Workplace Accommodation Reviews
Effective accommodation starts with understanding what is medically supported, what the employee can do, and what the workplace requires.
Dallas Mercer provides objective, evidence-based accommodation reviews that bring together medical and functional information, workplace demands, operational realities, and applicable workplace obligations. We help employers make informed decisions and develop practical, sustainable accommodations that support meaningful workplace participation.
Accommodation reviews consider applicable collective agreements, human rights obligations, including the duty to inquire and duty to accommodate, organizational policies, and other legislative requirements.
How We Support the Accommodation Process
Accommodation Assessment
Understand the accommodation need.
Assess the circumstances giving rise to the accommodation request or need, considering medical and functional information, workplace requirements, operational considerations, collective agreement provisions where applicable, and human rights obligations.
Medical & Functional Information Review
Understand what is medically supported.
Obtain, review, and clarify relevant medical and functional information to understand abilities, limitations, restrictions, and functional capacity for work.
Medical & Functional Clarification
Get clarity when information isn't enough.
Seek appropriate clarification when medical or functional information is unclear, incomplete, inconsistent, or insufficient to support informed accommodation planning.
Workplace Demands Assessment
Understand what the work requires.
Evaluate the physical, cognitive, psychological, and environmental demands of the position to inform practical accommodation options.
Accommodation Planning
Identify practical, sustainable solutions.
Bring together functional abilities, workplace requirements, operational considerations, and available accommodation options to support meaningful and sustainable workplace participation.
Human Rights & Collective Agreement Considerations
Understand the obligations that shape the process.
Consider applicable human rights obligations, including the duty to inquire and duty to accommodate, as well as collective agreement provisions, organizational policies, and legislative requirements when supporting accommodation decisions.
Implementation & Ongoing Review
Make sure the accommodation continues to work.
Support implementation and review the effectiveness of accommodations as functional abilities, workplace requirements, or other relevant circumstances change.
Stakeholder Coordination
Keep everyone informed and engaged.
Maintain proactive communication with employees, managers, healthcare providers, unions where applicable, and other relevant stakeholders to clarify information, understand perspectives, and support the accommodation process.
Existing Accommodation Review
Make sure accommodations remain appropriate.
Review existing accommodations against current medical and functional information, workplace requirements, operational circumstances, collective agreement provisions where applicable, and human rights obligations to determine whether they remain appropriate and sustainable.
The Result: Fair, informed accommodation decisions that support meaningful workplace participation while respecting employee needs, collective agreement provisions, human rights obligations, and operational realities.
“They are proactive in communicating... so that the workers and management teams obtain the necessary functional information in a timely manner.”
— Clearwater