Search workplace discrimination, human rights complaints, protected grounds, accommodation, remedies, and more — backed by real case law.
Discrimination affects employment, housing, and access to services — Casey searches millions of court decisions so individuals and lawyers can find the case law that defines protected grounds, employer obligations, and the remedies available through human rights tribunals and courts.
Discrimination affects employment, housing, and access to services — Casey searches millions of court decisions so individuals and lawyers can find the case law that defines protected grounds, employer obligations, and the remedies available through human rights tribunals and courts.
Real Scenarios
1
Protected Grounds & Human Rights Codes
Human rights legislation prohibits discrimination based on specific protected grounds that vary by jurisdiction. Understanding which grounds are protected and how tribunals have interpreted them is the starting point for any complaint.
Prompt:
“What are the protected grounds under the Canadian Human Rights Act?”
Casey returns decisions listing and interpreting the protected grounds, including race, gender, disability, age, and family status — showing how tribunals have expanded or clarified the scope of each ground over time.
2
Workplace Discrimination & Adverse Treatment
Proving workplace discrimination requires showing a connection between a protected ground and the adverse treatment. The legal test involves a prima facie case, and employers can defend by showing a bona fide occupational requirement.
Prompt:
“What does an employee need to prove to establish a prima facie case of workplace discrimination?”
Casey surfaces decisions explaining the three-part prima facie test, how tribunals assessed the connection between the protected ground and the adverse treatment, and what evidence was sufficient to shift the burden to the employer.
3
Duty to Accommodate & Undue Hardship
Employers have a duty to accommodate employees to the point of undue hardship. The scope of this duty, what constitutes undue hardship, and the employee's obligation to participate in the accommodation process are all defined by case law.
Prompt:
“When does an employer's duty to accommodate reach the point of undue hardship?”
Casey retrieves decisions where tribunals analyzed the factors relevant to undue hardship, including cost, health and safety, and operational impact — showing where tribunals drew the line between reasonable accommodation and undue burden.
4
Disability Discrimination & Medical Evidence
Disability discrimination claims are among the most common human rights complaints. They involve questions about the definition of disability, the adequacy of medical evidence, and the scope of the employer's obligation to accommodate.
Prompt:
“Does an employer need to accept an employee's self-reported disability without medical documentation?”
Casey returns decisions addressing the evidentiary requirements for disability claims, when employers can request medical information, and the limits on what medical details an employer is entitled to receive.
5
Remedies for Discrimination
Human rights tribunals can order a range of remedies including compensation for lost wages, general damages for injury to dignity, and systemic remedies. Understanding the range of available remedies helps set realistic expectations.
Prompt:
“What is the typical range of damages for injury to dignity in a human rights complaint?”
Casey surfaces decisions awarding general damages, showing the factors tribunals considered, the ranges for different types of discrimination, and how the severity and duration of the discriminatory conduct affected the award.
6
Systemic Discrimination & Adverse Impact
Systemic discrimination occurs when neutral policies disproportionately affect members of a protected group. These claims are more complex than individual complaints and can result in broad remedies affecting entire organizations.
Prompt:
“How do tribunals identify and address systemic discrimination in hiring practices?”
Casey returns decisions where tribunals found systemic discrimination in recruitment, promotion, or workplace policies, the statistical and qualitative evidence used to prove adverse impact, and the systemic remedies ordered.
Real Scenarios
Human rights legislation prohibits discrimination based on specific protected grounds that vary by jurisdiction. Understanding which grounds are protected and how tribunals have interpreted them is the starting point for any complaint.
Prompt:
“What are the protected grounds under the Canadian Human Rights Act?”
Casey returns decisions listing and interpreting the protected grounds, including race, gender, disability, age, and family status — showing how tribunals have expanded or clarified the scope of each ground over time.
Human rights complaints in Canada are decided by specialized tribunals, not regular courts, and complainants do not need a lawyer to file — but understanding how past decisions have been decided significantly strengthens any complaint.
Ask Casey your question and get answers backed by real case law — free for the public, powerful for professionals.