Piccolo Heath LLP

With back-to-school season upon us, it feels like the right time to go back to basics and help Forky ask a practical workplace question: “What does an employer need for an effective Accommodation Policy?”

As employers continue to refine their post-pandemic workplace strategies and the frequency of remote work requests is increasing, one question remains front and centre: when does an employee have a right to work remotely as an accommodation?

Most employers have returned to 100% in-office or hybrid work arrangements. At the same time, employees are increasingly requesting an accommodation in the form of remote work, particularly for disabilities and caregiving obligations. The reality is, however, that neither a disability nor a family status obligation creates an automatic entitlement to remote work.

Summer is peak season for many Ontario employers. Tourism operators, restaurants, retail stores, camps, agricultural businesses, and recreation facilities all rely heavily on temporary and seasonal workers to meet demand. While these roles may be short‑term, the legal obligations toward these employees are anything but casual. Ontario’s employment and human rights laws apply to temporary, seasonal, part‑time, as well as  full‑time staff.