Family status accommodation: the limits of information requests

Hey, single mom, maybe if you hadn’t racked up so much debt and didn’t buy that coffee you could afford childcare during the evening shift.

This isn’t just bad advice from the internet. It’s the kind of logic some employers are tempted to use when faced with family status accommodation requests.

Recent case law reminds us why this approach is not only insensitive but legally problematic.

Bombardier v Unifor: Key Takeaways

In Bombardier v Unifor (2025 CanLII 6789), an arbitrator ruled that the employer overstepped by demanding intrusive financial details from a single mother seeking a day-shift accommodation. Requested information included:

• Household, education, transportation, and health-related expenses

• Debt obligations

• Savings and investments

• Discretionary spending

The employee faced a rotating day-evening schedule (3–11:30 pm) and requested to remain on the day shift because:

1. Leaving her child with family was unsafe due to an adult sibling’s serious mental health challenges.

2. Evening childcare was cost-prohibitive.

The arbitrator confirmed that while employees must provide sufficient particulars — such as childcare availability, cost, efforts made to secure it — requiring detailed personal financial information unrelated to the cost of childcare itself is excessive.

Legal Context: Protecting Employee Rights

The Alberta Court of Queen's Bench (2021 ABQB 673) has similarly cautioned that overly intrusive investigations may deter employees from requesting accommodations, creating barriers to equity rather than removing them.

Employers must strike a balance: gathering necessary information without crossing into personal or humiliating scrutiny.

Why Family Status Accommodation Matters

Family status accommodation disproportionately affects certain groups, particularly women and single parents. Consider these facts:

• Childcare shortages: Regulated childcare spots in Canada are limited, especially for non-standard hours.

• Women’s workforce participation: Reliable childcare is critical for women to maintain employment.

• Single-parent challenges: Single mothers must earn income and provide care without additional household support.

• Non-standard shifts: Evening and rotating schedules increase stress and parental concern for children’s well-being.

  
  

(*Marital status is not determinative; many mothers with a non-contributing partner face the same constraints.)

Best Practices for Employers and HR

• Request only relevant information: Employees should provide sufficient details to support accommodation without sharing unnecessary personal financial data.

• Treat requests with respect: Avoid shaming or questioning employees’ circumstances.

• Document processes: Clear policies help reduce misunderstandings and legal risk.

Family status accommodation is a two-way street. By approaching requests thoughtfully, employers can foster equity, reduce stress, and support employee retention.