In Canada, employers have a legal duty to accommodate employees with disabilities to the point of undue hardship. This duty may include allowing a service dog in the workplace as part of a reasonable accommodation.
Service dogs in workplaces are assessed on a case-by-case basis. Employers must consider the nature of the work, the work environment, and any legitimate safety concerns. Blanket bans are rarely appropriate.
Concerns related to allergies, fear of dogs, or operational disruption must be addressed through accommodation strategies rather than outright refusal. Adjustments such as workspace layout changes or scheduling modifications are often sufficient.
Employers may request limited information to assess accommodation needs, but they cannot demand unnecessary medical details or service dog certification unless explicitly required by law.
If disputes arise, employees may seek support through internal HR processes or external human rights complaint mechanisms.
Key takeaways:
• Employers must accommodate service dogs
• Undue hardship is a high legal threshold
• Case-by-case assessment is required
• Collaboration reduces conflict
For workplace-specific guidance, consult the Canadian Service Dogs Handbook.