Why Australian Workplaces Need Pet Bereavement Leave

Pet Loss in a Nation of Pet Owners

Australia is one of the most pet-owning nations on Earth. According to Animal Medicines Australia's 2025 Pets in Australia survey, approximately 73% of Australian households have at least one pet, with an estimated 31.6 million companion animals living across 7.7 million homes. Dogs remain the most popular choice, found in roughly 49% of households (around 7.4 million dogs nationally), while cats feature in 34% of homes.

For many Australians, pets are not accessories or afterthoughts. They are daily companions who share morning walks along coastal paths, evenings on the back deck, and long summers spent outdoors. The strong outdoor lifestyle that characterises Australian pet culture, from weekend hikes in national parks to beach runs with Kelpies and Labradors, creates bonds that are both deep and physically anchored in routine.

When a pet dies, that routine is shattered. The psychological impact is well documented in peer-reviewed research. Studies published in journals such as Anthrozoös and Death Studies have consistently found that bereaved pet owners can experience grief responses comparable in intensity to those following the loss of a human family member, including persistent sadness, difficulty concentrating, appetite changes, and social withdrawal.

Yet most Australian workplaces offer no acknowledgement of this reality.

What the Fair Work Act Actually Says

Under the National Employment Standards (NES) outlined in the Fair Work Act 2009 (Cth), permanent employees are entitled to two days of paid compassionate leave per occasion. Casual employees are entitled to two days of unpaid compassionate leave. However, this entitlement is triggered only when a member of the employee's immediate family or household dies or develops a life-threatening illness.

The Act defines "immediate family" as a spouse or de facto partner, child, parent, grandparent, grandchild, or sibling, along with equivalent in-law and step-relationships. Companion animals are not included in this definition.

This means there is currently no legal entitlement under federal law for an Australian employee to take compassionate or bereavement leave following the death of a pet. Employers are not obligated to grant it, and employees cannot lodge a Fair Work complaint if such leave is refused.

That said, the Fair Work Ombudsman has acknowledged that some employers choose to extend compassionate leave provisions to cover pet loss, and this is entirely permissible provided it forms part of the employer's own policy or enterprise agreement.

Australian Employers Leading the Way

Despite the absence of a legislative mandate, a growing number of Australian organisations have recognised the value of pet bereavement leave.

• Commonwealth Bank of Australia (CBA) introduced two days of paid leave per year for employees experiencing the loss of a pet, making it one of the first major Australian corporations to formalise such a benefit.
• Hive Legal, a Melbourne-based law firm, introduced one day of paid pet-related leave for its staff.
• BrewDog (Brisbane operations) and Verso, a Melbourne-based e-learning provider, have also offered paid leave for pet-related emergencies, including bereavement.

These initiatives are not purely altruistic. They reflect a strategic understanding that supporting employees through personal loss, including pet loss, improves retention, reduces presenteeism (attending work while unable to function effectively), and strengthens workplace culture. In a competitive labour market, these benefits help attract and retain talent.

The Psychology Behind Pet Loss Grief

Why It Can Feel Devastating

Neuroscience research has demonstrated that companion animals, particularly dogs and cats, function as co-regulators of their owners' emotional states. Daily interactions such as walking, feeding, grooming, and simply sharing physical space modulate stress hormones, including cortisol, and stimulate oxytocin release. These neurobiological patterns mirror those found in close human relationships.

When a pet dies, the brain loses a source of emotional regulation that may have been present for a decade or more. The resulting disruption can manifest as grief that is intense, prolonged, and, in some cases, clinically significant. A systematic review by Packman et al. (2021) confirmed that pet loss grief can be multifaceted and that some owners meet diagnostic criteria for prolonged grief disorder.

Disenfranchised Grief in Australian Workplaces

Psychologist Kenneth Doka coined the term "disenfranchised grief" to describe grief that receives little or no social validation. Pet loss is a textbook example. Comments such as "it was just a dog" or "you can get another one" are common, and many grieving pet owners feel compelled to minimise or hide their distress at work.

This lack of validation compounds the emotional toll. Professional consensus in bereavement counselling, as reflected in guidelines from organisations such as the Australian Psychological Society (APS), supports the recognition of pet loss as a legitimate grief experience. Workplaces that actively validate this grief, rather than dismissing it, create healthier environments for all employees.

Recognising When Grief Needs Professional Support

Most people will process pet loss grief naturally over time. However, colleagues and managers should be aware of signs that grief may have become complicated or require professional intervention:

• Persistent inability to function at work or home lasting more than several weeks
• Intrusive, recurring thoughts about the pet's death or intense guilt that does not diminish
• Withdrawal from social activities and relationships
• Physical symptoms such as chronic insomnia, significant weight change, or ongoing fatigue
• Expressions of hopelessness or thoughts of self-harm

When these signs are present, professional support is strongly recommended. Australian services include:

• GriefLine (1300 845 745), a free national grief helpline available 9am to 8pm AEST, seven days a week, staffed by trained counsellors who assist with all forms of grief, including pet loss.
• Pets and People (1300 431 450), a dedicated pet loss support line that connects callers with qualified counsellors.
• Lifeline (13 11 14), available 24 hours for anyone experiencing a crisis, including grief-related distress.

