Can I Bring My Service Animal to Work?

Bringing a service animal to work can be a vital part of maintaining independence and managing a disability — but understanding your rights in the workplace is not always straightforward. While the Americans with Disabilities Act (ADA) provides protections and allows employees to request reasonable accommodations, it doesn’t specifically address service animals in employment settings. That can leave many workers unsure of how to proceed. In this two-part blog post series, we will break down what the ADA does and does not say, answer common questions, and offer practical tips for talking with employers about bringing a service animal to work.

Why can't I just take my service animal to work? I thought the ADA gave me the right to take my service animal with me wherever I go.

You are right — the ADA protects your right to use a service animal, but the rules vary by setting.

Public vs. Workplace Rights

Under Titles II and III, service animals are allowed in public places like restaurants, schools, and government buildings. But Title I, which covers employment, does not guarantee automatic access. Instead, service animals are considered a reasonable accommodation, meaning you must request permission from your employer.

For additional information, see JAN's Just-In-Time Training Module: Service Animals and Emotional Support Animals in the Workplace.

To bring your service animal to work, you will need to request it as a reasonable accommodation under the ADA. That means:

• Let your employer know you have a service animal and that it helps or will help you manage your disability at work.
• Make the request formally — you can do it in person, by email, or in writing.
• Be ready to explain how the animal assists you and how you plan to manage it in the workplace.

Your employer is required to consider the request and engage in a good-faith discussion to determine if it is reasonable. If you would like help drafting that request or preparing for the conversation, Ticket to Work service providers can help with that.

Can my employer ask me for documentation?

Yes, your employer can ask for documentation — but only if your disability or your need for a service animal is not obvious. In that case, they are allowed to request proof that you have a disability and that the service animal helps you perform your job. This usually comes from a healthcare provider, though not all providers are familiar with service animals specifically.

If your provider cannot speak to the animal’s role, you may need to offer other forms of documentation. That could include proof of professional training or a description of the tasks your animal performs. If you trained the animal yourself, a demonstration or explanation of how it behaves and assists you at work may be helpful. The key is showing that your service animal is well-behaved, task-trained, and won’t disrupt the workplace.

Can I take my service animal to a job interview without asking?

Usually, no — you cannot just show up to a job interview with your service animal without asking first. If the interview is held at an employer’s private workplace, the ADA’s employment rules apply, which means you will need to request an accommodation in advance to bring your service animal.

There is one exception. If you are attending a public job fair, you likely can bring your service animal without asking. Public job fairs are generally covered under ADA rules for public access, which allow service animals in places open to the public.

For a deeper look at the difference between public access and employment accommodations, check out JAN’s blog: Taking a Service Animal to a Job Interview: Public Access or Reasonable Accommodation?

Can my employer give me a different accommodation instead of my service animal?

Yes, your employer can offer a different accommodation instead of allowing your service animal at work — but only if that alternative is effective in meeting your disability-related needs. The ADA gives employers flexibility to choose among accommodations, especially if one option would cause undue hardship. For instance, if your service animal helps retrieve items, your employer might suggest using a reacher or having a coworker assist instead.

That said, service animals often provide support that goes beyond simple tasks. They can offer medical assistance, emotional stability, and a sense of independence that other accommodations simply cannot replicate. If your employer proposes an alternative that does not fully meet your needs, it is important to explain why. Share specific examples of how your service animal supports you in ways that other accommodations cannot — whether it helps during your commute, alerts you to medical issues, or provides grounding in stressful situations.

The goal is to help your employer understand that your service animal is not just helpful — it is essential.

How Can Ticket to Work Help

Your Ticket to Work service provider can be a valuable ally when it comes to navigating the use of a service animal at work. They are there to help you understand your rights, prepare documentation, and communicate effectively with employers.

They can assist you in requesting a reasonable accommodation, such as bringing your service animal to the workplace, and guide you through the interactive process required under the ADA. If your employer has concerns or offers alternative accommodations, your provider can help you respond and explain why your service animal is essential to your job performance.

They may also help you gather documentation from healthcare professionals, describe the tasks your service animal performs, and ensure your request is framed in a way that meets both your needs and your employer’s expectations.

To find out if you’re eligible to participate in the Ticket Program and access these services, you can call the Ticket to Work Help Line at 1-866-968-7842. For callers who are deaf, hard of hearing, or have a speech disability, call 1-866-833-2967 (TTY). Hours are Monday through Friday, 8 a.m. - 8 p.m. ET. You can also send us an email at TicketToWork@ssa.gov.

This blog post is an updated version of a post originally written by a member of the Job Accommodation Network (JAN).