Accommodations at the CRA

The CRA is committed to meeting its duty to accommodate employees and job seekers under the Canadian Human Rights Act (CHRA) by providing inclusive, barrier‑free access through individualized, confidential, and timely accommodation measures based on functional needs. In support of these obligations, the Employment Equity Act (EEA) guides the identification and removal of systemic barriers for designated employment equity groups.

Requesting accommodations under the CHRA and EEA

Candidates at recruitment events 

To request accommodations at recruitment events, please contact Strategic Recruitment. 

Available accommodations may vary depending on the recruitment event and the facilities where they are being hosted (in-person, online, etc.).  

Some examples of accessibility accommodations that may be available can include (but are not limited to):

• Connecting in a quiet room to assist with the elimination of background noise at a large event 
• Enabling closed captioning for virtual events 

Candidates in a staffing process 

If you have questions about requesting assessment accommodations at any stage of the staffing process, send an email to the staffing contact listed in the notice of job opportunity and/or test invitation.

For more information on accommodations available during a staffing process, click here: Accommodation during an assessment as a candidate - Canada.ca

Employees in the workplace

The CRA’s internal Workplace Accommodation Support (WAS) program supports employees who require workplace accommodation related to  an injury, illness, medical condition, or disability, that may be temporary, episodic, or permanent. Employees are encouraged to speak with their direct supervisor about their accommodation needs. 

Supervisors will work collaboratively with employees to find and put in place reasonable accommodation solutions that will enable the employee to perform the  duties of their job. 

Accommodation solutions are determined on a case-by-case basis and may include measures, such as:  

• Adjustments to the work environment : 
  • Use of adaptive technology  
  • Increased access to natural lighting, where possible  
  • Provision of specialized or ergonomic equipment   
• Adjustments to the work schedule:  
  • Flexible work hours (within core hours)  
  • Extra time to complete tasks, or staggered deadlines  
  • Longer or more frequent breaks, taking into consideration operational requirements  
• Changes to job duties:  
  • Modifying duties that involve lifting/pushing/pulling  
  • Provision of briefcase with wheels, or lighter laptop  
  • Reassigning duties, or dividing assignments into manageable tasks  
  • Training, coaching or mentoring  

Employees can choose to use the Microsoft Word version of the Government of Canada Workplace Accessibility Passport or any other accessibility accommodation documents they may have to start the conversation with their supervisor. If you are a federal public service employee and have already completed the passport, you can choose  to share your existing passport document or other accessibility accommodation documents with your new CRA supervisor.