A Conversation About AISH & ADAP: What We Learned and What Comes Next
During a recent public YouTube town hall, I joined MLA Marie Renaud and disability and social-benefits lawyer Colton Stevenson for another conversation about AISH and the Alberta Disability Assistance Program, better known as ADAP.
We worked through some of the biggest questions facing disabled Albertans.
We discussed the regulations, medical eligibility, application and appeal processes, employment action plans, accommodations, benefit amounts and what people can do to protect themselves.
We also tried to separate confirmed information from rumours, assumptions and government spin.
Let’s be clear: there are still major unanswered questions.
The government has released regulations and some public information, but many important operational details remain unclear. We do not yet know how every ADAP employment plan will be developed, which organizations will deliver employment services, how the medical panels will operate in practice or how consistently the rules will be applied.
But we know enough to make one thing clear:
ADAP is not simply AISH with a different name.
It introduces different medical eligibility language, employment expectations, decision-making processes and risks that Albertans with disabilities need to understand.
Here is what we learned and what people should know moving forward.
What Is Changing From AISH to ADAP?
Alberta is creating a two-tier disability-income-support system.
AISH is intended for people whose severe disabilities permanently prevent employment.
ADAP is intended for people whose severe disabilities substantially impede employment.
Those phrases may sound similar, but the difference really matters.
The government is effectively creating one program for people it believes cannot work and another for people it believes may have some ability to work.
The concern is not that disabled people are being offered help to find work.
Many disabled Albertans want to work.
The concern is what happens when government adjudicators or contracted employment providers misunderstand someone’s disability, overestimate their ability to work or fail to provide the accommodations and supports they need.
Is ADAP Just AISH With a New Name?
No.
ADAP is expected to include employment or service plans that may require recipients to participate in job searches, training, workshops, meetings or other employment-related activities.
The government did not create ADAP simply to rename AISH.
Possible requirements may include:
Applying for jobs
Submitting resumés
Attending employment workshops
Participating in training
Meeting with employment-service providers
Completing assigned employment activities
The exact requirements may depend on the recipient’s individual plan and the services available in their community.
However, major questions remain about how individualized these plans will actually be and whether employment providers will properly understand disability, accessibility and accommodation.
The Transition Date Is the Beginning, Not the End
The transition to ADAP was scheduled to formally begin on July 1, 2026.
That does not mean every change would happen overnight.
The government has already been reviewing files, reorganizing the system and preparing for the transition before the official start date. ADAP recipients may also receive their employment plans, service requirements and other instructions at different times.
Information is likely to continue arriving in pieces as the program develops.
That uncertainty is frightening, and I understand that.
But one date does not mark the end of our advocacy or the last opportunity to challenge harmful decisions.
This is a marathon, not a sprint.
Can You Appeal a Transfer From AISH to ADAP?
Based on the legislation and the legal interpretation shared during the YouTube event, the decision to transfer someone from AISH to ADAP is not appealable through the regular appeal process.
This is one of the most important distinctions people need to understand.
Some people heard that submitting an appeal before the transition could stop or overturn the transfer. That did not appear to be supported by the amended legislation.
However, other decisions made after someone enters ADAP may be appealable.
For example, if ADAP reduces, suspends or ends someone’s benefits because it believes the person did not follow an employment action plan, that decision can potentially be appealed.
In plain language:
The transfer from AISH to ADAP is not appealable.
A decision to reduce or end ADAP benefits for alleged non-compliance may be appealable.
If you receive a decision affecting your benefits, read it carefully and pay close attention to the appeal deadline.
Who May Remain on AISH?
The government identified several groups that would remain on AISH rather than being transferred to ADAP.
These included:
People between the ages of 60 and 65
People eligible for Persons with Developmental Disabilities services
People living in continuing care
People with a terminal medical condition
However, there is an important catch.
These exceptions appear to have been based on government policy rather than being clearly guaranteed in the legislation or regulations.
That creates uncertainty about what happens when someone’s circumstances change.
For example, it has not been clear whether someone who turns 60 after being moved to ADAP would automatically be returned to AISH.
A person in that position may need to ask the program director to reconsider the placement or submit a new application for AISH.
How Has the Medical Eligibility Test Changed?
The regulations now refer to a “severe disability” rather than a “severe handicap.”
To meet the definition, an impairment must generally:
Be permanent or likely to continue for at least two years
Be supported by appropriate and relevant medical documentation
Have had all relevant treatments that could lessen the impairment accessed, with no improvement expected
That third requirement is concerning.
Previously, the focus was more clearly placed on treatments expected to improve a person’s ability to earn a livelihood.
The newer language uses the word could.
In plain language?
