Functional Abilities Form Canada

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Quick Overview:
The Functional Abilities Form (FAF) is a tool used in Canada to assess an individual’s functional abilities and limitations in relation to their work. It helps determine if someone is able to perform the essential tasks of their job or if accommodations are needed.


The Functional Abilities Form (FAF) serves as a crucial tool for assessing an individual’s ability to perform their job duties effectively. Here are five supporting facts about the FAF:

1. Comprehensive assessment: The FAF evaluates various aspects of an individual’s functional abilities, including physical, cognitive, sensory, and psychological factors. This ensures a holistic understanding of their capabilities.

2. Objective evaluation: The form provides standardized criteria for assessing functional abilities, allowing for consistent and unbiased evaluations across different cases and jurisdictions.

3. Customizable approach: While the FAF offers standardized criteria, it also allows for customization based on specific job requirements or industry standards. This flexibility ensures that assessments accurately reflect the demands of each unique role.

4. Collaboration between stakeholders: The FAF encourages collaboration between healthcare professionals, employers, insurance companies, and legal representatives involved in disability management cases. This promotes transparency and facilitates effective decision-making regarding accommodation needs or return-to-work plans.

5. Legal compliance: In Canada, using the FAF is often required by workers’ compensation boards and other regulatory bodies when determining eligibility for benefits or workplace accommodations related to disabilities or injuries sustained on the job.


Q1: Who completes the Functional Abilities Form?
A1: Typically, healthcare professionals such as physicians or occupational therapists complete the form based on their assessment of an individual’s functional abilities.

Q2: Is there a specific format for completing the FAF?
A2: While there isn’t one standard format nationwide, most provinces have guidelines outlining how information should be recorded on the form to ensure consistency within their jurisdiction.

Q3: Can employers request additional assessments beyond what is covered in the FAF?
A3: Yes, employers can request additional assessments if they believe certain job-specific functions or requirements are not adequately addressed by the FAF.

Q4: How often should the FAF be updated?
A4: The frequency of updates depends on various factors such as the nature of the disability, treatment progress, and changes in job demands. In general, it is recommended to review and update the form periodically to ensure accuracy.

Q5: Can an employee challenge the findings of a completed Functional Abilities Form?
A5: Yes, employees have the right to dispute or provide additional evidence challenging the findings of a completed FAF. This can be done through appropriate legal channels or by requesting a reassessment from another healthcare professional.

Q6: Are there any privacy concerns related to sharing information on the Functional Abilities Form?
A6: Healthcare professionals must adhere to privacy laws when completing and sharing information on the form. Personal health information should only be disclosed with consent or as required by law.

Q7: What role does accommodation play in relation to a completed Functional Abilities Form?
A7: If an individual’s functional abilities do not meet all essential job requirements outlined in their position description, accommodations may be considered. Accommodations aim to enable individuals with disabilities to perform their duties effectively while ensuring workplace accessibility and inclusivity.

The Functional Abilities Form (FAF) is a valuable tool used in Canada for assessing an individual’s ability to perform their job duties. It provides standardized criteria for evaluating functional abilities across various domains and promotes collaboration between stakeholders involved in disability management cases. Adhering to jurisdiction-specific guidelines ensures legal compliance while allowing flexibility based on specific job requirements. Regular updates and opportunities for employee input help maintain accuracy and fairness throughout this assessment process.