For Nunavut & Yukon contact the provincial Alzheimer Society closest to you.
| Employee with dementia | Where to start | Approaching your employer | Legal rights and employer obligations| Asking for accommodations | Informing coworkers |
Legal rights and employer obligations
Dementia and the Ontario Human Rights Code
If you have dementia, the Ontario Human Rights Code (the Code) can support you as you approach your employer. The Code protects a person with dementia whose condition does not limit her current abilities. If you are still able to complete your work, you cannot be discriminated against because of concerns over your future performance.
The Ontario Human Rights Code (the Code) provides and recognizes:
Dementia can be considered a disability under the Code. This means that at work you:
The duty to accommodate
Under the Code, employers have a legal “duty to accommodate.” This allows persons with dementia to equally participate in the workplace. But accommodation is a shared responsibility. As a person with a disability, you have the responsibility to:
Accommodation follows no set formula. Your workplace will need to consider individual needs for each case.
In some cases, applying the best solution may result in “undue hardship” because of costs or health and safety factors. If an accommodation causes ‘’undue hardship,” your employer still must look at and take next-best steps that would not result in undue hardship.
Some examples of accommodations include:
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