An adjudicator may have more room to argue that another medication, treatment, therapy or intervention could improve someone’s condition—even when the person’s own doctor did not recommend it.
That opens the door to more speculation.
A government decision-maker should not replace the medical judgment of the professionals who know the person. However, the wording may give adjudicators more room to question whether every possible treatment has been tried.
What Is the Disability Income Assistance Application?
People applying for AISH or ADAP use the Disability Income Assistance Application, sometimes referred to as the DIAA form.
The same application process is also intended for ADAP recipients who want to apply or reapply for AISH.
The application is expected to include:
Personal information
Financial information
A medical report
Information about diagnoses and treatments
Details about functional limitations
Information about the person’s ability to work
After the application is submitted, a disability-income adjudicator determines how it should be assessed.
Questions have remained about when the AISH and ADAP medical panels become involved.
Do they review initial applications?
Do they only become involved after an initial denial?
Does an adjudicator decide which medical process receives the application?
The regulations and publicly available government information have not always provided clear answers.
Who Are the Disability-Income Adjudicators?
The people reviewing initial applications are expected to be government employees working as disability-income adjudicators.
They will review the information provided and may determine whether an application should proceed through the AISH or ADAP process.
It is not clear what qualifications every adjudicator will have, what specialized disability training they will receive or how much medical knowledge will be expected of them.
That matters.
These individuals may be making decisions with enormous consequences for a person’s income, stability and future.
There have been questions about whether Albertans can use the access-to-information process to learn more about adjudicator qualifications and training. However, it remains unclear how much information the government would release about individual employees.
Can Someone on ADAP Reapply for AISH?
Yes. A person placed on ADAP should consider applying for AISH if their doctor believes their disability permanently prevents employment.
The uncertainty surrounding the system should not stop someone from applying.
If the application is denied, the person should seek advice from a community legal clinic as soon as possible.
An unsuccessful AISH application should not automatically remove someone from ADAP. Based on the information discussed during the town hall, the person should continue receiving ADAP after an AISH denial.
There also did not appear to be anything in the legislation specifically preventing someone from submitting another AISH application after a denial.
However, the way repeated applications are handled may become clearer as more decisions are issued under the new system.
Can You Reuse the Medical Records From Your Original AISH Application?
Possibly.
Older medical records may still be extremely valuable.
They can help prove that you:
Completed a particular treatment
Tried certain medications
Underwent surgery
Participated in therapy
Received specialist assessments
Were previously found to have a disability that prevented you from earning a livelihood
However, the government may still ask for updated medical confirmation.
That may feel ridiculous—and it is understandable why people are frustrated. Existing AISH recipients already went through a lengthy process to prove they had severe and prolonged disabilities.
But adjudicators may argue that older documents do not show whether someone’s condition, treatments or capacity for employment have changed.
The strongest application may include both historical records and updated medical information.
Why Should You Request Your Complete AISH File?
If you have not already done so, request a complete copy of your AISH file through Alberta’s access-to-information process.
Your file may contain:
Your original application
Medical reports
Specialist assessments
Adjudicator notes
Financial records
Previous decisions
Correspondence
Treatment information
Documents you no longer have
Keep everything you receive from AISH, ADAP and the Government of Alberta.
Do not throw away letters because they appear unimportant.
Save copies of:
Emails
Forms
Medical notes
Employment plans
Benefit decisions
Accommodation requests
Voice recordings and records of telephone conversations
Documentation may become critical if you need to apply for AISH, appeal a decision, request accommodations or participate in a future legal challenge.
Will Alberta Pay for a Medical Assessment?
The government said it would cover the cost of one medical assessment for an ADAP recipient applying for AISH.
That sounds broad.
It may not be.
This appears to be a policy commitment rather than something clearly guaranteed in the legislation.
The most likely interpretation is that the government will cover the permitted cost of having the medical portion of the disability application completed by a doctor.
It may not mean the government will pay for:
A full neuropsychological assessment
Extensive specialist testing
A functional-capacity evaluation
A detailed occupational therapy assessment
Another expensive medical report
People should confirm exactly what will be covered before arranging or paying for an assessment.
Do not assume every medical assessment required to support an AISH application will automatically be paid for.
Is the ADAP Benefit Lower Than AISH?
ADAP’s base benefit was set $200 below the AISH benefit.
The government also announced a separate grant intended to bring eligible ADAP recipients back up to approximately the AISH amount.
That matters, but so does the structure of the payment.
A temporary or separate grant is not the same as including the full amount within the core benefit.
Important questions include:
How long will the grant continue?
Will it increase with inflation?
Can the government change or cancel it?
Will every ADAP recipient receive it?
Will conditions be attached to it?
