civic time off

Why Civic Time Off is Good for Business and the Country

Voting in America is more than just something, “you should do.” In the U.S., voting is widely considered an individual’s civic duty. Unfortunately, many Americans don’t vote, especially in mid-term elections like the one yesterday. According to research by, around 60 percent of Americans didn’t vote in the last midterm election.

That’s because many Americans must choose between work and family, or voting. Most U.S. households can’t sacrifice a day’s wage, or a day of childcare, just to vote. Voting statistics bear this fact out. Voter turnout, per The Pew Research Center, is directly correlated to annual household income.

According to a 2014 study, 51 percent of households making $100,000 or more a year voted, while only 38 percent of those earning $50,000 or less turned out. Additionally, these turnout percentages drop even further as income decreases.

But, employers can have a hand in changing these numbers. In this article, we’ll tell you what employee benefit employers can use to get their staff to vote and how it can help improve your business overall.


What is Civic Time Off?

Civic time off (CTO) is a form of paid time off which allows employees to engage in a variety of civic activities and duties. Employees can use CTO to vote, volunteer for a candidate, attend a school board meeting, or canvass. Employers typically use a full, half-day, or flexible scheduling to give their employees civic time off.

woman draped in a flag


Why Do Employees Need Civic Time Off?

Civic time off is significant for employees because there is no federal protection for employees taking leave to vote. Some states have voting day protections for employees, but they vary on a state-by-state basis. You can see a list of each state’s voter protection laws, here.

So, unless your company gives it, most employees don’t have the time or access to vote. Granting your staff this access allows your business to be politically conscious without taking a political stance. Through civic time off, your company can support your employee’s beliefs without having to choose a political “side.”


What Are the Benefits of Civic Time Off?

Civic time off helps more people vote. But, civic time off also benefits your business overall. Your employees care about the world outside of your office and strive for a greater work-life balance, especially millennials. This younger generation has demonstrated a propensity for civic engagement.

voting day sign

And, as more millennials enter the workforce, the importance of issues such as voting will only grow for your employees. Civic time off gives your company the opportunity to align its values with your workforce. Aligning employer and employee values makes your staff more engaged.

Similarly, civic time off promotes the idea of employee development. Employers should encourage employee development both inside and outside the office. And, civic time off is a tremendous way for your staff to get involved in civic activities and grow as empowered citizens.

Helping develop your staff as fully-rounded citizens is a tremendous tactic for improving employee job satisfaction. Of course, the more satisfied your employees are the more productive your business becomes.


The Wrap

Whatever your political beliefs almost every American can agree it’s our civic duty to vote. Employers can use this civic time off to ensure their employees are fulfilling this duty on election day without the unnecessary stress of having to plan around their other responsibilities in life.

vacation time

Why You Need to Make Your Employees Use Their Vacation Time

In 2016, Americans left 662 million vacation days on the table, according to Project: Time Off. An increase of four million days from 2015. Out of those 662 million days, an estimated 206 million are forfeited days. Essentially, U.S. workers sacrificed $66.4 billion in 2016 benefits alone. This number means, for 2016, each American employee donated an average of $604 in work time to their employer.

The question is, as an employer, should you care? Does it matter whether your employees are utilizing their time off, or not? Below we’ll detail why your time off policy is crucial to your company’s bottom line.


Why Vacation Time Matters

Employees who use their vacation time tend to be more satisfied, engaged with, and productive in their position. Here are the various advantages time off can give your staff.


Greater Engagement

In The Happiness Advantage, Shawn Achor says, “the greatest competitive advantage in the modern economy is a positive and engaged brain.” Encourage your employees to take leave, to recharge and engage them in the workplace. Everyone’s brain needs a break occasionally.

books on the beach

Employees coming back from the break paid leave affords them, are more engaged in both their position and the organization. A new study from O.C. Tanner demonstrated this phenomenon. According to this study, 66 percent of employees regularly take a vacation that’s at least one week or longer.

Out of this group, 70 percent said they’re highly motivated to contribute to the success of the organization. This number is significantly higher than the 55 percent of respondents who said the same thing and don’t regularly take a week-long vacation. Encourage your employees to take time off, and revel in their renewed engagement upon their return.


Better Recruitment

Most employers offer a few days of paid vacation time; however, it’s far rarer to find a company that actively encourages its staff to take this time off. Use your company’s supportive paid leave policy to recruit top talent.

