Accommodating Invisible Disabilities in the Workplace

18
Oct 2023
CPHR Alberta
149
A woman is sitting at a desk looking at a computer screen with a group of people on it.

Author : CPHR Alberta  

Canada is required by law to accommodate disabilities, and managers play an important role in fostering an inclusive workplace. They must show leadership in creating a respectful, diverse, and barrier-free working environment. By doing this, managers are “meeting the objectives of the Policy on People Management, the Directive on the Duty to Accommodate and the Accessible Canada Act and its Regulations.” 1 Visible disabilities are often easy to understand and accommodate. However, when dealing with invisible disabilities, it is often harder to understand and establish ways to accommodate. 

The first step in working towards creating an inclusive work environment for those with invisible disabilities is understanding what they are and how they can impact your employee's workflow. 

What are Invisible Disabilities 

Invisible disabilities are disabilities that are not immediately noticeable. As a society, we have become accustomed to pairing disability with noticeable physical features, behaviours, or assistive devices. 

An invisible disability is classified as a physical, mental, or neurological condition that is not visible from the outside yet can limit or challenge a person’s movements, senses, or activities. 2 Some of the most common invisible disabilities that Canadians live with are: 

Chronic Pain

Nearly 8 million Canadians live with chronic pain. Chronic pain is now recognized as a disease and not just a symptom of something else. 3 It can be the result of an injury, digestive disorders, back issues, bone disease, endometriosis, autoimmune disorders (such as fibromyalgia) and more. 

Chronic Fatigue 

Chronic Fatigue may be a disorder itself or a symptom of another disability, and this disability refers to when an individual is constantly tired, mentally foggy, or drained. It is extremely debilitating and can affect every aspect of this individual's life. 

Mental Health Conditions 

About 1 in 5 Canadians experience mental illness each year. 4 This includes disorders such as depression, anxiety, bipolar disorder, post-traumatic stress disorder (PTSD) and more. 

Learning Disabilities 

Dyslexia, ADHD and other learning disabilities can affect an employee's ability to process information or stay focused. 

This by no means is a complete list of invisible disabilities but just examples of some common ones that are experienced by Canadians. For more information on what other invisible disabilities individuals live with, please visit this website. 

How Invisible Disabilities can show up in the workplace

Learning can be difficult, along with remembering, concentrating, and retaining information – specifically for those with learning/concentration disabilities. Performance can be affected by absences, errors, tardiness, and time needed to complete tasks. Communication can be difficult, along with regulating emotions during stressful times. Relationships with co-workers can also be difficult through increased conflict, difficulty engaging in meetings, increased irritability, and a desire to avoid social settings. With this in mind, we can establish what employees may need to create comfortable working environments. 

How to Foster an Inclusive Work Environment for Those with Invisible Disabilities 

Consider Vocabulary, Education and Awareness 

An important factor when considering inclusion is our vocabulary. Canadian Equality Consulting has a fantastic article about Invisible Disabilities in the Workplace where they write, “From my research, I’ve found the stigma attached to the condition ADHD is very real, and even prior to my diagnosis, I had many people question whether I had ADHD due to my unconventional approach to projects, only to hear the statement retracted by a statement like “never mind, you’re too smart to have ADHD.” … It’s these types of off-hand comments that can be incredibly damaging to individuals with invisible disabilities. It not only perpetuates the myth that neurotypical conditions or invisible disabilities are associated with intelligence or personality, but also prevents those individuals from seeking out the help they need.” 

We must consider our vocabulary and statements regarding this, as there could very well be individuals within your organization who have chosen not to disclose their disability for fear of the stigma they may face. Therefore, we must create a safe space for employees, and we can start by getting rid of such statements. For more information on how to make a safe environment for employees to disclose their disabilities, head over to this article written by Laurie Henneborn for the Harvard Business Review, outlining 5 steps you can take to achieve a safe environment within your workplace. 

Create an environment where all employees understand invisible disabilities better. This can be done through training programs, workshops, and open discussions. Through this, employees can work together to establish the best communication techniques, schedules for projects and so on by ensuring that all employees understand the needs of those with invisible disabilities. 

Flexible Work Arrangements and Support 

Offering flexible work hours or hybrid work for those with invisible disabilities can allow them to manage their conditions appropriately while reducing their anxiety and stress over potentially missing work. Opening up this discussion will allow you to better understand what those individuals go through along with their needs within the workplace. 

Ensure employees have professional help if needed through their benefits packages, flex days, sick time, and any applicable leaves. Consider allowing employees to book appointments during work hours, with the ability to make up those hours. 

There is no “one size fits all” approach when it comes to invisible disabilities, that is why it is important to ensure that you check in on your employees and continuously learn what you and your organization can do to allow those employees to feel comfortable and prepared to perform their best. 

1  Government of Canada, "Duty to Accommodate: A General Process for Managers." from  https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/diversity-inclusion-public-service/working-government-canada-duty-accommodate-right-non-discrimination/duty-accommodate-general-process-managers.html

2 Disabled World. "Invisible Disabilities: List and General Information" from  https://www.disabled-world.com/disability/types/invisible/

3 Government of Canada, "Chronic Pain" from  https://www.canada.ca/en/public-health/services/diseases/chronic-pain.html

4  Canadian Institute for Health Information. "Canadians short on access to care for mental health and substance use" from  https://www.cihi.ca/en/taking-the-pulse-a-snapshot-of-canadian-health-care-2023/canadians-short-on-access-to-care-for#:~:text=August%202%2C%202023%20%E2%80%94%20About%201,hit%20by%20lack%20of%20services

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Strong Internal Controls Make Good Business Sense

By Jessica Jaithoo • October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.