The details matter, especially when people depend on these benefits for rent, food, transportation, medication and other basic needs.
Is the Canada Disability Benefit Clawed Back From ADAP?
The Canada Disability Benefit is treated as income under the provincial disability-benefit system discussed during the town hall.
For someone receiving the standard amount, that could mean approximately:
$1,540 from ADAP
$200 from the Canada Disability Benefit
Approximately $1,740 in total monthly income
In other words, the federal benefit does not necessarily provide an additional $200 above the provincial benefit.
It replaces money the province would otherwise pay.
Marie Renaud also confirmed that Alberta NDP Leader Naheed Nenshi committed to ending the provincial clawback of the Canada Disability Benefit if the Alberta NDP forms government.
How Could ADAP Affect CPP Disability Benefits?
CPP Disability benefits, commonly called CPP-D, are generally treated as non-exempt income.
That means CPP-D reduces the amount AISH or ADAP is responsible for paying.
If an ADAP recipient begins working enough to lose eligibility for CPP-D, the provincial program should theoretically pay more to replace the amount CPP-D previously covered.
That may prevent an immediate dollar-for-dollar reduction in the person’s total disability income.
However, it could still create administrative problems.
People may need to:
Report employment income to Service Canada
Participate in CPP-D reviews
Prevent or challenge overpayments
Notify ADAP of income changes
Wait for provincial benefits to be recalculated
Anyone receiving CPP-D should report significant employment changes promptly and keep records of every conversation, letter and decision.
What Will ADAP Employment Action Plans Require?
ADAP recipients should expect some form of employment or service plan.
Possible requirements may include:
Applying for jobs
Sending a certain number of resumés
Attending employment workshops
Participating in training
Meeting with employment-service providers
Completing employment-readiness activities
Taking part in programs selected by ADAP
We do not yet know who all the contracted service providers will be, what targets they will have or how much flexibility they will be given.
We also do not know whether employment plans will be truly individualized or whether people will be placed into standardized programs that fail to account for their disabilities.
That is why medical documentation and written accommodation requests will matter.
Can ADAP Reduce Benefits for Not Following an Employment Plan?
Yes.
The regulations allow ADAP to refuse, suspend, vary or discontinue benefits when the program believes a recipient has not followed an employment action plan.
That is understandably concerning.
However, a decision to reduce or end benefits for alleged non-compliance may be appealed.
If ADAP reduces your benefit or closes your file:
Read the decision carefully.
Find the appeal deadline.
Request the reasons in writing.
Collect records showing your efforts.
Gather medical evidence and accommodation requests.
Contact a community legal clinic immediately.
Do not assume that the program’s first decision is automatically final.
Will You Lose ADAP If You Cannot Keep a Job?
Losing a job should not automatically cause someone to lose ADAP.
The regulation focuses on people who refuse to seek or accept reasonable employment, voluntarily reduce or end reasonable employment, or refuse to participate in employment supports.
That is different from someone who genuinely tries but:
Is not hired
Is dismissed because an employer will not accommodate them
Cannot maintain the job because of their disability
Experiences worsening health
Cannot complete certain duties through no fault of their own
If you make reasonable efforts and keep ADAP informed, losing a job should not automatically justify closing your file.
Document what happened.
Keep records of your accommodation requests, medical limitations, correspondence with the employer and communication with ADAP.
If the program reduces or ends your benefits, seek legal advice and consider appealing the decision.
Does ADAP Have a Duty to Accommodate?
ADAP is a government service.
If the program requires disabled people to participate in employment plans, it also has a duty to consider disability-related accommodation.
That means people should document what they need.
Talk to your doctor about:
The types of work you can safely perform
How many hours may be realistic
Activities that may worsen your disability or health
Flexible scheduling
Transportation requirements
Communication assistance
Accessible technology
Remote participation
Additional breaks
Support-person requirements
Ask for accommodations early and in writing.
If ADAP refuses reasonable disability-related accommodations, that may raise concerns under the Alberta Human Rights Act.
Do not wait until your benefits are already threatened before collecting documentation.
What About ADAP Recipients Who Are Family Caregivers?
Some ADAP recipients may also provide unpaid care to a child, sibling, partner, parent or another family member.
What happens when someone cannot fully participate in employment programming because of those caregiving responsibilities?
There has been no clear indication that unpaid family caregiving will count as employment under ADAP.
That is a major gap.
The government continues to underestimate the value of unpaid care and the amount of money families save the public system by providing it.
However, family caregiving responsibilities may create a need for accommodation based on family status.
ADAP should consider a person’s real family obligations when developing and enforcing an employment plan.
If the program refuses to consider those responsibilities, legal or human-rights options may need to be explored.
