Happy National Pet Day! Pets bring love and joy to our lives, improving our happiness and overall wellbeing. Studies have even found that pets can lower blood pressure and the risk of heart attacks! But, did you know that pets improve morale and increase productivity in the workplace? It’s true! Pets can have a positive impact on productivity because they are proven to lower stress.
Pet friendly offices have increased in recent years and a study by LiveCareer found that 94% of people are supportive of having pets in the workplace. Some workplaces have an office pet and others allow employees to bring their pet to the office. Other businesses have remote or hybrid workers, which allows employees to spend time with their pets while working from home.
How Pets Can Fit in with Workplace Dynamics
As more workers are given the option to work from home – even part of the week – pets become an even bigger part of our day and mental wellbeing. Before 2020, just 4% of available jobs in the United States were fully remote. The share of remote-work opportunities soared during Covid-shutdowns and has since leveled off. A Q4 2024 analysis by Robert Half shows that flexible work arrangements are most common for senior-level roles, but that overall, employers are increasingly offering hybrid work across all experience levels. Recent Gallup data shows that 26% of workers overall work fully remote while 55% work in hybrid positions.
Benefits of Pets in the Workplace
According to the Human Animal Bond Research Institute, 74% of pet owners reported mental health improvements from pet ownership and 75% of pet owners reported a friend or family member’s mental health had improved from owning a pet. Studies have shown that pets can be beneficial to the workplace because they improve workplace spirits and bring some comic relief to lighten the mood. Pets can also have a calming effect in the workplace, because they reduce blood pressure, lower stress, and make employees more friendly with each other as they bond over a pet.
What You Need to Know If You’re Considering a Pet-Friendly Office
Pet-friendly workplaces are growing in popularity. If you’re considering making your office pet friendly, read on for some pros and cons of a pet-friendly office and tips for creating a pet policy.
Pros:
· Reduced stress levels
· Better work-life balance
· Increased employee morale
· Higher productivity
· Improved employee retention
· Positive workplace culture
· Better customer perception
· Employee bonding
Cons:
· Potential liabilities
· Allergies
· Distractions
· Damage
· Mess
How to Create an Effective Pet Policy
In order to protect your business and employees, it is important to create an effective written pet policy before allowing any pets into the office. Here are some key points to include:
1. Identify Requirements for Office Pets
Any pets allowed in the workplace should be clean, free of worms and fleas, well-trained, and up-to-date on vaccinations. In addition, they should have no history of aggression and be fully potty trained. You may also want to outline other requirements such as:
· Limiting the number of pets that may be present in the office at one time
· Expectations for waste disposal
· A trial period for each animal to ensure they are a good fit for the office
2. Outline How Potential Conflicts will be Addressed
Create policies for any potential conflicts that may arise such as aggression, pet allergies, and noise issues. For example, your office may choose to create a no pet zone for workers who are allergic to pets or who do not wish to work around animals. You should also list consequences for pets that display aggression or who are consistently disruptive.
3. Accommodations for Remote and Hybrid Workers
For workers who cannot bring their pets into the office, remote or hybrid work may be the perfect way to allow those employees to spend time with their pets.
4. Legal Considerations
Legal considerations should be carefully evaluated before allowing pets in the workplace. Here are some tips for remaining compliant:
· Review local regulations and ordinances. Contact your local board of health to ask what a company must do to comply with city or town requirements for pets in offices. Keep in mind that bylaws may vary by industry.
· Obtain the proper liability insurance. In the event of a bite or any other on-premise incidents, liability can fall on the employer in addition to the pet owner. Check your current general liability coverage, and consider having employees provide their own insurance covering pet-related damages or injuries.
· Lease addendum. If you lease your office, you will also want to request an addendum to your contract so you have written permission for pets on the premises.
· Service dogs/Working dogs. According to the ADA, an employee must request that their service animal be present as an accommodation for their disability. Employers are required to provide reasonable accommodations including restructuring a job, modifying work schedules, and acquiring or modifying equipment that allow the employee to be with their service animal.
Seay Management Consultants Employees and Their Pets
Two of our employees, Sissy and Jackie, have beloved dogs who we consider to be valued co-workers of the Seay Management Consultants team! In fact, each was recently named Employee of the Month and got special bandanas (and lots of head scratches) to commemorate their achievement!
Seay Management Consultants Can Help Create Custom Pet Policies
Seay Management provides a broad range of HR services designed to support your business’s growth and ensure compliance with all state and federal employer regulations. From compensation management to employee handbook development to on-site training, and more, our team is here to help you with every aspect of human resources so you can get on with running your business.
Contact us today to learn more about how we can support your business with a custom pet policy.
Please note: This article is for informational purposes only and does not constitute legal or professional advice. Seay Management Consultants makes no representations or warranties, express or implied, regarding the accuracy, completeness, or applicability of the information contained herein.
Seay Management Consultants disclaims all liability for any actions taken or not taken based on the information in this article. Readers are solely responsible for their own interpretation and use of this information.
