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"Gill Forth stands at a wooden podium presenting in a bright conference room. Behind her, a projected slide lists four bullet points about workplace accommodation, including that the duty to accommodate is a legal minimum, that neurodivergent barriers often stem from workplace design, that HR plays a critical role in operationalizing accommodation, and that proactive barrier removal reduces legal risk and improves retention. A stepping stone path image appears on the left side of the slide."

HRPA & The Legal Duty to Accommodate

⚖️ What is the duty to accommodate in practice? Most organizations think they understand the legal duty to accommodate. They understand it to be the obligation to provide an #accommodation to an employee with a #disability when an employee asks for it. They see it living with #HR and an insurance company. The Legal Duty to Accommodate, including the Duty to Inquire, go beyond this AND they're still the minimum when it comes to removing barriers.

Gillian Forth

May 192 min read

the
Low
achiever

Blog

HRPA & The Legal Duty to Accommodate

the
Low
achiever

Blog

HRPA & The Legal Duty to Accommodate

the Low achiever

the
Low
achiever