In order for an employee to bring a service animal or emotional support animal to the workplace, the employee must request a reasonable accommodation from its employer. 

Under the Minnesota Human Rights Act, an employer is required to provide a reasonable accommodation that does not cause an undue hardship, but it may not be required to provide the exact accommodation that the employee prefers. 

If another accommodation would enable the employee to perform the job, then the employer may offer that accommodation instead of allowing the service animal.  However, a service animal is often the only possible reasonable accommodation.

Even if the employee can show that the animal would be an effective accommodation for the individual’s disability, the employer can deny a request if the animal would cause a significant disruption in the workplace. 

For example, if the animal posed a significant health or safety risk, or if granting the request would otherwise impose a significant burden or cost on the particular employer.

When assessing an employee’s reasonable accommodation request to bring an animal to work, the employer may collect the exact same information it collects when determining whether to grant any other type of accommodation request.

The employer may insist that some of this information come from a reliable healthcare or rehabilitation professional. 

What an employer may request: 

• Documentation establishing the employee has a disability if the disability and/or the need for an accommodation is not obvious. 

• Information showing the disability necessitates a reasonable accommodation. 

• Information about the animal to understand why the animal is needed, what it does for the employee, and to confirm the animal is well-behaved and trained to be in the workplace.