Pet Bereavement Leave: What to Know and How to Ask for Time Off

Only 11% of employers offer paid pet bereavement leave. Yet 97% of pet owners consider their pets family members, and research shows that pet grief can be as intense as losing a close friend or sibling. The gap between how much losing a pet hurts and how little the workplace acknowledges it creates a situation where millions of people grieve in silence at their desks — unable to function, unable to say why, and afraid to ask for time off because they think their loss doesn't qualify.

It does qualify. Not legally, in most cases — but practically, emotionally, and increasingly in how forward-thinking employers understand productivity and well-being. This guide covers what pet bereavement leave looks like in Canada and beyond, which companies offer it, how to ask your employer for time off, and what to say when you're not sure the request will be taken seriously.

The Current State of Pet Bereavement Leave

Almost nobody mandates it

No country in the world legally mandates paid leave for pet loss. In Canada, federal and provincial employment standards limit bereavement leave to the death of immediate human family members. A Quebec Labour Tribunal ruling specifically sided with an employer who denied time off after an employee's cat died — setting a precedent (in Quebec, at least) that pets do not qualify under existing bereavement provisions.

A Canadian petition to amend the Canada Labour Code to include pets in bereavement leave has gathered more than 1,000 signatures but has not resulted in legislative action. Italy has introduced limited provisions allowing up to 3 days off for pet health emergencies — the most progressive national policy identified anywhere — but this is the exception, not the trend.

In the United States, no federal or state law mandates pet bereavement leave. New York City Council introduced a bill (Int. 1089-2024) that would allow employees to use existing sick leave for pet medical care, but it remains in committee. Emeryville, California has the only US municipal ordinance, and it covers service dogs only.

The employers who do offer it

A small but growing number of companies have formalised pet bereavement leave, typically offering 1–3 paid days. The most notable:

Beyond formal policies, many employers handle pet bereavement informally — managers using discretion to approve personal days, sick days, or work-from-home arrangements. HR research notes that this inconsistency means access depends on your manager's empathy, not company policy — creating an uneven experience where some employees get support and others get silence.

Why it matters to employers

This isn't just an employee wellness issue. It's a productivity issue.

Unresolved grief affects concentration, decision-making, and error rates. Wagmo's 2024 survey of 1,000+ pet-owning employees found that 75% had missed at least one work day due to pet-related issues in the past year, and 65% reported significant workplace distraction when pets were ill or had died. The CDC estimates that unsupported grief costs businesses $225.8 billion annually in lost productivity — and pet grief contributes to that total whether employers recognise it or not.

On the recruitment and retention side, Banfield Pet Hospital's survey found that 73% of employees would be more likely to accept a job offer from a company with pet-related benefits. A broader survey found that 60% of pet owners have left or would leave an employer for a more pet-friendly workplace. And 25% of HR professionals forecast needing to expand bereavement policies within the next few years to match shifting workforce demographics and evolving views on pet ownership.

For a relatively low-cost benefit (1–3 days of paid leave per incident, used perhaps once in a pet's 10–15 year lifespan), the return in loyalty, retention, and morale is disproportionately high.

Why People Don't Ask — and Why They Should

The RSPCA's 2025 survey found that 57% of bereaved pet owners hid their grief from others. In the workplace, the hiding is even more pronounced: 74.7% of pet owners who euthanised their pets mourned entirely in private, deliberately concealing their distress to avoid professional repercussions or social judgment.

The fear is specific and understandable: "If I tell my boss I need a day off because my cat died, they'll think I'm not serious. They'll think I'm using an excuse. They'll remember this and hold it against me." In workplaces that don't have a formal policy, this fear is rational — because the outcome depends entirely on whether your manager understands pet grief, and only 6.9% of people believe society takes it seriously.

But here's the practical reality: showing up to work while you're unable to concentrate, sleep-deprived, emotionally volatile, and replaying your pet's death on a loop is not productive. It's presenteeism — the appearance of working without the substance. Taking a day off, regrouping, and returning with some measure of composure is better for you and for your employer.

How to Tell Your Employer

The key to this conversation is being brief, calm, and focused on what you need — not on justifying the loss.

If your workplace has a pet bereavement policy

This is straightforward. Use the policy. You don't need to over-explain or apologise. A simple email or message:

"Hi [manager]. I'm writing to let you know that my [dog/cat] passed away [last night/this morning/over the weekend]. I'd like to use [X days] of pet bereavement leave as outlined in our benefits policy. I'll be back on [date]. I'll make sure [urgent items] are covered before I step away."

If your workplace doesn't have a formal policy

You have a few options, depending on your relationship with your manager and the flexibility of your workplace.

Option 1: Frame it as a personal day or sick day. This avoids the "will they take it seriously" question entirely. You don't owe anyone the details of why you need a personal day.

"Hi [manager]. I need to take a personal day today. I'll be back tomorrow. I'll make sure [urgent items] are covered."

This is the lowest-risk approach. It protects your privacy and avoids any judgment about the nature of the loss. The downside is that it perpetuates the silence around pet grief — but sometimes protecting yourself is the right priority.

Option 2: Be honest but concise. If you trust your manager and want to be straightforward:

"Hi [manager]. I had a significant loss at home — my [dog/cat] of [X] years died [last night/this morning], and I'm not functioning well today. I'd like to take [today/today and tomorrow] as PTO and return on [date] with a clearer head. I'll make sure [urgent items] are covered."

