Support to Stay-at-Work

Select the dotted underlined words for a definition.

Assisting and supporting an employee who is ill or injured, starting before there is a health-related leave of absence from the workplace.

Work support initiatives are triggered by either

An employee advising the manager they have a concern or a health-related situation Footnote 1; or

The manager is observing behaviours which they believe may be indicative of the need for accommodation Footnote 2.

Key Steps

  1. The manager and employee should follow ESDC's 5-Steps Duty to Accommodate Process: ESDC Guidelines on Duty to Accommodate in the Workplace – A Shared Responsibility to:
    • Confirm if there may be a requirement to obtain medical information and if so, establish relevant procedures; and
    • Determine reasonable workplace accommodations.
  2. A work plan may be established. The Return to Work Plan (RTW) (HRB5050) (PDF, 210 KB) (opens new window) may be used as a template.
  3. If leave is required, the employee must complete and submit leave requests and/or leave forms Footnote 3 to their manager, in a timely manner and the manager must act promptly.

Managers and employees may refer to the Recommended Practices section.