Balancing Remote Work and Parenting: Legal Considerations

Balancing Remote Work and Parenting: Legal Considerations

The workplace has undergone a significant transformation with the rise of remote work, a trend that was accelerated by the COVID-19 pandemic. This shift has brought about various legal considerations, especially in cases where employees are also juggling the responsibilities of parenting. Navigating the intersection of remote work and parenting can be complex, and it is crucial for both employers and employees to understand their rights and obligations within this evolving way of work.

Understanding Workplace Policies

Workplace policies are guidelines set by employers to ensure fair and consistent treatment of all employees. They cover a wide range of topics, from code of conduct and anti-discrimination measures to safety protocols and employee benefits. For parents, understanding these policies can make a significant difference in how they navigate their roles both as caregivers and as valued contributors to the workforce.

One specific policy that holds great importance for parent employees is the workplace accommodation policy. This policy outlines how employers should handle requests for adjustments that allow employees to fulfill their job responsibilities effectively while managing their caregiving duties. Such accommodations could involve flexible work hours, remote options, or modified job responsibilities.

Parent employees who are well-informed about workplace policies, including accommodation policies, contribute to the creation of a supportive work environment. When employees are aware of their rights and options, they are more likely to feel empowered to address their needs and challenges openly.

This, in turn, fosters better communication between employees and employers, promoting a workplace culture that values work-life balance and family responsibilities.

Can You Be Forced To Return To Office?

With the easing of health restrictions, employers are considering bringing employees back to work at the office. However, this transition raises questions about employees’ rights and employers’ obligations.

An employee’s right to continue remote work depends on the terms outlined in their employment contract. If the contract allows remote work but specifies a geographic location, employees might have the flexibility to change their work location within the specified area. However, if an employer significantly changes the work location without employee consent, it could lead to constructive dismissal claims.

It is also important to note that employees who require remote work due to health reasons or parental obligations have the right to a reasonable accommodation under the Ontario Human Rights Code (Code), and employers must assess these requests diligently. As employees come back to work at the office, these considerations become even more critical in ensuring a smooth transition for everyone involved.

Family Status Accommodation

Family status under the Code refers to the status of being in a parent-child relationship. This includes not just parents and their biological children but also people who take care of family members like stepchildren, adopted children, or elderly relatives.

According to the Code, employers have to make adjustments or provide reasonable accommodation for employees who are caregivers to the point of undue hardship. These changes are meant to help caregivers do their jobs while also taking care of their families.

Accommodations might include letting employees work flexible hours, giving them time off to care for family, or letting them work in different ways, such as remotely. In today’s world, it can be tough for employees to balance work and family. Taking care of children while working can be hard, and sometimes this leads to unfair treatment at work, known as family status discrimination.

Employers need to understand and be careful about this type of discrimination, and investigate any complaints. Family status discrimination can happen in different ways, like when people have bad attitudes or ideas about caregivers. It can also be more hidden, like when someone gets treated differently because they are a caregiver, even if it is not obvious.

If you think your rights related to family status are being ignored, there are steps you can take to help advocate for yourself. This might include writing down what happened, talking to supervisors about the situation, and talking to a human rights lawyer. Understanding and protecting family status at work helps make sure parents and caregivers can meet their family and professional responsibilities.

How an Employment and Human Rights Lawyer Can Help

Balancing remote work and parenting can be overwhelming, but a skilled employment lawyer can provide invaluable assistance. Here’s how an experienced employment and human rights lawyer can help:

Legal Expertise

Employment and human rights lawyers possess in-depth knowledge of employment and human rights laws, including those related to remote work, workplace accommodations, and family status. Their expertise enables them to interpret complex legal regulations and provide clear guidance tailored to each individual’s circumstances.

Employment Contract Analysis

Employment contracts play a key role in determining the rights and obligations of both employers and employees. Lawyers can meticulously review employment contracts to identify key clauses related to remote work and workplace changes, ensuring that individuals fully understand their contractual rights.

Accommodation Advice

When employees require accommodations due to health or family-related needs, employment and human rights lawyers can provide advice on the accommodation process. They help employees understand their rights under the Code and guide them through the steps needed to request and secure reasonable accommodations.

Negotiation Skills

In situations where employees are seeking remote work arrangements or accommodations, employment and human rights lawyers can negotiate on their behalf with employers. They can advocate for favourable terms, ensuring that both parties find mutually beneficial solutions that adhere to legal requirements and promote a healthy work-life balance.

Legal Documentation

Employment and human rights lawyers can assist in drafting formal accommodation requests, ensuring that the necessary legal and procedural elements are included. Well-drafted documentation strengthens an employee’s position and can be crucial in potential disputes or legal proceedings.

In navigating the complexities of remote work and parenting, getting the assistance of an experienced employment and human rights lawyer can provide individuals with a clear understanding of their rights, enhance their negotiation power, and help them secure accommodations that promote both their professional and personal well-being.


The surge in remote work, accelerated by the COVID-19 pandemic, has introduced legal complexities, particularly for employees managing parenting responsibilities.

Familiarizing yourself with workplace policies, especially accommodation policies, is vital for parents and caregivers to navigate their dual roles effectively. An employee’s ability to continue remote work depends on their employment contracts, and any substantial change without consent could lead to constructive dismissal claims.

Seeking the help of employment and human rights lawyers plays a crucial role in this legal landscape by offering expertise, contract analysis, accommodation advice, negotiation skills, legal documentation, dispute resolution, human rights advocacy, and strategic planning. Their assistance aids individuals in understanding their rights, achieving accommodations that balance work and family needs, and promoting their overall well-being.

Contact Us

Whether you are an employer or an employee needing assistance with addressing or preventing discrimination in the workplace due to your family status, our team of experienced employment and human rights lawyers at Achkar Law can help.

Contact us by phone toll-free at +1 (800) 771-7882¬†or email us at [email protected] and we will be happy to assist.

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