{"id":24792,"date":"2017-02-16T16:27:01","date_gmt":"2017-02-16T21:27:01","guid":{"rendered":"https:\/\/www.cccc.org\/news_blogs\/?p=24792"},"modified":"2017-02-16T16:27:01","modified_gmt":"2017-02-16T21:27:01","slug":"the-ontario-human-rights-commission-provides-guidance-on-medical-documentation-and-accommodation","status":"publish","type":"post","link":"https:\/\/www.cccc.org\/news_blogs\/legal\/2017\/02\/16\/the-ontario-human-rights-commission-provides-guidance-on-medical-documentation-and-accommodation\/","title":{"rendered":"The Ontario Human Rights Commission Provides Guidance on Medical Documentation and Accommodation"},"content":{"rendered":"

Authored by Philip A.S. Milley, Associate Director, Legal Affairs\u00a0<\/em><\/p>\n

On February 1, 2017 the Ontario Human Rights Commission (the “OHRC”)\u00a0<\/em>published guidance for employers on the type and scope of medical documentation needed to support a disability-related accommodation request. The OHRC policy position can be accessed here<\/a>\u00a0(the “OHRC Policy”).<\/p>\n

While employers generally do not have the right to know a person\u2019s confidential medical information, such as the cause of the disability, diagnosis, symptoms, or treatment, employers may be entitled to this information if it clearly relates to the accommodation being sought. The OHRC Policy addresses this issue and aims to provide guidance with regards to vague medial notes and employer requests for person medical documentation that goes beyond what is necessary to support an accommodation request.<\/p>\n

The OHRC Policy cites the OHRC policy on accommodation<\/a> that provides guidance on what the medical documentation used to support an accommodation should state. The documentation should state<\/p>\n