Reasonable accommodation results in greater equality of opportunity and participation in employment, services and housing of persons with special needs based on protected characteristics. It may involve removing barriers to full participation in society, and it often involves a simple and inexpensive change to how something is typically done, which takes into account a need a person or group has that is based on a protected characteristic. An example is an employer allowing an employee to take a day’s leave to observe a religious holiday.
An accommodation is “reasonable” when there is an adequate process has taken place and the effort and measures taken are sufficient. A person who believes that an employer, landlord, service provider or other responsible party hasn’t taken reasonable steps to accommodate a special need could complain to The Manitoba Human Rights Commission. In deciding whether reasonable accommodation has been made, the Commission will look at both the process used to accommodate a special need as well as any resulting accommodation.
What is Undue hardship?
Sometimes accommodation becomes so difficult, it becomes unreasonable or an undue hardship.
Some factors that determine whether reasonable accommodation to the point of undue hardship has been made include: financial costs, health and safety concerns, impact on other employees and service users and the impact on other protected rights.
For more information, please see Reasonable Accommodation Guidelines