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ARTICLE · 20 OCTOBER 2026

The Juggling Act: Balancing Competing Workplace Obligations

Blake, Cassels & Graydon LLP
Blake, Cassels & Graydon LLP
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Blake, Cassels & Graydon LLP

Blake, Cassels & Graydon LLP

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Employers often face workplace investigations arising from employee complaints and privacy issues simultaneously. Navigating these overlapping obligations means prioritizing options, protecting employee rights and making practical decisions that minimize legal and reputational risk.

CanadaEmployment and HR
Anna Abbott
Anna Abbott
Natalie Bussière
Natalie Bussière
Andrea York
Andrea York
William Wijaya
William Wijaya
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Employers often face workplace investigations arising from employee complaints and privacy issues simultaneously. Navigating these overlapping obligations means prioritizing options, protecting employee rights and making practical decisions that minimize legal and reputational risk.

Below are key considerations for employers managing these competing obligations.

  1. Accommodation Process. Employers must consider accommodation for protected characteristics under human rights legislation, including disability, religion and family status. Because part of the duty is process-driven, employers should respond promptly, seek relevant information, consider reasonable accommodation options and maintain an ongoing dialogue with the employee. For disability-related requests, employers should seek only reasonably necessary medical information to assess the accommodation.

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© 2026 Blake, Cassels & Graydon LLP.

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.

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