Legal reference
Provincial Human Rights Codes — Quick Reference
Every province and territory in Canada has its own human rights legislation requiring employers to accommodate employees with disabilities, including cancer. This reference summarizes the key law in each jurisdiction.
Your rights exist in every province
While the Canadian Human Rights Act covers federally regulated employers — such as banks, airlines, and telecommunications companies — most employees in Canada are covered by their province or territory's human rights legislation. The duty to accommodate applies in all jurisdictions.
Although the specific language and processes differ, every code shares a core principle: employers must accommodate employees with disabilities, including serious illness such as cancer, to the point of undue hardship. This reference is a starting point — always consult the legislation or a legal professional for advice specific to your situation.
Federal jurisdiction — Canadian Human Rights Act
If you work for a federally regulated employer (banks, airlines, telecommunications, federal Crown corporations, interprovincial transportation), the Canadian Human Rights Act applies to you. The Act prohibits discrimination on the basis of disability and requires accommodation to the point of undue hardship.
View the Canadian Human Rights ActProvincial and territorial legislation
Ontario
Human Rights Code, R.S.O. 1990, c. H.19Ontario's Human Rights Code prohibits discrimination on the basis of disability in employment. Employers have a duty to accommodate to the point of undue hardship, considering cost, outside sources of funding, and health and safety. The Human Rights Tribunal of Ontario hears complaints.
View legislationBritish Columbia
Human Rights Code, R.S.B.C. 1996, c. 210BC's Human Rights Code prohibits discrimination based on physical or mental disability. Employers must accommodate to the point of undue hardship. The BC Human Rights Tribunal adjudicates complaints and can order remedies including compensation and policy changes.
View legislationAlberta
Alberta Human Rights Act, R.S.A. 2000, c. A-25.5Alberta's Human Rights Act protects employees from discrimination based on physical disability and mental disability. The duty to accommodate requires employers to make reasonable efforts to adjust working conditions, short of undue hardship. The Alberta Human Rights Commission handles complaints.
View legislationQuebec
Charter of Human Rights and Freedoms, CQLR c. C-12Quebec's Charter of Human Rights and Freedoms prohibits discrimination based on handicap, which includes serious illness. The duty to accommodate is recognized through case law. The Commission des droits de la personne et des droits de la jeunesse (CDPDJ) investigates complaints.
View legislationManitoba
The Human Rights Code, C.C.S.M. c. H175Manitoba's Human Rights Code prohibits discrimination based on physical or mental disability. Employers must accommodate to the point of undue hardship. The Manitoba Human Rights Commission investigates and conciliates complaints, with adjudication by the Human Rights Adjudication Panel.
View legislationSaskatchewan
The Saskatchewan Human Rights Code, 2018, SS 2018, c S-24.2Saskatchewan's Human Rights Code prohibits discrimination based on disability in employment. The duty to accommodate requires employers to adjust working conditions to the point of undue hardship. The Saskatchewan Human Rights Commission handles complaints.
View legislationNova Scotia
Human Rights Act, R.S.N.S. 1989, c. 214Nova Scotia's Human Rights Act prohibits discrimination based on physical and mental disability. Employers have a duty to accommodate to the point of undue hardship. The Nova Scotia Human Rights Commission investigates complaints and facilitates resolution.
View legislationNew Brunswick
Human Rights Act, SNB 2011, c 171New Brunswick's Human Rights Act prohibits discrimination based on physical or mental disability. The duty to accommodate applies to the point of undue hardship. The New Brunswick Human Rights Commission investigates and resolves complaints.
View legislationNewfoundland and Labrador
Human Rights Act, 2010, SNL 2010, c H-13.1Newfoundland and Labrador's Human Rights Act prohibits discrimination based on physical and mental disability. Employers must accommodate to the point of undue hardship. The Newfoundland and Labrador Human Rights Commission handles complaints.
View legislationPrince Edward Island
Human Rights Act, RSPEI 1988, c H-12PEI's Human Rights Act prohibits discrimination based on physical or mental disability. The duty to accommodate applies to the point of undue hardship. The PEI Human Rights Commission investigates complaints and facilitates resolution.
View legislationYukon
Human Rights Act, RSY 2002, c 116Yukon's Human Rights Act prohibits discrimination based on physical and mental disability. Employers must accommodate to the point of undue hardship. The Yukon Human Rights Commission investigates complaints.
View legislationNorthwest Territories & Nunavut
Human Rights Act, SNWT 2002, c 18The Northwest Territories Human Rights Act (which also applies in Nunavut) prohibits discrimination based on physical and mental disability. The duty to accommodate applies to the point of undue hardship. The NWT Human Rights Commission handles complaints.
View legislationKey terms explained
Duty to accommodate
The legal obligation on employers to adjust working conditions, duties, or environment to allow an employee with a disability to continue working, unless doing so would cause undue hardship.
Undue hardship
The threshold at which an employer is no longer required to accommodate. Factors typically include financial cost, health and safety risks, and operational disruption. The bar is high — inconvenience or minor cost does not constitute undue hardship.
Disability
All human rights codes define disability broadly. Cancer — including its treatment effects such as fatigue, cognitive changes, and reduced physical capacity — is recognized as a disability under every Canadian jurisdiction.
Functional limitations
The specific ways your illness or treatment affects your ability to perform your job. You are generally not required to disclose your diagnosis — only the functional limitations relevant to your accommodation request.
Need help understanding your rights?
Our workplace accommodations guide walks you through how to request an accommodation, what to expect from your employer, and what to do if your request is denied.