Understanding your rights and duties
Understanding and complying with legal requirements is the foundation of a transparent, reliable, and inclusive workplace. Prioritizing accessibility and inclusivity ensures compliance and strengthens your organization's reputation as a socially responsible employer. Align workplace practices with legal requirements to attract and retain candidates while fostering an equitable work environment.
Why this matters
50% of youth with disabilities who had never received employment support identified that understanding employee rights would be the most helpful support.
Employment Strategy for Youth with Disabilities youth survey
As an employer, you play a key role in closing this gap. Knowing your rights and responsibilities when hiring youth with disabilities is essential to fostering an inclusive and equitable workplace. When both employers and employees understand workplace rights, it creates a trusting environment where all team members can contribute and thrive.
More resources
Understanding rights and responsibilities is a great place to start, but building and inclusive onboarding process goes even further. These resources provide additional learning and support to foster inclusive workplaces.
How to communicate expectations
Clearly communicating expectations sets employees up for success and ensures everyone understands their roles and responsibilities. Use these tips to communicate expectations clearly:
Employment standards legislation
Employment standards legislation, called the Employment Standards Act in BC, sets the minimum workplace rights and protections that employers must follow to ensure fair and lawful working conditions.
Understanding your rights and responsibilities
Familiarize yourself with BC’s Employment Standards Act and Canada’s Federal Labour Standards, including:
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minimum wage
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pay transparency
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hours of work and overtime policies
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leave entitlement (e.g., vacation leave, sick leave, etc.)
Communicating rights and responsibilities
Ensure employees know they are entitled to fair wages, reasonable working hours, and legal leave entitlements.
💡 Example
Make it easy for employees to ask questions by assigning a go-to person, such as a manager, Human Resources (HR) representative, or workplace mentor, who can explain workplace rights in a clear and supportive way.
Many accommodations cost nothing, and those that do typically cost less than $500.
Human rights and anti-discrimination laws
Human rights and anti-discrimination laws ensure that all employees are treated fairly and equitably in the workplace, regardless of their background or identity.
Understanding your rights and responsibilities
As an employer, you must follow the BC Human Rights Code that prohibits discrimination based on protected characteristics such as disability, race, gender, and age. This includes:
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Providing equitable hiring practices by ensuring fair recruitment and selection processes that remove barriers for all candidates.
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Ensuring a discrimination-free work environment by creating policies and practices that prevent workplace harassment.
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Offering reasonable accommodations by adjusting job duties, workplaces, or schedules to support employees with disabilities.
Communicating rights and responsibilities
Ensure employees know they have the right to a workplace free from discrimination and uphold a work culture that supports this.
💡 Example
Make equity and respect part of onboarding by explaining workplace policies in simple terms and providing examples of respectful behaviour and inclusivity.
Many accommodations cost nothing, and those that do typically cost less than $500.
Workplace safety
A safe workplace is essential for protecting the health and well-being of all employees. Workplace safety laws establish minimum safety requirements that employers must follow to prevent injuries and create a safe work environment.
Understanding your rights and responsibilities
As an employer, you must provide a safe workplace as outlined in the Workers’ Compensation Board (WCB) standards. This covers topics such as:
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Following occupational health and safety regulations.
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Providing accessible safety training.
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Conducting regular safety audits.
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Ensuring emergency procedures accommodate employees with disabilities.
Communicating rights and responsibilities
Ensure employees receive accessible training and resources to understand workplace safety procedures and their role in maintaining a safe work environment.
💡 Example
Use hands-on demonstrations, short videos, or visual guides instead of just written materials to make workplace safety training interactive and accessible.
Many accommodations cost nothing, and those that do typically cost less than $500.
Privacy and confidentiality
Protecting employee privacy is a fundamental responsibility of employers. Privacy laws establish clear guidelines on how organizations must handle employee data to ensure transparency and security.
Understanding your rights and responsibilities
Employers must protect employees’ personal information in accordance with the Personal Information Protection Act (PIPA) (PDF 926 KB). This includes:
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Collecting, storing, and using employee information responsibly and lawfully.
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Ensuring sensitive employee information, such as disability accommodations and medical records, remains private.
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Clearly communicating how personal data is collected, used, and protected.
Communicating rights and responsibilities
Ensure employees understand their right to privacy and know how their personal information is used and protected in the workplace.
💡 Example
Lead by example when handling sensitive information by discussing private matters in confidential settings, securing documents correctly, and respecting employees’ privacy.
Many accommodations cost nothing, and those that do typically cost less than $500.
Further learning
For more information on inclusive hiring, explore the CanWork BC youth tool Employment Navigation workbook (PDF 3.1 MB). This resource can serve as a reference for further learning or be shared with youth to help them confidently navigate the hiring process.
Employment support for youth
Want to support youth with disabilities in their employment journey? Share our CanWork BC youth resource, an interactive platform designed to help youth with disabilities navigate employment with confidence. This resource empowers youth with disabilities by providing self-guided information, activities, and support.
Disclaimer
The content above is not a substitute for professional legal advice. Please refer to the included links or consult official legislation and resources for current and accurate information.
This resource is intended to help employers understand their rights and responsibilities when hiring youth with disabilities. It provides information on key concepts and directs users to relevant resources.
Ensuring clarity with employment contracts
Understanding and upholding workplace rights starts with a clear and transparent employment contract. A well-defined contract not only helps employers meet their legal obligations but also ensures employees fully understand their role, expectations, and entitlements.
Employment contracts
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Ensure employees fully understand their contracts by drafting clear employment contracts that outline the following:
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job responsibilities
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compensation and benefits
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working hours and expectations
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termination provisions
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Use plain language (aim for a Grade 6 reading level) to ensure accessibility for all employees.
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Provide contracts in accessible formats upon request.
📄 Template
Many accommodations cost nothing, and those that do typically cost less than $500.
Job Agreement
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Employee name: [Your name]
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Employer: [Company name]
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Job title: [Your job title]
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Start date: [When you start]
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Pay: [How much you get paid]
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Benefits: [List any applicable benefits, such as health coverage, paid time off, or staff discounts]
Work Schedule and Expectations
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Working hours: [Specify standard working hours, shift expectations, or flexibility options]
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Breaks: [Outline break times and policies]
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Attendance and punctuality: [Explain expectations for arriving on time and reporting absences]
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Dress code: [Specify uniform or attire expectations, if applicable]
Job Responsibilities
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[Briefly describe key tasks related to the role]
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[Example: Assist customers with purchases and inquiries]
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[Example: Prepare and serve food and drinks]
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[Example: Maintain cleanliness and organization of the workspace]
Ending the Job
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Either you or [company name] can end this job with a [notice period, e.g., two-week] notice.
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If needed, termination policies will follow company guidelines and legal requirements.