I’m currently internal at TD and exploring a move into that space. Curious what the role is actually like day-to-day, how steep the learning curve is, and what skills make someone successful long term.
Would really appreciate any honest insight on the environment, expectations, and growth opportunities.
need advice from HR/corporate people
I work at a large bank in Canada in a non-client-facing operations role. I have ADHD and have been struggling significantly with burnout related to the current return-to-office structure (4 days in office). I’m posting because I genuinely want advice from people who understand HR, accommodations, corporate environments, disability management, etc.
For context:
- I CAN do my job and my productivity has actually improved over time.
- The issue is sustainability of being in office almost full-time.
- I experience headaches, dizziness, cognitive fatigue, sensory overload, burnout, etc. after prolonged office days and commuting.
- When I work from home, these issues are significantly reduced and I’m much more consistent overall.
Earlier this year, I opened an accommodation case through Manulife. My healthcare provider strongly outlined that working from home more often would likely be best for me medically/functionally. However, Manulife denied the work-from-home request and instead approved things like:
- assigned seating
- noise-cancelling headset
- quieter workspace options
I trialed those accommodations for about a month and honestly they did not solve the actual problem at all. My productivity remained fine, but I still continued burning out and needing intermittent sick days because the environment itself is what overwhelms me.
Today I got called into a meeting with my manager and her manager because apparently I’ve already taken 10 sick days this year and it’s only May. Their main concern seems to be attendance consistency. They reopened the accommodation case and asked what else I need / what accommodations would actually help.
Realistically, what would help most is a hybrid arrangement with more work-from-home days (even 2–3 WFH days instead of 1 would make a huge difference). I genuinely believe my attendance would improve if the environment itself was more sustainable for me.
What confuses me is:
- if the first accommodations clearly didn’t solve the issue, what exactly are companies/Manulife looking for at this point?
- how much weight does Manulife actually give healthcare provider recommendations?
- can employers realistically deny hybrid arrangements if the employee is still productive but the office environment is causing repeated burnout/sick days?
- does having an accommodation history internally hurt your chances of moving into other positions/departments later?
I also want to emphasize:
- I am NOT asking to stop working.
- I’m trying to find a setup where I can work consistently without repeatedly crashing.
- I don’t want my direct management knowing detailed medical information either … I know accommodations are supposed to focus on limitations/restrictions, not diagnoses.
I honestly just feel stuck in this loop where:
office = burnout = sick days = concern about attendance = more accommodation reviews = repeat.
Would really appreciate insight from anyone in HR/disability management/corporate leadership who has seen situations like this before.
need advice from HR/corporate people
I work at a large bank in Canada in a non-client-facing operations role. I have ADHD and have been struggling significantly with burnout related to the current return-to-office structure (4 days in office). I’m posting because I genuinely want advice from people who understand HR, accommodations, corporate environments, disability management, etc.
For context:
- I CAN do my job and my productivity has actually improved over time.
- The issue is sustainability of being in office almost full-time.
- I experience headaches, dizziness, cognitive fatigue, sensory overload, burnout, etc. after prolonged office days and commuting.
- When I work from home, these issues are significantly reduced and I’m much more consistent overall.
Earlier this year, I opened an accommodation case through Manulife. My healthcare provider strongly outlined that working from home more often would likely be best for me medically/functionally. However, Manulife denied the work-from-home request and instead approved things like:
- assigned seating
- noise-cancelling headset
- quieter workspace options
I trialed those accommodations for about a month and honestly they did not solve the actual problem at all. My productivity remained fine, but I still continued burning out and needing intermittent sick days because the environment itself is what overwhelms me.
Today I got called into a meeting with my manager and her manager because apparently I’ve already taken 10 sick days this year and it’s only May. Their main concern seems to be attendance consistency. They reopened the accommodation case and asked what else I need / what accommodations would actually help.
Realistically, what would help most is a hybrid arrangement with more work-from-home days (even 2–3 WFH days instead of 1 would make a huge difference). I genuinely believe my attendance would improve if the environment itself was more sustainable for me.
What confuses me is:
- if the first accommodations clearly didn’t solve the issue, what exactly are companies/Manulife looking for at this point?
- how much weight does Manulife actually give healthcare provider recommendations?
- can employers realistically deny hybrid arrangements if the employee is still productive but the office environment is causing repeated burnout/sick days?
- does having an accommodation history internally hurt your chances of moving into other positions/departments later?
I also want to emphasize:
- I am NOT asking to stop working.
- I’m trying to find a setup where I can work consistently without repeatedly crashing.
- I don’t want my direct management knowing detailed medical information either……. I know accommodations are supposed to focus on limitations/restrictions, not diagnoses.
I honestly just feel stuck in this loop where:
office = burnout = sick days = concern about attendance = more accommodation reviews = repeat.
Would really appreciate insight from anyone in HR/disability management/corporate leadership who has seen situations like this before.