The Job Offer Rejection Letter Due To Health Reasons is a critical document used in Canadian employment contexts when an employer must withdraw a job offer due to health-related concerns that materially affect the candidate's ability to perform essential job functions. This document is typically used after a conditional job offer was made and subsequent medical assessment or disclosure revealed health concerns that cannot be reasonably accommodated without undue hardship. The letter must carefully balance various legal requirements including the Canadian Human Rights Act, provincial human rights codes, privacy legislation, and employment standards. It should document the legitimate, non-discriminatory basis for the decision while maintaining confidentiality of medical information and demonstrating that proper consideration was given to accommodation options.
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1. Letter Header: Company letterhead, date, and recipient's contact information
2. Salutation: Professional greeting addressing the candidate by name
3. Acknowledgment: Reference to the job offer and previous discussions
4. Decision Statement: Clear but sensitive statement about the withdrawal of the job offer
5. Brief Explanation: Carefully worded explanation focusing on essential job requirements and safety considerations, not the medical condition itself
6. Expression of Regret: Professional expression of disappointment and good wishes
7. Closing: Professional sign-off with contact information
1. Future Opportunities: Optional section indicating openness to considering the candidate for other suitable positions in the future, if appropriate
2. Accommodation Statement: Statement about considered accommodations and why they were not feasible, if applicable
3. Return of Documents: Instructions for the return of any confidential medical documents if applicable
4. Legal Review Statement: Statement confirming the decision was made after careful review of legal obligations and medical requirements, if needed for high-risk situations
1. Medical Requirements Summary: If applicable, a generic list of essential physical/medical requirements for the position (without reference to the candidate's specific condition)
2. Accommodation Assessment: If applicable, a summary of accommodation options considered and their feasibility assessment
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