Workers, especially millennials, are increasingly focused on maintaining a better work/life balance. Yet, millennials can be the most likely to leave their time off unused. According to, one in four millennials between the ages of 18 and 25 didn’t use any of their vacation days in 2016.


Use a positive vacation policy to recruit younger employees and garner interest from candidates who otherwise wouldn’t have considered your organization. Two-thirds (66%) of employees feel their company culture is ambivalent or discouraging about time off. A positive time-off policy can differentiate your business in the eyes of recruits.


Boosted Creativity

Giving your mind a break from the daily grind of work can free it to be more creative. “Coupled with rest and clarity of mind, vacations offer a sense of newness that serves as an inspiration for new ideas.” An article from the Harvard Business Review (HBR) detailed the impact of taking a vacation can have on creativity.

Aviation firm, SimpliFlying, in 2017, instituted a mandatory vacation policy. Every seven weeks, they forced employees to take a scheduled week off. After 12 weeks of this policy, the company found exciting results. According to their data, creativity levels rose 33 percent. Similarly, a survey of entrepreneurs found that 20 percent said their start-up ideas were thought up while on vacation.


Increased Retention

Satisfied and engaged employees are more likely to stay in their job and with their employer. Encourage employees to take leave to prevent them from seeking employment elsewhere. Time off also helps to increase retention by decreasing burnout.

A 2017 CareerBuilder study found 61 percent of workers are burned out in their jobs. But 33 percent of these employees don’t take time away from work. When given time away from work, individuals are less likely to become burned out from their job.


Improved Productivity

The final, and arguably most important, way vacation benefits your firm is through enhancing worker productivity. Time off from work allows employees to relax and recharge themselves. Research has found that when a person’s brain can relax and think positively, it provides multiple benefits.

Productivity improves by 31 percent, sales increase by 37 percent, and revenues can triple when a person can think positively. In the previously mentioned HBR article, mandatory vacation led to an increase in productivity of 13 percent.


The Wrap

A study by the U.S. Travel Association found more than 40 percent of Americans don’t expect to use all their vacation time. While a mandatory vacation may not be feasible for every business, it certainly benefits your firm to push employees to use this time off.

Utilizing vacation time can lead to increased productivity, retention, creativity, recruitment, and engagement. If your company wants to reap these rewards, make sure your time off policy remains turned on.

time off

Why You Should Encourage Employees to Take Time Off

In 2015, 55 percent of Americans left vacation days unused, which totaled 658 million days.

Out of this amount, 222 million days could not be rolled over or paid out; meaning U.S. workers voluntarily gave up an estimated $61.4 billion in benefits.

This total of $61.4 billion dollars should not be looked at as savings. Here’s why you should encourage your employees to take time off and how you can get them to do it.


Why employees should take leave

Employees who are provided, and take advantage of, paid leave offer their company many benefits. This break can result in improved productivity, creativity, satisfaction, and engagement.

All of these individual benefits lend an increased overall organizational performance.


Increased Productivity

Time off from work allows employees to relax and recharge themselves. Research has found that when a person’s brain can think positively, it provides multiple benefits.

Productivity improves by 31 percent, sales increase by 37 percent, and creativity and revenues can triple when a person is able to think positively. Employers should look to boost employee productivity by encouraging workers to take leave.


Greater Engagement

In The Happiness Advantage, Shawn Achor says, “The greatest competitive advantage in the modern economy is a positive and engaged brain.” Encourage your employees to take leave, in order to engage them in the workplace.

Every person’s brain needs a break. Employees coming back from the break that paid leave affords them, are more engaged in both their position and the organization.


Better Recruitment

Most employers offer a few days of paid vacation time; however, it is far more rare to find a company that actively encourages its employees to take this paid vacation. Use your business’s supportive leave policy to recruit top talent.

Workers, especially millennials, are increasingly focused on maintaining a better work/life balance. Use a positive time off policy to recruit younger employees, and garner interest from candidates who otherwise might not have considered your organization.


Boosted Creativity

Giving your mind a break from the daily grind of work can free it to be more creative. “Coupled with rest and clarity of mind, vacations offer a sense of newness that serves as an inspiration for new ideas.”

A survey of entrepreneurs found that 20 percent said their start-up ideas were thought up while on vacation.


Increased Retention

Employees who are satisfied with, and engaged in, their job are more likely to stay with the company. Encourage employees to take leave to prevent them from seeking employment elsewhere.

