The do's and don'ts of dogs at work

Dogs at work can lead to less stress and more interaction, but as an employer, you are responsible for the safety and health of your employees — and potentially liable in the event of a biting incident. Employees may not simply bring a dog; your permission is required. A clear “dog policy” prevents disputes and risks. Below, you can read about the pros and cons and what you regulate in such a policy.

The benefits of a dog in the office

Having a dog in the office has benefits for both employees and the dog itself. Research suggests that the presence of dogs can help to:

• to reduce stress and lower feelings of loneliness;
• to promote social interaction and make it easier to start conversations;
• to improve the work atmosphere and performance.

Additionally, it can project an animal-friendly image and break the ice during client conversations. For the dog—a pack animal—coming along is often more pleasant than staying home alone. Do provide him with his own space to unwind.

When is having a dog in the office not sensible?

There are important points to consider:

• Suitability of the environment. Hygiene and safety regulations, as well as the size and layout of the office, determine whether dogs are suitable.
• Allergies and anxiety. Some colleagues are allergic to or afraid of dogs. Take these concerns seriously: you have a duty of care regarding both the physical and mental health of your employees.
• Suitability of the dog. Not every dog ​​thrives in a busy environment. Stress can lead to behavioral problems or even biting incidents.

Who is liable in the event of a biting incident?

A biting incident can lead to liability claims. Two lines of reasoning are at play here:

• The owner of the dog may be liable for damage caused by the animal (strict liability for animals).
• The employer may bear an even greater responsibility if he has allowed a dangerous dog on the work floor, given his duty of care for a safe working environment.

TODO_VERIFY: the precise basis and scope of liability (owner's liability for animals and employer's liability/duty of care) depend on the circumstances — have this legally assessed in the event of a specific incident.

What do you regulate in a dog policy?

Under employment law, employees do not automatically have the right to bring a dog; your permission is required for this. If you decide that dogs are welcome, draw up a dog policy with clear agreements. Consider:

• how often dogs are allowed to be present and in which places they are or are not;
• any restrictions, for example, only small dog breeds;
• the express authority to refuse a dog or to withdraw approval, for example after a biting incident;
• a trial period, so that the dog and colleagues can get used to each other;
• Colleague input: they may refuse a dog if they do not feel comfortable with it or are allergic.

Frequently Asked Questions

Is an employee allowed to just bring a dog to work?

No. Employer permission is required for this. You may set conditions or not allow it at all.

Am I liable as an employer if a dog brought from home bites?

That is possible. In addition to the dog owner, the employer may also bear responsibility due to their duty of care for a safe working environment. The outcome depends on the circumstances.

Can I withdraw permission for a dog?

Yes, provided you have stipulated this in the dog policy. Stipulate that you can refuse a dog or withdraw approval, for example following an incident or complaints.

What do I do with colleagues who are allergic or afraid?

Take their concerns seriously and give them a voice. Your duty of care also includes the health and well-being of employees who do not want a dog.

A dog policy or tailored personnel policy?

Dogs in the office can be fun and valuable, but without clear agreements, you run risks regarding liability and your duty of care. A good dog policy provides clarity and protects you.

Our employment law assist you in drafting personnel policies and codes of conduct. Would you like tailored advice? Schedule a no-obligation intake consultation or view our options for legal advice.