Notice what this script does: it names the loss, states the impact on your functioning, makes a specific request, provides a return date, and addresses work coverage. It does not apologise, does not say "I know this might sound silly," and does not ask permission to grieve. It informs.

Option 3: If you anticipate pushback. Some workplaces are less understanding. If you're worried about the response:

"Hi [manager]. I had a loss in my family and I need to take a personal day to manage it. I'll be back on [date]."

You don't need to specify that the family member was a pet. "A loss in my family" is accurate — 71% of Canadian pet owners consider their pets an important part of the family. If pressed for details, you can say: "I'd rather keep the specifics private. I just need the day to manage things at home."

What you don't need to do

• You don't need to justify why you're upset
• You don't need to explain the bond
• You don't need to compare it to human loss
• You don't need to apologise for having feelings
• You don't need to promise you'll "be fine by tomorrow"

Your employer needs to know: when you'll be out, when you'll be back, and whether anything urgent needs coverage. Everything else is optional.

If Your Employee's Pet Has Died (A Note for Managers)

If you're reading this as a manager — because an employee just told you their pet died and you're not sure how to respond — here's the short version.

Say: "I'm sorry about [pet's name]. Take whatever time you need today." Then follow up in a few days with a brief check-in. That's it.

Don't say: "It was just a pet," "at least you can get another one," or anything that minimises the loss. Don't compare it to human death (in either direction). Don't tell them how long they should need to recover. Don't bring it up in a team meeting.

If you have the authority: let them use a personal day or sick day without requiring documentation or detailed explanation. The cost to your organisation of one unproductive day is far less than the cost of an employee who stops trusting their manager with anything personal.

If you want to go further: some managers send a sympathy card or a brief handwritten note. This is remembered long after the loss. You don't need to be their therapist — you just need to be someone who acknowledges that they're going through something real.

The companies that retain the best talent aren't the ones with the biggest salaries. They're the ones where people feel safe being human at work. Pet bereavement is one of the clearest tests of that culture.

The Case for Formal Pet Bereavement Policies

If you're an HR professional, a business owner, or someone who wants to advocate for change at your company, here's the case in brief:

The cost is minimal. 1–3 days of paid leave, used perhaps once in a pet's lifetime. For most employees, this will never be used at all — but knowing the policy exists changes how they feel about the organisation.

The return is disproportionate. 73% of employees say pet-related benefits make them more likely to accept a job offer. 60% would leave for a more pet-friendly employer. In a competitive labour market, this is a meaningful differentiator.

It prevents silent suffering. Without a policy, employees either burn personal days without acknowledging why, show up and underperform, or — worst case — lose trust in the organisation because their grief was dismissed. A formal policy removes the ambiguity and the shame.

It's easy to implement. A simple addition to existing bereavement leave: "Bereavement leave may also be used for the death of a companion animal." Define "companion animal" as broadly or narrowly as appropriate (most policies cover dogs, cats, and animals requiring veterinary care). Set the duration at 1–3 days. Done.

In Canada, Koryn Greenspan of The Parted Paw offers workplace consulting specifically on pet bereavement policies and training — helping organisations understand the issue and implement policies that work for both employees and employers.

For the Self-Employed

If you work for yourself, there's no one to ask — and no one to give you permission. That can make pet grief harder in some ways (no structure, no external validation) and easier in others (no judgment, complete flexibility).

Give yourself the time. Cancel what you can. Reschedule what you must. Tell clients whatever you're comfortable with — "I'm dealing with a family matter" is sufficient. If you're a freelancer or small business owner whose income depends on daily output, even taking half a day — a morning to sit with the grief instead of pushing through — makes a difference.

The temptation to "power through" is strong when you're self-employed, because every hour off feels like lost income. But working while grief-impaired produces lower-quality output and higher error rates. The math favours rest.

Frequently Asked Questions

Can my employer deny me time off for a pet's death? In most Canadian and US jurisdictions, yes — there is no legal entitlement to pet bereavement leave unless your employer has a specific policy. However, you can typically use personal days, sick days, or vacation time. If your employer denies even those, the issue may be broader than pet grief.

Should I tell my coworkers what happened? Only if you want to. Some people find it helpful — coworkers who know can offer support and understanding. Others prefer privacy. A middle ground: tell one trusted colleague who can quietly explain to others why you seem off, so you don't have to repeat the story.

What if my manager doesn't take it seriously? This is a real risk. If your manager dismisses the loss, don't argue — just reframe the request in practical terms: "I need a personal day to handle a situation at home." You don't need your manager to validate your grief in order to take care of yourself. Save the real conversations for people who are capable of hearing them.

Is it okay to cry at work after a pet dies? Yes, though it can feel exposing. If you need a moment, step away — a bathroom, an empty conference room, a walk around the block. If someone sees you and asks, "I'm having a tough day — I lost my pet" is enough. Most people will respond with more kindness than you expect.

How can I advocate for pet bereavement leave at my company? Start with HR, not your manager. Frame it as a retention and well-being benefit, not a personal request. Cite the data: 73% of employees value pet-related benefits in job decisions, 60% would switch employers for pet-friendly policies. Point to companies like Willful, Mars, and Rover as precedents. Propose a pilot: 1–2 days of leave, applicable to companion animals, tracked for one year to assess usage and impact.

I took a sick day but I feel guilty about it. Is that normal? Yes — and it's another layer of disenfranchised grief. You feel guilty because you've internalised the message that pet loss isn't a legitimate reason to be absent. It is. You were not functioning. You needed time. That's exactly what personal and sick days exist for. The guilt will pass.