English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Tools annual

Global: Zendy Free Plan

Global: Zendy Tools monthly

Global: Zendy Plus monthly

Le travail constitue un puissant vecteur d’intégration sociale pour les personnessouffrant de troubles de santé mentale, en plus de leur procurer des bénéficesthérapeutiques. Pourtant, celles-ci demeurent encore largement exclues du marché du travail.Les obstacles à leur pleine participation résident dans les préjugés dont elles sontvictimes et la nécessité d’adapter le travail à leurs besoins et à leurs capacités. AuCanada, l’approche des droits fondamentaux et, en particulier, l’obligation d’accommodementraisonnable sont bien ancrées dans la jurisprudence depuis le milieu des années 1980. Denature constitutionnelle, cette obligation de portée étendue n’est limitée que par la preuved’une contrainte excessive. Elle force ainsi les milieux de travail à prendre en compte laréalité des personnes handicapées, notamment celle des personnes souffrant de troublesmentaux. À partir d’une étude de la jurisprudence québécoise, cet article explore lespotentialités de cette obligation d’accommodement afin de favoriser l’accès et le maintienen emploi des personnes souffrant de troubles mentaux. Selon cette étude, l’obligationd’accommodement impose une démarche novatrice qui tient compte de la situation particulièrede la personne handicapée et qui implique la participation de toutes les parties prenantes.Par la mise en place de mesures visant la modification de l’environnement psychosocial dutravail, elle ouvre la voie à des pratiques favorisant la prévention primaire des troublesde santé mentale, au bénéfice de tous.Objectives Being able to work constitutes a powerful socialintegration vector for those suffering from mental health disorders, while also providingtherapeutic benefits for them. Yet, despite some advances in this regard, such persons arestill denied employment. The obstacles to their full workforce integration reside in theprejudices surrounding the disorders affecting them and the need to adapt tasks to theirneeds and abilities. The International Convention on the Rights of Persons withDisabilities, adopted by the United Nations in 2006, points out that disability results fromthe interaction between persons with impairments and attitudinal and environmental barriersthat hinder their full and effective participation in society on the basis of equality withothers. It stresses the importance of the right to work of persons with disabilities and, inparticular, the implementation of reasonable accommodation for these persons in allworkplaces. From this perspective, this article aims to explore the impacts of the legalobligation of accommodation.Methods In Canada, the fundamental rights approach and, inparticular, the obligation for reasonable accommodation with regard to handicapped workers,has been well established in case law since the mid 1980s. This obligation is of aconstitutional nature and its extended range is limited only by the proof of undue hardship.It thus forcefully prompts labour markets to take into consideration the needs andcapacities of disabled workers. Through a study of Quebec case law, this article looks atthe potential of the duty to accommodate with regard to promoting access to and retention ofemployment among people with mental disorders.Results The study found that the duty to accommodate imposes aninnovative approach that takes into account the particular situation of the disabled personand involves the participation of all stakeholders. Accommodation allows employees tomaintain an employment relationship despite repeated absences caused by illness, thusenabling them to do their work. Employers must provide adjustments relating to working timeand allow gradual return when necessary. Moreover, the accommodation may involve changingthe work itself or its psychosocial aspects.Conclusion By implementing measures to change the psychosocialwork environment, accommodation not only promotes access to and retention of employmentamong people with mental disorders, but also opens the way to first stage prevention for thebenefit of all

Troubles mentaux et accommodement raisonnable au travail : les potentialités du droit québécois