Accessibility in the Workplace
Workplaces are incredibly diverse, and people with disabilities are represented across all industries and roles. Some individuals are able to manage their disability or disorder independently at work, while others benefit from workplace accommodations. There is no single “right” way to navigate employment with a disability. What works best for you will depend on many factors, including your specific needs, strengths, and the type of work environment you are in.
In this section, we will explore how disability may impact your work experience, how to identify and build strategies to navigate the workplace with confidence, and what accommodations and supports are available to address disability-related barriers.
Accessibility in the Workplace
Workplaces are incredibly diverse, and people with disabilities are represented across all industries and roles. Some individuals are able to manage their disability or disorder independently at work, while others benefit from workplace accommodations. There is no single “right” way to navigate employment with a disability. What works best for you will depend on many factors, including your specific needs, strengths, and the type of work environment you are in.
In this section, we will explore how disability may impact your work experience, how to identify and build strategies to navigate the workplace with confidence, and what accommodations and supports are available to address disability-related barriers.
What Are My Rights?
In Ontario, people with disabilities have the right to equal treatment in employment. This means you cannot be treated unfairly or excluded from work because of a disability. Federal and provincial laws require employers to consider reasonable accommodations when a disability creates barriers to working or learning.
Your rights include:
- Equal opportunities in hiring, training, pay, promotion, and termination
- The right to request accommodations that allow you to perform the essential duties of your job safely and effectively
- The right to confidentiality regarding your disability and accommodation needs
It’s important to know that accommodations must be reasonable and cannot cause undue hardship for the employer. Employers are not required to change the essential duties of a job, but they are expected to make practical, safe, and realistic adjustments that help remove barriers whenever possible.
Your Rights Are Protected By:
Navigating the Workplace
People with disabilities work in nearly every job and field imaginable. While a disability may affect certain areas of daily life or work, many individuals are able to choose career paths that play to their strengths and develop strategies that help them thrive. In some cases, people are successful in the workplace without needing formal accommodations at all.
As you prepare for employment, it can be helpful to reflect on where you may need extra support and which skills you want to strengthen. Consider the following areas:
- Managing time and meeting deadlines
- Learning new skills on the job
- Working with others and communicating effectively
- Completing reading and writing tasks
- Performing math calculations
- Managing stress, busy schedules, or fast-paced environments
Thinking ahead about potential challenges allows you to be proactive. What strategies or skills could help you manage these situations? While some workplaces can provide accommodations, building your own tools and coping strategies can give you greater independence and confidence, and more control over your long-term success. Click here for more information on building employment readiness skills.
How will the accommodation process be different than in high school?
If you have a disability that impacts you at work, you can request accommodations on the job. However, workplace accommodations usually look different from the supports you may have received in high school, so it’s helpful to understand what to expect and how to prepare.
Key things to know:
- There is no “special education” program in the workplace. While disability-related accommodations do exist, the process and types of support are very different from those in school.
- Individual Education Plans (IEPs) do not continue after high school. IEPs only apply in elementary and secondary school, and employers use their own processes to decide how accommodations are provided.
- To access formal workplace accommodations, you must have a diagnosed disability and disability-related functional impairments that affect your ability to complete specific job tasks. Not everyone who had an IEP or received support in high school has a formal diagnosis. If you’re unsure, consider talking with a healthcare provider or reviewing your documentation (such as your IEP).
- You must be able to complete the essential duties of your job, with or without accommodations.
Unlike in school, where supports often follow you automatically, your employer will not know you need help unless you tell them. Since your IEP ends when you leave high school, it is your responsibility to disclose your disability to the appropriate person or department if you need workplace accommodations.
How Do I Access Support or Accommodations at Work?
The type and level of support someone may need at work can vary widely. Some people manage their accommodations independently, while others benefit from employer-provided supports. This depends on the nature of the disability, how it affects job tasks, and the demands of the workplace.
If your disability makes it difficult to perform required job tasks, you have the right to request reasonable accommodations. Federal and provincial laws require employers to consider accommodations when a disability creates barriers to working or learning safely.
