In Canada, when dealing with alcohol and substance abuse, employers must balance conflicting legal obligations from occupational health and safety legislation and

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When dealing with alcohol and substance abuse in the workplace, employers must balance their legal obligations under occupational health and safety legislation with human rights and privacy laws. This means that employers have a duty to accommodate employees with substance abuse issues, but they must also respect their right to privacy and ensure they are not discriminating against them based on a protected ground (such as addiction or disability). Employment standards legislation, employment equity/pay equity legislation, the Charter of Rights and Freedoms, and WHMIS may also apply in certain situations, but they are not directly related to addressing substance abuse in the workplace.

In Canada, When Dealing with Alcohol and Substance Abuse, Employers