I Wonder How Employers Can Effectively Manage Assistance Animals in the Workplace

In recent years, assistance animals in the workplace have become an increasingly prominent and important topic. As society places greater emphasis on inclusivity and accessibility, more employers recognise the vital role these animals play in supporting individuals with disabilities. This growing awareness has sparked discussions on how employers can accommodate assistance animals and ensure that both employees and animals are supported in the workplace.

This article explores how employers can manage assistance animals in the workplace, balancing legal obligations and practical considerations.

What Are Assistance Animals?

Assistance animals, most commonly dogs, are specifically trained to support individuals with disabilities or long-term medical conditions by performing tasks to help them navigate daily life. Unlike pets, these animals undergo extensive training to assist with a range of needs, such as guiding visually impaired individuals, alerting people to medical episodes, or providing physical assistance.

In the UK, several organisations provide and train assistance animals to the highest standards. For example, Assistance Dogs UK is a coalition of accredited charities dedicated to the welfare and training of assistance dogs. Their members provide a range of life-changing support dogs, including guide dogs, medical alert dogs, autism assistance dogs, and hearing dogs.

What Does the Law Say About Assistance Animals in the Workplace?

While no specific legislation addresses assistance animals in the workplace, the Equality Act 2010 provides strong protection for individuals with disabilities in the UK. Under this law, employers are legally required to make reasonable adjustments to ensure disabled employees are not disadvantaged because of their condition.

If an employee has a disability (whether physical, mental, sensory, or otherwise) and relies on an assistance animal to help manage their daily life, refusing to accommodate them without a valid reason could be considered discriminatory. Employers may be required to accommodate assistance dogs, provided it is safe and practical to do so and does not cause detriment to the employee. This might involve assessing the working environment for suitability, consulting with other staff, and making necessary adjustments to ensure the health, safety, and welfare of both the employee and the animal.

What Should Employers Consider When Managing Assistance Animals?

In addition to the legal obligations, employers should also consider several practical and health-related factors to ensure a safe and inclusive workplace for everyone. These considerations include:

• Suitability of the Workplace: Employers must assess whether the work environment is appropriate and safe for the assistance animal and other staff members. It’s essential to ensure that the employee and the animal can function effectively without compromising health, safety, or accessibility.
   
• Impact on Other Staff: Employers should carefully consider how the presence of the assistance animal may affect other staff members. This includes evaluating any potential allergies, phobias, or anxiety concerns from colleagues about having an animal in the workplace.
   
• Health and Safety: Employers need to assess various health and safety risks to ensure the employee and the assistance animal can work safely. This includes considering allergies, hygiene standards in environments such as food preparation, and the welfare of the animal in such settings.

There may be situations where, for valid reasons, an assistance dog may not be suitable for the workplace. In such cases, employers should explore other reasonable adjustments to support the employee, such as:

• Flexible Working: Flexible working hours can help employees manage their condition while continuing to perform their job effectively. For example, allowing them to start and finish work at different times may offer the flexibility needed to manage their needs.
   
• Hybrid or Home Working: If the employee works from home or in a hybrid capacity, this allows them to have their assistance dog with them while still fulfilling their work obligations.
   
• Job Role Adjustments: In certain circumstances, employees may need to take on different duties to accommodate their disability. This could include reassigning tasks that require a physical presence or offering part-time hours or job-sharing arrangements.

Practical Steps Employers Can Take to Support Assistance Animals

Employers can take several practical steps to support assistance dogs in the workplace and ensure a supportive, inclusive environment:

1. Develop Clear Policies and Procedures: Employers should implement policies that clarify their procedures for accommodating assistance animals. This can include providing education for all employees on how to manage assistance animals in the workplace and their rights under the Equality Act 2010.
    
2. Provide Animal-Friendly Facilities: Employers should consider designating a space where the assistance animal can rest and eat while the employee works. It’s also important to ensure the employee has access to an outdoor space where the animal can go for breaks, especially if the employee works long hours.
    
3. Conduct Risk Assessments: Employers should conduct a thorough risk assessment to evaluate whether the presence of an assistance animal may pose any risks to employees or the workplace. This includes considering factors such as fire safety, evacuation plans, and ensuring there are no conflicts with health and safety protocols.
    
4. Offer Flexible Lunch Breaks: Employees who rely on assistance animals may require flexible lunch breaks to accommodate the needs of their animals. Offering staggered or flexible lunch times can help support the employee while maintaining productivity.

Conclusion

The presence of assistance animals in the workplace is becoming an increasingly important consideration for employers. While there may be circumstances where an assistance animal is not suitable for every workplace, employers must always assess the environment, consider the impact on others, and implement clear policies to accommodate both employees and assistance animals. By taking thoughtful, proactive steps, employers can foster a supportive and inclusive environment that values accessibility, well-being, and the dignity of all staff.

Further Advice

If you need advice on managing assistance animals in the workplace or any other employment-related matters, our Peace of Mind Team is here to provide expert guidance. Our Document Audit Team can also assist in drafting relevant workplace policies. Contact our Employment Team by emailing employment@warnergoodman.co.uk or calling 023 8071 7717.

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