Workplace accommodation is evolving—and fast. In 2025, employers face a new wave of updates to duty to accommodate standards that impact disability management practices. Staying informed isn’t just about compliance; it’s about building a workplace culture that supports employees while protecting your business from legal and operational risks.

Here’s what you need to know about the latest accommodation standards and how to adapt your disability management planning.

What’s Changing in 2025?

Across Canada, human rights legislation has long required employers to accommodate employees with disabilities to the point of “undue hardship.” However, recent legal updates and tribunal rulings have refined the expectations around:

• Timeliness: Employers must respond to accommodation requests quickly. Delays can now be viewed as a failure to accommodate.
• Proactive Communication: Employers are expected to initiate dialogue when they recognize that an employee may need support—even if no formal request is made.
• Individualized Assessments: One-size-fits-all solutions no longer cut it. Employers must explore customized accommodations based on each worker’s specific needs.
• Expanded Scope: New standards place greater emphasis on accommodating invisible disabilities (e.g., mental health conditions, chronic pain, learning disabilities) with the same diligence as physical impairments.
• Documentation Requirements: Employers must maintain clear, thorough records of the accommodation process to demonstrate compliance if challenged.

Key Implications for Employers

If your current disability management processes haven’t been updated in the last year, now’s the time. Here’s how these new standards will affect day-to-day operations:

1. Speed Matters

Delays in addressing accommodation needs—whether due to lack of clarity, internal bureaucracy, or waiting for medical updates—can expose employers to financial penalties, if they are found to be failing their duty to accommodate. A proactive approach, supported by clear processes and third-party assistance where needed, is crucial.

2. Managers Must Be Trained

Managers are often the first point of contact for accommodation requests. Ensuring they understand their responsibilities, know how to respond appropriately, and can escalate requests properly is critical to maintaining compliance.

3. Disability Management Must Be Personalized

Employers must assess accommodations individually. For example, two employees with anxiety may require very different supports. Building flexible Return-to-Work (RTW) plans, like those supported by TeksMed’s disability management programs, helps meet this need.

4. Invisible Disabilities Require Special Attention

Mental health accommodations, cognitive supports, and chronic condition management must be handled with the same seriousness and structure as physical disabilities. Resources like QuikCare Platinum, offering expedited access to mental health support, can make a meaningful difference.

5. Documentation Isn’t Optional

Maintaining detailed records of all accommodation efforts protects your organization in the event of a dispute. Proper documentation should include:

• Requests for accommodation
• Discussions held
• Accommodations offered
• Medical information received (if applicable)
• Reasons if an accommodation was deemed not possible

How TeksMed Can Help

Navigating the updated duty to accommodate standards can be overwhelming without the right support. TeksMed specializes in helping employers:

• Manage the accommodation process from start to finish
• Coordinate modified duties and RTW plans
• Expedite healthcare services to support faster recovery
• Provide manager training on disability management best practices

With TeksMed’s expertise, you can confidently support your employees while minimizing risks to your business.

Stay Ahead of the Curve

Adapting to the new duty to accommodate standards isn’t just about ticking legal boxes—it’s about creating a stronger, more resilient workplace. Organizations that proactively update their disability management practices will be better positioned to attract and retain top talent while avoiding costly legal challenges.

If you’re ready to enhance your accommodation strategies for 2025 and beyond, contact TeksMed today. We’ll help you navigate the changes with confidence.