Hiring an Employee With a Service Dog: Do's and Don'ts for Employers

Start With the Person, Not the Dog

One of the most common mistakes employers make is allowing the presence of a service dog to become the center of the conversation.

A service dog is an accommodation tool, not a job qualification.

The primary focus should always remain on:

• Skills
• Experience
• Qualifications
• Ability to perform job duties

The goal of the hiring process is to determine whether someone can successfully perform the role—not to evaluate the service dog itself.

DO: Keep the Conversation Professional

Treat applicants who use service dogs with the same professionalism you would extend to any other applicant.

Focus on:

• Job responsibilities
• Workplace expectations
• Essential job functions
• Relevant qualifications

Maintaining a professional and respectful tone helps create a more comfortable experience for everyone involved.

DON'T: Make Assumptions

One of the fastest ways to create unnecessary problems is to assume limitations that may not actually exist.

Avoid assumptions such as:

• "They probably can't handle a busy environment."
• "The dog will distract other employees."
• "Customers might complain."
• "This sounds complicated."

Every workplace and every individual situation is different.

Assumptions rarely provide useful information.

Communication does.

DO: Address Real Workplace Considerations

If practical workplace questions arise, approach them calmly and professionally.

Examples might include:

• Workspace setup
• Safety considerations
• Shared work areas
• Emergency procedures

Most of these conversations can be resolved through collaboration and common sense.

The key is focusing on actual workplace needs rather than hypothetical concerns.

DON'T: Turn the Interview Into an Investigation

Many employers become nervous about saying the wrong thing and overcompensate by asking excessive personal questions.

Applicants should not feel like they are being interrogated about their medical history.

Most people simply want an opportunity to discuss their qualifications and determine whether the position is a good fit.

When in doubt, keep the discussion centered on the job itself.

DO: Prepare Supervisors and Staff

A little preparation goes a long way.

If an employee with a service dog joins the workplace, managers should ensure staff understand basic expectations regarding professionalism and workplace conduct.

Most workplace concerns stem from unfamiliarity, not bad intentions.

Simple awareness often prevents misunderstandings before they happen.

DON'T: Let Coworker Opinions Drive Decisions

Occasionally employers worry about how other employees may react.

While concerns should be addressed respectfully, workplace decisions should not be based solely on personal opinions or discomfort.

The goal is to maintain a professional environment where employees can work effectively and respectfully together.

Most concerns become far less significant once people understand expectations and routines.

DO: Focus on Solutions

The most successful employers approach workplace accommodations with a problem-solving mindset.

Instead of asking:

"What could go wrong?"

Consider asking:

"How can we make this work?"

That shift in perspective often leads to better outcomes for everyone involved.

Creating a Workplace Where People Can Succeed

Most employees who use service dogs want the same thing every employee wants:

An opportunity to do their job, contribute their skills, and be treated with respect.

When employers focus on qualifications, communication, and practical solutions, service dog accommodations often become just another part of building a successful workplace.

Accessibility isn't about lowering standards.

It's about removing unnecessary barriers so qualified people have the opportunity to succeed.