How can an employer help employees be more accepting of service animals allowed as reasonable accommodations in the workplace?

Allowing a service animal in the workplace as a reasonable accommodation may lead to issues between co-workers. There might confusion as to why the animal is there, or more complex issues, such as dealing with co-workers with severe animal allergies or fears, can arise. HR can support diversity in the workplace by providing training and by leading the organization to embrace solutions that work.

Just as an employer would not divulge the reasons an employee uses a wheelchair, the medical reasons for a service animal accommodation should be equally confidential. Many employees with service animals will discuss their service animal with co-workers; regardless, employers should include the use of service animals in their disability awareness training. Topics to include in training could be: Awareness of the company policy on service animals in the workplace. Confidentiality of employee medical conditions. The value of service animals. Different types of service animals. Addressing a person with a service animal (address the person, allow personal space, etc.). Appropriate behaviors around service animals (they are working animals; it is not appropriate to pet or feed without the owner’s permission). Ask the employee with the service animal if he or she is willing to partner with HR to develop and maintain appropriate communications that help ease any workplace issues that may arise.

Employees with animal allergies or animal phobias may or may not be covered under the ADA themselves. Even if they are, it’s not likely that banning all service animals from the workplace would be found to be a reasonable accommodation. Therefore, the employer should work with its attorney and the affected employees to come to an acceptable arrangement for both. Things to consider could include: Can the employees telecommute, have private offices or move to another location? Can they develop a plan so they are not taking common paths or using common areas, such as break rooms and lunch rooms? Is the employee with the service animal willing to use another accommodation for meetings both employees attend, or can the employer provide videoconferencing? Can the employer install air filters, provide each employee with a personal air purifier, have the carpets, floors and curtains cleaned regularly?

While each case is sure to be unique, HR can be proactive with its diversity and inclusion efforts by creating an environment of informed, well-trained employees who know the value of service animals, respect each other’s needs, have organizational support and have the expectation to work together toward a solution.

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