Keep in mind:
- Employers have a duty to accommodate, but only up to the point of undue hardship.
- They are not required to redesign jobs or remove essential duties.
- Most accommodations involve small, practical adjustments that help remove barriers.
- You may be asked to provide documentation, such as a letter from a healthcare provider, outlining your disability and how it affects your work.
- Depending on the size and structure of the workplace, accommodation requests may be handled by a Human Resources department or directly by your supervisor.
In many cases, employees and employers work together to put formal or informal accommodations in place. Examples may include:
- Using a calculator to complete math-related tasks
- Creating checklists to break down longer or more complex tasks
- Providing videos or extra demonstrations to support learning new skills
- Using text-to-speech or spell check software when completing written tasks
- Allowing flexible breaks to support focus and attention
How will the accommodation process be different than in high school?
If you have a disability that impacts you at work, you can request accommodations on the job. However, workplace accommodations usually look different from the supports you may have received in high school, so it’s helpful to understand what to expect and how to prepare.
Key things to know:
There is no “special education” program in the workplace. While disability-related accommodations do exist, the process and types of support are very different from those in school.
Individual Education Plans (IEPs) do not continue after high school. IEPs only apply in elementary and secondary school, and employers use their own processes to decide how accommodations are provided.
To access formal workplace accommodations, you must have a diagnosed disability and disability-related functional impairments that affect your ability to complete specific job tasks. Not everyone who had an IEP or received support in high school has a formal diagnosis. If you’re unsure, consider talking with a healthcare provider or reviewing your documentation (such as your IEP).
You must be able to complete the essential duties of your job, with or without accommodations.
Unlike in school, where supports often follow you automatically, your employer will not know you need help unless you tell them. Since your IEP ends when you leave high school, it is your responsibility to disclose your disability to the appropriate person or department if you need workplace accommodations.
How Do I Access Support or Accommodations at Work?
The type and level of support someone may need at work can vary widely. Some people manage their accommodations independently, while others benefit from employer-provided supports. This depends on the nature of the disability, how it affects job tasks, and the demands of the workplace.
If your disability makes it difficult to perform required job tasks, you have the right to request reasonable accommodations. Federal and provincial laws require employers to consider accommodations when a disability creates barriers to working or learning safely.
Keep in mind:
- Employers have a duty to accommodate, but only up to the point of undue hardship.
- They are not required to redesign jobs or remove essential duties.
- Most accommodations involve small, practical adjustments that help remove barriers.
- You may be asked to provide documentation, such as a letter from a healthcare provider, outlining your disability and how it affects your work.
- Depending on the size and structure of the workplace, accommodation requests may be handled by a Human Resources department or directly by your supervisor.
In many cases, employees and employers work together to put formal or informal accommodations in place. Examples may include:
- Using a calculator to complete math-related tasks
- Creating checklists to break down longer or more complex tasks
- Providing videos or extra demonstrations to support learning new skills
- Using text-to-speech or spell check software when completing written tasks
- Allowing flexible breaks to support focus and attention
Supported Employment
Supported employment is designed to help people with disabilities who may be having difficulty finding a job or who need more intensive support once they are working. These services focus on helping individuals succeed in meaningful employment and build confidence in the workplace. In most cases, supported employment services are free for employees and can offer a wide range of supports, including:
- Job coaching and on-the-job training
- Support from workplace mentors
- Help with job matching and skill development
- Incentives or guidance for employers to support inclusive hiring
Many supported employment programs have eligibility requirements, which may be based on factors such as age, educational status, or type of disability. These programs are designed to match individuals with the right level of support for their needs. Some supported employment programs include:
The Youth Job Connection
The Youth Job Connection
The Youth Job Connection program serves youth aged 15 to 29 who experience multiple and/or complex barriers to employment by providing more intensive supports beyond traditional job search and placement opportunities.
March of Dimes Canada Employment Services
March of Dimes Canada Employment Services
March of Dimes Canada Employment Services supports people with disabilities to find and keep meaningful jobs, through coaching, training and on-the-job support
Employment Ontario
Employment Ontario
Employment Ontario can help you get the training, skills, and experience you need to find and keep a job