Reasonable Adjustments for Emotional Support Animals (ESAs) Policy

1. Purpose

This policy outlines the company's commitment to providing a safe and inclusive workplace for employees with disabilities. This includes making reasonable accommodations for employees who rely on Emotional Support Animals (ESAs) to assist with their mental health conditions.

2. Definitions

  • Disability: As defined by the Equality Act 2010 in the UK, a disability is a physical or mental impairment that substantially limits one or more major life activities.
  • Emotional Support Animal (ESA): An animal that provides therapeutic support to an individual with a mental health condition. This may include dogs, cats, or other suitable animals. At present in the UK there is no requirement for companies to make reasonable adjustments for emotional support animals. We are Chantic Home will consider reasonable adjustments for emotional support animals.
  • Reasonable Accommodation: Modifications or adjustments to the work environment that allow an employee with a disability to perform the essential functions of their job.

3. Eligibility

Employees requesting an ESA must:

 

  • Have a documented disability.
  • Have a letter from a licensed mental health professional (e.g., psychiatrist, psychologist or medical professional) certifying the need for an ESA to mitigate the effects of their disability.
  • Ensure the ESA is appropriately trained and well-behaved.

4. Reasonable Accommodations

The company will consider reasonable accommodations on a case-by-case basis. Possible accommodations may include:

  • Allowing the ESA in the workplace: This may require designated areas for the ESA, such as a separate office or a designated break area.
  • Modifying work schedules or duties: To accommodate the employee's needs and the ESA's presence.
  • Providing alternative work arrangements: Such as remote work options.

5. Employee Responsibilities

  • Maintain the ESA's health and hygiene.
  • Ensure the ESA is properly vaccinated and free from contagious diseases.
  • Keep the ESA under control at all times.
  • Comply with all relevant local laws and ordinances regarding ESAs.
  • Inform colleagues about the ESA's presence and any specific needs.
  • Address any concerns or complaints from colleagues promptly.

6. Workplace Safety

  • The company will conduct a risk assessment to ensure the safety of all employees and visitors.
  • The employee is responsible for any damage or injury caused by their ESA.
  • The company reserves the right to restrict the ESA's access in specific areas (e.g., food preparation areas) based on safety and hygiene concerns.

7. Confidentiality

Employee medical information, including ESA documentation, will be treated as confidential in accordance with applicable privacy laws.

8. Policy Review

This policy will be reviewed and updated periodically to ensure compliance with relevant laws and best practices.

9. Contact

Employees with questions or concerns regarding this policy should contact Krusha Patel at info@chantic.co.uk.

This policy aims to strike a balance between accommodating employees with disabilities and maintaining a safe and productive work environment for all.

Key Considerations for Reasonable Adjustments:

  • Individualised Assessment: Each case should be assessed individually based on the employee's specific needs, the nature of their disability, and the requirements of their job.
  • Interactive Process: Engage in an interactive process with the employee to identify and explore potential accommodations.
  • Documentation: Maintain clear and concise documentation of all requests, discussions, and decisions related to ESA accommodations.

By implementing this policy and following best practices, you can create a more inclusive and supportive workplace for employees with disabilities.