Health-related leaves often create a complex legal landscape for employers. Consideration needs to be given to workplace policies but more importantly, to employment standards and human rights legal obligations.
While the initial focus is on supporting the employee and managing their absence from work, a crucial and often challenging phase arises when an employee is cleared to return to work, with or without accommodation.
It is easy for employers to lose their way and fall afoul of legal obligations. Critical considerations include concerns about an employee’s ability to return to work, when accommodation is required and to what extent, and how it is managed.
With a view to ensuring compliance with employment standards and human rights obligations, we will discuss what you need to do in managing a return to work from health-related leaves and what you definitely should not do. Join Lai-King Hum of Hum Law for this special, in-depth session.
Key takeaways
Understand legal obligations: Learn to identify and fulfill your legal duties under applicable employment standards and human rights legislation when an employee is deemed fit to work by medical professionals, including the duty to accommodate.
Develop proactive policies: Discover how to create and implement clear policies that are compliant with legal frameworks that establish a consistent process for return to work after a medical leave.
Mitigate legal risks: Identify and address the common legal pitfalls associated with return-to-work management and learn how to reduce the risk of wrongful dismissal or human rights complaints.
