If we’re serious about compassionate workplaces, it’s time to talk about pet bereavement leave

By Rebecca Douglas, co-founder of The Well Crowd

When Radio 1 presenter Greg James announced he was taking time away from work following the death of his dog Barney, the response was overwhelmingly supportive. For many, it was a reminder that grief does not become less real simply because the family member who has died had four legs instead of two.

The conversation arrives at an interesting moment for employers.

Just weeks ago, research from Mars found that more than half (55 per cent) of European workers would consider changing jobs if it meant being able to work in a pet-friendly workplace. More than four in five employees (81 per cent) said pets help create a more relaxed working environment, while one-third believe pet-friendly policies demonstrate that an organisation genuinely cares about employee wellbeing.

Taken together, these two stories reveal something much bigger than whether dogs should be allowed into the office. They raise a fundamental question about what compassionate workplaces really look like.

Pets are no longer a fringe workplace issue

For years, conversations about pets at work centred on office culture. Would dogs improve morale? Could they encourage collaboration? Might they tempt reluctant employees back into the office?

Those questions still matter, but they overlook something far more significant.

For millions of people, pets are part of their family. They provide companionship, routine, emotional stability and, increasingly, support for mental wellbeing. Research has consistently linked pet ownership with reduced loneliness, lower stress and improved emotional health. Employers have begun recognising this through pet-friendly offices, pet insurance as an employee benefit and flexible working arrangements that accommodate caring responsibilities.

Yet when that relationship ends, workplace policies often fail to recognise the impact.

The gap between culture and policy

Many organisations rightly and proudly describe themselves as people-first employers. They invest in wellbeing strategies, encourage psychological safety and talk openly about mental health.

But bereavement policies rarely extend beyond the death of a close relative.

Legally, there is no requirement for employers to provide compassionate leave following the death of a pet. As a result, employees often feel unable to ask for time off or believe they should simply carry on working despite experiencing genuine grief.

That creates an uncomfortable contradiction. If organisations acknowledge that pets improve wellbeing while employees are at work, why is the emotional impact of losing that relationship often overlooked?

Compassion doesn’t have to mean a new policy

Introducing dedicated pet bereavement leave may not be the right solution for every employer. Some organisations will understandably worry about consistency, fairness or where to draw the line.

But perhaps that is missing the point. The real opportunity is not necessarily another formal benefit. It is giving managers the confidence and discretion to respond compassionately when someone experiences a significant personal loss.

For one employee, that may mean taking an afternoon away from work after saying goodbye to a pet that has been part of their life for 15 years.

For another, it may simply mean adjusting workloads, offering flexibility or recognising that productivity is unlikely to be at its best for a few days.

These conversations already happen when employees experience other life events that fall outside formal policies. The same principle could apply here.

The future of workplace wellbeing is becoming more personal

Employee wellbeing has evolved significantly over the past decade and what began with fruit bowls and gym discounts has expanded into mental health support, financial wellbeing, fertility benefits, menopause support and domestic abuse policies. Increasingly, employers are recognising that employees do not leave their personal lives at the office door.

The popularity of pet-friendly workplaces reflects changing employee expectations. Workers increasingly want employers to understand the realities of modern life, not simply provide traditional benefits.

Supporting someone through the loss of a pet may never become a statutory entitlement, but it could become another marker of an organisation’s culture. Because compassionate workplaces are rarely defined by their policies alone. They are defined by how people are treated on the days that matter most.

As employers continue to rethink workplace wellbeing, perhaps the question is no longer whether pets belong in the workplace. It is whether our understanding of compassion has kept pace with the role they play in people’s lives.