What employees should know about workplace safety and support

June is National Safety Month in Canada and each week highlights a different safety theme to help organizations and individuals build better safety practices. However, when we think of workplace safety, we often focus on physical accidents or hazards – but workplace safety also includes mental wellbeing, psychological safety, injury recovery, burnout and illness support. And many employees don’t fully realize what protections and support already exist, in both legislation and benefits.

Understanding workplace accommodations

In any Canadian workplace, employees have the right to request reasonable accommodations when a physical condition, mental health concern, disability, illness, injury, family status, religious need, or other protected human rights ground affects their ability to fully participate in the workplace or perform their job in the usual way. Some examples of when accommodations may be requested include: 

• Returning to work after an injury or illness

• Managing a chronic physical or mental health condition

• Needing flexibility for medical appointments or treatment

• Pregnancy-related needs

• Neurodivergence or learning-related support

• Family or caregiving responsibilities

• Religious observances or cultural practices

• Temporary limitations following surgery or disability leave

Reasonable accommodations can include things like:

• Modified duties

• Flexible scheduling

• Remote or hybrid work arrangements

• Additional breaks

• Ergonomic equipment or workspace adjustments

• Gradual return-to-work plans

• Time off for treatment or recovery

Accommodations are intended to help employees work safely, effectively, and equitably, not to provide special treatment. In Canada, employers generally have a legal duty to accommodate employees up to the point of “undue hardship” under human rights legislation. That means employees are allowed to ask for support when they need it, and employers are expected to engage in a reasonable, collaborative process to explore solutions. The goal is to remove barriers that may prevent someone from fully participating at work, helping them work both safely and sustainably.

What happens if you’re unable to work?

Many employees are unclear on what happens if they’re unable to work due to injury or illness. Times like these can be especially difficult when there’s already a lot to consider related to recovery - so it can be helpful for employees to have an understanding of the different kinds of support available and when they may apply. 

Sick Leave 

Sick leave is time away from work when an employee is unable to work due to illness or injury, based on their employer’s policy and applicable provincial employment standards. In Canada, employees are generally entitled to job-protected leave when they are sick, meaning their role is protected while they recover, but paid sick leave (if offered) depends on the employer’s benefits or internal policy rather than a universal national standard.

Employment Insurance (EI) – Sickness Benefits 

Employment Insurance (EI) is a federal government program that may provide temporary income support when someone is unable to work due to medical reasons and meets eligibility requirements. EI sickness benefits typically provide up to 55% of average weekly earnings, to a maximum of $729 per week, for up to 26 weeks. It is intended as short-term financial support during periods of illness or recovery when an employee is off work.

Short-Term Disability (STD)

Short-Term Disability (STD) is an employer-provided benefit that offers income replacement for employees who are unable to work due to illness or injury for a short period. It typically covers the gap between the start of a leave and when Long-Term Disability (LTD) would begin, often ranging from a few weeks up to 4–12 months, depending on the plan design. STD is not always included in benefits packages, but when it is, it helps provide more consistent income protection during short-term health-related absences. However, employers should know that the cost for this benefit is nearly the same as the cost of LTD, but the coverage is significantly less. 

Long-Term Disability (LTD)

Long-Term Disability (LTD) provides income replacement when an employee is unable to work for an extended period due to a serious illness or injury. It is designed to protect an employee’s income once short-term supports (like sick leave, EI, or STD) have ended. LTD can continue for an extended duration, sometimes up to age 65 depending on the policy, making it a key part of financial security for employees facing long-term health challenges. 

It’s important to note that coverage and eligibility vary by employer and plan so reach out to your HR team or benefits advisor to better understand what resources are available to you. 

Why so many employees don’t access support

Despite all the protections and support options, many employees are not accessing what’s available to them. One of the biggest reasons why is that systems can feel confusing or intimidating. Employees may not know what they’re entitled to, who to talk to or what documentation is needed. Fear of judgement, career impact or job insecurity is another reason. However, in Canada, employees are protected through a combination of legislations at both the federal and provincial levels. Although traditional messaging may not convey this - safety isn’t only physical. Chronic stress, burnout, harassment, and toxic workplaces affect health too - but many employees hesitate to speak up due to fear or stigma. Yet, mental health challenges can impact work just as much as physical injuries.

For these, and many other reasons, a lot of people wait until things become overwhelming, which makes situations less easy to accommodate and people much harder to support. That’s why clear communication, psychologically safe workplaces, and supportive leadership are so important, not just the policies themselves. 

How to advocate for yourself at work

Employees who are experiencing illness, injury, mental health challenges, or major life circumstances may be able to access accommodations or protected leave to help them continue working safely and sustainably. However, there are times when you may have to advocate for yourself in the workplace. Here are some ways you can do that: 

• Understand your workplace policies. Make yourself familiar with legislation.

• Ask questions about what supports and benefits are available.

• Communicate early if work is impacting your health.

• Keep records and documentation when needed.

• Reach out to HR, your advisor, union representative, or healthcare provider for guidance.

Workplace safety efforts are designed to encourage open communication and help employees and employers work together to find reasonable solutions that support both individual wellbeing and workplace needs. Employees should feel encouraged to speak up when they need help. 

Workplace safety is about helping people stay well, not just responding after injury. All employees deserve workplaces where safety includes both physical and psychological wellbeing. Understanding what protections exist and support is available ahead of time can make difficult situations less overwhelming.