Quick answer: Sometimes. Most paid sick leave laws do not require employers to allow employees to use sick leave to care for a pet. However, some state and local paid-leave laws allow employees to use accrued leave for any reason, and employers may always choose to provide more generous pet-care or pet-bereavement benefits through their leave policies.
Question: I recently approved an employee’s request to use paid sick leave to care for their pet. Some of my team members were frustrated because they didn’t think sick leave should be used for animals. My pets are family to me, so I understood the request. Should I update my employee handbook to specifically allow sick leave or PTO for pet care?
The legal side: Most paid sick leave laws identify the minimum reasons employees must be allowed to use protected sick leave, such as caring for themselves, certain family members, attending medical appointments, or responding to public health emergencies. Caring for a pet is generally not one of those protected reasons.
Caring for a pet is typically not one of those protected reasons. Some states, however, require general paid leave that covered employees may use for any reason. State paid leave laws continue to expand, so it’s important to review the rules that apply where your employees work. If applicable law allows leave for any reason or limits questions about why leave is needed, the employer’s policy cannot narrow that right. Employers may also choose to provide a more generous benefit.
If your handbook states that employees may use sick leave only for the reasons outlined in applicable law, then allowing an exception could create confusion and make consistent enforcement more difficult. On the other hand, if your policy gives management discretion to approve additional uses of paid leave, you have more flexibility.
Before you make any decisions, think carefully about the unintended consequences. A policy that specifically includes pet care may sound employee-friendly, but it also creates an expectation that every future request for veterinary appointments, sick pets, or pet emergencies will be approved, as long as the accrued time is available in their personal bank.
In many cases, it is better to keep legally protected sick leave distinct and create a separate pet-care or pet-bereavement benefit with clear limits. For example, the policy could cover a pet’s emergency surgery, end-of-life care, or death without promising approval for every routine veterinary appointment.
Some employers choose to create a separate bereavement leave policy for significant life events rather than expanding sick leave.
The human side: Many people consider their pets family. Emergency surgery or the difficult decision to euthanize a longtime companion can be emotionally devastating. Showing compassion in those moments can build tremendous goodwill. As with any benefit, a reasonable, well-written policy helps employees know what to expect.
Often, yes. Many employers may provide benefits as they see fit, but their written policy should support that flexibility.
If you want it to be an intentional benefit, yes. Create a clearly defined policy that distinguishes legally protected sick leave from any additional pet-care benefit.
Not necessarily, but inconsistent decisions can create employee relations issues. Document the business reason for any exception and apply your discretion consistently in similar situations.
Often, yes. Many employers allow employees to use vacation or PTO for any personal reason, including caring for a pet, subject to company policy.
Many employers voluntarily offer pet bereavement leave as an employee benefit. A written policy helps set expectations and ensures the benefit is applied consistently.
Friendly Disclaimer: This information is general in nature and is not intended to provide legal advice or replace individual guidance about a specific issue with an attorney or HR expert. The information on this page is general human resources guidance based on applicable local, state, and/or federal U.S. employment law that is believed to be current as of the date of publication. Note that CEDR is not a law firm, and as the law is always changing, you should consult with a qualified attorney or HR expert who is familiar with all of the facts of your situation before making a decision about any human resources or employment law matter.
A Blog Written by CEDR, written by HR Experts to help you run your practice.
Did overtime become tax-free? No. The law created a federal income tax deduction for the premium portion of qualifying overtime...
Employers have always needed to be vigilant about complying with immigration laws, most especially with federal I-9 forms and E-Verify...
You can generally require that an employee use their paid vacation time toward any time off they take.
