Offering even a day of pet bereavement leave tells employees that their whole lives matter. It is a small, meaningful way to build a more compassionate workplace.
Why offer pet bereavement leave
For millions of people, a pet is a genuine member of the family, and grief after a pet dies can be as intense as grief for a person. An employee trying to work through that loss is often distracted, exhausted, and hurting. A short, clear pet bereavement policy gives them room to grieve, signals that the company sees them as whole people, and tends to build loyalty and goodwill. It costs little and says a great deal.
What to include in the policy
Purpose
State that the company recognizes pets as valued family members and offers leave so employees can grieve and manage arrangements after a pet dies.
Eligibility
Define who qualifies, for example all full time employees, and from when, such as after 90 days of employment. Clarify whether part time staff are included.
Amount and pay
Specify the length, commonly one to three days per event, and whether it is paid or unpaid. Note any yearly cap if you choose one.
How to request it
Explain the simple process: notify a manager or HR, no proof required, and how the time is recorded. Keeping it light touch shows compassion.
The sample policy
Pet Bereavement Leave Policy
Purpose. [Company Name] recognizes that pets are cherished members of our employees' families and that the loss of a pet is a real and painful bereavement. This policy provides paid time off so employees can grieve and attend to arrangements following the death of a pet.
Eligibility. All [full time] employees are eligible [after completing 90 days of employment]. [Part time employees are eligible on a pro rated basis.]
Leave provided. Eligible employees may take up to [two] days of paid pet bereavement leave following the death of a pet, up to [a maximum of X days] per calendar year. Additional time may be arranged with a manager using personal or vacation days.
Requesting leave. To request leave, notify your manager or [HR] by [email or your usual absence process]. No documentation is required. Leave should normally be taken within [two weeks] of the loss.
Our commitment. We treat every request with compassion and discretion. Employees who need additional support are encouraged to speak with [HR] or to use our [employee assistance program].
Replace the bracketed text with your own details. Have your HR and legal teams review any policy before adopting it, since employment rules vary by location.
This template is general information, not legal advice. Please adapt it to your organization and confirm it complies with local employment law.