Psychiatric service dog at work

Workplace rules under ADA Title I

The ADA's two-question rule and its service animal definition come from the parts of the law covering state and local governments and businesses open to the public. Title I, which covers employment, doesn't include a definition of service animal or specific rules about bringing one to work.

The Job Accommodation Network (JAN), a leading source of guidance on workplace accommodations, explains that a request to bring a service animal to work can be processed like any other reasonable accommodation request. In effect, you're asking your employer to modify a no-animals policy.

How to request a service dog at work

According to the Equal Employment Opportunity Commission (EEOC), you only need to let your employer know, in plain language, that you need a change at work for a reason related to a medical condition. You don't have to mention the ADA or use the words "reasonable accommodation," and the request doesn't have to be in writing, though your employer may ask you to confirm it in writing.

Putting it in writing yourself is often wise. Keep it brief: say you have a disability, that your dog is trained to perform tasks that help you do your job, and that you're requesting permission to bring it to work.

• Who you are and your role
• That you're requesting an accommodation related to a disability
• What your dog is trained to do and how that helps at work
• How you'll handle the dog's care, relief breaks and cleanliness
• Your openness to discussing details or a trial period

What employers can ask for

The EEOC describes the request as the first step in an informal, interactive process. When your disability or need for accommodation isn't obvious, your employer may request reasonable documentation. In most situations, an employer can't ask for your complete medical records; the request should focus on establishing the disability and the need.

JAN notes that information about the dog itself may come from another source, such as the dog's trainer. Employers may also ask for evidence that the dog is trained and won't disrupt the workplace, including when you trained it yourself. A trial period can help everyone see how the arrangement works.

Workplace accommodations for service dogs

JAN lists accommodations that can support a service dog at work beyond simply allowing it in. Think about what would make your workday run smoothly and raise it in the conversation.

• A designated relief area and periodic breaks for the dog
• A workspace near a door or away from heavy foot traffic
• A private or semi-private workspace
• Time off for individual training with the dog
• A place for the dog to wait if you're briefly in an area it can't enter

Coworker allergies and concerns

Coworkers may have allergies or fear of dogs. JAN suggests options such as separate work areas or paths of travel, flexible scheduling, air purifiers and HEPA filters, regular cleaning, and alternatives to in-person meetings. The goal is to accommodate everyone where possible.

Your employer can generally deny an accommodation only if it would cause undue hardship, which the EEOC describes as significant difficulty or expense in light of the employer's resources and circumstances, assessed case by case. Your employer may also choose among effective accommodations.

Handler responsibilities at work

You're responsible for your dog's care, cleanliness and behavior at work, just as in public. A well-trained, quiet dog makes it much easier for an employer to say yes.

If you need documentation from a licensed clinician, you can ask your own treating provider. usaPsdletter.com's clinicians focus on letters for housing and travel planning, and a letter is issued only when clinically appropriate. No letter guarantees an employer's decision. If you believe your request was handled unfairly, JAN offers free guidance and the EEOC accepts discrimination charges.

Keep records of your request, any documentation you provided, and your employer's responses. If a trial period is proposed, agree in writing on how long it will last and how success will be measured, so everyone knows what to expect at the end.