Time off also helps to increase retention by decreasing burnout. Individuals given leave, are less likely to become burned out from the job.


How you can get employees to take leave

There are numerous steps employers can take to encourage your staff to take their leave.


Communicate With Employees

Educate employees on how much time off they have, how to report they will be taking time off, and what is expected of them before and after they take leave. The more knowledgeable employees are, regarding the company’s leave policies, the more likely they are to make full use of it.

time off

Another key to communicating with employees, regarding their leave, is to actively encourage employees to use their time off. Alleviate employee fears that they will be terminated or demoted if they take leave. Inform workers on the benefits that both they and the firm receive.

Emphasizing the benefits that the company receives helps to reinforce to the employees that the organization wants them to take leave. Over 80 percent of workers said they would be more likely to use more of their paid time off if their boss encouraged them to do so.


Change the Company Culture

Handle time off as a regular and expected part of work. Train everyone in the organization to respect and utilize their, and their coworkers’, time off.

Strive to erase the business martyr complex; that working constantly and never taking time off is a badge of honor. Instilling respect for leave, in the company culture, will increase the likelihood that employees are properly utilizing their time off.


Use Leadership to Set the Example

Getting workers to take leave has to begin from the top-down. Management has to lead by example and make sure they are properly using all of their time off. When leadership takes time off, it demonstrates that all employees are expected to take advantage of the benefit.

time off

Balance Workloads

According to a study by Project: Time Off, 37 percent of workers don’t take leave because they are afraid they will come back to a pile of work.

Managers need to work with employees to balance workloads and redistribute responsibilities to safeguard employees who want to take leave. Pushing back deadlines or removing other obstacles in the way of time off might be necessary for leadership to do.


The Wrap

Encouraging employees to use their time off can provide greater productivity, engagement, recruiting, retention, satisfaction, and creativity. All of these contribute to a boost in the organization’s bottom line.

Employers should be using time off to turn their employees’ brains on.





How Bereavement Leave Makes Human and Business Sense

If Benjamin Franklin is to be believed there are two certainties in life, and one of them is death. Nobody wants to talk about death, especially in the workplace, but it is a subject that needs addressing.

It is entirely possible to go your whole career without a coworker dying, but next to impossible to go your entire career without the loved one of a coworker dying. This fact is why creating a bereavement leave policy is necessary for every organization.



Bereavement is the period of grief and mourning after a death. In addition to grief, employees may suffer a lack of concentration, depression, anxiety, tiredness, and increased anger.


Establishing Grief Support

A survey from the Grief Recovery Institute concluded that bereavement costs U.S. businesses $37.6 billion annually. Creating grief support, or bereavement policies are necessary for both the employer and employee.

Your company must define what these policies are, and ensure that employees know them. Establishing grief support helps both the affected individual through their bereavement and colleagues wondering what they can do to help their coworker.

bereavement leave

An established bereavement policy can help an employee’s physical and mental health. This improved health can also aid your business by avoiding physical injuries and poor decision-making that occur due to grief.

The Grief Recovery Institute reports that 85 percent of management-level employees described their decision-making as “very poor” to “fair” in the weeks or months following a grief incident that affected them.

Over 90 percent of those in physical jobs reported a much higher incidence of physical injuries, due to reduced concentration, in the weeks or months following the grief incident. Grief support can help to eliminate these types of on-the-job mistakes.


Ways to Support Bereaved Employees

There are many ways that your business can support a bereaved employee. Your company should clearly define each of these options and include them in the company’s grief support and bereavement policies.



The first step in helping an employee through the bereavement process should be to communicate with the affected employee. As you talk with this employee, you should:

— Offer your condolences

— Emphasize they’re not expected at work immediately

— Ask them how they would like to stay in contact (phone, email, text, etc.)

— Inquire if there is any information you can pass along to coworkers

— Ask if the employee wishes to be contacted by colleagues

Finally, you then need to communicate any information you know and can relate, to the rest of your staff.


Define Bereavement Leave

Ensure that the affected employee understands how much bereavement leave they are allowed. Hopefully, this is done before the employee needs it; however, if it is not then it needs to be done carefully and with grace during your contact with the bereaved employee.

Additionally, create a process for employees to donate their paid time off to bereaved employees if one is not already in place. This policy allows employees to help a bereaved coworker by donating their extra PTO.

