A physiotherapist employed by Careyn since 2019 has been allowed to bring his dog to work based on a verbal agreement with his supervisor. This arrangement was crucial for him to accept the job due to his living situation.
- The physiotherapist has been employed since 2019.
- He made a verbal agreement to bring his dog.
- A new location manager was appointed in June 2024.
- The court ruled the dog can return to work.
- Careyn argued it was not a work condition.
- Complaints about other dogs were received.
The physiotherapist has been bringing his dog to work for five years without any complaints. He ensures that clients are asked about their objections to the dog’s presence, and if there are any, the dog remains in a kennel. Six other colleagues also bring their dogs to work.
In June 2024, a new location manager announced a ban on dogs in the workplace effective July 1, 2024. Following protests from dog owners, the ban was postponed to May 1, 2025.
After the new ban date, the physiotherapist left his dog at home but initiated a short legal procedure. He argues that bringing his dog has become a condition of employment and should not be changed unilaterally.
Careyn contends that allowing dogs was never an employment condition but rather a result of “out of hand tolerance policy of a manager who did not intervene.” The judge noted that the employer had not objected to the dog’s presence prior to May of the previous year.
The judge found it likely that a full court would agree that allowing the dog had become a condition of employment. Careyn claims that the physiotherapist must accept the change due to a greater interest, citing complaints about other dogs.
The judge disagreed, stating that there must be changed circumstances for the employee to be required to accept the alteration of the employment condition. Careyn’s only evidence was an email mentioning a complaint about a dog, which was not acted upon.
The judge indicated that this evidence is insufficient to reasonably expect the physiotherapist to leave his dog at home. Therefore, Careyn must suspend the ban on bringing dogs to work until the full legal process is completed.
Originally reported by www.rtl.nl as “hond Pep blijft welkom in praktijk” on 2025-09-25 14:18:00.