Why Are Spouses and Family Caregivers Not Paid?
Another important question concerned spouses and relatives who provide full-time support to someone receiving AISH or ADAP.
Programs such as self-managed care may provide funding to hire support workers, but restrictions can prevent that money from being paid directly to a spouse or close family member.
That means funding may exist to hire an unrelated worker while the spouse or relative already doing the work remains unpaid.
The government often fails to recognize how much unpaid caregivers contribute.
Their support may be the reason someone can live in the community, attend appointments, manage daily needs or maintain employment.
This is an area where Alberta continues to fall short.
Could ADAP Face a Legal Challenge?
There has been growing discussion about:
Charter challenges
Judicial reviews
Human-rights complaints
Class actions
Other legal proceedings
Some organizations and legal professionals are examining possible legal responses.
However, a successful legal challenge requires more than stating that a policy is unfair or unconstitutional.
It requires evidence.
That evidence may include:
Benefit reductions
Denied accommodations
Harm caused by employment requirements
Unfair medical decisions
Inaccessible application processes
Patterns affecting many disabled people
One of the challenges is that courts may need to see how ADAP is actually applied before deciding whether it violates a Charter or human right.
The strongest legal arguments may become clearer as more ADAP decisions are issued and their real-life effects are documented.
That is another reason people need to keep detailed records.
Where Can People Get Help With AISH and ADAP?
Possible sources of assistance discussed during the town hall included:
Other community legal clinics
Disability organizations and advocacy groups
Services, programs and eligibility requirements can change. Contact each organization directly to confirm what assistance is currently available.
People who do not know where to begin can also contact an elected representative, community advocate or trusted disability organization for help finding the right service.
Verify Information Before Sharing It
There is an enormous amount of information about AISH and ADAP circulating online.
Some of it is accurate.
Some of it is speculation.
Some of it is simply wrong.
Before sharing a claim, ask:
Is it written in the legislation?
Is it included in the regulations?
Is it confirmed in an official government policy?
Did AISH or ADAP provide it in writing?
Is it a lawyer’s interpretation?
Is it one person’s experience?
Is it an unverified social-media rumour?
Personal experiences are important, especially as people begin interacting with ADAP.
But one person’s experience does not always establish a rule that applies to everyone.
Share new information with trusted advocates and organizations. That allows people to compare experiences, identify patterns, verify what is happening and respond more effectively.
Knowledge is power—but only when the information is accurate.
What Should AISH and ADAP Recipients Do?
Here are some practical steps you can take:
Request your complete AISH file.
Keep every letter and email from AISH, ADAP and the Government of Alberta.
Talk to your doctor about your ability to work.
Ask your doctor to document your medical limitations.
Document the accommodations you need.
Apply for AISH if your doctor believes your disability permanently prevents employment.
Seek legal advice quickly if an application is denied or benefits are reduced.
Ask for accommodations in writing.
Keep records of employment activities and communication with ADAP.
Record the dates and details of telephone conversations.
Share new information with trusted advocates so it can be verified.
Take the process one step, one day or even one hour at a time.
The Disability Community Is Just Getting Started
Disabled Albertans and their supporters are organizing across the province.
People are making videos, creating support groups, contacting reporters, speaking with municipal councils and sharing resources.
Organizations such as the People’s Alliance for Disabled Albertans are helping people connect. Advocates, lawyers, health professionals, family members and community leaders are watching what happens.
Many Albertans still do not understand the difference between AISH and ADAP or how these changes could affect disabled people.
Talk to your church, community group, neighbours, friends, coworkers and family.
Tell them what is changing.
Tell them why it matters.
The disability community is formidable, and more people are becoming engaged every day.
A transition date is not the finish line.
We are just getting started.
Mental Health Supports in Alberta
• Mental Health Helpline: 1-877-303-2642
• Health Link: Call 811
• 211 Alberta: Call 211 or text INFO to 211 for local counselling and community supports
• Kids Help Phone: 1-800-668-6868 or text CONNECT to 686868
• Hope for Wellness Helpline for Indigenous people: 1-855-242-3310
• Alberta Addiction Helpline: 1-866-332-2322
• Edmonton Access 24/7: 780-424-2424
For immediate danger or a medical emergency, call 911 or go to the nearest emergency department. For urgent crisis support, call or text 988.
Related Reading
AISH to ADAP Explained
https://www.zacharyweeks.ca/blog/aish-to-adap-explained
Disclaimer
This article reflects information and legal interpretations discussed during a public AISH and ADAP town hall. Program rules, benefit amounts, policies and procedures may change. Confirm current information directly with the Government of Alberta or seek legal advice about your individual circumstances.
This article provides general information and is not legal advice.
