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It looks as if the Equal Employment Opportunity Commission is getting serious about making certain that qualified workers who need a service animal to help them perform the essential functions of their job are allowed to bring Fido along, barring limited circumstances where doing so would create an undue burden on the employer.

It’s fairly common for mid- to large-size employers to outsource Americans with Disabilities Act accommodation administration to an outside administrator. But be aware that doing so comes with risk. Delegating day-to-day administration to another entity does not change your potential liability, as a recent case shows.

While much of the media’s 2026 Equal Employment Opportunity Commission coverage has focused on the agency’s fight against what it sees as illegal diversity, equity and inclusion efforts and alleged reverse discrimination against white men, the EEOC’s litigation patterns show a different emphasis.

It’s HR’s job to make sure that information is passed on and that the new supervisor understands his or her obligation to honor the accommodation. A sudden withdrawal of the accommodation without HR guidance and approval is sure to trigger litigation.

What type of documentation can you require for a service animal? Also, what’s the difference between a service animal and an emotional-support animal, and what does that mean for approval?

Instead of filing disability failure-to-accommodate claims, lawyers for employees whose health fails without a requested accommodation shift to negligence law. They claim that but for the missed accommodation, the employee’s health would not have worsened.

The large settlement serves as a bellwether for the agency’s increasing focus on protecting employees from all forms of religious discrimination, harassment and employer refusal to accommodate a wide range of religious beliefs and practices.

The Department of Labor has launched a one-stop web resource for employers, faith organizations and employees aimed at eliminating religious discrimination in the workplace and federal grant-making and contracting.

Employers are required to provide disabled workers reasonable accommodations that allow them to perform the essential functions of their jobs. Sometimes, that means allowing the employee to telework when their disability makes it difficult or impossible to perform their work onsite.

A recently filed lawsuit against Google illustrates the need to train supervisors about their obligations under all pregnancy-related laws, including adjusting expectations when the pregnancy requires such adjustments.