Under the Human Rights Code, what is considered "reasonable accommodation"?

Reasonable accommodation refers to the adjustments or modifications made to the work environment or job duties that enable an individual with a disability or other protected characteristic to perform their essential job functions effectively. Under the Human Rights Code, employers are required to take steps to accommodate employees to the point of undue hardship, which means they should facilitate adjustments that do not impose significant difficulty or expense on the employer.

The choice that defines reasonable accommodation correctly highlights the necessity for changes made specifically to enable a qualified individual to perform their job duties. This might include alterations in job responsibilities, modifications to workspaces, provision of specialized equipment, or flexibility in work schedules, all aimed at assisting an employee in overcoming barriers related to their disability or other protected status.

Other options, while they may relate to employee support or flexibility, do not directly address the concept of reasonable accommodation as defined by human rights legislation. Financial assistance for education and changes to work hours for personal reasons may not specifically be required for accommodating a person's specific needs related to performance on the job, while flexible leave policies for family matters, though important, typically fall under different employment law considerations rather than the scope of reasonable accommodation as it pertains to disabilities or protected characteristics.