most requests. Complex accommodations may take longer, but your employer should acknowledge receipt immediately and provide a timeline.
Absolutely not. Terminating or retaliating against an employee for requesting accommodation is illegal discrimination under the Alberta Human Rights Act. If this happens, you should file a complaint with the Alberta Human Rights Commission immediately.
Cost alone rarely constitutes undue hardship unless the employer is very small and the accommodation is very expensive. They must demonstrate that the cost would genuinely threaten the viability of the business. For most accommodations (schedule changes, remote work, ergonomic equipment), cost is minimal.