Client: Hey, I’ve got employees coming to me saying it’s unfair that one of their coworkers gets to bring a service animal to work. I know I can’t share personal medical details, but how do I address their concerns without making things worse?
Consultant: This is a common challenge. People notice when policies seem different for some employees, and without the full picture, they may feel like there’s favoritism. The key is to reinforce company policy, educate employees on accommodations, and avoid discussing personal details.
Client: Right, but they’re asking why this person gets to bring their dog when they can’t bring theirs. How do I explain without saying ‘it’s a disability thing’?
Consultant: Keep it broad and policy-focused. You don’t have to get into specifics about why the employee has a service animal—just that the company follows legal accommodation requirements.
You might say:
“We follow the Americans with Disabilities Act (ADA) and other applicable laws regarding accommodations. When an employee has an approved accommodation, including a service animal, it’s part of ensuring equal access to the workplace. These decisions are handled confidentially, and we appreciate everyone respecting that process.”
This keeps the focus on compliance and respect rather than individual cases.
Client: That’s fine, but what if they keep pushing and say it’s still unfair?
Consultant: It helps to shift the conversation from fairness to workplace inclusivity.
You can say:
“Accommodations aren’t about giving special privileges—they’re about ensuring everyone can do their job effectively. Just like someone might need an ergonomic chair for medical reasons, a service animal is a necessary support tool for some employees.”
Most people understand once they realize it’s not about personal preference, but a legitimate workplace need.
Client: What if another employee has allergies or a fear of dogs? Then what?
Consultant: That’s where balancing accommodations comes in. If an employee has a medical concern, they can also request an accommodation. You don’t have to choose one over the other—you just need to find a workable solution.
You can say:
“If you have concerns about the service animal, whether it’s allergies, fear, or another issue, let’s discuss how we can make sure you’re comfortable while also maintaining a respectful and legally compliant workplace.”
That way, you’re addressing their concern while reinforcing that the service animal isn’t negotiable.
Client: That’s a good approach. But what if people just don’t like having a dog in the office and want it gone?
Consultant: Preferences and personal opinions aren’t the same as workplace needs. If employees raise concerns that aren’t tied to a legitimate issue (like allergies or safety), the best approach is to remind them that accommodations are a normal part of a diverse workplace.
Try this:
“I understand that this may be new for some of you, but service animals are a recognized accommodation under the law. Our goal is to create a workplace where everyone can do their best work, and accommodations are part of that commitment.”
It’s a firm and professional way to set expectations.
Client: That helps a lot. So basically, focus on policy, offer solutions if needed, but don’t get into specifics?
Consultant: Exactly. Keep it factual, keep it fair, and keep personal details out of it. That way, you maintain privacy while also setting clear expectations for workplace respect.
And if you ever need help navigating specific situations, we’re here to support you.