Bereavement leave is an important employee benefit, that many workers, unfortunately, do not think about until they need it. Your business can help employees, when they need it the most, by creating a detailed and comprehensive bereavement leave policy.

A fully realized policy removes the uncertainty and stress of missing work while you grieve. It is this kind of thoughtfulness and understanding that elevates employers in the minds of their staff.


Train Employees on What to Do

Your business should train both managers and coworkers on how to help an employee through their bereavement. This training should include:

— Knowing grief and the stages of grief

— Helping employees know what to say and what not to say

— Making work a safe space

— Recognizing when the affected employee is struggling

— How to be patient and understanding with a bereaved employee


Accommodate the Bereaved Employee

You should strongly consider offering different accommodations to employees to help them through the bereavement process. One accommodation may be to provide the bereaved employee flexible hours.

There may be certain times of the day during which an employee feels more grief than others. Offering a flexible work schedule allows the employee to work around these times.

Another accommodation may be to create a small serenity room, where the employee can go to relax when needed. An additional accommodation is to offer counseling or remind the employee to use the company employee assistance program (EAP).

Additionally, if your company has an EAP, encourage the bereaved employee to utilize it. EAPs offer free and confidential assessments, counseling, and referrals.


The Wrap

To aid your employees through the bereavement process it is important that you: establish grief support, communicate, define bereavement leave, train employees on what to do, and accommodate the bereaved individual.

Employees are the number one business expense of almost every company. It is important to invest in your employees to get the most out of them.

Ultimately, creating proper grief support and bereavement leave policies is the right thing to do both ethically and financially.

religious holidays

Why you Should Offer Time Off for Religious Holidays

“Most people have some sort of religion, at least they know which church they’re staying away from.”

Author John Erskine is right, most people do have some sort of religion.

According to an extensive study done by the Pew Research Center in 2012, 84 percent of the world identifies with some religious group. This number shows it is likely that a majority of your employees will hold some religious beliefs.

What happens when these employees request time off for a religious holiday? Are you required to grant them time off?


Title VII

Title VII of the Civil Rights Act of 1964 states that all employers with 15 or more employees must make reasonable accommodations for employees’ religious beliefs or practices.

The individual must hold these beliefs sincerely; however, the beliefs may be sincerely held even if they are:

— Newly adopted

— Not consistently observed

— Different from the commonly followed tenets of the individual’s religion

religious holidays

Reasonable Accommodation

A reasonable accommodation is one that eliminates the employee’s conflict between his/her religious practices and work requirements. This means that employers must take their employees’ religion into account when making job decisions.

Typically reasonable accommodations include:

— An exception to the company’s dress and grooming code for a religious practice

— A schedule change to attend a religious service

— An excused absence from a religious invocation offered before a staff activity or meeting

— An allowance to not perform certain job activities that conflict with their religious beliefs

— Time off for the observance of a religious holiday

Employers are only required to provide that a reasonable accommodation is made if it does not prove to be an undue hardship; hence the “reasonable” of reasonable accommodation.


Undue Hardship

An employer that would be required to incur more than minimal costs to accommodate an employee’s religious practices, can claim an undue hardship.

To prove an undue hardship an employer has to show it:

1. Tried in good faith to resolve the conflict between the employee’s religious needs and job requirements

2. (When an accommodation cannot be granted) Can identify an actual monetary or administrative expense

religious holidays

Solutions to Providing Time Off For Religious Holidays

There are several solutions businesses can use to avoid any potential conflicts for accommodating employees who want time off for religious holidays.


Telecommuting/Flex Scheduling

Offering an employee the chance to telecommute can allow them to work from home. Telecommuting can then let an employee work some during a religious holiday. If the employee does not wish to work at all during a holiday, flexible scheduling can help.

Flexible scheduling allows an employee to work longer during the other days of the week to make up for the day they are going to miss due to a religious holiday.


Paid Time Off (PTO)

Paid time off gives employees a bank of time off, with a particular total. A worker can then withdraw time when they choose. So, PTO gives employees flexibility in their time off and can allow them to take a religious holiday off and get paid for it.  

religious holidays

Learn more about PTO and floating holidays.


Floating Holidays

Employees use floating holidays to take a paid day off to celebrate their holiday of choice. Employees get to pick which holidays they want to celebrate, this can accommodate for religious holidays.

Use these solutions to grant employees time off for religious holidays, and prevent a conflict over a reasonable accommodation.


