Invisible disabilities — conditions that aren't immediately apparent to others — are among the most common reasons for workplace accommodation. Yet many employees with invisible disabilities hesitate to request accommodation because they fear not being believed or being judged. Alberta law protects you regardless of whether your disability is visible.
Any physical or mental condition that limits your ability to perform work functions qualifies for accommodation under Alberta law. You don't need to prove severity or visibility.
A medical letter from a physician is your strongest tool. It validates your condition without requiring you to 'prove' anything to your employer directly.
You control how much information you share. You're required to disclose that you have a condition requiring accommodation, but NOT the specific diagnosis.
Unfortunately, some employers are skeptical of invisible disabilities. Your medical documentation is your shield. You don't need to justify or prove your condition beyond providing a physician's letter.
If coworkers or supervisors make comments about you 'not looking sick' or question your accommodation, this may constitute harassment. You're protected against disability-related harassment.
They can request medical documentation from a physician — which is what MedLetter provides. They cannot demand to see test results, medical records, or require you to undergo their own medical examination (except in very specific safety-critical roles).
Your employer's obligation is to accommodate you, not to make coworkers comfortable with it. Coworker complaints about 'fairness' are not grounds to deny or revoke accommodation. Your employer should address coworker concerns without compromising your accommodation.
Yes. Alberta human rights law focuses on functional limitations, not formal diagnoses. If a physician documents that you have limitations requiring accommodation, that's sufficient. You don't need a specialist diagnosis or years of medical history.