We do not know enough facts to say definitely one way or another whether the employer is required to ban all dogs (besides service dogs).
From an HR perspective, the employer should continue to interact with the employee to see if some other modification would solve this problem.
Many people would love to bring their furry friends to work with them each day; it’s been proven to reduce stress and boost morale, plus it means lunchtime walks and not worrying about separation anxiety. I went to my doctor, who referred me to a specialist.
But what if you have allergies and you’ve unknowingly just accepted a dream job in a dog-filled office? Ask A Manager) helps a new employee cope with a hairy situation. I’m already on the strongest meds they give out, and they said as long as I “expose myself” to allergens, this will keep happening and might get worse over time.
This is not a veterinary clinic where it is necessary to have dogs in the workplace.
But they really only work in the long term if there are effective plans for accommodating people with allergies, as well as people who are afraid of dogs or are just not comfortable around them.(The ADA also covers emotional support dogs and service dogs, so you have a real pickle if the dogs are there due to disabilities of coworkers.) If not, then a reasonable accommodation might be to ask that the dogs be kept at home or in a doggy day care.It won’t make you popular with your dog-loving coworkers, but an accommodation like that is probably reasonable under the law.So while banning dogs may be a drastic change and hurt morale, the employer must consider doing this in order to comply with the ADA.Whether an accommodation is reasonable and whether an accommodation would present an undue hardship are fact-intensive inquiries.