Summary

More than 1.6 million Canadians aged 15 and over have a learning disability. Over half of working-age adults with one need a workplace accommodation. Employers have a legal duty to accommodate. US data shows many accommodations cost little or nothing. This report sets out the data and practical steps.

What dyslexia is

The International Dyslexia Association updated its definition in October 2025. It calls dyslexia a specific learning disability. It involves difficulty with word reading, spelling or both. The difficulty persists even with instruction that works for peers. The definition notes that employment opportunities also may be affected.

Dyslexia is not a measure of intelligence. Diagnosis comes from a licensed professional, usually a psychologist. In Quebec, a speech-language pathologist also assesses reading and language. Employers should never try to diagnose staff or applicants.

The Canadian numbers

Statistics Canada reports on learning disabilities through the 2022 Canadian Survey on Disability. These figures cover all learning disabilities, not dyslexia alone.

Source: Statistics Canada, Learning disabilities, 2022.

Two points stand out for employers. First, the youngest age group has the highest rate. These are the people entering your workforce now. Second, about half of working-age adults with a learning disability need support at work.

Common aids reported include writing and spelling aids, at 18%. Recording or note-taking equipment follows at 13%.

Adult literacy in Canada

The 2022 Programme for the International Assessment of Adult Competencies (PIAAC) tested adults aged 16 to 65. Statistics Canada released results on 10 December 2024.

• 19% of Canadian adults scored in the two lowest literacy levels
• The average across participating OECD countries was 27%
• Canada ranks among the stronger OECD performers

PIAAC does not measure dyslexia. It does show that roughly one adult in five has low literacy. Clear workplace communication helps all of them, including staff with dyslexia.

The legal case

The Canadian Human Rights Commission describes the duty to accommodate. Employers must adjust rules, policies or practices so everyone participates fully. The duty applies when needs relate to a protected ground, such as disability. It stops only at undue hardship, such as too much cost or health and safety risks. The employer must show evidence to claim undue hardship.

The Government of Canada adds a shared role. Accommodation must be reasonable, not perfect. Employees should share their needs and help build solutions. Accommodation information must stay private.

Federally regulated employers fall under the Canadian Human Rights Act. Other employers fall under provincial or territorial human rights laws. Check the law that applies to your workplace.

General information, not legal advice.

The cost case (US data)

Canada lacks a national study on accommodation costs. The best-known data comes from the United States.

The Job Accommodation Network surveyed US employers from 2019 to 2022. The US Department of Labor reported the results on 4 May 2023.

• Nearly half of accommodations cost the employer nothing
• For those with a one-time cost, the median was US$300

These are US figures for all disabilities (one source). Canadian costs will differ.

The talent case

Inclusion widens the pool of qualified candidates. Barriers in hiring screen out people who could do the job well. Common barriers include long written tests and tight timed reading tasks. Removing them costs little and keeps strong candidates in the process.

Practical employer actions

Hiring

1. Write short, plain job posts with the key duties first.
2. List only the reading and writing the job truly needs.
3. Offer accommodation in every interview invitation.
4. Allow extra time for written tests.
5. Accept spoken or recorded answers where possible.
6. Train recruiters and agency partners on these steps.

Onboarding

1. Give key information in more than one format.
2. Share documents before meetings, not during.
3. Record training sessions when possible.
4. Assign a buddy for the first weeks.

Everyday work

• Turn on text-to-speech and dictation tools in standard software
• Use spell check and grammar tools across the team
• Use clear fonts and plenty of white space
• Confirm key instructions in writing and in person
• Offer quiet spaces for focused reading

Policy and culture

1. Publish a clear, simple accommodation process.
2. Name a contact person for requests.
3. Keep requests confidential.
4. Never require a diagnosis to start a simple fix.
5. Review the process once a year with staff input.

A checklist for leaders

• Our job posts use plain language
• Every candidate is offered accommodation
• Assistive tools are switched on by default
• Managers know the accommodation process
• We track requests and how fast we meet them

Method and limits

We used Statistics Canada, the Canadian Human Rights Commission, the Government of Canada and the IDA. We checked each figure against its source in October 2026. Statistics Canada data covers all learning disabilities. Cost data is from the United States and is labelled as such.