The Australian Veterinary Association (AVA) also provides resources and referrals related to the human-animal bond, and many Employee Assistance Programmes (EAPs) offered through Australian workplaces now include grief counselling that covers pet loss.

How to Request Pet Bereavement Leave in Australia

If your workplace does not have a formal pet bereavement policy, the following steps can help you navigate the conversation.

Step 1: Review Your Existing Entitlements

Check your employment contract, enterprise agreement, or employee handbook for provisions such as personal leave, compassionate leave (which your employer may interpret broadly), mental health days, or flexible working arrangements. Some Australian employers have discretionary leave categories that may apply.

Step 2: Make a Professional Request

Approach your manager or HR team directly. A straightforward approach works best: "I am dealing with the loss of my companion animal, who was a significant part of my daily routine. I would like to use [personal leave, annual leave, or unpaid leave] to manage this transition. I expect to need one to two days and will ensure my responsibilities are covered."

Step 3: Provide a Coverage Plan

Offering a brief handover plan for your current tasks reduces friction and demonstrates professionalism. Identify a colleague who can handle urgent matters and summarise the status of any ongoing projects.

Step 4: Follow Up in Writing

After any verbal agreement, send a brief email confirming what was discussed and approved. This creates a record that protects both you and your employer.

Proposing a Formal Policy: A Template for Australian Workplaces

For HR professionals, managers, or employees who want to advocate for a formal pet bereavement policy, the following template can be adapted to suit any Australian organisation.

Policy Title: Companion Animal Bereavement Leave

Purpose: To support employees experiencing the loss of a companion animal by providing dedicated time off, recognising the documented psychological impact of pet loss.

Eligibility: All permanent full-time and part-time employees who have completed their probationary period. Casual employees may access unpaid leave by arrangement.

Covered Animals: Dogs, cats, birds, rabbits, reptiles, horses, and other animals kept as the employee's companion. Assistance animals recognised under state and territory legislation are also covered.

Leave Entitlement: Up to two paid days of leave per calendar year following the death of a covered companion animal. Additional unpaid leave or flexible scheduling may be arranged at the manager's discretion.

Request Procedure: Employees should notify their direct supervisor as soon as practicable. A formal leave request should be submitted within five business days. No veterinary death certificate is required, consistent with a trust-based leave management approach.

Supportive Resources: The organisation will maintain a list of pet loss support resources, including GriefLine and relevant EAP services, accessible through HR.

Non-Retaliation: Employees who use this leave will not face adverse performance consequences.

Key Arguments to Support Your Proposal

• Retention and engagement: Employees who feel supported during personal loss demonstrate higher engagement and lower turnover, which is particularly valuable in Australia's tight labour market.
• Mental health alignment: Pet bereavement leave is a logical extension of existing mental health and wellbeing programmes, including those promoted under Safe Work Australia's psychosocial hazard guidelines.
• Low cost, high return: Typical usage of one to two days per year represents negligible direct cost compared to the goodwill, loyalty, and reduced absenteeism it generates.
• Competitive positioning: With major employers like CBA already offering this benefit, organisations that follow suit signal a progressive and compassionate culture.
• Demographic reality: With nearly three-quarters of Australian households owning a pet, this benefit is relevant to the majority of the workforce.

Building a Supportive Culture Before Loss Occurs

Organisations achieve the best outcomes when they build support structures proactively rather than reactively. Practical steps include:

• Including pet loss in workplace wellness materials and EAP information packs
• Training managers to respond with empathy when employees disclose a pet's illness or death
• Normalising conversations about companion animals in the workplace, which reflects the reality that most Australian employees share their homes with pets
• Recognising that for employees in regional and rural Australia, where working dogs and station animals are integral to both livelihood and daily life, the loss of a companion animal can carry additional practical and emotional weight

For multi-pet households managing the care of surviving animals during a difficult period, the Pet Sitter Emergency Guide for Australian Conditions offers preparation strategies that may be helpful.

When Grief Becomes a Crisis

If grief following pet loss triggers a mental health crisis, including suicidal ideation, severe panic attacks, or an inability to perform basic daily functions, immediate help should be sought. Contact Lifeline on 13 11 14 (available 24 hours), Beyond Blue on 1300 22 4636, or present to your nearest emergency department. Pet loss grief is valid, and no one should face it alone.

Employers who notice a team member in acute distress should follow their organisation's duty of care obligations and ensure access to professional support through appropriate channels.

The Path Forward for Australian Workplaces

Australia's deep connection with companion animals, combined with a growing body of psychological evidence and shifting employee expectations, makes pet bereavement leave a natural next step for progressive workplaces. The Fair Work Act may not yet mandate it, but the cultural and business case is strong. Whether through formal policy or simply a more compassionate managerial response, every Australian workplace has the opportunity to better support employees navigating the loss of a beloved pet.