FR

Commitments

Policies & Guidelines

Commitment 3:

Workplace accommodation and flexibility

Employers commit to ensuring all employees have the support and flexibility needed to do their work successfully, including accommodations related to scheduling, remote work, ergonomic workstations, assistive technology, and other workplace supports, in accordance with the Duty to Accommodate.  

Employer Actions

Organizations should implement accommodation practices that are fair, accessible, and responsive to employee needs. To fulfill this commitment, organizations are encouraged to: 

  • Follow guidance from the New Brunswick Human Rights Commission regarding the Duty to Accommodate 

  • Focus accommodation discussions on functional workplace needs, rather than requiring disclosure of medical diagnoses or unnecessary personal information 

  • Use collaborative processes to identify practical workplace accommodation solutions 

  • Provide clear processes and documentation for requesting and implementing workplace accommodations 

  • Train managers and supervisors to respond respectfully and consistently to accommodation requests 

  • Review accommodation practices regularly to ensure they remain inclusive, accessible, and aligned with legal obligations 

Evidence Requirements

To complete this commitment, organizations are asked to: 

  • Review or develop workplace accommodation processes that support accessibility, flexibility, and equitable participation  

  • Implement at least two accommodation or workplace flexibility practices, such as:  

  • providing flexible scheduling options where operationally possible  

  • offering remote or hybrid work arrangements where appropriate  

  • providing ergonomic or accessibility-related workplace supports  

  • using collaborative accommodation planning processes  

  • providing clear accommodation request procedures or documentation  

  • training managers or supervisors on respectful accommodation practices  

  • Submit a short reflection describing actions taken and future opportunities for improvement  

Evidence may include: 

  • Accommodation policies or procedures  

  • Accommodation request forms or guidance documents  

  • Flexible work or remote work policies  

  • Training materials, meeting notes, or communication materials  

  • Reflection summary 

Impact

Workplace accommodation is key to building inclusive and equitable workplaces, as employees may need adjustments for a variety of reasons. Clear and consistent accommodation practices help organizations respond fairly, reduce barriers, and support well-being, engagement, and retention. This commitment ensures employees have the support they need to work effectively, fostering a workplace that respects both individual needs and organizational requirements. 

Submit your evidence

Resources & Support

Accommodation & Human Rights Guidance 

Workplace Accessibility & Ergonomic Supports 

Workplace Accessibility & Ergonomic Supports 

Have Questions?

We're here to help.  Whether you have questions about participating in the Charter, selecting commitments, or navigating the recognition process, we'd be happy to connect.

Contact the Workplace Inclusion Charter Team
Contact the Workplace Inclusion Charter Team