An Update from your Board of Directors – September 2025

By Jessica Jaithoo • October 7, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we are sharing post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on September 22, 2025, and the Board’s key messages are as follows: 2026 – 2028 Strategic Plan The Board unanimously approved CPHR Alberta’s new 2026 – 2028 Strategic Plan, which includes a refreshed organizational vision and mission. This forward-looking plan focuses on: Enhancing member value Promoting self-regulation Elevating the visibility of the CPHR designation Fostering a future-ready HR community Implementation begins immediately, with further details to be shared in the coming months. Stay tuned, our new Strategic Plan will be released this fall via email! Board Recruitment The Board has initiated preparations for the 2026 elections. We will once again be seeking CPHR, Retired CPHR, and public members. Additional details will be available in November. CPHR Canada and Collaboration Across Provinces The Board welcomed Philippe de Villers, Chair of CPHR Canada, who presented the national organization’s new strategic plan and the strong collaboration across provinces. Further updates will follow after CPHR Canada’s December Board meeting. You can view the CPHR Canada Strategic Plan here. Financial Management The Board reported that CPHR Alberta remains on track for a balanced 2025 budget, with no current financial risks identified. Engagement Board members will be attending our holiday mingles across the province starting in November. We invite you to join us in celebrating another successful year as a growing HR community. Visit the CPHR Alberta events page and watch your inbox, registration opens soon!  The next Board meeting takes place in November 2025, after which we will again share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!

Supporting Employee Well-Being: How HR Plays a Role in World Mental Health Day

By Jessica Jaithoo • October 7, 2025
Each year on October 10th we commemorate World Mental Health day. A day dedicated to raising awareness, minimize stigma, and promote meaningful connections and conversations about mental well-being. In the modern fast-paced and high-pressured working world, mental health support comes as a crucial element beyond a wellness initiative. It helps to build a more resilient, compassionate, and productive workplace. For HR professionals this day is an important reminder in the role we play in creating a culture that prioritizes empathy, balance, and care. When employees are mentally supported, they are more engaged, collaborative, and better equipped to excel in their roles. Why Mental Well-Being Matters Mental health can affect anyone, regardless of position, age, industry, or experience. The World Health Organization (WHO) reported that in 2019, 970 million people globally battled mental health issues. Anxiety and depression being the most common disorders. The economic costs become substantial, with loss in productivity outstripping direct cost of care. Beyond numbers, the impact can ripple through teams and affect morale. Stress, burnout, and disengagement have real, impactful consequences. Acknowledging mental health and proactively making efforts to take care of employees strengthens companies as a whole. How Can Employers Support Employee Mental Health? While there is no “cookie cutter” formula to promote mental wellness – creating an environment where employees feel seen, heard, and supported is key. Here are a few actions HR can implement to make an impact: Foster Open Conversations Break the silence. Openly encouraging judgement-free conversations around mental health can reduce the stigma around the topic. Practicing empathy and sharing personal experiences can encourage others to also discuss their own experiences and current challenges. Access to Mental Health Resources Ensure employees know where they can turn to for help. Having an Employee Assistance Program (EAP) with access to counseling, therapy, or mental-health hotlines and online support tools can increase awareness and better access to resources that can help employees whom are struggling with their mental health. HR can also work with benefits providers to increase coverage for mental health services or host workshops that focus on stress management and mindfulness as well as recognizing signs of burnout or emotional distress. Creating an environment within the workplace that promotes these habits also is important. Having quiet spaces to decompress, offering mental health days, or acknowledging small employee achievements can go a long way. Work-Life Balance Having a balance between work and personal life is key in maintaining mental health. Encourage employees to set realistic goals and expectations, honour their time off, and model such balanced behaviour themselves. Flexible work schedules, options to work remotely, regular check-ins, and encouraging boundaries can help employees better manage their workload and reduce burnout. Celebrating World Mental Health Day in the workplace  World Mental Health Day is a great opportunity to remind and emphasize an organization’s commitment to well-being. Here are a few ways HR can promote and celebrate the day: Host a wellness workshop: Invite a speaker or mental-health professional to talk about coping strategies or tools for mindfulness Coffee & Connection: Have an informal meeting where employees can share their own ways to de-stress and support one another Share Resources: Share educational material or mental health tips through internal communication channels Closing Thoughts Mental health shouldn’t just be a one-day topic. It’s a constant year-round commitment to help take care of ourselves. On this World Mental Health Day, we should reflect on how to make our own workplaces safer, fostering compassionate and stigma-free spaces for everyone. As HR professionals we are in a key role to lead this change. We can advocate for open dialogue, sharing helpful resources, and nurturing an inclusive culture that values well-being just as much as performance. By working together, united we can create safer workplaces where employees can thrive both professionally and personally. When people feel supported, everyone benefits. Resources: https://www.who.int/health-topics/mental-health#tab=tab_2 About the Author: Rheya is a volunteer with the CPHR Alberta Social Media Committee, a young professional passionate about HR and creativity. With a Diploma and Bachelor's in Business Administration from SAIT, Rheya brings experience in project management, SEO, and social media. When not working, Rheya enjoys crocheting, writing a first novel, and binge-watching Harry Potter movies.
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