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

Résumé

Le travail constitue un puissant vecteur d’intégration sociale pour les personnes souffrant de troubles de santé mentale, en plus de leur procurer des bénéfices thérapeutiques. Pourtant, celles-ci demeurent encore largement exclues du marché du travail. Les obstacles à leur pleine participation résident dans les préjugés dont elles sont victimes et la nécessité d’adapter le travail à leurs besoins et à leurs capacités. Au Canada, l’approche des droits fondamentaux et, en particulier, l’obligation d’accommodement raisonnable sont bien ancrées dans la jurisprudence depuis le milieu des années 1980. De nature constitutionnelle, cette obligation de portée étendue n’est limitée que par la preuve d’une contrainte excessive. Elle force ainsi les milieux de travail à prendre en compte la réalité des personnes handicapées, notamment celle des personnes souffrant de troubles mentaux. À partir d’une étude de la jurisprudence québécoise, cet article explore les potentialités de cette obligation d’accommodement afin de favoriser l’accès et le maintien en emploi des personnes souffrant de troubles mentaux. Selon cette étude, l’obligation d’accommodement impose une démarche novatrice qui tient compte de la situation particulière de 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 du travail, elle ouvre la voie à des pratiques favorisant la prévention primaire des troubles de santé mentale, au bénéfice de tous.

Mots clés : accommodement, discrimination, droit à l’égalité, santé mentale, travail, maintien en emploi

Abstract

Mental Disorders and Reasonable Accommodation at Work: The Potential of Quebec Law

Objectives Being able to work constitutes a powerful social integration vector for those suffering from mental health disorders, while also providing therapeutic benefits for them. Yet, despite some advances in this regard, such persons are still denied employment. The obstacles to their full workforce integration reside in the prejudices surrounding the disorders affecting them and the need to adapt tasks to their needs and abilities. The International Convention on the Rights of Persons with Disabilities, adopted by the United Nations in 2006, points out that disability results from the interaction between persons with impairments and attitudinal and environmental barriers that hinder their full and effective participation in society on the basis of equality with others. It stresses the importance of the right to work of persons with disabilities and, in particular, the implementation of reasonable accommodation for these persons in all workplaces. From this perspective, this article aims to explore the impacts of the legal obligation of accommodation.

Methods In Canada, the fundamental rights approach and, in particular, 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 a constitutional 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 and capacities of disabled workers. Through a study of Quebec case law, this article looks at the potential of the duty to accommodate with regard to promoting access to and retention of employment among people with mental disorders.

Results The study found that the duty to accommodate imposes an innovative approach that takes into account the particular situation of the disabled person and involves the participation of all stakeholders. Accommodation allows employees to maintain an employment relationship despite repeated absences caused by illness, thus enabling them to do their work. Employers must provide adjustments relating to working time and allow gradual return when necessary. Moreover, the accommodation may involve changing the work itself or its psychosocial aspects.

Conclusion By implementing measures to change the psychosocial work environment, accommodation not only promotes access to and retention of employment among people with mental disorders, but also opens the way to first stage prevention for the benefit of all.

Key words: accommodation, discrimination, right to equality, mental health, employment, job retention