The Wrap

Even if you can prove that providing a reasonable accommodation would cause an undue hardship on your company, it remains an unwise and avoidable action.

For example, fighting employees who request time off for religious holidays creates the potential for lawsuits of religious discrimination, religious harassment, and wrongful termination.

This combativeness also creates a sense of unrest that can foster feelings of intolerance and exclusion. Most people do not want to work for, or even do business with, a company that harbors animosity towards different religions.

Instituting flexible scheduling, telecommuting, PTO, or floating holidays are relatively simple solutions that can help your business accommodate its employees’ beliefs.


View Holiday Calendars for Five Major Religions










paid leave-woman sitting

How to Make the Most of Your Employees’ Paid Leave

America is the land of the free, but one thing we’re not free to do is take a break from work.

The United States is the only country, with an advanced economy, that doesn’t have any federally mandated vacation, maternal, or holiday paid leave. Similarly, outside of government contractors, there is no federally mandated sick leave.

In addition to being an ethically responsible choice, there are several benefits that offering your employees paid leave can bring your business. If your company does offer paid leave, there are multiple steps to ensuring your company gets the most out of it.


Paid Leave

Paid leave is any time that is taken off of work, and is paid for by your employer. Employers can decide to offer several different types of paid leave.


Types of Paid Leave

  • Vacation

    Vacation allows for employees to travel or spend time at home. The average amount of vacation employers in the U.S. offer is 11 days.


  • Sick Leave

    Sick leave provides eligible employees with paid time off in the case of illness or injury. The average amount of sick days provided by employers is 8-10 days, depending on the length of service.


  • Personal Leave/Days

    Personal leave is leave that is used for a purpose other than illness or vacation such as: caring for a child, school meetings, errands, and appointments.


  • Maternity/Paternity Leave

    Parental leave is leave given to the parent of a newborn, or soon-to-be-born child. More companies now offer some maternity leave (for the mother), with others beginning to offer paternity leave (for the father).


  • Holiday

    There are six major holidays in the U.S. that employers aren’t required to provide paid leave for, but many do:

— New Years

— Memorial Day

— Fourth of July

— Labor Day

— Thanksgiving

— Christmas

In addition to these holidays, some companies offer paid time off for the day after Thanksgiving, MLK Day, Presidents’ Day, Good Friday and Veterans Day. Some employers also give employees a holiday for their birthday.


  • Sabbatical

    Sabbatical is a paid leave during which an employee is granted an extended period of time off, beyond their vacation. Sabbaticals are used to further extra education, do nonprofit work, or simply get away from work and come back renewed and refreshed.


  • Bereavement Leave

    Employers provide bereavement leave to an employee who has had a close friend or family member die. An average amount of bereavement leave is three days.


Find out more about bereavement leave.


  • Jury/Witness Duty

    Some employers will pay the difference between an employee’s regular salary and what they receive for serving on the jury.


  • Military Leave

    Some businesses will pay all or a portion of an employee’s time off they spend fulfilling any military commitments.


Current Trends in Paid Leave

Paid Time Off

Paid Time Off (PTO) is a paid leave plan that combines sick leave and vacation (can include other types of paid leave, if noted). PTO gives employees an account with a set amount of hours, from which they can take paid leave.

paid leave

So, for example, if an employer offered 11 vacation days, eight sick days, and three personal days; their employees’ total PTO would be 22 days. Employees have increased flexibility, as they are free to use this time off however they please and don’t have to use them individually as vacation, sick, or personal days.

Employers, though, usually use a PTO system to offer less, total paid leave than under a traditional leave system, which is a drawback to employees. Using the previous example, an employer would likely offer 19 or 20 PTO days instead of 22.


 Floating Holidays

Some employers offer one or two paid floating holidays. Employees can use floating holidays for any holiday event they choose, including their birthday.

These floating holidays give employees the flexibility to choose a holiday that they want to celebrate; possibly in addition to those the whole office celebrates.


Unlimited Vacation

Unlimited vacation allows employees to take as much vacation time as they want. Almost all companies that offer unlimited vacation carry a stipulation that no matter how much vacation you take, you must keep your performance above a certain level. Netflix, Linkedin, Grubhub, Virgin Group, and General Electric, among others, all offer unlimited vacation.


Volunteer Time Off (VTO)

VTO hours grant employees a certain amount of paid leave for doing volunteer work. VTO hours allow employees to give back and gives them a sense that their employer cares about both them and the community. Deloitte, Salesforce, and Stryker all offer VTO.


