For Employers
Meet your obligations and protect your business.
Workplace conflict and accommodation requests put you in a difficult position: balance legal duties, operational realities, and a real human relationship — all at once. Neutral mediation helps you do all three.
Your obligations under the BC Human Rights Code
In British Columbia, employers have a legal Duty to Accommodate employees on protected grounds — including disability and medical needs — up to the point of Undue Hardship.
That duty is a process, not just an outcome. You are expected to engage meaningfully, explore reasonable options, and document the steps you took. Getting the process right is often what protects you, even when a perfect solution isn't possible.
Common mistakes we help you avoid
- Treating a request as a yes/no decision instead of a conversation about options.
- Asking for a diagnosis rather than the functional limitations you actually need to plan around.
- Letting communication stall while the employee waits in limbo.
- Documenting nothing, then struggling to show the accommodation process was followed.
How mediation supports employers
A defensible process
Mediation creates a clear, documented record that both sides engaged in good faith — exactly what tribunals look for.
Practical return-to-work plans
We help translate restrictions and expectations into concrete duties, timelines, and review dates everyone understands.
A preserved relationship
Resolving the issue collaboratively keeps a valued employee productive instead of pushing the matter toward litigation.
Dealing with a specific medical accommodation? See our workplace accommodation guide →
Get ahead of it
Bring us in early and turn a difficult situation into a documented, good-faith resolution.
Use the subject line: Mediation Consultation