Recruiter's Glossary

Examples: RSI • Heat Stress Management • Mental Health First Aid

Duty to Accommodate

Term from Occupational Health industry explained for recruiters

Duty to Accommodate is a legal requirement that employers must follow to ensure their workplace is fair and accessible to all employees. It means employers need to make reasonable changes to workplace rules, equipment, or schedules to help employees who have special needs (like disabilities, religious requirements, or family responsibilities). Think of it like customizing the workplace to make sure everyone can do their job effectively. This concept is a key part of human rights law and workplace safety regulations. Other similar terms include "reasonable accommodation" or "workplace accommodation."

Examples in Resumes

Managed 50+ Duty to Accommodate cases annually, maintaining 95% successful return-to-work rate

Created company-wide Duty to Accommodate policies and procedures

Led training sessions on Duty to Accommodate and Reasonable Accommodation processes for HR teams

Typical job title: "Occupational Health and Safety Specialists"

Also try searching for:

Disability Management Specialist Return to Work Coordinator Occupational Health Nurse HR Accommodation Specialist Workplace Accommodation Coordinator Employee Relations Specialist Health and Safety Manager

Where to Find Occupational Health and Safety Specialists

Professional Associations

Online Resources

Example Interview Questions

Senior Level Questions

Q: How would you handle a complex accommodation case involving multiple stakeholders?

Expected Answer: Should demonstrate experience managing different parties (employee, medical professionals, unions, management), knowledge of legal requirements, and ability to find creative solutions while maintaining confidentiality.

Q: What strategies would you use to develop a company-wide accommodation policy?

Expected Answer: Should discuss consulting stakeholders, ensuring legal compliance, creating clear procedures, training staff, and measuring effectiveness.

Mid Level Questions

Q: How do you determine if an accommodation request is reasonable?

Expected Answer: Should explain balancing employee needs with business requirements, considering costs, impact on operations, and alternatives available.

Q: What steps do you take when managing a return-to-work accommodation?

Expected Answer: Should outline process of gathering medical information, consulting with stakeholders, developing modified work plans, and monitoring progress.

Junior Level Questions

Q: What is the basic process for handling an accommodation request?

Expected Answer: Should describe receiving requests, gathering necessary documentation, discussing options with employee and manager, and implementing solutions.

Q: What types of workplace accommodations are commonly requested?

Expected Answer: Should mention examples like modified schedules, ergonomic equipment, workspace modifications, and flexible work arrangements.