Maternal/Paternal Leave

Offering maternal and paternal leave is not a new trend amongst businesses, though it is growing in both popularity and length. According to a 2015 study, by the Society for Human Resource Management, 21 percent of companies now offer paid maternity leave. While 17 percent offer paid paternity leave.

Additionally, more companies are offering extended amounts of parental leave. Google now offers new moms 18 weeks and new dads 12 weeks of paid leave. Adobe offers 26 weeks paid parental leave for new moms. Last year, Netflix announced that it would offer unlimited paid maternity and paternity leave.


Get More From Your Employee’s Leave

Most employers understand that giving employees paid leave allows them to come back to work refreshed and more productive as individuals. Few companies recognize that they could be using their employees’ paid leave to get more out of their organization as a whole.

When an employee leaves for a vacation, sabbatical, holiday, or even a personal day, give them something to think about during that time. Don’t give employees homework, but let them use the creativity they replenish over their break.

paid leave

For example, if you have a specific work problem ask them to think of a few solutions. Employers should be taking advantage of employee’s time off, and using it to generate some creative and innovative thinking.

When an employee takes paid time off, specifically a vacation or sabbatical, use it to test the rest of your team. Make other employees take up some of the work that the employee on leave usually does.

This time affords you a chance to give team members new responsibilities. An employee’s paid leave will allow you to evaluate how the other individuals in your team perform without him or her, and how they respond to new challenges.


The Wrap

A company can offer its employees several types of paid leave. Even if you cover every type, and have extensive coverage for each type, you have to know how to reap the benefits this time off affords your company.

Challenge employees to use their time off to generate new ideas, and think of creative solutions to problems. Use the time that employees take off to test other team members; you may discover that some employees aren’t as high performing as you previously thought.

The one thing you shouldn’t do during an employee’s paid leave is, leave the status quo.

boy kissing dog

Pet Bereavement Leave: What is it and Why Offer it?

Tears, sadness, and grief. They all accompany the bereavement of losing a friend or family member, and they all accompany the bereavement of losing a beloved pet. More companies are now offering pet bereavement leave to support these grief-stricken employees.

As the number of pet owners grows, the desire for pet bereavement leave is likely to increase. A 2015 Harris Poll found that 62 percent of Americans have at least one pet in their household.

The two youngest generations (Millennials and Gen X) have the highest rates of pet ownership at 65 and 71 percent respectively. As more millennials enter the professional world, businesses need to prepare themselves to support pet owners.


What is pet bereavement leave?

Pet bereavement leave is paid time off for an employee to mourn the death of their pet. Employers who offer pet bereavement leave typically offer between one and three days of paid leave for pet bereavement.

This leave is designed to support employees through their loss without forcing them to use PTO or call in sick.

pet bereavement

Why offer pet bereavement leave?

Your company receives multiple benefits from offering your staff paid pet bereavement leave. Providing pet bereavement leave can reduce the amount of accidents and mistakes caused by a bereaved employee.

The Grief Recovery Institute found that grieving workers cost U.S. businesses $37.6 billion a year. This study also found that grief affected both white and blue-collar workers

Over 85 percent of management-level decision-makers said their decision-making was very poor, poor, or fair following a grief incident. Almost 90 percent of those in blue-collar and other physical jobs reported a greater rate of physical injury due to reduced concentration following a grief incident.

pet bereavement

It may be difficult to understand for some, but bereavement stemming from the death of a pet can be similar to that of losing a loved one. This level of grief can lead to mental mistakes and clouded decision-making, which can ultimately affect a business’s productivity and bottom line.

Offering pet owners paid bereavement leave can help to reduce the mistakes and accidents that could result from bereaved employees. Another benefit of offering pet bereavement leave is that it shows your staff that you care about them.

People are increasingly considering their pets a family member. Over 95 percent of pet owners consider their pets to be part of their family, which is up 4 percent from 2012.

Offering pet bereavement leave acknowledges the importance of these pets to your employees. This leave shows your employees that you care about the same issues they do, which can increase employee satisfaction and engagement.


The Wrap

Providing employees with even one day of paid pet bereavement leave can offer your business several benefits. This leave can cut down on mental mistakes and injuries that occur due to grief.

It also shows your employees that you care about what is important to them, which can increase engagement and satisfaction. Grief resulting from death is no less real because the dead had four legs and a tail.