Service animals can help employees with disabilities perform their jobs and participate fully in the workplace. The Americans with Disabilities Act (ADA) protects the right of employees with disabilities to request to bring a service animal to work as a reasonable accommodation under Title I of the ADA.

This guide explains how the ADA applies to service animals in the employment setting. We discuss how employers and employees can navigate the accommodation process and provide answers to common questions about service animals in the workplace.

Note: For information about service animals in public spaces, see our Service Animal Laws Comparison Guide. For more information on workplace accommodations, see our Reasonable Accommodation in the Workplace Guide.

What is a reasonable accommodation?

A reasonable accommodation is any modification or adjustment to the work environment or policies that will enable an applicant or employee with a disability to participate in the application process or to perform essential job functions.

Are the rules for employees bringing a service animal to work the same as for customers bringing a service animal into a business?

No. In the workplace, a service animal is considered a reasonable accommodation. This means that an employee with a disability must request the use of a service animal as an accommodation. The employer is required to consider the request and engage in the interactive process to determine if allowing the service animal is reasonable.

In contrast, service animals are allowed to accompany their handlers in areas that are open to the public (for example, a customer entering a business) without the need to make a formal request or provide documentation.

Does an employer need to automatically approve a request to have a service animal at work?

No. However, they must consider it.  There should be an interactive process between the employee and the employer to identify an effective accommodation. The employer may request limited medical information about the employee’s disability and need for an accommodation before making a decision.

Can an employee request to bring an animal that is not a service animal, such as an emotional support animal, to work?

Yes. An employee may request to bring an emotional support animal to work as a reasonable accommodation. Title I of the ADA does not explicitly address or define emotional support animals. Therefore, an employer should treat a request to bring a service or emotional support animal to work as a reasonable accommodation.

Who is responsible for taking care of a service animal at work?

The employee is responsible for taking care of their service animal. Employers may need to provide additional accommodations related to the animal’s care, such as allowing breaks to take the animal outside. Employees and employers should discuss these details during the interactive request process.

What if other employees are allergic to dogs?

If a coworker has a serious allergy to dogs, an employer may need to meet with them to discuss reasonable accommodation options. Good solutions will need to be worked out on a case-by-case basis. In most cases, a coworker’s minor allergies are not a sufficient reason to deny a service animal accommodation.

Additional resources for information on service animals in the employment context

Service Animal Resource Hub (ADA National Network)

A-Z Service Animals as Workplace Accommodations (Job Accommodation Network)

This information is not legal advice. It provides a plain-language, common-sense explanation of certain parts of the ADA. It is not a substitute for legal guidance tailored to a specific situation or context. We aim to share information at approximately 8th grade reading level. This may simplify some technical legal details. If you have specific questions, please contact us at 1-800-949-4232 or email us at nwadactr@uw.edu.