Add Comment Question: I am trying to return to work after a 2 year LTD leave and my employer and benefits provider are slow-rolling. The situation is causing me distress as the COD is quickly approaching. I have chronic disease, physical disabilities and solo parenting obligations to teenaged children. My employer's benefit provider and my government employer have delayed processing my Return To Work request. They have had my doctor-ordered accommodations/restrictions plan (gradual return to work schedule, request to activate voice to text software to manage neuropathy, flexibility to take breaks to manage fatigue, attend medical/caregiving appointments while maintaining weekly hours and 100% work from home) and a completed functional abilities assessment since mid-July. The Accommodation Plan was provided by rheumatologist and the accommodations were upgraded by GP to being called "restrictions". GP wrote on completed benefit provider forms that only specialist's plan was to be followed and he refused to sign a more aggressive RTW schedule provided twice by the benefits provider. The benefits provider suggested a RTW date of 27Jul2026 that I accepted but my employer declined. The employer cited a need for an undisclosed amount of more time to consider whether or not to approve doctors' accommodations/restrictions and committed only to providing an update by end of July. I have no RTW date. Change of Definition date is fast approaching at 14Aug2026. Both benefits provider and employer have slow-rolled my RTW. Doctor and I notified benefits provider and employer of medical clearance to RTW with accommodations on 23Jun2026. What is my recourse? Benefits provider says that employer can take "some time" to consider accommodations and benefits provider has back-peddled on originally-proposed RTW by saying that it was only tentative. I prompt the employer and benefits provider every 2 days but employer is defaulting to benefits provider to communicate with me. I need to return to my job, without fear of the COD, termination, income/income supplement disruption or being forced into a lower-paying job, in order to support my children. Any suggestions or assistance would be helpful. Is employer in breach of contract or violating ESA or OHRC guidelines now and/or if they let the COD pass and do not approve my doctors' RTW plan? Answer: The situation you are dealing with is quite complex and I would advise that you contact a lawyer to discuss your case further in light of the upcoming Change of Definition Date. It will be difficult to answer many of the questions you raise without additional information. However in brief an employer has a duty to accommodate your return to work - unless the requested accommodation puts the employer under undue hardship. An employer can assess the requested accommodation, but this should be done in a reasonable amount of time. At this point you should make sure to contact both the benefits provider and your employer in writing. You should ask your benefits provider what they have communicated to the employer regarding your return to work. You should explain to your employer that you are ready to return to work. If they continue to ignore you, then you should contact a lawyer. You can reach out to us at the number below if you would like to book a consultation with one of our lawyers. Your Comment * Your Email * Your Name * Your City Note, your name, city and email is not displayed on the website. It is used to notify you that we have approved your comment.