While some employers have been able to adapt their operations to create a work-from-home environment for the longer-term, other employers have already or will be obligated to restore operations to a pre-pandemic state. In either case, balancing the mental health needs of employees and the operational needs of employers raises some important challenges. This guide is intended to provide practical knowledge and suggestions for employers and employees who are looking for guidance on how to approach mental health in the workplace in the era of COVID-19 and beyond.
This first sector-wide employment equity report uses findings based on the Commission’s new horizontal audit model. While there has been some progress in increasing the representation of designated group members across the sector, there has been little to no progress in the representation of Indigenous people. This audit looked at compliance with the Employment Equity Act, identified employment barriers faced by Indigenous people within the banking and financial sector, and gathered best practices to share with employers in the sector to assist them in the recruitment and retention of Indigenous people in their workforces.
Individuals with environmental sensitivities experience a variety of adverse reactions. This medical condition is a disability. This document is a policy on environmental sensitivities. It provides guidance and strategies to minimize or eliminate exposure to triggers in the environment.
The purpose of this guide is to help federally-regulated employers address substance dependence in the workplace in a way that is in harmony with human rights legislation. This guide outlines the rights and responsibilities of the employee, job applicants, the employer, unions and/or employee representatives.
This framework document summarizes the roles, responsibilities and statutory requirements under the Employment Equity Act. It also outlines the Canadian Human Rights Commission’s approach for its employment equity Compliance Program by providing information on the strategic planning of audits as well as on the audit process.
Human rights law prohibits discrimination based on the ground of family status. This means that when an employee must care for a family member, employers have a legal obligation to accommodate that employee. This guide provides tips for developing accommodation solutions that are in harmony with human rights law. It outlines the rights and responsibilities of the employee, the employer, unions and/or employee representatives.
Designed specifically for First Nations leaders and administrators, the Handbook offers information to help First Nations communities identify and resolve human rights issues.
Are you an employer or employee under federal jurisdiction looking to better understand your rights, obligations, and duites regarding pregnancy in the workplace? This policy and set of best practices explains some of the benefits of providing a respectful and inclusive workplace for pregnant employées. It also identifies potentially discriminatory practices, and offers practical solutions.
This Accommodation Policy Template was developed by the Canadian Human Rights Commission to help employers meet their human rights obligations. This easy-to-use tool is for employers that may not have the time or resources to develop an accommodation policy.