_edited.png){kind=small}
When many leaders hear the word accommodation, they instinctively think it means an employee will be doing less work. And while a reduced workload can be an accommodation, it’s just one of many possibilities.
In reality, accommodations are about removing barriers and enabling employees to work effectively — which often means working differently, not less. An accommodation might mean adjusting work hours, modifying communication methods, or creating a quieter workspace, but the employee is still contributing in meaningful ways.
Think of it like giving someone glasses. You’re not reducing their ability to see on their own, you’re simply providing a tool that helps them function at their full capacity. The same applies to workplace accommodations for mental health.
The Duty to Accommodate: A Legal (and Leadership) Responsibility
Providing accommodations isn’t just a nice thing to do, it’s a legal responsibility. In Canada, employers have a duty to accommodate employees’ mental health conditions up to the point of undue hardship, as outlined in human rights legislation. This means workplaces must take reasonable steps to remove barriers that prevent employees from performing their jobs due to a disability, including mental health conditions like anxiety, depression, PTSD or other psychological challenges.
But beyond legal compliance, accommodation is simply good leadership. A workplace that supports employees’ mental health fosters loyalty, engagement, and productivity. When leaders take a proactive approach to accommodations, they create a culture where employees feel safe to ask for help, knowing they won’t be penalized for prioritizing their well-being.
Examples of Mental Health Accommodations
1. Flexible Scheduling
Example: An employee who struggles with anxiety might find mornings particularly challenging. Allowing a later start time or flexible hours could help them manage their symptoms and start the day with less stress.
2. Adjusted Communication Methods
Example: For employees with anxiety, replacing spontaneous in-person check-ins with scheduled one-on-one meetings or email updates can reduce unnecessary stress.
3. Remote or Hybrid Work Options
Example: An employee with social anxiety or PTSD might find working from home a few days a week beneficial. This can help reduce the triggers they face in a traditional office environment.
4. Private Workspace or Noise-Canceling Tools
Example: Employees with ADHD or those prone to sensory overload might thrive with a quieter workspace, noise-canceling headphones or a desk in a less trafficked area of the office.
5. Scheduled Breaks
Example: Someone managing panic attacks or extreme stress might need scheduled breaks to practice grounding techniques or mindfulness exercises during the workday.
6. Reduced Workload or Modified Deadlines
Example: For someone experiencing burnout or recovering from a depressive episode, temporarily adjusting their workload or extending deadlines can give them the breathing room they need to recover while still contributing meaningfully to the team.
7. Temporary Role Adjustments
Example: An employee returning to work after a mental health leave might benefit from starting with fewer responsibilities or a reduced number of client-facing tasks to ease their transition back to the workplace.
Why Accommodations Matter
Providing mental health accommodations is not just the right thing to do—it’s also good for business. Employees who feel supported are more engaged, productive, and loyal to their organizations. By making accommodations part of your leadership approach, you’re building a psychologically safe workplace where everyone can thrive.
How to Get Started
If an employee approaches you to discuss accommodations, here’s how you can respond:
Listen without judgment. Let them share their needs in their own words.
Be open to collaboration. Work together to explore what adjustments could help.
Respect privacy. Only involve HR or others on a need-to-know basis.
Follow up. Check in regularly to ensure the accommodations are working as intended.
Final Thoughts
Mental health accommodations are a powerful tool for creating a supportive and inclusive workplace. While every situation is unique, the examples above can give you a starting point. Remember, showing your team that their well-being matters isn’t just good leadership — it’s a game-changer for workplace culture.
It’s also important to remember that in many cases, accommodations are temporary. They serve as a bridge, helping employees manage a difficult period while transitioning back to their regular duties. By providing the right support, you’re not only helping them stay engaged—you’re also ensuring they can continue to feel pride and satisfaction in their work as they regain stability. When employees know their workplace has their back, they’re far more likely to return to full capacity with confidence and commitment.
Elizabeth Eldridge is a Psychological Health & Safety Consultant based in southern New Brunswick, Canada. In addition to keynote speaking and corporate training on mental health in the workplace, she supports organizations across the country on the adoption of Canada's best practice guidelines on psychological health and safety management. She is the Founder & President of Arpeggio Health Services which provides standardized education programs like Mental Health First Aid, The Working Mind, QPR Suicide Prevention and more.
Comments