Pet bereavement

This blog has been written after a client called us to talk about a member of their team who'd recently lost a much loved pet. For those of us who are pet owners we all know that their death can hit us hard. We've put our best paw forward and provided you with the information to help you support employees facing pet death.

What does the law say on pet bereavement?

UK employment law provides statutory bereavement rights only in limited circumstances as follows:

• Employees have a statutory right to reasonable unpaid time off for dependants when a dependant dies, including dealing with immediate practical arrangements. A pet is not a dependant under this legislation.

• Eligible employees are entitled to Statutory Parental Bereavement Leave and Pay following the death of a child under 18 or certain pregnancy losses.

• Outside these situations, there is no general statutory right to bereavement leave when another person dies and therefore none for the loss of a pet. Whether an employee receives paid or unpaid compassionate leave depends on their employer's policy or discretion.

Can employers still grant pet bereavement leave?

Absolutely. Many employers choose to offer:

• Paid compassionate leave (typically 1 day)

• Unpaid compassionate leave

• Flexibility to work from home

• Annual leave at short notice

• Sick leave where the employee is genuinely unwell due to grief

ACAS encourages employers to take a compassionate, consistent approach, even where there is no legal entitlement, and to have a clear bereavement policy that explains how discretionary leave will be handled.

What is good practice guidance for employers?

A balanced policy recognises that grief after pet loss can be significant without creating an open-ended entitlement.

1. Acknowledge that pet loss is a genuine bereavement

For many people, pets are family members or primary companions. The impact can be particularly severe if the employee:

• lives alone

• relies on the pet for emotional support

• has owned the pet for many years

• experiences a sudden or traumatic loss

Managers don't need to judge whether the grief is worthy, only whether support is appropriate.

2. Make leave discretionary but consistent

Rather than creating a statutory-style entitlement, consider wording such as:

"The Company recognises that the death of a companion animal can have a significant emotional impact. Managers may approve up to one day's paid compassionate leave, or alternative flexible arrangements, taking into account individual circumstances and business needs."

This gives managers flexibility while promoting consistency.

3. Offer flexible alternatives

If a full day's leave isn't appropriate, consider:

• flexible start or finish times

• home working

• making up hours later

• annual leave

• unpaid leave

• temporary adjustment of workload

  
  

4. Train managers

Managers should:

• respond with empathy

• avoid comments like "it's only a pet"

• ask what support would help

• apply the policy consistently across teams

  
  

5. Consider equality issues

While pet ownership itself isn't protected under the Equality Act 2010, be mindful that:

• some employees may rely on assistance animals or emotional support animals alongside disabilities

• inconsistent treatment can damage morale and employee engagement, even if it doesn't create a legal claim

What's an example policy?

You could include something like:

Pet Bereavement Leave The Company recognises that the death of a companion animal may have a significant emotional impact on some employees. Employees may request up to one day's paid compassionate leave following the death of a pet. Additional time off may be agreed through annual leave, unpaid leave or flexible working arrangements, depending on individual circumstances and operational requirements. Managers should consider requests sympathetically, apply this policy consistently and discuss any additional support that may assist the employee's return to work.

What's HR best practice for pet bereavement?

Many organisations are moving towards recognising pet bereavement as part of their wellbeing strategy, particularly where they already offer flexible compassionate leave.

A modest discretionary policy (for example, one paid day plus flexibility if needed) can:

• improve employee wellbeing

• demonstrate organisational compassion

• increase engagement and retention

• cost relatively little while avoiding employees feeling they need to call in sick instead.

This approach aligns well with ACAS guidance, which emphasises compassion, consistency, and clear communication where the law leaves decisions to employer discretion

If you need support on this topic let's talk