A County Court bailiff lost her legal case against her employer when she was prohibited from bringing in her “emotional support” dog to work.
Deborah Cullingford sued her employer after she was told that her Yorkshire Terrier Bella could not be brought to work.
Cullingford is a cancer survivor and suffers from anxiety. She began taking Bella on her debt collection jobs in the city starting in 2020. Bella, she said, provided emotional support and helped her to manage stress and anxiety while working. Her employer, however, intervened after the dog was spotted in her vehicle, telling her she couldn’t bring Bella into work.
Cullingford said that Bella calmed her down and allowed her to be more productive. She said that Bella helped her to focus and reduce her anxiety. “My dog allows me to work and focus more easily.” She is able help me to feel calmer and more relaxed.
The Court’s Decision in the Case
Cullingford’s employers sought legal advice and were informed that Emotional Support Animals (ESAs), as defined by the Equality Act 2010, are not included in the Act. Cullingford requested a letter of support from her GP in order to prove that Bella was an emotional support dog, but she did not register Bella.
Cullingford quit her job in April 2023 after being told that she couldn’t bring Bella with her to work. She filed a claim for disability discrimination and harassing her employer. She claimed that her colleagues mocked her by bringing their pets to work.
Cullingford also stressed that Bella was instrumental in helping her deal with severe depression, and prevented her from taking her own life. Rebecca Eeley, Employment Judge, dismissed her claim despite this.
Employment Judge Eeley dismissed Cullingford’s claim, saying that her employer was legitimately concerned about confidentiality, safety and security, as well as the vehicle where the dog was stored. Tribunal also ruled that there was no way to know if bringing Bella to work had helped to reduce Cullingford’s stress, since the evidence showed that she didn’t bring Bella to work on stressful days.
Judge Eeley found that Bella’s employer was reasonable in removing her from the workplace. Cullingford’s complaints of disability discrimination were dismissed.
