Is Alcoholism a Disability in Canada?

Yes. In Canada, alcoholism is legally recognized as a disability. That means employees struggling with alcohol dependence have strong protections under human rights law — including the right to accommodation, medical leave, and support at work.

Here’s what Canadian workers need to know about their rights, what employers can and can’t do, and how termination or discipline related to alcohol use is handled.

Is Alcoholism Considered a Disability in Canada?

Yes. Across Canada, alcoholism (alcohol dependence) is recognized as a disability under:

Provincial human rights laws
Canadian human rights law (for federally regulated workers)

🔎 To understand how alcohol use is handled in Canadian workplaces, see our full guide on drug and alcohol policies in Canada.

This means:

Employers can’t discriminate based on alcoholism
Employees are protected from unfair discipline
Workplaces must accommodate alcohol dependence

💡 An employee can’t be punished for the disability itself.

What Workplace Rights Do Alcohol-Dependent Employees Have?

1. The Right to Accommodation

Employers must provide meaningful, individualized accommodation, which may include:

Medical leave
Time off for treatment or rehab
Modified duties
Temporary reassignment
Adjusted schedules
Gradual return-to-work programs

Accommodation must continue up to undue hardship, a high legal standard.

🔎 Employers across Canada must accommodate alcohol dependence under human rights law. Learn more about accommodation duties at the national level, or review province-specific rules for Ontario, Alberta, and BC.

2. Protection From Discrimination

Employees can’t be:

Fired
Disciplined
Demoted
Harassed
Passed over for promotions

because they have alcoholism.

Employers must focus on support, not punishment

3. Protection From Unfair Testing or Discipline

If the employer conducts:

Random alcohol tests
Intrusive monitoring
Blanket zero-tolerance policies

…these may violate human rights protections unless justified by clear safety risks.

Can You Be Fired for Being an Alcoholic in Canada?

Not for having the disability itself.

Termination is only allowed if:

The employee refuses reasonable treatment or accommodation
Misconduct unrelated to the disability occurs
Safety risks can’t be mitigated even with accommodation

Termination can’t be based on the diagnosis alone.

If a firing ignores accommodation obligations, it becomes:

Discrimination, and
Often a wrongful dismissal with significant severance owed.

Can You Be Fired for Drinking at Work?

Yes — in some cases.

Disciplined is more likely to be justified if:

The role is safety-sensitive
There was clear misconduct
There was significant risk to others
The employee knowingly violated a policy

But if the incident is related to alcohol dependence, the employer must:

Investigate the medical issue
Offer support
Consider treatment-related leave
Provide accommodation

⚠️ Firing an alcoholic employee without accommodation is illegal.

Do Employers Have to Offer Rehab Before Termination?

Not always — but employers must seriously explore:

Treatment programs
EAP referrals
Medical leave
Supportive accommodation
A return-to-work plan

⚠️ Failing to consider these options can make termination unlawful.

How Should an Employee Disclose Alcoholism?

Disclosure can support accommodation. An employee may disclose:

To HR
To a manager
Through medical documentation
Through a doctor’s note
Through an EAP program

Employers must keep this information confidential.

How Does Alcoholism Affect Drug & Alcohol Testing at Work?

Workplace testing must be:

Reasonable
Safety-based
Privacy-compliant
Sensitive to disability rights

An alcoholic employee can’t be:

Automatically tested
Automatically disciplined
Automatically terminated

Testing must be linked to clear job-related risks.

🔎 Testing rules vary by province. For details, see our guides on drug and alcohol testing in Ontario, Alberta, and British Columbia.

Does Alcoholism Qualify for Long-Term Disability (LTD) Benefits?

Yes — alcoholism (alcohol dependence) can qualify for short-term disability and long-term disability (LTD) benefits in Canada.

Insurers typically approve claims when alcohol dependence causes:

Major functional impairment
Inability to safely perform work duties
Co-occurring medical or mental health conditions
The need for structured treatment or rehabilitation

Common reasons insurers deny alcoholism-related LTD claims include:

Allegations of “non-compliance”
Lack of ongoing treatment or follow-up
Claims that alcohol use is “voluntary” rather than a medical condition
Missing or insufficient medical documentation

Many of these denials are incorrect or unfair. Alcohol dependence is a medically recognized disability, and insurers must consider:

Treatment plans
Relapse risks
Co-existing conditions
Workplace safety implications

💡 Employees denied LTD in Canada for alcoholism often have strong grounds to appeal the decision with legal support.

What Should You Do If You’re Disciplined or Fired Because of Alcohol Use?

If your employer is disciplining you, denying accommodation, or terminating your employment because of alcohol dependence, get legal advice immediately.

You may be facing:

Discrimination
Failure to accommodate
Wrongful dismissal
Severance pay well below what you’re owed

An employment lawyer can review the situation and tell you exactly what your rights are.

Speak to an Employment Lawyer About Your Rights

If you’re struggling with alcohol dependence or facing discipline, testing, or termination at work, you have strong legal protections.

Our team at Samfiru Tumarkin LLP can explain your rights, ensure accommodation is offered, and tell you whether you’re owed significant compensation.

Thousands of 5-star Google reviews
Recognized as one of Canada’s Best Law Firms by The Globe and Mail

📞 Call 1-855-821-5900 or contact us online for confidential advice.

⚠️ Unionized? Only your union can represent you. By law, employment lawyers can’t represent unionized employees.