By Daniel Morgan-Williams, Founding Director of Visualise Training and Consultancy
Guide dogs and hearing dogs are more than just companions; they are essential aids. They are expertly trained working animals that enable thousands of people in the UK to live and work independently. Yet, many employers and HR professionals remain uncertain about how best to support employees who use an assistance dog.
This guide aims to demystify the process, provide clear and practical tips, and promote confidence when welcoming guide or hearing dog owners into the workplace.
Quick Facts About Assistance Dogs in the UK
- Around 3,000 guide dog partnerships are active in the UK.
• Over 1,000 hearing dog partnerships are currently in place.
• In 2023–24, 1,141 new hearing dog partnerships were formed, supporting nearly 6,000 people with hearing loss.
• Assistance Dogs UK estimates that more than 7,000 people in the UK use an assistance dog.
Each partnership represents a person living more independently, thanks to a trained dog that helps them navigate the world. A welcoming, inclusive workplace can make all the difference in ensuring they thrive.
What Do Guide and Hearing Dogs Do?
- Guide dogs support people with visual impairment by helping them safely navigate their environment, avoid obstacles, locate doors, kerbs, and crossings, and maintain confidence when moving around.
• Hearing dogs support people with hearing loss by alerting them to important sounds such as fire alarms, doorbells, baby monitors, or someone calling their name.
These dogs are trained to behave calmly and professionally in public spaces, including workplaces, and do not pose a health or safety risk when policies are sensibly adapted.
Legal Rights and Workplace Inclusion
Under the Equality Act 2010, people who use guide or hearing dogs are protected from discrimination and are entitled to reasonable adjustments that enable them to access work on an equal basis.
Employers have a legal duty to consider and implement reasonable adjustments. Refusing access or support without a strong justification can amount to unlawful discrimination.
Reasonable Adjustments: Practical Examples
Here are some examples of common adjustments that make a big difference:
• Allowing the guide or hearing dog to accompany the employee in all areas where other staff are permitted.
• Designating a quiet, clean, and safe rest area for the dog (this might be under the employee’s desk or in a breakout space).
• Providing time during breaks for the employee to take the dog out to toilet.
• Ensuring that emergency procedures account for both the employee and the dog, especially in evacuation planning.
• Educating colleagues on appropriate interaction with the dog (e.g. do not distract or pet the dog while it is working).
• Allowing for flexible working arrangements where travel or site access may be a barrier.
• Storing dog food or equipment discreetly but accessibly.
Tips and Best Practices for HR Professionals
- Don’t panic — do prepare.
You don’t need to become an expert overnight. Most guide and hearing dog users are experienced at working with their dog and will be happy to suggest what they need. Begin by having an open and supportive conversation.
Engage occupational health or workplace assessment providers.
These professionals can provide bespoke recommendations based on the employee’s job role, building layout, and team setup.
3. Review your emergency and health and safety policies.
Ensure that any policies about animals on site are flexible enough to accommodate assistance dogs. Review evacuation routes and ensure a buddy system is in place if needed.
4. Raise awareness among staff.
Host a brief awareness session or share internal resources to educate colleagues on how to interact with assistance dogs. A respectful, informed team helps create a more comfortable environment.
5. Don’t assume — ask.
Every individual is different. Avoid assumptions and create space for employees to explain what works best for them.
Common Myths About Assistance Dogs
- “They’re a hygiene risk.” – Assistance dogs are clean, well-groomed, and trained to be unobtrusive in all environments, including food settings.
• “They’ll distract other employees.” – They’re trained not to interact unless prompted. Educating staff helps reduce curiosity.
• “We don’t allow dogs in the office.” – The Equality Act overrides blanket no-animal policies when it comes to assistance dogs.
• “It’s too much work to accommodate.” – Most adjustments are simple, low-cost, and require minimal disruption.
Beyond Compliance: Building a Truly Inclusive Workplace
Supporting assistance dog users is about more than ticking a legal box. It’s about creating a culture where employees feel confident bringing their whole selves to work — where they’re seen, supported, and valued.
When implemented effectively, inclusive practices benefit everyone: improved morale, higher retention rates, a stronger reputation, and a workforce that reflects the diversity of your customers and community.
Conclusion
Guide and hearing dog owners don’t want special treatment — just fair treatment. With thoughtful planning and a willingness to listen, any employer can support these valuable team members. If you’re ever unsure, just ask the owner.
If you’d like help getting it right, our team is here to provide advice, workplace assessments tailored to individual needs, and awareness training for colleagues.