This article explains what pawternity leave is, how it supports broader employee wellbeing, the formats employers use, and how to design a clear, fair policy.
What is pawternity leave?
Pawternity leave is paid or unpaid time off for pet-related responsibilities—adopting a new pet, vet visits, caring for a sick pet, or coping with pet loss. It reflects how central pets are to many employees’ lives and is increasingly offered by people-first employers.
How pawternity leave fits into wider wellbeing policies
Pawternity leave supports emotional health and everyday logistics for pet owners, reinforcing mental health initiatives, flexibility, and a humane culture.
Pet-friendly workplace initiatives
Organizations often bundle pawternity leave with other pet-friendly perks:
- Bring-your-dog-to-work days: Reduce stress, prompt movement breaks, and lift morale.
- Pet insurance benefits: Discounted policies reduce the financial burden of pet healthcare.
- Pet-boarding discounts: Lower-cost daycare/boarding for employees who travel.
| Pet-friendly initiative | Employee benefit |
|---|---|
| Bring-your-dog-to-work days | Less stress, more movement, higher job satisfaction |
| Pet insurance | Lower out-of-pocket costs; healthier pets |
| Pet-boarding discounts | Peace of mind during work travel |
Integration with mental health & EAP benefits
Pets support mental health. Including pet illness/bereavement within EAP counseling acknowledges this, helping reduce absenteeism and improve morale.
Part of inclusive, family-friendly policies
Position pawternity leave alongside parental leave, flexible working, and carer leave to recognize diverse family structures and improve retention.
Typical formats & duration
Employers structure pawternity leave in different ways:
Bonding leave for new pet adoption
From a few hours to two weeks of paid time for settling in, training, and bonding.
- Mars Petcare: 10 hours paid leave for new pets.
- BrewDog: One paid week for new puppy adoption.
Pet sick & vet-visit leave
- Flexible hours: Time off for appointments, made up later.
- Dedicated days: 1–2 paid days annually for pet care.
Pet bereavement leave
- 1–3 paid days to grieve and arrange practicalities, often paired with EAP support.
Legal & policy context
Statutory obligations
There are no specific legal requirements to offer pawternity leave. It is an employer-defined benefit (unlike parental leave). Ensure alignment with existing policies and local labor law generally.
Integrating with existing frameworks
- Compassionate leave: Include pet illness or loss among qualifying reasons.
- PTO banks: Allow employees to use or supplement PTO for pet reasons.
- Flexible work: Remote options or schedule shifts for short-notice needs.
Equity & inclusivity
- Set clear, transparent eligibility to prevent perceptions of favoritism.
- Offer alternative, broadly appealing benefits for non-pet owners (e.g., wellness stipends, mental health days).
- Communicate how pawternity leave supports overall wellbeing goals.
Challenges & risks
Costs & operational impact
- Admin: Tracking usage, eligibility, and documentation.
- Misuse risk: Minimize with clear criteria and simple proof (adoption or vet docs).
- Coverage: Plan for short-notice absences via cross-training or shift swaps.
- Budget: Weigh paid leave costs against morale and retention gains.
Consistency & scope
Define what qualifies to ensure fairness:
| Consistency area | Define clearly |
|---|---|
| Types of pets | Dogs, cats, small household animals; handling of exotic/livestock |
| Eligible reasons | Adoption/bonding, illness, vet visits, bereavement |
| Duration | Hours/days allowed per scenario |
| Verification | Adoption certificate, vet note/receipt, or self-certification |
Designing a pawternity leave policy
Eligibility & definitions
- Who’s eligible: Employment status/tenure; full-time/part-time treatment.
- Which pets: Covered species and household status.
- Qualifying events: Adoption, illness, vet visit, bereavement.
- Documentation: Simple, privacy-respecting proof where needed.
Duration & pay structure
- Paid vs unpaid: Specify per event type.
- Typical ranges: Vet visits (hours–2 days), adoption (10 hours–2 weeks), bereavement (1–3 days).
- Interaction with PTO: Separate entitlement or draw from PTO bank.
| Pawternity leave type | Typical duration | Pay |
|---|---|---|
| Adoption/bonding | 10 hours–2 weeks | Usually paid |
| Vet visits/illness | Hours–2 days | Paid or unpaid |
| Pet bereavement | 1–3 days | Typically paid |
Communication & integration
- Handbook & intranet: Publish the policy, request steps, and FAQs.
- Manager training: Consistent, empathetic handling of requests.
- Data & privacy: Limit shared details; store documents securely.
Mini policy template (copy/paste)
Purpose: Provide short-term leave for key pet-related needs to support wellbeing. Eligibility: All employees after 90 days of service. Part-time pro-rated. Covered pets: Household dogs, cats, or small companion animals. Qualifying events & duration: • Adoption/bonding: up to 10 hours (standard) / up to 1 week (with manager approval). • Vet visit/illness: up to 1 day per event, max 2 days/year. • Bereavement: up to 3 days. Pay: Adoption and bereavement paid; vet/illness paid at manager discretion. Process: Submit request in HR system with reason; attach adoption certificate or vet note when available. In urgent cases, notify manager ASAP and submit documentation within 7 days. Interactions: Pawternity leave is separate from PTO; unused time does not carry over. Policy does not replace statutory leaves. Review: HR will review usage annually for equity and access.
Manage pawternity leave easily with Shiftbase
Adding a new leave type shouldn’t create admin chaos. Shiftbase lets you add “Pawternity Leave” to your absence types, route approvals, attach documents, and sync with scheduling and time tracking so coverage is clear.
Try Shiftbase free for 14 days and simplify pet-friendly leave from day one: Start your trial.
- Create rosters quickly
- Insight into labor costs
- Access anywhere via the app
