In almost all cases, no. Formal bereavement leave policies, whether set by law or by employers, do not cover the death of a pet. No federal or state law in the United States requires employers to grant bereavement time for a companion animal, and only about 11% of employers offer any form of paid pet loss leave as a voluntary benefit. That said, you still have options for taking time off, and the landscape is slowly shifting.
Why Pet Loss Isn’t Covered by Standard Policies
Bereavement leave in the U.S. is not federally mandated for anyone, including human family members. The Family and Medical Leave Act (FMLA) covers certain qualifying life events, but pet death is not among them. When employers do offer bereavement leave voluntarily, it typically applies to the death of a spouse, parent, child, sibling, or sometimes extended family. Pets are almost never included in that list.
The same is true internationally. In the UK, for example, there is no legal obligation for employers to allow time off for the loss of a pet. Some advocacy groups have pushed for policy changes, but no country currently mandates pet bereavement leave by law.
What Psychologists Call This Type of Loss
The grief you feel after losing a pet is real and well-documented, but it falls into a category that researchers call “disenfranchised grief.” This describes any loss that society doesn’t widely recognize with rituals, time off, or open permission to mourn. The University of Colorado Denver defines it as loss that is “unrecognized, minimized, and/or silent.” Miscarriages, the death of an ex-partner, and pet loss all fall into this category.
The practical consequence is that people grieving a pet often feel pressure to minimize their emotions or return to normal quickly. There’s no funeral that coworkers would expect you to attend, no sympathy cards from HR, no culturally understood mourning period. That mismatch between the intensity of what you feel and the support you receive can make the grief harder to process, not easier.
How to Take Time Off Without a Formal Policy
If your employer doesn’t offer pet bereavement leave, you can still take time using other leave categories. Personal days, vacation days, and in some workplaces sick leave are all reasonable options. The key is how you frame the request.
A direct, professional approach works best. Something like: “I wanted to let you know that my pet passed away, and I’m finding it particularly challenging. I’d like to use [two days] of my personal time to process this loss.” You don’t need to over-explain or apologize. You’re using your own accrued time, and you’re giving your manager the context they need.
If you work from home, it can help to mention the practical side. Your pet was likely a constant presence during your workday, and their sudden absence can genuinely disrupt your ability to concentrate in that space. This isn’t an emotional appeal. It’s a factual description of why your productivity will be affected, and most managers will understand that.
Some Employers Are Starting to Offer It
While 11% is a small number, it represents a real shift. Companies in competitive hiring markets, particularly in tech, veterinary medicine, and pet-related industries, have begun adding pet bereavement to their benefits packages. These policies typically offer one to three paid days off, similar to what many companies offer for the death of an extended family member.
If your company doesn’t currently have a policy, you’re within your rights to suggest one. Pet ownership rates are high (roughly two-thirds of U.S. households have at least one pet), and for many employees, a pet bereavement benefit signals that their employer takes their wellbeing seriously. It’s a low-cost policy with outsized impact on morale and retention. Framing it that way, rather than as a personal request, gives the idea more traction with HR.
What to Expect Emotionally
The grief that follows losing a pet can be surprisingly intense, and that intensity catches many people off guard. You shared daily routines with this animal. They greeted you, slept near you, structured your mornings and evenings. Losing that presence disrupts your life in concrete, physical ways that go beyond sentiment.
Give yourself the same patience you’d offer a friend grieving any significant loss. The fact that workplace policies haven’t caught up doesn’t say anything about whether your grief is legitimate. It says something about how slowly institutions change. If you need a few days, take them. Use whatever leave category is available to you, and don’t feel obligated to downplay the reason.